NP_1076 June 2016 PROMOTION CHIEF SUPERINTENDENT PACK INFORMATION CANDIDATE

Contents

Page No Northumbria 4 Introduction 5 About us 6 Executive structure 7 Vision for change 8 Proud to Protect 9 About the role 12 Policing Professional Framework 14 Promotional process 16 Promotion board interviews 18 Northumbria police is one of the largest and top performing police services in the country, serving a population of 1.5 million people from a wide range of various communities, covering an area of more than 2,000 square miles in North East .

Northumbria Police is dedicated to building trust and confidence and reducing crime and disorder in the communities within the North East of England.

There are around 4,900 people working at Northumbria Police and 480 more who contribute by volunteering for one of our various volunteer schemes. All work together to form one professional team who are dedicated to reducing crime across the North East and committed to working with partner organisations and the public to make a real difference in local communities.

In a typical day Northumbria Police:

• Receives 3,395 phone calls; • Makes 187 arrests; • Handles 628 “999” calls; • Travels 44,000 miles; • Deals with 1,539 incidents; • Records 154 sets of fingerprints • Investigates 207 crimes; • Takes 39 DNA samples.

4 INTRODUCTION

Thank you for your interest in applying to join Northumbria Police and becoming part of a new era of policing in the North East of England. This pack is intended for officers thinking about applying for promotion to Chief Superintendent.

Northumbria is going through the most significant period of change it has ever experienced and it is the workforce themselves who suggest ideas that will shape the future of the force. Against this backdrop, the role of Chief Superintendent is also changing. During these difficult periods of change we need individuals at the Chief Superintendent rank who can instil confidence and trust in officers, teams, partners and the wider community.

We are looking for leaders who can inspire those around them to deliver the best service possible to the people of Northumbria. We want people who thrive in a culture of change and identify the solutions MESSAGE FROM OUR that will improve the way we work. CHIEF

This process will be extremely competitive with only “We only want the best officers in the very best candidates being selected for promotion Northumbria Police and we want to the rank of Chief Superintendent. people who are proud to be a part of an To be successful in this process, individuals will need innovative and forward-thinking force. to share the values of ‘Proud to Protect’ laid out by Northumbria Police Chief Constable Steve Ashman “This is a difficult time for forces across the in this information pack. He has a vision that every country but we are looking to thrive in this member of the workforce should be “proud of who culture of change and invest in our future. we are and proud of what we do and outstanding in the service we provide”. “This is your opportunity to join a force that will give you a platform to effect real change. Good This pack will give you further insight into the role luck in your application to the position of Chief and the qualities and experience we are looking for. Superintendent within Northumbria Police.” We very much hope you will be inspired by this opportunity to serve the North East and its residents at a pivotal time for the force.

5 ABOUT US

Northumbria Police provides a comprehensive policing service to communities across the North East via three Area Commands.

The area includes the large urban areas adjoining the Central Area Command coast and riverside, such as , , Central Area Command covers policing in and , as well as responsibility for and Newcastle. other well-established communities including Forest Hall and to the west and Dudley and Annitsford to Gateshead the north. Covers the local authority area of Gateshead Council. Gateshead has a population of around 190,000 and includes the large retail and commercial businesses at both Northumberland has a total land area of just under 2000 the Team Valley Trading Estate and the MetroCentre. It is sq miles, with a population of 311,000. It extends south crossed by the busy A1 Western by-pass. from Berwick upon Tweed towards and west As well as policing the urban areas of Gateshead, Felling, to . and , the area has responsibility for other well- established communities including Birtley and This is the largest in England and in terms of area. and the more rural areas of and . And due to its unrivalled coast line and castles, such Central Area Command is also proud to include one of as , and Dunstanburgh and tourist the largest Jewish communities in the country. attractions such as Holy Island, the Cheviots and Hadrian’s Wall, attracts more than a million visitors from all over Newcastle the globe. Covers the local authority area of Newcastle City Council. It has a population of around 280,000 and both the main road and rail links pass through the Area Command which has responsibility for Newcastle International Airport, Southern Area Command Newcastle United Football Club, Newcastle Falcons rugby Southern Area Command covers policing in ground and Newcastle Racecourse. and . This area includes the vibrant city centre of Newcastle with its vast retail, commercial, entertainment and South Tyneside leisure facilities and an international student population. Covers the local authority area of South Tyneside Council. It covers 25 square miles and has a population of Newcastle also incorporates extensive well-established approximately 152,000 which is mainly centred around the residential communities and local businesses, including riverside towns of , and . sections with diverse cultures and new developments such as . There are well-established communities to the south of the region including , Whitburn and extensive outlying estates. In the summer the population increases considerably with over one million visitors to the coast Northern Area Command and other tourist attractions. Northern Area Command covers policing in and Northumberland. Sunderland Covers the local authority area of Sunderland City Council. North Tyneside It has a population of approximately 279,000 and 16,000 Covers the local authority area of North Tyneside Council. students at Sunderland University. It has a population of around 190,000 and has extensive local retail, business, commercial and leisure facilities, This area includes Sunderland football ground and the including recent larger developments at Royal Quays, busy retail, business and leisure facilities of Sunderland and Silverlink and Balliol Business Park sites. Washington centres; extensive well-established residential communities and commercial districts including Doxford International Business Park, Wessington Way and the Nissan complex.

6 NORTHUMBRIA POLICE STRUCTURE

CHIEF CONSTABLE STEVE ASHMAN

DEPUTY CHIEF CONSTABLE WINTON KEENEN

ASSISTANT CHIEF CONSTABLE ASSISTANT CHIEF CONSTABLE JO FARRELL DARREN BEST

AREA COMMANDS SPECIALIST EXECUTIVE

T/CHIEF SUPERINTENDENT CHIEF SUPERINTENDENT HEAD OF FINANCE DIRECTOR OF SHARON STAVERS STEVE NEILL MIKE TAIT HUMAN RESOURCES NORTHERN AREA COMMAND OPERATIONS DEPARTMENT FINANCE DEPARTMENT JOSCELIN LAWSON HUMAN RESOURCES DEPARTMENT

CHIEF SUPERINTENDENT T/CHIEF SUPERINTENDENT DIRECTOR OF ICT HEAD OF STRATEGIC ASSET LAURA YOUNG SAV PATSALOS IAN WOODWARD MANAGEMENT MIKE MULLEN CENTRAL AREA COMMAND COMMUNICATIONS DEPARTMENT ICT DEPARTMENT SAM DEPARTMENT

T/CHIEF SUPERINTENDENT T/D/CHIEF SUPERINTENDENT HEAD OF CORPORATE D/SUPERINTENDENT GED NOBLE MICK BARTON DEVELOPMENT CHRIS SHARMAN PAUL GODDEN SOUTHERN AREA COMMAND CRIME AND CRIMINAL JUSTICE DEPARTMENT PROFESSIONAL STANDARDS DEPARTMENT COPORATE DEVELOPMENT DEPARTMENT

T/DIRECTOR OF T/D/CHIEF SUPERINTENDENT HEAD OF BUSINESS SUPPORT SCOTT HALL LEGAL SERVICES RICHARD HERON DAWN TURNBULL SAFEGUARDING DEPARTMENT LEGAL DEPARTMENT BUSINESS SUPPORT DEPARTMENT

SUPERINTENDENT ALAN VEITCH NORTH EAST REGIONAL SPECIAL OPERATIONS UNIT

7 Vision for change

Over the past five years we have made our force more efficient with a significant programme of change and Northumbria Police continues to be recognised as a service which upholds high standards and delivers outstanding service.

It is important for Northumbria Police to be clear about what we want to achieve and how we intend to do it and this is captured in our new vision statement: “Northumbria Police will be outstanding in the service we provide”

Our vision is supported by a mission, which is to serve the communities of Northumbria with pride – ‘proud of what we do and proud of who we are’.

Simply put we are Proud to Protect

8 Proud Proud of our Proud to Proud to serve people improve to lead

P P

Northumbria Police will be outstanding in the service we provide

9 Our vision and mission is underpinned by a set of core values which define the standards we have set, they confirm: • Proud to serve – what the public can expect from us • Proud of our people – what we can expect from our people • Proud to improve – what we can do differently • Proud to lead – what we expect from leaders

These core values create an environment where all officers, staff and volunteers are ‘Proud to come to work, proud to represent Northumbria Police, and proud to deliver an outstanding service’.

10 P P PP PP

Proud Proud of to serve our people

Our service values: Our people values:

• Protect the vulnerable. • Engage, listen and respect the views of others. • Be victim focused in everything we do. • Ensure a skilled workforce. • Minimise harm to communities. • Embrace diversity. • Vigorously pursue off enders. • Encourage innovation. • Treat everyone ethically and in accordance with the Code of Ethics. • Support people and learn from our mistakes.

P P P P

Proud to Proud improve to lead

Our business values: Our leadership values:

• Understanding our policing demand. • Take personal responsibility and lead by example. • Maximise use of technology and other assets. • Inspire others and achieve excellence. • Be open minded to new and diff erent ways of delivering services. • Support others and set clear and fair objectives. • Seek out and drive collaborative opportunities. • Empower others and encourage and celebrate endeavour, innovation and individuality. • Be fi nancially sustainable and transparent in our decision making. • Be approachable and welcome the views of others. ABOUT THE ROLE

This is an exciting time to work for Northumbria Police. The changes currently being delivered will shape how we look in the future. Therefore you will need to be a dynamic, energetic and inspirational leader, who values people, their development and your community.

We will look to you to deliver the values of the Proud to Protect vision, while also understanding and addressing the diverse needs of our customers and communities.

You will be responsible for facilitating delivery in a variety of environments with an ability to work to corporate and local objectives within a culture of change.

You will achieve this by upholding our professional standards, being responsible for the management of teams and delivering projects.

As a leader you will face a number of challenges including reducing crime, delivering the best possible service to the public, maintaining effective policing in a time of economic uncertainty and inspiring the workforce.

This career opportunity is open to an exceptional Superintendent looking for promotion, or a Chief Superintendent with an excellent proven track record.

12 Terms of appointment Officers are eligible for free travel on the Metro You will be appointed to the office and rank of Chief System and Northern Rail Services, with the Superintendent/Detective Chief Superintendent. expectation that positive action is taken if an incident occurs whilst travelling free on these services. Duties and responsibilities You may be posted into appropriate roles or required Reasonable travel and subsistence costs necessarily ABOUT to undertake additional or other duties by the Chief incurred in the performance of duty will be Constable, appropriate to your rank, to meet the needs of the business. reimbursed in accordance with Regulations and THE ROLE Northumbria Police policies. Salary and allowances Candidates invited to interview will be reimbursed Basic Pay: for travel at standard rail fare rate or public transport Officers newly promoted to Chief Superintendent will join the pay scale at point 1 from the date of their promotion. rate (23.8 pence per mile) whichever is the lesser amount.

Pay Point With effect from 1 September 2015 Please note, candidates successful at interview will not be reimbursed any relocation costs. 1 £79,557

2 £82,248 Business interests The expectation is that you will devote your working 3 £83,925 time to your duties and office. The Police Regulations 2003 (as amended by the Police (Amendment No. Place of work and hours 3) Regulations 2012) require serving police officers Your normal place of work will depend upon your to notify their chief officer, in writing, of the business posting. However, you may be required to travel to interest or additional occupations they have or such places as may be reasonably necessary for the propose. Please refer to our procedure Business proper performance of your duties. Interests and Additional Occupation for further instruction. Working hours are 40 per week, but you will be expected to work flexibly in order to ensure you fulfil Other benefits the requirements of the post. Duties may include Northumbria Police provides a range of voluntary shift working, including nights and weekends. benefits through which officers can access goods and services at discounted or preferential rates. Annual leave The annual leave entitlement for officers at Chief Further details are available through the Northumbria Superintendent rank is 31 days per year. Police Sports and Social Club available on line at www.npssc.co.uk Pension If you are a member of the Police Pension Scheme, all matters concerning your pension will be governed by the Police Pension Regulations 1987 and any subsequent amendments to them.

Travel

13 Policing Professional Framework (PPF) Northumbria Police – Chief Superintendent

To carry out this role you must be a competent • Ask incisive questions to test facts and assumptions, Superintendent. and gain a full understanding of the situation. • Identify the key issues clearly, and the inter-relationship The most senior local or departmental police manager between different factors. responsible for setting strategy, standards and operational policy and authorising operational activity in line with • Consider the wider implications of different options, legislative powers according to the rank. Including assessing the costs, risks and benefits of each. responsibility for commanding larger departments, multiple • Make clear, proportionate and justifiable decisions, functions or larger geographical areas on a day to day basis. reviewing these as necessary.

National Occupational LEADERSHIP Standards (NOS) Leading change

A Chief Superintendent must be able to: A Chief Superintendent should: • Develop a strategic business plan for the organisation • Establish a clear future picture and direction for the operational unit, focused on delivering the force vision • Plan the workforce and strategy. • Develop a customer focused organisation • Identify and implements change needed to meet force • Establish, maintain and use relationships with the media objectives, thinking beyond the constraints of current to explain and promote the organisation and its work ways of working, and is prepared to make radical • Provide leadership for the organisation change when required. • Manage a budget • Think in the long-term, identifying better ways to deliver value for money services that meet both local • Establish and manage links with wider communities. and force needs. Encourage creativity and innovation within the operating unit. PERSONAL QUALITIES Leading people Decision making A Chief Superintendent must: A Chief Superintendent will: • Inspire people to meet challenging organisational goals, • Assimilate complex information quickly, weighing up creating and maintaining the momentum for change. alternatives and making sound, timely decisions. • Give direction and state expectations clearly. • Gather and consider all relevant and available information, seeking out and listening to advice • Talk positively about policing and what it can achieve, from specialists. building pride and self-esteem.

14 • Create enthusiasm and commitment by rewarding good performance, and giving genuine recognition PUBLIC SERVICE and praise. Promote learning and development, giving honest and constructive feedback to help people A Chief Superintendent should: understand their strengths and weaknesses, and invest • Promote a real belief in public service, focusing time in coaching and mentoring staff. on what matters to the public and will best serve their interests. Ensure that all staff understand the Managing performance expectations, changing needs and concerns of different communities, and strive to address them. A Chief Superintendent will: • Build public confidence by actively engaging with • Create a clear plan to deliver operational unit different communities, agencies and strategic performance in line with force strategy and objectives. stakeholders, developing partnerships and ensuring • Agree demanding but achievable objectives and people can engage with the police at all levels. priorities for the operational unit, and assigns resources • Understand partners’ perspectives and priorities, and to deliver them as effectively as possible. work co-operatively with them to deliver the best • Identify opportunities to reduce costs and ensure possible overall service to the public. maximum value for money is achieved. Highlight good practice and use it to address underperformance. WORKING WITH OTHERS • Delegate responsibilities appropriately and empower others to make decisions. A Chief Superintendent will: • Monitor progress and hold people to account • Build effective working relationships with for delivery. people through clear communication and a collaborative approach. PROFESSIONALISM • Maintain visibility to staff and ensure communication processes work effectively throughout the operational A Chief Superintendent must: unit. Consult widely and involves people in decision- making, speaking to people in a way they understand • Act with integrity, in line with the values and ethical and can engage with. standards of the Police Service. • Treat people with respect and dignity regardless of • Deliver on promises, demonstrating personal their background or circumstances, promoting equality commitment, energy and drive to get things done. and the elimination of discrimination. • Define and reinforce standards, demonstrating • Treat people as individuals, showing tact, empathy these personally and fostering a culture of personal and compassion. responsibility within the operational unit. • Sell ideas convincingly, setting out benefits of a • Ask for and act on feedback on own approach, particular approach, and striving to reach mutually continuing to learn and adapt to new circumstances. beneficial solutions. • Take responsibility for making tough or • Express own views positively and constructively, and unpopular decisions. fully commit to team decisions. • Demonstrate courage and resilience in difficult situations, defusing conflict and remaining calm and professional under pressure.

15 PROMOTIONAL PROCESS

The following candidate journey provides an overview of the Chief Superintendent promotion process. More detailed information is provided within this pack.

Process launched

Candidates complete Chief Superintendent application form

Candidate performance summary is provided by line management

Candidates to submit application form

Chief Constable briefing session / open day

Successful candidates are invited to attend promotion board

Candidates notified of outcome

Fitness, vetting and medical checks undertaken for successful candidates

16 DISABILITY AND APPLICATION FORM HEALTH QUERIES COMPLETION

Northumbria Police welcome applications from people The application form has three parts. Prior to completing with disabilities and will make reasonable adjustments to this application form, applicants should refer to the PPF the process as required and wherever possible. Where role of Chief Superintendent. a candidate has a health issue that might require an adjustment to be made to a part of the process, they must If you require any reasonable adjustments for any contact [email protected] part of the promotion process please email [email protected] POSITIVE ACTION EQUAL OPPORTUNITIES We welcome applications from everyone irrespective of gender or ethnicity but, as women and members of ethnic MONITORING INFORMATION groups are currently underrepresented at this level of post, we would encourage applications from members of these Applicants are requested to complete the Equal groups. Appointment will be based on merit alone. Opportunities Monitoring Information Form which is included in the application pack. The completed form should only be included once the application form has CHIEF CONSTABLE been endorsed by line management. This will ensure the BRIEFING SESSIONS information supplied remains private and confidential. Once submitted via email, the form will be separated from the application form and used for statistical purposes only. Briefing sessions and interviews will take place week commencing 27 June 2016. Part 1 – Personal Details and Self Declaration Applicants are requested to provide personal details. APPLICATION CRITERIA Part 2 – Application Form Questions This part includes two questions. Applicants are required Before applying, we recommend that you read through to answer both questions. Please note the maximum word this pack carefully. count for each question. To be eligible you must: Part 3 – Management Endorsement/Validation • Be a substantive Superintendent or If you are currently a Superintendent serving with Chief Superintendent. Northumbria Police your first line manager is required • Have an overall competent or exceptional PDR rating to provide your candidate performance summary. If you for 2014/15 are an external candidate, your candidate performance summary is required from both your first and second • Meet Northumbria Police Attendance Criteria - line managers. Selection1 • Have no outstanding discipline or integrity issues. The applicant must email the completed application form and Equal Opportunities Monitoring Information form to the [email protected] by noon on 22 June 2016.

1Northumbria Police Attendance Criteria – Selection procedure requires that applications will normally be rejected where an individual has been absent from duty through sickness over the past 12 months: • for one period of absence for 28 or more days, or • for sickness on three or more separate occasions, or • the officer’s sickness record during this period displays a pattern of absence which raises concern about the officer’s ability to attend work, • for regular self-certification reasons due to cold/flu/virus and this pattern has been identified, or • a pattern of part day absences. The previous 12 months will be calculated from the closing date for applications or the date a request is received which impacts upon a selection process. Attendance criteria will not apply for the following types of leave: maternity; pregnancy related absence within the ‘protected period’; adoption; paternity; compassionate; shared parental; time off for dependants; annual; short notice; public service leave. Linking of disability related absences will be considered on an individual basis.

1317 NORTHUMBRIA POLICE PROMOTION BOARD INTERVIEWS

Promotion Board panel POST PROMOTION PROCESS members will depend on the Candidates will be notified of results and feedback arrangements as soon as is practicable after the selection rank for promotion. The Police process is complete. Federation will be notified of Successful candidates will be required to undertake a interview dates to observe the fitness test, vetting and medical checks prior to be offered selection process if agreed by a posting within Northumbria Police. the candidate. TRAINING The Promotion Board interview will include both Once selected, candidates will be invited to an Induction situational and competency-based questions and will Course, dates to be advised. reflect the competencies outlined in the relevant role definition provided within the Application Pack. APPEALS Situational interview questions require the candidate If a candidate wishes to appeal against any part of the to describe how they would handle a certain situation, promotion process, they must send a report (within seven or what they would do under certain circumstances. working days of having been notified of the decision) Competency-based questions will assess specific skills and outlining the precise reason for their appeal. The report behaviours. Questions asked will be appropriate to the must be sent to the promotionsmailbox@northumbria. rank candidates are seeking promotion to. pnn.police.uk for the attention of the Head of Human Resources. Additional assessment by way of a presentation will be used to help identify and evidence abilities to perform effectively in the next rank or specific role. The presentation content will be provided on the day. Candidates will be given 30 minutes preparation time on the day, for a ten minute presentation prior to the interview panel questions.

The Promotion Board Interview process will last for 45 minutes.

18 NP_1076 [email protected] or email: www.northumbria.police.uk Police website at Northumbria visitthe For moreinformation