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					GREATER MANCHESTER POLICE JOB DESCRIPTION
POST TITLE:
Head of Recruitment Services

DEPARTMENT/DIVISION/BRANCH:

People and Development

SECTION/UNIT:

Recruitment Services

GRADE:

M

RESPONSIBLE TO:

Senior Executive Head – People Services

RESPONSIBLE FOR:

Recruitment Unit Assessment and Resourcing Unit

AIM OF JOB:

To be responsible for the management of Recruitment Services within People Services, with particular responsibility for recruiting, retaining, deploying, developing and maximising staff to meet the needs of the force.

MAIN DUTIES AND RESPONSIBILITIES Management and Executive
▪ To contribute to the overall management of the People and Development Branch, specifically People Services through regular meetings of the management team, input to Business Plans, Strategy and appropriate policy and procedures as required. To regularly review existing processes, systems and procedures to ensure, wherever possible integration of police and police staff arrangements; to ensure constant improvement of quality of service to our staff and customers. To manage appropriate staff within the area of direct responsibility, ensuring that they are recruited, trained, motivated and directed to achieve the required objectives in support of the Branches business plans and People Management Strategy. Also, to supervise other staff within the Branch, as required, in relation to project work, secondments etc. To manage the overall recruitment budgets within the required limits and procedures to ensure achievement of objectives with best use of resources. To assist in the marketing and promotion of the People and Development Branch both inside and outside the Force and to maintain regular contact with the Branch’s customers and users. To assist in the ongoing Best Value reviews of the Branch and to revise procedures and working arrangements as required in accordance with the People and Development Branch Plan

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Head of Recruitment Services September 2009

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To represent the Force on National Working Parties/Home Office groups to ensure national recruitment strategies are in the best interests of Greater Manchester Police. To liaise with outside bodies i.e. Home Office Assessment Unit, Assessment Unit Managers and Psychologists from other Police Forces and organisations regarding trends and best practice. To monitor force priorities and changes to the context of policing in GMP e.g. through HMIC reports, circulars, and liaison with GMP specialist departments and Chief Officers on recruitment and assessment matters. To take necessary steps to ensure staff are fully trained, understand and apply relevant Force processes and procedures in relation to the collection, recording, evaluation and/or shared of information in compliance with the Code of Practice on Management of Police Information 2005, Data Protection Act 1998, and the Freedom of Information Act 2005 as appropriate. To ensure that resources across all areas of responsibility are deployed appropriately to meet the wider needs of the branch and GMP. To work in accordance with the Leader Expectations for Senior Leaders To uphold standards of confidentiality, honesty and integrity in the work carried out by self and others within area of responsibility.

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Recruitment
▪ To produce an annual strategy that takes account of the variable demands of recruitment for both police officers (including specials) and police staff in line with force needs, ensuring that recruitment staff are appropriately deployed. To develop processes, procedures and practices to ensure that recruitment is efficient, cost effective, meets customer needs and expectations and helps Greater Manchester Police to become an Employer of Choice To ensure that professional recruitment advice is provided to line managers to ensure compliance with appropriate legislation. To oversee the work activity of Recruitment Services ensuring that recruitment targets are met to meet the resourcing requirements of the Force. To oversee the management and day to day running of the National Police Officer Recruitment and Assessment Process ensuring compliance with the Home Office National Recruitment Policy. To oversee the Force’s recruitment advertising account and temporary agency framework agreement ensuring value for money. To provide advice and guidance on recruitment related matters, including dealing with grievances and appeals in relation to recruitment issues.

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Positive Action
▪ Within area of responsibility develop and introduce force wide strategies and initiatives particularly in relation to under represented groups aimed at changing the composition of the workforce to reflect the communities of Greater Manchester. Ensure that process, procedures and practices are fair, transparent, free from bias and comply with employment legislation. Oversee the development and introduction of positive action initiatives to encourage applications from under represented groups

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Head of Recruitment Services September 2009

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Working with community groups, internal support networks to understand barriers for recruitment with under represented groups.

Assessment and Resourcing:
 To oversee the day to day management and running of the Assessment Centre for National Police Officer Recruitment, Police Staff Recruitment and Police Promotions ensuring that they are carried out within agreed policies and practices. Manage the evaluation of assessment methods in relation to their fairness and effectiveness, and implement change if necessary. To advise and liaise with Senior Management, including Chief Officers with regard to the running and maintenance of assessment processes To oversee the work activity of postings and resourcing in relation to police officers to ensure that police officers are posted to met force resource requirements. To provide advice and guidance on unit protocols and practices, including dealing with grievances and appeals in relation to assessment and promotion issues.

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General
▪  To assist as directed by the Senior Executive Head – People Services in promoting the corporate image of the Force. To comply with the requirements of GMP's policies on Drug and Alcohol testing – requirements in respect of specific posts/ roles are described in the policies which are available on the Force Intranet To manage staff performance using the Performance Appraisal system, ensuring that annual and interim meetings take place and objectives are agreed and actioned. To promote and comply with GMP's policies on equal opportunities and health and safety both in the delivery of services and the treatment of others. To be responsible for improving your performance by participating in the Performance Appraisal process with your manager. To carry out such other duties which are consistent with the nature, responsibilities and grading of the post.

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NOTES

This job description records the principal responsibilities of the job at the date shown. The job description will be updated from time to time in conjunction with the post holders to reflect changes .

Head of Recruitment Services September 2009

LEADERSHIP EXPECTATIONS
The Leadership Expectations is a framework, which describes the attributes, behaviours, and outcomes that are demonstrated by successful leaders across GMP. They also describe what all our staff and officers need to deliver in order to achieve the Force’s vision “to become the most effective police force in the UK” The Leadership Expectations will be embedded in leadership training, recruitment and selection, police officer promotion, development programmes and appraisal. Our Leadership Expectations are: Inspiring Others Listening to, involving and motivating others to take action and behave with courage and integrity Enabling Change and Improvement Taking responsibility to solve problems, implement change and make improvements to our services Developing Yourself and Others Developing yourself and others to succeed and increase their contribution to GMP Responsibility for/to the Team Setting a clear direction and promoting teamwork to achieve high standards of professionalism and performance in all situations however challenging Working in Partnership Working as one GMP team and with external partners to achieve results that benefit GMP and our communities Demonstrating Respect and Compassion Treating all our people, partners and communities with respect and compassion Service Delivery Delivering excellent policing services to the people of Greater Manchester

Leaders have been identified at four levels:     Peer First Middle Senior

The Head of Recruitment Services has been identified as: A Senior Leader. Please Note: As well as assessing candidates against criteria outlined in the Person Specification, the selection process will also include candidate assessment of the leadership expectations. For more information on our leadership expectations please visit our website www.gmp-recruitment.co.uk

Head of Recruitment Services September 2009

PERSON SPECIFICATION
POST TITLE:
Head of Recruitment Services

DEPARTMENT/DIVISION/BRANCH:

People and Development

Short-Listing Criteria

Essential/ Desirable (E/D)

Assessment of Criteria (how the shortlisting criteria will be assessed)

Qualifications/Education 1. CIPD Qualified E AF/C

2.

Corporate Member of the CIPD

E

AF/C

3. Evidence of Continuous Professional Development

E

T/I

Experience 1a. Extensive experience of managing largescale recruitment campaigns against predetermined targets and within prescribed timescales. 1b. Within a shared services environment 2. Track record of implementing and managing change initiatives to achieve organisational results 3. Experience of developing and implementing positive action initiatives to increase under represented groups within the workforce 4. Experience of managing and leading a diverse range of people to achieve results. Within a large complex organisation 5. Understanding of workforce planning and resourcing techniques and systems E AF/I

D E

AF/I AF/I

D

AF/I/T

E

AF/I

D D

AF/I AF/I

Head of Recruitment Services September 2009

Knowledge/Skills/Abilities 1. Understanding and a working knowledge of a of recruitment and selection techniques to recruit staff at all levels 2. Knowledge of employment law and good practice relating to recruitment and selection D I

E

T/I

3.

Ability to meet deadlines and achieve results in a pressurised environment

E

T

4.

Negotiation and Influencing skills to achieve results and desired outcomes

E

T/I

5.

Highly developed written and oral communication skills

E

AF/I/T

6.

Understanding and awareness of current developments and trends within the police service*

D

I

Other 1. Must be willing to work flexibly to meet the demands of the service, including travelling between sites as required 2. To work in a confidential manner at all times. 3. To work in accordance with GMP’s agreed Leadership Expectations E I

E

I

E

T/I

Key: AF C T I P Please note:
Candidates who do not demonstrate on the application, criteria identified, as essential and being assessed at AF will not be shortlisted. * Criteria marked with asterisk will be desirable at selection stage but will become essential once in post and will be discussed via the performance appraisal.

Application Form Certificate Test Interview Presentation

Head of Recruitment Services September 2009


				
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