Advanced practitioner scheme for policing - Consultation Creating lateral progression opportunities that recognise and reward police constables ...
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Advanced practitioner scheme for policing consultation
college.police.uk
Advanced practitioner scheme for policing
Consultation
Creating lateral progression opportunities that recognise and reward
police constables for their advanced knowledge, skills and expertise© College of Policing Limited (2019) All rights reserved. No part of this publication may be reproduced, modified, amended, stored in any retrieval system or transmitted, in any form or by any means, without the prior written permission of the College or as expressly permitted by law. Anyone wishing to copy or re-use all or part of this document for purposes other than expressly permitted by law will need a licence. Licence applications can be sent to the College of Policing lead for IPR/licensing. Where we have identified any third-party copyright material, you will need permission from the copyright holders concerned. The College of Policing is committed to providing fair access to learning and development for all its learners and staff. To support this commitment, this document can be provided in alternative formats by emailing contactus@college.pnn.police.uk Any other enquiries about the content of the document please email contactus@college.pnn.police.uk College of Policing Limited Leamington Road Ryton-on-Dunsmore Coventry CV8 3EN ii | Advanced practitioner scheme for policing consultation | OFFICIAL
Contents: Click to navigate
1 Advanced practitioner consultation summary 1 7 Implementing the scheme 9
1.1 Introduction 1 7.1 Preparing for implementation 9
1.2 Background 1 7.1.1 Scale and scope of APs 9
1.3 Definition 1 7.1.2 Roles and responsibilities 9
1.4 Benefits 1 7.1.3 AP tenure 9
1.5 Features of the scheme 2 7.1.4 Financial implications 9
1.6 Consultation 2 7.1.5 Supporting force readiness 10
1.7 Timing 2 7.2 Selecting APs 11
7.2.1 Selection principles 11
2 Introduction 3
7.2.2 Eligibility 11
2.1 Responding to the consultation 3
7.2.3 AP competencies and behaviours 12
3 Background 4 7.2.4 Application process 12
7.2.5 Assessment process 12
4 Developing the AP scheme 5
7.3 Support for APs 13
4.1 Learning from other professions 5 7.3.1 Induction and guidance 13
4.2 Learning from the pilot 5 7.3.2 Performance management 13
4.3 Learning from engagement 5 7.3.3 Continuing professional development (CPD) 13
5 Benefits 6 7.3.4 National AP register 13
5.1 How does the public benefit? 6 7.3.5 National oversight and governance 14
5.2 How does the individual benefit? 6 7.4 Equality considerations 14
5.3 How does the force benefit? 6 7.5 Legal considerations 15
5.4 How does the police service benefit? 7 7.5.1 Regulatory considerations 15
7.5.2 Legal liability considerations 15
6 Defining the scheme 7
6.1 AP definition 7 Annex A: Draft descriptors for lateral progression
6.1.1 Performing the primary policing role at an enhanced level 8
within a new pay and reward framework 16
6.1.2 Developing and supporting others 8 Annex B: Challenges of introducing APs to forces 17
6.1.3 Furthering practice 8
6.2 AP within the proposed new pay and reward framework 9
6.3 AP naming convention 9
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1 Advanced practitioner consultation summary The external review and the AP pilot evaluation emphasised
the types of personal attributes, skills and behaviours that
1.1 Introduction potential APs would need to perform their role effectively and
This document covers the College of Policing’s consultation overcome the types of challenges associated with the scheme.
regarding proposals for introducing the advanced practitioner (AP) The evaluation identified three key requirements for successful
scheme at the rank of police constable. performance in the role:
The areas of practice around recruiting APs should be carefully
1.2 Background selected and reflect force priorities.
The AP scheme is one of the four workforce transformation
priorities agreed by the National Police Chiefs’ Council (NPCC) in A rigorous selection process should be implemented in order
to appoint APs with the required skills and abilities.
April 2018. It will provide lateral career progression for constables
through recognising and rewarding enhanced skills, competence Ensuring APs are supported in force through, for example,
and contribution (at stage 4 of the proposed new police constable appointing AP force leads and gaining senior level buy-in.
four-stage pay and reward model, see Annex A).
1.4 Benefits
1.3 Definition Individual AP benefits reported by the pilot evaluation included
An AP performs their primary policing role at an enhanced level in increased job satisfaction, motivation and wellbeing, and the
a specified field of practice. They are able to work autonomously development of skills and knowledge. Other benefits, particularly
and are recognised as an expert and the go-to person in their force, where APs had remained in the role for more than one year, included
committed to supporting and developing others, and furthering the positive impact on operational policing through furthering
police practice force wide. practice and performing their primary role at an enhanced level,
leading to additional benefits for policing. A number of force leads
The College commissioned an initial external review into other and supervisors felt the AP role allowed them to retain experts and
professional AP schemes as a basis for piloting and developing the make best use of their skills and experience.
scheme in policing. The College worked in partnership with seven
forces between March 2017 and August 2018 to establish a pilot The summary evaluation report incorporates six AP case studies,
programme. An evaluation of the pilot was conducted to explore which provide examples of the operational benefits APs brought
how this new role could work within policing. to their forces, including reducing demand on police resources,
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improving support for victims of crime and contributing to changing The College will provide continuing support and national
force strategies and practices. oversight of the scheme, including a national register of APs.
Other proposed benefits and outcomes of introducing APs include: 1.6 Consultation
Improving the range of, and access to professional This document presents the proposed national scheme for APs,
development and lateral career progression opportunities. including the background and rationale for their deployment in
policing. It provides details of each component of the model and
Enabling constables to progress in ways other than the what should be nationally consistent and flexible within forces.
traditional vertical promotion.
Opportunities to collaborate with other forces in order The model has been refined throughout the pilot and evaluation,
to share and develop advanced practice across selected providing a valuable opportunity to listen to AP pilot participants
operational specialisms. and force leads, and identify and address important lessons for the
Demonstrating a commitment to embedding continuing potential rollout of the AP scheme in forces.
professional development (CPD) practice in force.
This consultation now offers stakeholders the opportunity to
1.5 Features of the scheme contribute views that will shape the final AP scheme for policing.
The proposed consistent features of the national model include: The feedback received will inform decisions on the future
Forces elect whether and when to appoint APs development and implementation of the scheme.
(ie the scheme is voluntary).
1.7 Timing
Forces determine the number of APs and in which fields
of practice.
Stage one: Consulting on the scheme
Forces determine the tenure of an AP role. The consultation presents a model of APs in policing that has been
Forces perform a readiness review prior to local developed during an 18 month period, drawing on the initial external
implementation. review carried out by Korn Ferry Hay Group (2016) and further
informed by an extensive evaluation of the AP pilot.
Forces will lead local recruitment, using a consistent national
application and selection process.
The consultation will run for eight weeks, from 23 April to 14 June
2019. See section 2.1 for more detail.
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Stage two: Finalising the scheme This consultation offers the opportunity for respondents to
The aim is to have the final AP scheme finalised by 2020, in line with contribute views that will shape the final AP scheme for policing.
the deadline for the four workforce transformation priorities agreed The feedback received will inform decisions on the future
by the NPCC in April 2018, and the 2020 PRRB submission. The development and implementation of the proposals.
College would support pilot forces who wish to continue using APs
without remuneration in the interim period. Forces could also contact 2.1 Responding to the consultation
the NPCC to consider interim remuneration provisions. This consultation will run for eight weeks, from 23 April to
14 June 2019.
Stage three: Implementing the scheme
The final AP scheme is intended be pursued as part of a potentially Responses received after this period may not be considered.
wider package of voluntary lateral progression opportunities The College requires a single organisational response, and
available force wide. This package is not mandated, and is the name and rank of a chief officer or executive responsibility
positioned within stage 4 of the new pay and reward framework (if a staff employee) to sign off the response. Organisations
being developed by NPCC. should include details indicating how widely the consultation
has been considered within the organisation.
The College of Policing is discussing proposals for the introduction A questions and response proforma is provided.
of an AP scheme for policing at the rank of police constable. Responses received in other formats, such as email or letter,
may not be considered.
The College will publish a formal response to the consultation,
2 Introduction so responses will not be replied to on an individual basis.
The consultation document explains the background of the The College Board will agree the requirements and timescales
scheme, including the AP pilot and the information gathered upon for the introduction of the AP scheme.
which the proposed scheme has been developed. It then sets out
proposals for its definition and implementation.
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3 Background The AP scheme is now part of a comprehensive programme of
coordinated national initiatives currently underway to achieve the
In 2015, the College of Policing published the findings of its workforce ambition set out in the Policing Vision 2025: ‘By 2025
review of police leadership, which recommended that the College policing will be a profession with a more representative workforce
develops career opportunities which allow recognition and reward that will align the right skills, powers and experience to meet
for APs to: challenging requirements.’
provide greater recognition of professional knowledge, skills
and expertise, independent of seniority The Vision states that this ambition will be achieved by:
enable lateral career development, particularly for those who
Establishing a methodology and framework which helps
often remain in junior ranks and grades. practitioners across policing contribute towards building
knowledge and standards based on evidence.
The review recommended that the concept of APs should:
Creating independently validated frameworks of CPD for
apply to officers and staff
all in policing, helping them gain recognition for their skills,
go beyond specialist areas, including uniformed response
progress their careers and fulfil their potential.
offer reward and recognition for advanced skills and
Exploring opportunities for police conditions of service to
knowledge for those who play a substantial role in developing reflect flexibility, reward contribution, competence and skill
the evidence base of policing and who help develop others in levels using a scheme which is affordable.
their role.
In recognition of the AP scheme’s important contribution to achieving
As a result, the College commissioned an external review these objectives, it was identified as one of the four priorities for
into other professional AP schemes, such as nursing and the workforce transformation agreed by the NPCC in April 2018.
ambulance service, as a basis for piloting and developing the
scheme in policing. The College worked in partnership with seven
forces between March 2017 and August 2018 to establish a pilot
programme. An evaluation of the pilot was conducted to explore
how this new role could work within policing.
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4 Developing the AP scheme 4.2 Learning from the pilot
The AP pilot enabled the scheme to be tested and developed
This section provides an overview of the learning gained from within a policing context, including its possible benefits and
the research, pilot and engagement, which has informed the challenges, to inform decisions about the shape of the scheme
draft proposals. and its potential rollout (Annex B). The full and summary
evaluation reports can be accessed via the College of Policing’s
4.1 Learning from other professions Advanced practitioner webpage.
In 2016, the College commissioned an external review into learning
from other professions which had already explored the concept 4.3 Learning from engagement
of APs. While recognising important differences of rationale and Stakeholder engagement informed the initial design of the pilot
context between each profession, the report identified key lessons and the evolution of the scheme throughout. Groups included
that have been used to inform the development of the AP scheme the NPCC, the Association of Police and Crime Commissioners,
for policing, such as: staff associations, regional meetings of in-force learning and
the importance of the initial AP selection process development leads and a wide range of national governance
groups, including the College’s Professional Committee.
early APs setting the standard of practice and behaviours
for the role Feedback reflected strong support for the AP scheme and
the focus on frontline technical expertise emphasised the importance of a clear and simple definition of AP
the importance of consistent and rigorous CPD to maintain and a rigorous and fair application process open to all. Effective
their positions at the forefront of current thinking within their communication (including induction) was identified as being crucial in
specific operational field ensuring a good understanding of the scheme, particularly in relation
to what was described as a ‘very busy’ landscape of roles, initiatives
APs sharing their knowledge and expertise with others across
and development opportunities for constables.
the force
a centralised point of coordination for the AP scheme in order Engagement activity also highlighted important concerns and
to promote knowledge and resource sharing opportunities that have shaped the proposed scheme, including
ensuring that standards and quality are maintained and the the scope of the scheme, the importance of features that ensure
value of the AP role is optimised. the upkeep of consistently high standards, and the importance of a
force-led approach linked to strategic workforce planning.
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5 Benefits 5.2 How does the individual benefit?
Opportunity to pursue a lateral career pathway rather than a
The AP pilot evaluation identified a number of benefits to forces traditional vertical career route.
when introducing APs. These included increased job satisfaction
Formal recognition and reward for expertise in a field of
and motivation for many of those who performed the AP role for
policing practice.
over a year, development of skills and knowledge, and the positive
impact on helping others to develop their skills or improving Increased personal expertise and effectiveness within
officers’ wellbeing. Force leads and supervisors felt the AP role their role.
allowed them to retain experts and make best use of their skills Furthering policing practice to benefit policing at an individual,
and experience. force and national level.
Greater opportunities to work with staff across their force and
The six AP case studies provided positive operational benefits to with those in partner organisations.
their forces by reducing demand on police resources, improving
support for victims of crime and contributing to changing force Engaging in CPD, using the 70:20:10 model, with most CPD
performed ‘on the job’.
strategies and practices. Individuals referred to the development
of advanced capabilities, knowledge, skills and expertise in their Engaging in a new local and national model of advanced
specific fields of practice, and the positive impact on operational practice and contributing to the scheme’s continual
policing in their force through the development of others. improvement.
The evaluation also highlighted the potential contributions to
enhancing the performance, expertise, wellbeing, learning and 5.3 How does the force benefit?
behaviour of other members of the police workforce. Extends range of and access to professional development and
lateral career progression opportunities in force.
The AP role has the potential to add further benefits across the
Demonstrates career pathways other than the traditional
police service. While a number of specific benefits were reported
vertical promotion.
in the pilot, additional benefits may be identified as the AP work
develops over time and becomes more established. Increased job satisfaction and motivation of APs, opportunities
to extend their influence, pursue a specialist interest, and
5.1 How does the public benefit? receive recognition for their work.
APs operating at enhanced levels will improve police practice,
Encouraging communication and sharing of organisational
while using their knowledge and skills to develop others. learning across forces on a national basis.
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Collaboration with other forces to share learning and improve Figure 1: The three domains of advanced practice
innovation in identified fields of practice.
The AP is recognised The AP is recognised
Demonstrates a commitment to embedding CPD in force.
for consistently as an expert in their
Opportunities to inform and contribute to the continual undertaking their force, supporting and
improvement of the national AP scheme across different fields primary policing role developing others in
of practice. in their force at an their field of practice,
enhanced level and for example through
is acknowledged training, coaching,
5.4 How does the police service benefit? as a ‘go-to’ person mentoring etc.
The involvement of a wide group of individuals and forces in their field of
practice that others Performing primary
contributing to a growing culture of shared knowledge, building
seek advice from policing role at
an evidence base to support decision making and improved enhanced level
policing practice in line with the future vision for policing. Developing and
supporting others
6 Defining the scheme
This section defines proposals for consistent features of a national
Furthering
AP scheme.
practice
6.1 AP definition
A clear definition for AP ensures the purpose and function of the
scheme is understood, particularly alongside the range of other The AP contributes to the furthering of
policing practice through, for example,
designations for constables that already exist or are in development.
participating in groups and bodies which
develop guidance and contribute to the
An advanced practitioner undertakes their primary policing role at an evidence base in their field of practice
enhanced level in a specified field of practice. They are able to work
autonomously and are recognised as an expert and ‘go-to’ person
in their force, committed to supporting and developing others, and Regardless of their own operational field, APs should be continually
furthering police practice both within and beyond their force. active across each of the three areas of practice (domains) identified
in Figure 1 and below. While the amount of time individuals spend
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on each of these domains is flexible and will vary depending on the Collaborating with internal and external partners to ensure
role, performing their primary role at an enhanced level should be the good practice is shared and implemented.
dominant focus, and activity across all three areas of practice must Inspiring and driving improvement across the force.
be present for them to be an AP. The size of the circles represent the
relative proportion of time spent on each domain. Independently generating, managing and prioritising their
own workload.
Examples of the types of activity that APs might perform while
assuming their role are listed below. This is not an exhaustive list 6.1.2 Developing and supporting others
and it is not expected that an AP will be performing all of these An AP supports and develops others from within and outside their
activities at the same time. force by:
Sharing their knowledge and skills in a particular field of
Primary policing role performed at an enhanced level practice in a planned and structured way.
To be selected as an AP, constables will be operating on a day-to-day
basis in their field of practice at the level expected of an AP. Influencing and informing the content or delivery of learning
and development activity in their field of practice.
APs will have objectives linked to the strategic goals and priorities
of their force.
6.1.3 Furthering practice
6.1.1 Performing the primary policing role at an enhanced level The AP contributes to the furthering of policing practice by:
An AP consistently performs their primary policing role within their Assessing current working practices and developing
field of practice at an enhanced level by: recommendations to improve these.
Acting as the go-to person that others seek advice from. Developing good practice and contributing to the
Demonstrating a level of expertise, knowledge and skills. evidence base.
Leading on complex/technical work with minimal supervision. Participating in networks and sharing of good practice.
Acting as an adviser in force, contributing to decision making Anticipating and evaluating developments in their field
in relation to most effective service delivery and/or best use of practice.
of resources. Participating in local and national groups to develop advice
and guidance in their field of practice.
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6.2 AP within the proposed new pay and reward framework 7 Implementing the scheme
The College is working closely with the NPCC team to define
proposals for how AP will fit into the new pay and reward This section sets out what must be considered and/or put in place
framework (once established) as one of a number of lateral career to ensure the sustainability and successful implementation of the
progression opportunities within the police constable career AP scheme in forces, including consideration of potential equality
pathway. Annex A shows the draft descriptors aligned to each of and legal implications.
the four stages of the proposed framework.
7.1 Preparing for implementation
6.3 AP naming convention Forces will need to consider if and how an AP scheme will fit into their
To provide national consistency for naming common groupings wider workforce planning considerations. It is on this basis that the
of AP fields of practice, while at the same time allowing for scheme will remain voluntary. Forces will need to consider the scale
some local flexibility, it is proposed that the AP scheme uses the and scope of the AP scheme, the wider roles and responsibilities that
national job family (and subgroups) framework, ie community come with it, communication and planning, and associated financial
policing, intelligence, investigation, operational support and and performance management considerations.
business support, utilised for the professional policing profiles.
Using this naming convention will provide: 7.1.1 Scale and scope of APs
Common groupings to enable local, regional and national Forces will be responsible for determining the number of APs
networking and collaboration. they appoint, and in which fields of practice (aligned with the
national job family framework), as part of the force’s strategic
Clear links to national areas of professional practice. workforce planning processes. To ensure sustainability, forces will
A means for managing a national register of APs. need to consider how APs could enhance both current and future
A means of setting out common expectations of practitioners operational and workforce plans (in line with the Policing Vision
within fields of practice, in line with the recently established 2025), as well as how they fit into the existing organisational
Policing Professional Profiles. structures to maximise efficiency. Reasons why a force might
appoint an AP in a particular field of practice may be:
1. To provide a lateral career development opportunity for
officers and staff.
2. To meet the demands for force-wide practice improvement.
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3. As an incentive to retain knowledge, skills and expertise. 7.1.4 Financial implications
4. That a network/collaboration of forces decide that they want Responsibility for determining the model for financial
to establish an AP role to lead for collective benefit. remuneration for the AP role sits with the NPCC, who are
5. As a response to a national drive (eg from NPCC area leads) to developing a new pay and reward framework. The College is
establish a network of APs. working closely with the NPCC team to define proposals for what
and how these regulations will apply to APs. As and when the
6. To encourage ‘ground up’ innovation by inviting applications framework is approved by the Police Remuneration and Review
for APs proposed by individuals within a force.
Board (PRRB) and government, forces will be in a position to
provide financial reward to APs (Annex A).
7.1.2 Roles and responsibilities
The AP scheme will only be successful with continuing support There will be wider financial implications for the AP scheme in
from key roles in the force and beyond. For example, clear terms of the investment of time provided by APs themselves, and
support for and commitment to the scheme from a chief officer wider support roles. Forces would need to consider these factors
level ‘senior sponsor’ will be vital in helping the scheme succeed, (ie people, time, and budget) as part of local workforce planning
particularly in the early years. Identified force leads for AP will also for the successful introduction of APs.
be important to lead and influence decisions regarding advanced
practice, and the continuing support of the APs’ supervisors will The College will also play an important role in supporting initial
be central to an AP’s success. These roles and responsibilities will implementation, and continue to support and develop the scheme,
be confirmed in the implementation guidance, as assigning and including managing the national register of APs.
inducting the right people into these roles will be an essential
factor in successfully establishing APs in a force, to support both 7.1.5 Supporting force readiness
national rigour and local flexibility. Ensuring that forces have the right systems, processes and support
structures in place before establishing the AP scheme will be vital for
7.1.3 AP tenure successful implementation. The College is developing a framework
The tenure for an AP can be permanent or time-limited, and the to support and review force ‘readiness’, which forces would be
decision as to which type to select for a particular AP post lies required to complete and pass before registering and inducting APs.
with the force. They may choose to adopt only one tenure type or The readiness review would provide a mechanism for minimising
a combination that includes both arrangements depending on the inconsistency, without restricting local flexibility. The review will
post. The College will work with forces to understand the benefits include components such as governance of AP in force, appointment
and challenges associated with each approach. to key roles, the process for creating AP posts (including determining
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fields of practice), support for APs in performing their role, CPD, 7.2.1 Selection principles
application and selection. The following principles will underpin the selection process to
ensure that it is fair and effective, particularly as there is financial
The review process will be based on a simple and clear set of reward linked to the post.
criteria that forces would use to monitor their own progress. An AP Merit – the role of an AP must be offered to the person who
implementation support team will comprise of a mixture of College would perform it competently.
staff and representatives from across policing, including where
possible, officers who have been involved in the AP pilot. Each review Fairness – selection processes must be objective, impartial and
applied consistently.
team will be made up of up to a maximum of three people. The team
would work with a force to help determine their readiness, using the Openness – potential applicants must be given reasonable
self-evaluation report as a basis for providing feedback to forces on access to information about the role, its requirements and the
their strengths and areas for development, including using a rating selection process. In open competitions anyone who wishes
scale to assess the force’s overall readiness to commence the scheme. must be allowed to apply.
As a result, the support team would recommend forces proceed
to implementation, or that they proceed subject to satisfactory The fairness and effectiveness of the selection process is
completion of actions arising from the review. dependent on standardisation, so the application of these
principles will enable forces to have confidence that each applicant
7.2 Selecting APs is being assessed in the same way and that there are transparent
The importance of getting the right people in at the start will and justifiable reasons as to why they have been selected.
be vital to the success of the scheme in forces. Early appointees
in particular will set the standard of practice and behaviours for 7.2.2 Eligibility
the role. The application and selection process will be completed Once the scope and scale of AP posts has been agreed, the force
locally by forces, in accordance with a nationally defined scheme can advertise for APs. All prospective applicants must already
for AP selection, to ensure standardisation in line with the have at least a satisfactory professional development review (PDR)
principles set out below. The College will provide national and appraisal to be eligible. AP applications should only be accepted
force-specific support through readiness assessments, events, from those who are already operating at an enhanced level in a
and a toolkit of resources. specified field of practice, as part of their role. To carry out their
primary function as an AP, applicants must be working in their
designated field of practice when appointed.
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Eligibility requirements for the AP scheme may be refined as more will be operating. The application form will be used to confirm
clarity is gained and the scheme develops. whether or not the applicant meets the eligibility criteria for the
role and the applicant’s line manager will have to endorse the
7.2.3 AP competencies and behaviours applicant as currently operating at AP level. The applicant will
The commissioned external review and the AP pilot evaluation be required to provide examples to demonstrate their suitability.
emphasised the types of personal attributes, skills and behaviours Applications should be reviewed by a suitably trained panel in
that potential APs would need to demonstrate to perform force and may include the force lead for AP and/or force senior
effectively. These have been mapped to the national Competencies sponsor for AP.
and Values Framework (CVF) so forces can use this information to
appropriately adapt the robustness of their local AP application Presentation and interview
and selection processes. Applicants who are successful at the application stage should be
invited to attend a presentation and interview exercise, delivered
The College will establish a national AP advisory group to inform to a suitably qualified panel in force. If possible, the panel should
and develop guidance on specific areas, including selection criteria. include someone who is technically competent in the applicant’s
field of practice, the force lead for AP and/or the force senior
7.2.4 Application process sponsor for AP.
The nationally consistent AP eligibility criteria and selection
process will consist of two stages: an application form followed The College will provide examples of the types of presentation
by a presentation and interview. The selection process is designed topics and questions that could be used, although forces can
to confirm that applicants already possess the key attributes develop local materials provided they can demonstrate compliance
required for the post, so their existing professional expertise can with sound assessment practice.
be rewarded with the AP title, and the remuneration likely to be
linked with this. The ethos behind the selection process is ‘ready 7.2.5 Assessment process
now’, as opposed to selecting applicants currently in the process of The College will develop the assessment process to ensure
developing their skills. national consistency in how APs are assessed and selected.
Forces will be required to use a structured and evidence-based
Application form assessment scheme that complies with the principles of selection,
The College will provide a template application form which can as outlined above. This assessment model will require assessors to
be amended by the force to reflect the local context in which APs understand the evidence provided by the applicant in response to
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the question or task they have been presented with. Assessors will 7.3.2 Performance management
evaluate the evidence, considering: As with everyone working in the police service, all APs must be
the quality and quantity of evidence provided in relation to the subject to rigorous and high quality performance management,
assessment criteria including an annual PDR. In the early years of establishing APs,
supervisors should be supported by the force lead in their review
whether the evidence provided was at the required level and of an AP. The PDR process should follow the normal process
relevant to the AP post
performed in force, but should also include a review of their
whether there was anything the applicant did that detracted performance against specific AP objectives across each of the
from the evidence they provided. three domains and review evidence of CPD and 360 feedback.
If an AP is deemed to be underperforming, an action plan should
Forces should keep a record of the scores awarded to each be put in place, as with any role in policing.
applicant and the outcome of the selection process in accordance
with General Data Protection Regulation (GDPR) (2018). 7.3.3 Continuing professional development (CPD)
APs will only be able to maintain their credibility as frontline experts
7.3 Support for APs within their designated field if they have access to, and are able to
Learning from the research and the pilot emphasised the vital engage in, relatively high levels of CPD. The College will also play
importance of providing initial and continuing support for APs at a role in supporting APs’ professional development by providing
both individual and organisational levels.This section sets out the national development and knowledge-sharing opportunities.
proposed support infrastructure.
7.3.4 National AP register
7.3.1 Induction and guidance The College proposes to develop, maintain and manage a single
The College will offer national induction materials for APs and AP national register of validated APs in policing to:
force leads, potentially including national induction events, subject enable brokerage between APs in similar fields of practice,
to the number of forces and potential participants. The College will including supporting the development of communities
provide advice and guidance materials to support forces planning of practice
local induction sessions, to establish a clear and consistent
enable direct communications with, and engagement between
understanding of what is expected of APs and supporting roles,
APs, to support their continuing development
both before and after assessment and selection.
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enable endorsed expertise to be quickly identified to support, group will be established as part of the consultation process and
develop or review work across policing in particular fields of will initially exist for two years, where it will then be reviewed.
practice, such as developing national standards
provide a validated data source showing which forces have 7.4 Equality considerations
adopted APs, in which fields of practice, including demographic Understanding the various, potential elements of the AP scheme
information for monitoring and evaluation purposes. on equality, diversity and inclusion will be vital in ensuring that
effective mitigation is in place to help minimise any negative
The register would be compliant with the Data Protection Act impacts. Core demographic information was gathered through a
2018 and information management processes, but it would not survey of the pilot applicants including; age, disability, ethnicity,
be mandatory for APs to be on it. Data on the register would be and sex. The pilot has highlighted some specific concerns:
pseudonymised and updated every six months and would include The potential for the AP scheme, as a lateral development
the AP, their force, substantive role, date they commenced/ended opportunity, to replicate the under-representation of Black,
their AP post, their field of practice and contact details. Asian and Minority Ethnic (BAME) officers at higher ranks.
The potential for the AP scheme, as a lateral development
Demographic information relating to the nine protected
opportunity, to replicate the under-representation of women
characteristics of the Public Sector Equality Duty (PSED) as set out
at higher ranks.
in section 149 of the Equality Act 2010, will also be collated and
pseudonymised. The data will be kept in the AP national register which The effect of extended leave, including maternity and sick
will be held on a secure network and will be subject to the College’s leave, on retention of the AP status.
security requirements. The processing of personal information is
regulated under GDPR (see the College’s full privacy notice). The draft AP Equality Impact Analysis includes mitigations and
recommended actions that the College and forces should perform to
7.3.5 National oversight and governance address any potential negative impacts, including identifying where
The College will support forces wishing to implement the scheme, proposals can build on existing good practice. Following a review
and continue to develop and improve it based on learning. of the responses to this consultation, and further engagement with
The scheme’s effectiveness will continue to be monitored and stakeholders to gather evidence of the impact on other protected
improved through existing College-led and NPCC governance groups, the College will update the equality impact analysis ahead of
functions, including via a national AP strategic user group. The finalising the scheme and implementation approach.
14 | Advanced practitioner scheme for policing consultation | OFFICIALAdvanced practitioner scheme for policing consultation
7.5 Legal considerations Should it be necessary for an AP to be called as an expert
witness in court, the responsibility will lie with the force as to
7.5.1 Regulatory considerations their assessment of whether the AP has sufficient expertise
An internal assessment and advice from legal counsel confirms and credibility to perform that role, as is the agreed process for
there are no limitations in law to developing the AP scheme, and as all experts called to give evidence.
such, there are no regulations, determinations or codes of practice The College has undertaken a privacy impact assessment
required. However, remuneration of the scheme is linked to the (PIA), and developed a Data Protection Impact Assessment for
development of the new pay and reward framework led by the Advanced Practitioners, and a National Register of Advanced
NPCC, which will require regulatory change. Practitioners Privacy Notice, in anticipation of the need for the
College to collect a minimal amount of data for the register of
7.5.2 Legal liability considerations APs (as proposed earlier in section 7.3.4).
The College has sought legal advice around legal liability and
clarity on the difference between AP and the sergeant rank,
which confirms that:
The AP scheme will not impact or undermine the existing
frameworks on ranks in the police service, including those
provisions in PACE (or their respective codes) which restrict
certain decision making to specific ranks.
In respect of legal responsibility, constables are office holders,
ie performing duties of office rather than employees in the
typical sense, and liability for any malpractice lies with the
chief constable (section 88 of the Police Act 1997). The AP
initiative does not deviate from this.
Safeguarding legal liability from malpractice can be mediated
by 1) a supervisory framework, and 2) a robust assessment
process to ensure that the candidate deserves AP accreditation.
15 | Advanced practitioner scheme for policing consultation | OFFICIALAnnex A: Draft descriptors for lateral progression within a new pay and reward framework
Stage 1 Stage 2 Stage 3 Stage 4
Probation constable Foundation constable Established constable Advanced constable
Descriptor
A constable performing their initial A constable who has completed A constable who has continued A constable who leads and develops
learning programme. their initial learning programme to develop their knowledge others and/or carries out their role
(PEQF/IPLDP) and respective and skills, who can consistently at an enhanced level in a specific
qualification. work autonomously, and who field of practice.
supports others. One example is the AP scheme
(College), and another is the
leading constable scheme being
piloted by the MPS.
Scale
All officers. All officers who complete probation. The majority of officers. A minority of officers.
Pay descriptor
2018/19 PCDAs follow local force Pay linked to benchmarking and Pay linked to benchmarking and Pay linked to benchmarking and
policy for year one and then rejoin capability, according to a new capability, according to a new capability, according to a new
the current pay point scale at pay reward framework, subject to reward framework, subject to reward framework, subject to
point 1, further progression being the agreement of the PRRB and the agreement of the PRRB and the agreement of the PRRB and
linked to length of service. government with effect from 2019. government with effect from 2019. government with effect from 2019.
2019/20 onwards, PCDAs and
DHEPs will follow local force pay
policy for their period of training and
a new reward framework, subject
to the agreement of the PRRB and
government with effect from 2019.
Stage 1–2 assessment Stage 2–3 assessment Stage 3–4 assessment
A constable performing their initial Established Constable Review (ECR) assessment. Satisfactory PDR appraisal,
learning programme. Reflecting the higher level of competence expected, application and assessment process.
and the continuing demonstration of operational
knowledge, skills and competency required, against
the core policing professional profile.
16 | Advanced practitioner scheme for policing consultation | OFFICIALAnnex B: Challenges of introducing APs to forces
Challenge Mitigating actions
Support from, and access to, senior leaders Essential forces have a chief officer as the AP sponsor, so all post holders are clear
to perform the role about, and accountable for, their AP responsibilities.
Forces need to complete the AP force readiness review before attempting to
implement the scheme.
Time and workload of APs Pilot APs talked about the importance of the level of support they had received
in defining their role and managing their time. Where AP role objectives had been
designed to fit in with their primary role, the time and workload challenges appeared
to be less problematic.
Support from managers and senior leadership Critical to increasing the credibility of the AP role and improving buy-in across
engagement for local APs the force.
Where pilot APs had integrated the AP activities into their main duties, obtained
agreement with managers that time could be protected, or received management
backing to further practice, the time and workload challenges could be managed.
Similarly, where APs had received support from senior officers, this was often where
the area of practice they were involved in was considered a priority for the force.
Similar evidence from the healthcare sector supports that where consideration is
given to how AP roles fit into existing organisational structures, the roles will be used
to maximum effectiveness.
Impact of rank structure on successful Where the role was not widely understood, pilot APs felt it was particularly difficult
implementation of APs to have their voice heard.
Case study APs felt they were able to overcome the challenges associated with rank,
either through effective negotiating and influencing skills or through the advocacy
and support of managers or the force AP lead.
17 | Advanced practitioner scheme for policing consultation | OFFICIALAnnex B: Challenges of introducing APs to forces (continued)
Challenge Mitigating actions
A lack of understanding of the AP role A clear definition for APs is important, and will be confirmed as part of the
consultation process.
Forces need to develop a practical and well-led communication plan for APs,
supported by College-led national communication.
Low initial investment in AP results in Forces need to commit to making an initial investment, ie people, time, and budget,
poor traction and low impact to successfully establish local APs.
Low or variable quality APs are appointed, It is important to the integrity and reputation of the AP scheme that the national
resulting in poor progress and activity in application, assessment and selection process is followed, and that the future
and beyond the force implications of the PEQF are taken into account when designing the application process.
The College has completed an equality impact assessment, recommending actions
for forces to consider in order to mitigate against possible future sources of
under-representation and which support the successful long-term implementation
and establishment of APs across the police service.
Poor support for APs will result in poor It is important that forces, through their workforce planning and force readiness
progress and loss of motivation review processes, identify and make resources available to provide continuing
support for APs. The College will provide implementation and continuing support at
a national level.
Poor progress made by APs is not identified Consistent and confident performance management of APs will be important,
and acted upon, resulting in low levels of AP supported by regular reviews through the early stages of implementation. The
impact, frustration for and attrition of APs College is providing forces with a range of support for the AP scheme itself, and for
improving the robustness of PDR and CPD.
18 | Advanced practitioner scheme for policing consultation | OFFICIALAbout the College
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who works for the police service in England
and Wales. Our purpose is to provide those
working in policing with the skills and
knowledge necessary to prevent crime,
protect the public and secure public trust.
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