Training Command - Queensland Police Service - Queensland ...

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Senior leaders step-up The step from a Senior Sergeant to an Inspector comes down to the dedication of the officer. Being a senior leader represents a leap in responsibility and expectations, requiring strong leadership and negotiation skills as well as a high degree of organisational insight. The Executive Development Unit (EDU) was established in April 2011 to support the professional development of police officers at and above the rank of Inspector and administrative officers at and above the level of AO7 or equivalent. This includes coordinating a range of external courses including those offered by the Australian Institute of Police Management and through the Public Service Commission. Senior Sergeant Howard Kemp, Manager of EDU, said one of the unit’s key developmental strategies was the Senior Leadership Course (SLC). “The course is designed to support senior leaders in making a smooth transition to this level, as well as to promote confidence and motivation,” Senior Sergeant Kemp said. “It provides direct access to senior executive members of the Service through the visiting mentor component, and helps participants understand what makes the organisation tick at a strategic level. “Participants are provided with key information regarding strategic issues, future directions and emerging issues and trends that may impact on the Service.” The unit has also developed a range of educational resources including a comprehensive website and Leadership ‘Short Shots’. The two-hour short shots are focused, practical development sessions on a variety of relevant topics in a concise and challenging format. They recognise the knowledge and skills senior leaders already have, and are conducted in a way that draws and builds on those foundations. “We’ve also had great feedback on our resource database from all ranks and levels,” Senior Sergeant Kemp said. “It includes information on employee engagement, Operational Performance Review priorities and a page dedicated to each of the Service’s four values— People, Performance, Partnerships and Professionalism. “Supporting our senior leaders with a range of resources helps improve their ability to look at problems clearly and really understand what the critical issues are. The EDU provides the tools and knowledge to help our senior leaders respond to the complex and challenging environment in which they work.” Senior Leadership Development Model The QPS has developed a Senior Leadership Development Model which provides a framework for the development of QPS senior leaders, both police and staff members. It has five components, as follows. Self Senior leaders need to have self awareness and take responsibility for their actions and development. Values Senior leaders need to embody and model the Service’s values and encourage staff to own and display them. Capabilities Senior leaders need to demonstrate the behaviours associated with the leadership capabilities. Action Orientation Senior leaders need to take an action orientated approach to enhance their ability to achieve desired outcomes. Strategic Position Senior leaders need to consider the environment in which they and the Service operate. Capability Inspect Achieve Results Environment Performance Drive and Integrity Inspire Communicate People Self Professionalism Partnerships Cultivate Relationships Strategic Thinking Innovate Purpose Initiate Culture PoliceBulletin363 33
Page 1 and 2: issue no. 363 october 2011 Educatio
Page 3 and 4: FROM COMMISSIONER ATKINSON Evolving
Page 5 and 6: C O N T E N T S Message from Commis
Page 7 and 8: FROM NEIL ROBERTS MP MINISTER FOR P
Page 9 and 10: The PROVE curriculum has also under
Page 11 and 12: Australia Police, but I was too sho
Page 13 and 14: Friday, and have the option of livi
Page 15 and 16: “Some officers find it difficult
Page 17 and 18: A recruit speaks into his radio, ar
Page 19 and 20: Shaping futures with Northern educa
Page 21 and 22: Sitting on a bench seat in the back
Page 23 and 24: The First Year Constable program is
Page 25 and 26: An important addition to the reside
Page 27 and 28: The third phase of detective traini
Page 29 and 30: to progress automatically to the ra
Page 31: Creating leaders who make a differe
Page 35 and 36: Staff members benefit from training
Page 37 and 38: The team behind ETSP hard at work i
Page 39: Searching for a new car? Limited Of

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