Information Pack SAP Training Manager Band M February 2010 INTRODUCTION TO THE METROPOLITAN POLICE The Metropolitan Police Service is famed around the world and has a unique place in the history of policing. It is by far the largest of the police services that operate in greater London (the others include the City of London Police and the British Transport Police). Policing the largest capital city in the European Union, inhabited by over 7.2 million people, presents a range of challenges. To meet these challenges successfully, the MPS employs over 31,000 Police Officers, 14,000 Police Staff, 4,000 Police Community Support Officers and 270 traffic wardens. The MPS budget of £3.5 billion represents nearly a third of the total national police expenditure, with workforce costs (including pensions) accounting for nearly 80% of that spend. All of these resources are employed in working towards the corporate vision of making London the safest major city in the world. To complement the corporate vision the MPS has a set of Values and Behaviours, which drive daily performance at all levels. The service provided by the MPS is vital to the millions of people who live, work and visit London. The MPS Commissioner, Sir Paul Stephenson, is assisted by a Deputy Commissioner and four Assistant Commissioners. Senior Police Staff span the organisation, but are primarily situated in, and have responsibility for, Information Technology, Human Resources, Public Affairs and Resources. The delivery of direct operational policing predominately takes place from 32 Borough Operational Command Units (BOCUs), as well as the Operational Command Unit at Heathrow Airport, with a senior police officer in charge of each area. As well as day-to-day policing the MPS has a range of specialist units that work to support operational policing. The MPS has national responsibilities on matters related to counter-terrorism, as well as other specialist crime areas, and so therefore maintains close working relationships with the Home Office. More information is available on the MPS Internet site at www.met.police.uk DIRECTORATE OF INFORMATION The fast and timely provision of accurate information is essential to front line policing and the functions that support it. The Directorate of Information (DoI) is dedicated to achieving this objective. This requires a flexible and reliable technology and communications infrastructure, as well as effective information systems. Coupled with our exploration of new opportunities provided by developments in information and communications technology and our role in applying technology to policing, this allows us to deliver efficient and effective services and solutions to the MPS. Miss Ailsa Beaton, MPS Director of Information and Chief Information Officer, heads the DoI. Our services cover: Technology and communications infrastructure Information management and security Information systems and services Emerging technologies Technology deployment in policing activities Evidential analysis services Delivery of major information and technology-enabled business change programmes IT Training within the MPS and, to the people of London Information strategy and policy The work of the Directorate of Information can be seen on the Metropolitan Police Service website at http://www.met.police.uk/doi/introduction.htm WHAT YOU CAN EXPECT FROM US The normal hours of work are 36 per week excluding meal breaks. However, there will be occasions when you will be required to work in excess of these hours to achieve personal and branch objectives. You will be on probation during your first year. In deciding your suitability for appointment, the period of service you will be able to give (having regard to the normal retirement age of 65) will need to be sufficient to complete the period of appointment and to recoup any training and induction costs. Candidates will be asked to complete a security questionnaire, if short-listed for interview Certain posts might require a higher level of security vetting. Details will be provided if applicable. For this appointment you must be able to give regular and effective service. You will be asked to complete a health declaration - For this appointment you must be able to give regular and effective service. Therefore you will be required to complete a health declaration form, if short-listed for interview Termination of Employment - Monthly paid staff; all staff in Senior Band S and L and equivalent; not less than three months notice, prior to the last day of service. All other Bands; not less than one month‟s notice, prior to the last day of service. YOUR REWARDS On appointment of your standard contract, you will receive a starting salary applicable to the role (Please refer to the previous page). In addition, you will receive a „cost of living‟ increase, negotiated annually and payable from August of each year and a London Location Allowance of £3, 379. Annual incremental spine points will achieve progression from minimum to maximum of the pay scale Credit transfer to your bank or building society account will pay you monthly. In addition to public holidays, the paid annual leave entitlement will be 28 days on appointment, rising to 32 days after 7 years service. Metropolitan Police Civil Staff Pension Scheme - The Civil Service offers a choice of pensions. Further information is available upon request. Interest Free Season Ticket Loan - After two months you can apply for an advance for the purchase of a quarterly or longer period, season ticket loan. Repayment is by deduction from salary. Family Friendly Policies - Details available upon request Maternity Leave - full pay for 30 weeks (after one year's completed paid service) with a further 26 weeks unpaid leave available. Adoptive leave – 26 weeks at Statutory Maternity Pay rates (after 26 weeks service) with a further 26 weeks unpaid leave available. Paternity Leave – full pay for 2 weeks (after 26 weeks service). The MPS offers Flexible Working opportunities, for example: flexi-time, part-time, job share, compressed hours, voluntary reduced working time, term time and annualised hours. All of these options can be requested and will be considered by line managers. The business needs of the Directorate however, must also be met and there may be situations where some flexible patterns cannot be accommodated. WHAT WE EXPECT FROM YOU Before applying, please double check that you meet our basic eligibility criteria, as well as the role specific criteria detailed in the appendices. Skills & personal qualities These criteria vary according to the role you are applying for. Please check that you have carefully read and understood the job description and that you are able to demonstrate the required competencies. Qualifications & experience All Police Staff vacancies advertised by the Met should come with a list of competencies/skills required to undertake the role. You will be required to show in your application how you meet these requirements. In view of this, qualifications are no longer a requirement for each post, unless there is a specific need attached to the post, in which case the qualifications will be stated on the advert. NATIONALITY RULES To qualify for employment, you must be either a: British Citizen; Citizen from the European Economic Area (current members are Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Iceland, Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, The Netherlands, Norway, Poland, Portugal, Slovakia, Slovenia, Spain, Sweden, the United Kingdom of Great Britain and Northern Ireland, Cyprus, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta‟ Poland, Slovakia and Slovenia) and; Commonwealth Citizen (must have the indefinite right of abode) Other foreign national (must have the indefinite right of abode) Any applicant who is not a British Citizen or a member of the European Economic Area must have leave to enter or leave to remain in the United Kingdom for an indefinite period. This means that the applicants must be resident in the United Kingdom free from all restrictions or have an entitlement to do so and be in possession of a work permit. Any applicant who does not have leave to enter or leave to remain in the United Kingdom for an indefinite period free of all restrictions or who does have a work permit cannot be proceeded with. Residency If an applicant has not resided in the United Kingdom for the 3 years prior to submitting an application, their application cannot be proceeded with. EQUALITIES STATEMENT The Metropolitan Police Service seeks to employ a workforce which reflects the diversity of backgrounds and cultures within which we operate and to provide a working environment free from any form of harassment, intimidation, bullying, victimisation or unjustifiable discrimination. We shall treat individuals openly and fairly with dignity and respect. We shall value their contribution towards providing a quality service to the people of London. All members of the Service will demonstrate their commitment to these principles and will challenge behaviour which is unacceptable, in particular on the grounds of gender, race, colour, nationality, ethnic or national origin, disability, religion, sexual orientation or marital status. We shall ensure that our policies and procedures reflect these principles. RECRUITMENT PROCESS We hope that when you complete the application form you will have received with this information pack and for your information when we receive your application form the following will happen: Your application form will be initially sifted against MPS criteria such as convictions and nationality Following the initial sift your application will be assessed by the manager of the department to which you are applying against the advert criteria and the information supplied about the role within this pack If successful at this stage we will contact you regarding an interview date for, if you are unsuccessful at this stage we will also write to you and advise you of this The interview will be a competency-based interview and questions will be posed around the criteria identified for the role in question as detailed in the advert and information pack. If successful at interview we will send you an initial offer of employment with details of „what happens next?‟ If unsuccessful we will also advise you in writing but will be unable to offer feedback COMPLETION OF AN APPLICATION FORM Objective The objective is to provide the assessors with evidence of where you meet the criteria for the role as stated in the advertisement and person specification. What to include You should include relevant (preferably work) experience, knowledge and skills to support your suitability for the role If possible, you should demonstrate with examples, where you have carried out same or similar responsibilities as advertised (and included in role profile) If you are unable to provide work examples, you may use them from outside work, but keep them relevant, and fairly recent If you use old examples, it gives the impression that you do not have any recent ones Sell yourself Ensure that you sell yourself to the assessor. Don‟t leave gaps for the assessor to fill in for you. You can only be given credit for the evidence you include in your application Remember the assessor does not know your capabilities and how effectively you may perform on a daily basis If you do not have specific examples to include, to highlight your ability to carry out the role – link the experience you do have to the role you are applying for. Illustrate your willingness and ability to learn new skills or to refresh old ones Avoid generalisations Don‟t state “I have good communication skills…” instead, be specific “My strong written communication skills were demonstrated when I…” Information on the role Ensure that you read and understand the information in the supporting paperwork provided (person specification and role profile), before you start to complete your application Organising your evidence In order to focus your evidence – we have included some specific questions as part of the application. Ensure that you read the question and answer it fully. If there is a specific sized area provided for your answer – do not exceed it Where the application asks for one (or an) example – do not use more Tailor your evidence to give examples of where you meet these competencies and behaviours. To ensure that you answer all parts of the question, you could organise your evidence by using a bullet point or sub-heading style, relating to each part of the question – the style is your choice Do and Don’ts Do Ensure that handwriting is legible (or font is not too small to comfortably read – size 10 minimum) Ensure that grammar and spelling is checked Avoid jargon Describe your own role Say what you actually did Describe how you did it Say what the outcome was, i.e. what difference did it make, who felt the benefit, you, the team or a wider audience? Consider using a bullet point format if appropriate for your examples Do Not Use your CV as an application– CV‟s will not be considered Assume that the assessor will understand local practices and procedures – but don‟t waste space with too much detail about the circumstances and background Finally Do not rush the preparation of the application form. Once completed – ask a manager, colleague or partner to read and discuss your application with you. Ensure that any questions raised by them about the evidence, (gaps etc.) are re-worked. Ensure that you return your completed application on time. WHAT TO DO NEXT Please complete the application form and the equal opportunities monitoring form. All forms should be sent electronically by 4pm on Monday 22nd February 2010 to DOI.email@example.com * The photograph will not be submitted with your application at the short-listing stage. All completed applications received will be acknowledged in writing. Proposed dates for each stage of the selection process will be included in that letter. Until an offer of appointment is confirmed in writing, you should not assume your application has been successful. The recruitment process is therefore thorough and consequently can be quite lengthy. Short-listing and interviews will be based on the behaviours listed in the Person Specification and the MPS Values and Beliefs All completed applications received will be acknowledged in writing. Until an offer of appointment is confirmed in writing, you should not assume your application has been successful ROLE DESCRIPTION 1.0 Job and Organisational Details Job Title: SAP Training Manager Reports to: Head of Business Change 2.0 Organisation Chart Head of Business Change SAP Training Manager Change Management (5 direct reports) Team Trainers x 4 (1 BAU + 3 projects) Training administrator 3.0 Job Purpose Responsible for managing the SAP Training function for both business as usual activity and project delivery, covering all aspects of the training lifecycle from design through to development and delivery. Responsible for the development, implementation and management of the SAP Training Strategy to support the needs of the MPS, in order to optimise the use of SAP applications Responsible for continuously improving training delivery through the development of tools and delivery methodologies, in line with DoI guidelines, to maximise efficiency and productivity Responsible for providing 2nd Line support to the SAP user community 4.0 Knowledge, Skills and Experience Essential: Knowledge Knowledge of at least two of the following SAP system modules: FICO, MM, EBP, SD, BI, SEM, PM, WM, PS. Sound understanding of SAP integrated business processes and how to provide viable and cost effective training solutions Sound understanding of the training lifecycle and experience of accommodating a range of learning and training styles within a delivery programme, devising training strategies and carrying out training needs analyses. In depth knowledge of e-learning principles and e-learning tools such as Productivity Pak, Info Pak, On-Demand etc. Familiar with the change management techniques required to facilitate business transformation Knowledge of business process mapping techniques Sufficient knowledge of SAP integrated systems to enable the management of an SAP Training delivery system Knowledge of call logging and tracking systems used to provide 2nd line support to end users for SAP systems and business process queries. Skills Excellent presentation, communication and influencing skills Demonstrate sound management skills and the ability to motivate teams Is methodical and structured in approach and able to deliver to tight timescales and respond to frequently changing priorities Flexible and able to identify and implement new and more efficient ways of working Experience in delivering corporate training programs Develop productive relationships with internal and external stakeholders and influence senior management stakeholders and business owners to deliver success Identify, understand and take account of strategic drivers which influence the scheduling of training Able to assess both business and technical risks, and able to balance risks against benefits and propose appropriate actions to mitigate risks Maintain budgetary control over expenditure budgets in excess of £300k Champions equality and diversity and promotes best practice Experience Extensive SAP Training experience including the managing of teams of five members of staff and above with related budgets 4.0 Knowledge, Skills and Experience Practical experience of training in at least 3 of the following areas: FICO, MM, EBP, SD, BI, SEM, PM, WM, PS. Experience of managing schedules, tools, documentation and SAP training delivery in a multi-site, multi-function business environment, supporting projects as well as business as usual activities Significant experience of training in large scale IT deployment environments, some of which should have been at a Training Manager (or a senior Consultant) level Contributed to or been responsible for the design, implementation and management of a Training Strategy in a large complex environment Proven track record of business process mapping and implementing improvements Previous experience of managing a team of trainers and managing the allocation of resource between different training activities such as training delivery, business support and business process mapping Experience of managing a training administration function and overseeing training logistics Experience of providing guidance, advice and training standards and templates to project teams and, where appropriate, managing the delivery of training to support projects, in conjunction with any business as usual activities Experience of managing an SAP Training delivery system Has been responsible for managing 3rd party suppliers Proven understanding and commitment to excellent customer service Management and development of members of the training team, including health and safety, performance appraisals, career and personal development Other MS Project skills Willing and able to work at different sites Desirable: Knowledge Familiar with training within a public sector organisations or policing environment Experience Understands and deploys Change Management tools / techniques Other Educated to Honours degree or significant proven professional experience or training certification / qualification. 5.0 Communications and Working Relationships Internal Stakeholders Works closely with other members of the Solutions Centre to deliver the Centre’s Key Performance Indicators (KPIs)and ensure the business benefits and Return on Investment (ROI) are realised Works closely with the Project Management and Service Delivery teams to ensure training is delivered in a timely and structured manner to ensure conflicts are minimised Works closely with Business Managers to manage customer expectations on training requirements and delivery of training Close working relationships with Directorate of Information (DoI) Training managers to discuss/agree deployment of standards, methodologies and tools Works closely with internal authorities such as the Metropolitan Police Service (MPS) IT Training School to ensure compliance with guidelines Working closely with the Change Managers and Functional Experts to ensure that the business training needs are met External stakeholders Responsible for managing and motivating a specialist team of trainers both internal and 3rd party with the support of a training administrator National Policing Improvement Agency Training Managers and department Other Police Forces Training and Development Managers and Departments Other relevant Central and Local Government Training Managers and Departments SAP Industry Training Forums 6.0 Key Result Areas Training and Development Needs and Strategy Develop, implement and manage the SAP Training Strategy and Plan across the MPS, as approved by senior management Manage the KPIs related to training and deployment of training Establish and manage the mapping of current MPS SAP business processes, ensuring recommendations are made for corrective training and development interventions where needed Plan and carry out a training needs analysis for any proposed Business Change activity Implementing and Managing SAP Training and Development Ensure training standards are maintained within budget, as dictated by MPS SAP training and development requirements Manage the planning, communication and delivery of all SAP user training in relation to business as usual and new projectsEnsure face to face training delivery methods e.g. classroom delivery, surgeries, drop in sessions,. are used flexibly and as appropriate, to optimise the use of training and development resources in meeting client operational requirements Quality check the training materials to ensure that they are accurate and up to date and update them where necessary Ensure that the necessary administrative structure and procedures are in place to provide training courses, materials, rooms, handouts/consumables, assessments and quality assurance/schedules Effectively manage the training environment, ensuring all system changes are incorporated and ongoing data requirements are met, whilst minimising the impact on the training delivery schedule Liaise with business managers to schedule training with minimum impact to business as usual activities Achieving Continuous Improvement Continuously monitor, evaluate and improve all training content, materials and delivery against agreed standards, including one to one, classroom or e-based training programmes, to ensure they are accurate, up-to-date and meet changing client training and development needs, supporting the continuous improvement of all SAP business processes currently used within the MPS Manage the development of course material for classroom or e-based training courses Work closely with Designers to undertake business process reviews and business process mapping activities, making recommendations for process change where deemed necessary Review Helpdesk reports, identifying where users are not currently adhering to accepted business process and devise strategies and plans to address these People Management Recruit, develop and manage a responsive and effective team of up to four trainers and a training administrator Recruit, manage and continuously develop approved administrative staff to ensure a flexible, efficient, responsive and professional training and development service Plan, budget, organise, direct and control tasks, people and resources Motivate and develop staff to meet changing technical and managerial needs Carry out continuing professional development necessary to maintain and enhance relevant competencies Manage the performance of the training function, encouraging teamwork and mutual support, responsiveness to stakeholder requirements and consistently delivering service excellence 7.0 Scope for Impact Responsible for the recruitment, development and management of up to four SAP trainers and one training administrator The job-holder’s team makes a key contribution to the continued utilisation and business benefits arising from SAP systems investment Responsible for supporting the business by planning and delivering training, without which the continuous improvement of business processes and systems would not be possible Responsible for the education of existing and new users of the SAP systems which has a user base of up to 50k people 8.0 Dimensions Supports the efficiency of the investment of £12m average annual projected spend The deployment of ERP Programmes has an indirect impact on the invoiced financial spend of the MPS of £3.7bn Supporting the Solutions Centre to achieve it’s objectives of leveraging annual benefits of c.£6-£18m throughout MPS Supporting the training needs relating to the launch of 10 new business initiatives worth £15-£20m Supporting the training needs of up to 50k SAP Users Responsible for the recruitment, development and management of up to four SAP Trainers and one Training Administrator Supporting the recruitment of trainers and provision of standards for all SAP project training delivery APPENDIX TWO Advert SAP Training Manager ref: DOI/BSI/445 £44,257, including location allowance London SW6 Leading our SAP training function, your prime aim will be to develop, implement and manage a strategy that covers all aspects of the SAP training lifecycle from design to delivery. As well as liaising with stakeholders across the business to ascertain training needs, you‟ll be expected to develop tools and methodologies to continuously improve training delivery. Providing second-line support to our SAP user community will also be part of the role. We harness a wide range of advanced technologies to fight crime in the capital and make our streets safer. You could have a pivotal role to play, making sure that people across the organisation are fully conversant with SAP to meet both day-to-day business requirements and project objectives. Leading our SAP training function, your prime aim will be to develop, implement and manage a strategy that covers all aspects of the SAP training lifecycle from design to delivery. As well as liaising with stakeholders across the business to ascertain training needs, you‟ll be expected to develop tools and methodologies to continuously improve training delivery. Providing second-line support to our SAP user community will also be part of the role. An experienced trainer with team management experience, you must have in-depth knowledge of a range of SAP system modules. A detailed understanding of SAP integrated business learning processes, e-learning and helpdesk support systems will be important. You should also have the ability to look at training from a strategic perspective, analyse training needs, and engage with managers and users. Experience of accommodating a range of learning and training styles is key. In return, we offer a range of benefits that includes choice of pension scheme, interest-free season ticket loan, generous holidays and access to an active sports and social club. To apply, please download a role specific information pack and application form. Completed applications must be returned by 22 February 2010. The Metropolitan Police Service is an equal opportunities employer. APPENDIX THREE Trainer Role Profile [Page Break] To deliver training programmes. Core Activities Responsibilities The role holder should effectively deliver these key requirements: Managing and Assess candidates using a range of methods - 228 Developing People Undertake assessment of individuals against agreed standards of competence as appropriate within your level of competence. Deliver training and development sessions - 210 Encourage individual learning through clear communication of learning points, the use of appropriate facilitation style and effective use of learning aids during the session. Design and develop learning and development sessions - 211 Plan and design training and development sessions, which satisfy clearly defined learning needs, and include appropriate learning methods and materials. Prepare and deliver presentations - 234 Prepare and deliver information to diverse audiences ensuring that you use an appropriate communication style, operate equipment correctly and represent the values of the Service. Support and advise individual learners - 609 Provide learners with guidance and support, helping then to manage their own learning. Personal Responsibility Complete administration procedures - 216 Ensure that all matters relating to the process of information are carried out in a prompt, efficient manner and in accordance with legislation, policy and procedure. Comply with Health and Safety legislation - 206 Ensure that you show a duty of care and take appropriate action to comply with Health and Safety requirements at all times. Maintain standards for the management of information - 660 Maintain personal responsibility for collection, recording, evaluation, information sharing, review, retention and disposal of information in compliance with codes of practice and Guidance in the Management of Information, information security policy, procedures and legislation. Maintain standards of professional practice - 217 Ensure your behaviour complies with organisational values and organise your own work effectively to meet the demands of your role. Identify, implement and monitor development activities to enhance your own performance. Make best use of technology - 242 Make best use of technology in support of your role, ensuring correct operation and compliance with organisational and legal requirements. Promote equality, diversity and Human Rights in working practices - 141 Promote equality, diversity and Human Rights in working practices by developing and maintaining positive working relationships, ensuring that colleagues are treated fairly and contributing to developing equality of opportunity in working practices. Work as part of a team - 224 Work co-operatively with team members and colleagues, contributing positively and constructively to the achievement of team and organisational objectives. Managing the Provide specialist advice and knowledge - 1072 Organisation Provide specialist advice and knowledge to colleagues, partners and other individuals and agencies to support the achievement of organisational objectives and enable compliance with organisational policy. Human Resources Enable the organisation to retain personnel from all communities - 142 Enable the organisation to retain personnel from all communities by contributing to the fair treatment of staff and supporting staff in promoting equality, diversity and rights in the working practices. Health, Safety and Conduct health and safety risk assessments - 201 Welfare Complete an accurate examination of aspects of work that could cause harm to people, estimating the risks involved and taking steps to implement appropriate risk reduction measures. Manage the welfare needs of individuals - 1160 Recognise any welfare needs that a member of staff may be experiencing, assist them in identifying the cause and agree a suitable way forward, acting at all times in accordance with organisational policy. Behaviour Area Behaviour Leadership Maximising potential - B Puts systems and strategies in place that develop people at all levels of the organisation. Creates an environment where staff are motivated to achieve results. Working with others Respect for race and diversity - A Understands other people's views and takes them into account. Is tactful and diplomatic when dealing with people, treating them with dignity and respect at all times. Understands and is sensitive to social, cultural and racial differences. Community and customer focus - C Maintains a broad understanding of social trends and identifies what effect they will have on the organisation. Creates processes that make sure stakeholders' and customers' views and needs are clearly identified and responded to. Puts in place strategies for media and community relations. Effective communication - B Explains complex issues, making them easy to understand. Makes sure that important messages are being communicated and understood throughout the organisation. Achieving results Problem solving - C Applies a range of analytical techniques to understand complex information issues. Considers a range of options and their effects. Makes strategic decisions by logically analysing all the relevant factors. Planning and organising - B Develops structured plans across a range of activities that may be complex. Monitors progress towards strategic objectives. Makes sure all activity is in line with efficient and effective policing. Personal responsibility - A Readily accepts responsibility for self and others. Takes responsibility for managing situations and problems. Leads by example, showing a commitment and a determination to succeed. Continues to learn and develop.