Ottawa, Canada (PressExposure) July 28, 2011 -- Human Resource Systems Group, Ltd. (HRSG), international leader in competency-based tools and systems, has begun work with the Canadian Police Sector Council to improve capacity within the Policing Sector to carry out their mandate to serve and protect.
Made up of over 200 police services, the Canadian policing sector is a diverse and dynamic industry representing National, Provincial, Municipal and First Nations services, all with different needs and interests. Through extensive research conducted on behalf of the sector, three major labour market issues were identified:
1. Demographics: ageing workforce, high attrition rates, a disinterested and diminishing youth cohort.
2. Changing workload: increasingly complex work environments, requirements for new and advanced skill sets.
3. Budget & governance: policy and operation environments evolving at a dramatic pace, while the budget allocation has not kept pace.
Through extensive analysis and examination of the challenges, recommendations were made to implement a national policing competency framework supporting integrated selection, succession management and leadership development.
"Competency-Based Management is crucial to the success and health of any organization when it comes to recruitment selection and promotion," said Inspector Brett Fryer, OIC Staff Development, Saanich Police Department. "The Saanich Police Department uses CBM to identify the right people, with the right abilities and behaviours to create the best possible pool of qualified candidates. This is achieved by assessing the candidate's suitability against a defined set of competencies. By using CBM we can work towards achieving our goals and objectives."
The tools and guides developed by HRSG were designed to be easy to understand, user friendly and simple to implement. Three years of research went into the development, and over 70 policing organizations contributed to the project. In addition, over 700 Subject Matter Experts from the policing community were involved in validating the final products.
In addition to the custom competency dictionary which was built from HRSG's comprehensive Library of Competencies, HRSG produced Rank Profiles, Selection Guides, a complete Leadership Development Framework, and a Succession Management guide. The former HR Director of the Royal Canadian Mounted Police, Denis Fodor, had this to say about this guide: "[The Succession Management Guide] is a very easy read and a great practical tool for use across the country or maybe even the world. It is logical in its progression and thus can be used by HR personnel and even operational types."
This project has received high praise from all stakeholders, and individual police services are now moving ahead with implementing CBM in their organizations as it is seen as a way to improve effectiveness of their services, decrease HR costs, and increase the capacity to serve and protect.