PROMOTING NEW PARKING ENFORCEMENT OFFICER AND MANAGEMENT QUALIFICATIONS

1. PROMOTING NEW PARKING ENFORCEMENT OFFICER AND MANAGEMENT QUALIFICATIONS Learning & Development can only increase the professional image

2. Why the Need for L & D in Parking • Civil Enforcement Officers (CEO) are engaged in a service that penalises wrong doing; hence it is a role that demands respect • Members of the public (MOP) need to place a value first on the person & secondly on the service. • The person in uniform must have the relevant, adequate & appropriate knowledge of the service he is providing • Translating to public moving away from the culture of looking down on the parking profession.

3. My journey through Parking • In 2000, I entered the parking sector as a Parking Attendant • All that was required was a basic level of literacy & numeracy. • No qualifications required • Other than passing the initial interview • Advertisements read “no qualification is required” • Most candidates who applied for the Parking Attendant / Civil Enforcement Officer (CEO) positions were not capable of actually doing the job

4. While in training after I had been recruited- l began to realise the infinite & detailed technicalities involved in the role. • I found myself struggling. • I sought help & enrolled in the only programme available at the time, Level 2 in Parking Control (NVQ)

5. My confidence rapidly increased during & after completing the course • I also realised I had less & less confrontation with the MOP • I could better explain the reasons why l had issued PCN.

6. I came to understand that my profession is responsible for orderliness & fairness on the road • Contributing to and increasing the awareness of health & safety of all road users • That the drive for revenue generation is not the primary target.

7. After l completed the NVQ qualification- I became more confident & wanted to learn more • It enhanced my promotion to the post of Parking Supervisor • And to Training & Recruitment Officer.

8. Enabled me to work various departments within the parking sector • The in-service learning and developmenthas benefited me in carrying out my role more efficiently. • It is much more rewarding to work in a profession, having gained the adequate and necessary knowledge to do the role well.

9. The Benefits of the new L & D suites • With the introduction of the new suite of leadership and management qualifications, parking is indeed becoming a profession! • It is important that learning providers offer the different modules so that individuals pursuing different careers can all benefit from the qualifications. • Completing Level 3 of the qualification could open up opportunities such as Parking Supervisor, Deputy Parking Operations Manager, Deputy Contracts Manager. • Levels 4 and 5 would offer further promotion to Parking Operations Manager and Contracts Manager

10. On Employee’s part • If the relevant learning & development is acquired before being confirmed in the role, new employee’s efficiency, professionalism, confidence and readiness for employment will all be increased.

11. Gaining qualifications opens the door to a wide range of job roles and allows the employee to become the right person for the employer and gives them a multi-skilled approach to a career in the parking sector.

12. On Employers’ part • Have a lower staff turnover means that more experienced staff can concentrate their efforts on carrying out their everyday role, rather than mentoring and supervising new staff.

13. Parking contractors / companies are likely to have more satisfied clients due to staff being better qualified and experienced to meet the contractual KPI.

14. On the Part of BPA & IPP • Everyone in this room knows the answer! • Thank you for your time & attention • Any questions