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Learning Partnerships The key to Skilled Workforces

This presentation, featuring insights from Liz Barnes, Ian Pepper, and Mark Thornton, outlines the importance of partnership in developing skilled workforces. It emphasizes shared responsibilities between employers, individuals, and the government, advocating for increased investment in workforce training at advanced levels. The discussion includes key challenges such as the aging workforce and the need for academic collaboration within police training. Key recommendations focus on enhancing employer engagement and providing better educational pathways for aspiring police officers, ultimately transforming local communities through skilled professionals.

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Learning Partnerships The key to Skilled Workforces

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  1. Learning PartnershipsThe key to Skilled Workforces Liz Barnes, Dean Social Sciences & Law Ian Pepper, Principal Lecturer, Policing Mark Thornton, Inspector, Cleveland Police

  2. 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

  3. 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

  4. 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)

  5. 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

  6. Opportunities • Specialist courses • Traffic • Forensic investigation • Custody suite training • Leadership & Management • Basic training • IPLDP • PCSO’s • Special constables

  7. Programmes • BSc (Hons) Investigative Studies • Foundation Degrees • University Certificates: Police Community Support Officers Special Constables Potential Police and Community Support Officers

  8. Examples of Teaching Methods • Lectures • Seminars • IT workshops • Pre-learning material • Role Plays • Work based learning

  9. Facilities to Assist Learning

  10. 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

  11. Challenges • Meeting of cultures • Building a mixed police training and academic team • Developing officers academic ability • Language and terminology Suspended or not! • Administrative issues

  12. Who are Cleveland Police? • 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

  13. 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

  14. 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

  15. 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

  16. Challenges • Inspecting bodies – HMIC, ALI. • Breaking with tradition (Centrex) • District Commanders • Something NEW!!! (Change) • Cultural change

  17. Benefits: • Recruitment Profile • Community Placements • Academic Investment • Professional officers • Increased performance

  18. 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

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