Information about the role of a mounted inspector, including the role purpose, key responsibilities and the skills required.
About the role
A mounted inspector is a specialist operations position within the operational support sector of policing. It's a manager/expert adviser role in the policing professional profiles.
Role purpose
Mounted inspectors provide effective management of the mounted unit through the management of resources to enable the delivery of a responsive and visible police service to incidents, public order public safety and crime.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Managing mounted facilities (stables, horses, equipment and vehicles) to ensure the provision of suitable and legally compliant equipment in line with force policy, guidance and operational demands.
- Attending event and operational planning meetings to identify available resource, and resource requirements to develop effective deployment plans.
- Tendering contracts for vets, feed and forage to enable cost effective service delivery.
- Developing collaborative working relationships with key stakeholders and delivery partners to deliver a smooth and integrated response and service for operations and/or events.
- Managing budgets for overtime and spend for mounted resources to meet organisational financial objectives.
- Purchasing horses; cognisant of size, temperament, breed, age and health to provide an effective mounted policing service.
- Arranging training for mounted officers and horses to ensure national competency compliance.
- Recruiting suitable mounted candidates to ensure continuity of staff and enable workforce planning.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 2: supervisor or middle manager
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 2: supervisor or middle manager
- We support and inspire – Level 2: supervisor or middle manager
- We analyse critically – Level 2: supervisor or middle manager
- We are innovative and open-minded – Level 2: supervisor or middle manager
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 3
- Problem solving – Level 3
- Performance management – Level 3
- Relationship management – Level 3
- Change management – Level 3
- Managing people – Level 3
- Managing resources – Level 3
- Planning – Level 3
- Use of IT – Level 3
Education, qualifications and experience
Previous education, qualifications and experience
- Completed standard equitation course (SEC) where appropriate.
In-role education, qualifications and experience
- Refer to requirements in G1 annex C1.3 in POPS Standards, Training, Equipment and Resources (you will need to log in to College Learn) as required by role.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence. CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR) conversations.
Learning and accreditation
- Complete all annual and mandatory training.
- Maintain accreditation as per G1 annex C1.3 in POPS Standards, Training, Equipment and Resources (you will need to log in to College Learn) as required by role.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- maintaining an up to date understanding of College of Policing guidance, best practice and any local policy applicable to the operational police context
- maintaining and updating key knowledge, understanding and skills relating to criminology, legislation, policy and practice across all functional policing areas of operational policing
- maintaining knowledge and understanding of new approaches identified by evidence-based policing research and problem solving, test and synthesise these into working practice, championing innovation and changes to practice
- maintaining a working knowledge and understanding of new and evolving crime threats and priorities, and current best practice to tackle these in order to enable a pro-active and preventative approach
- maintaining a working knowledge and understanding of public order public safety command
Related roles
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