Information about the role of a structured debrief facilitator, including the role purpose, key responsibilities and the skills required.
About the role
A structured debrief facilitator is a specialist operations position within the operational support sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
Structured debrief facilitators are responsible for the facilitation of local and level one debriefs and where necessary, support the facilitation of level two and level three debriefs. Debriefers are trained as facilitators and scribes and are expected to construct a debrief report matrix of recommendations and supporting data.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Facilitating local and level one debriefs and producing reports outlining key recommendations to identify good practice, areas for improvement and contributing to organisational memory.
- Assisting partner agencies and event organisers in the facilitation of multi-agency debriefs in support of the joint emergency services interoperability principles (JESIP).
- Providing debriefing for planned policing operations ensuring joint operational learning (JOL) is captured.
- Identifying where level two debriefs are required to request appropriate support from the force or National Policing Coordination Centre (NPoCC) regional coordinator.
- Identifying where level three debriefs are required to request appropriate support from the national structured debrief coordinator (College of Policing).
- Evaluating wellbeing considerations when planning debriefs, for example post incident management (PIM) to identify when further referral or support may be required.
- Acting in adherence to all legal frameworks, key working principles, policies and guidance relevant to the role to enable solutions to be developed and achieve strategic and organisational objectives.
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 1: practitioner
- We take ownership – Level 1: practitioner
- We collaborate – Level 1: practitioner
- We support and inspire – Level 1: practitioner
- We analyse critically – Level 1: practitioner
- We are innovative and open-minded – Level 1: practitioner
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 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
Previous education, qualifications and experience
- To be a serving police officer or police staff member.
- Completion of the College of Policing national structured debrief course.
In-role education, qualifications and experience
- Undertaken a minimum of two structured debriefs in the past 12 months.
- Has managed the administration of a structured debrief including meeting with the initiator and agreeing terms of reference in line with the national debrief guideline.
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.
- 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:
- taking personal responsibility for developing own CPD including researching and refreshing own subject matter expertise
- maintaining currency of College of Policing guidance, best practice and any local policy applicable to the operational police context and leading and managing teams
- maintaining a working knowledge, understanding and skills relating to legislation policy and practice across all functional policing areas of operational responsibility
- maintaining knowledge and understanding of new approaches identified by evidence-based policing research and problem solving and team working and synthesise these into working practice
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