Learning Partnerships The key to Skilled Workforces

Learning PartnershipsThe key to Skilled Workforces

Liz Barnes, Dean Social Sciences & LawIan Pepper, Principal Lecturer, Policing

Mark Thornton, Inspector, Cleveland Police

The Leitch Review world class skills

• Principles• Shared responsibility. Employers, individuals & the

government• Build on existing structures

• Main recommendations• Increase employer engagement and investment in

skills• Increase employer investment in level 3 & 4 … Improve engagement between employers &

universities … Increase focus on level 5 and above skills

Targets & Challenges

• More than 70% of the 2020 working population are already over the age of 16

• Achieving world class skills requires exceeding 40% of adult population qualified to level 4 and above

• In 2005 29% were at this level• Changing targets away from the focus on young

people aged 18-30 will transform the incentives of HE providers to work with employers

The Police

• Minimum level qualification

for police officer NVQ 3• 51 forces in GB recruiting approx.100-150

new recruits annually• 159,000 police officers• 70,000 civilian staff• 13,000 special constables• Up to 25,000 community support officers & wardens by 07/08 (National policing plan 05-08)

Partnership Working

• Foundation degree, IPLDP• Approximately 6,500 newly qualified officers/year

78,000 from 2008 to 2020

• CPD frameworks• 50% of existing officers qualified to level 4, 80,000

• Accreditation of existing training & education • Work-based learning• Integration & progression into UG & PG

programmes

Opportunities

• Specialist courses– Traffic– Forensic investigation– Custody suite training

• Leadership & Management• Basic training

– IPLDP– PCSO’s– Special constables

Programmes

• BSc (Hons) Investigative Studies• Foundation Degrees• University Certificates:

Police Community Support Officers

Special Constables

Potential Police and Community Support Officers

Examples of Teaching Methods

• Lectures • Seminars• IT workshops• Pre-learning material• Role Plays• Work based learning

Facilities to Assist Learning

Examples of Assessment Methods

• Examinations• Assignments• Work based reflective assignments• Portfolios of evidence• Professional Development Portfolio/Student

Officer Learning and Assessment Portfolio• National Occupational Standards• Completion of professional skills

Challenges

• Meeting of cultures• Building a mixed police training and academic

team• Developing officers academic ability• Language and terminology

Suspended or not!• Administrative issues

• North East Force• 4 BCU’s• Mixture of Urban and Rural

Policing• Akin to a Metropolitan Force• 1727 Police officer’s• 142 PCSO’s• 179 Special Constables• 705 members of Police Staff

Who are Cleveland Police?

What are we about?

• Chief Constable’s vision:• “By 2010 to be at the Forefront of Modern

Policing….responding to the real needs of the communities we serve.”

• PUTTING PEOPLE FIRST• People• Problem Solving• Partnerships• Professionalism

How can we Professionalise the Service?

• Investment and Support in our Staff

• Give our staff the skills and equipment they need and the public deserve

• Change our traditional practices in terms of “Training” our staff

The Benefits of Working with the University of Teesside

• Immediate Partnership Focus• Local• New officers being challenged

in:

- Academic Thinking

- Greater Self Reflection

- Immediate Focus on Communities

Challenges

• Inspecting bodies – HMIC, ALI.

• Breaking with tradition (Centrex)

• District Commanders

• Something NEW!!! (Change)

• Cultural change

Benefits:

• Recruitment Profile• Community

Placements• Academic Investment• Professional officers• Increased

performance

References

• Leitch, S., Review of Skills, Prosperity for all in the global economy – world class skills. Dec. 2006

• National Policing Plan 2005-08, Safer stronger communities. Nov. 2004