Job Analysis Exercises

Description

The Policing Authority invites tenders for the provision of three Job Analysis Exercises, one for Superintendent, one for Chief Superintendent and another for Assistant Commissioner roles in the Garda Síochána. The output will be Competency Frameworks for each role and a Comprehensive Report giving an overview of the analysis processes and the resulting competencies . Lot 1: The Policing Authority is now seeking a suitably experienced specialist service provider to conduct three job analysis exercises, one for Superintendent, one for Chief Superintendent, and one for Assistant Commissioner in the Garda Síochána. The outputs will be competency frameworks for all three roles and a comprehensive report giving an overview of the international benchmarking, the Irish policing context and the job analysis processes. Analysis will be carried out in a policing context and tenderers should demonstrate their understanding of the Policing Authority’s needs in this regard and outline the suitability of their proposed method in this environment. Any relevant prior experience (either of the tendering organisation or the project team) of working on job analysis/competency development projects and of working within a policing context should be specified in terms of how the tenderer proposes to use this experience to provide services to the Policing Authority. The Job Analysis may be expected to encompass fieldwork including Focus Groups, Critical Incident, Repertory Grid and Future Focus Interviews, Questionnaires and Surveys. As well as role holders and their line managers, it is expected that other critical internal stakeholders, such as the Garda Executive and the Garda College in Templemore will be considered. It is also important to be aware that there are a number of specialist units in the Garda Síochána. In addition, the analysis should include both urban and rural environments. It should also be noted that there is a broad range of external stakeholder organisations that will need to be consulted with as part of the job analysis process and which are in different locations. It is expected that engagement and consultation with both internal and external stakeholders will be substantial and therefore tenderers should ensure that they allocate appropriate resources when planning this element of the work. There are approximately 168 Superintendents, 47 Chief Superintendents and 8 Assistant Commissioners serving in the Garda Síochána. Diversity and Inclusion is integral to Garda Síochána policy and this should be reflected in the approach to achieving a representative sample. There has recently been a comprehensive job analysis carried out for the roles of Sergeant and Inspector in the Garda Síochána, and prior to this, on the role of Garda Trainee. It is important that there is some congruity between the respective frameworks, given that they are all describing desired behaviours within the same organisation and that there is a discernible path for growth and progression evident in the frameworks. The new competencies for Sergeant and Inspector will be provided to the successful tenderer. The following outputs are required at the end of the analysis: A comprehensive report comprising: . Comprehensive International Benchmarking on Police Competencies/Performance Indicators; . Overview of the roles of Superintendent, Chief Superintendent and Assistant Commissioner, including context and a detailed Job Description and Person Specification; . Competencies and behaviours required for Effective Performance in the roles – title, summary description and detailed positive and negative behavioural indicators. It is anticipated that the Successful Tenderer will present an overview of the report to the relevant Garda Associations, the Garda Senior Management Team and the Policing Authority. Lot 1: The Policing Authority is now seeking a suitably experienced specialist service provider to conduct three job analysis exercises, one for Superintendent, one for Chief Superintendent, and one for Assistant Commissioner in the Garda Síochána. The outputs will be competency frameworks for all three roles and a comprehensive report giving an overview of the international benchmarking, the Irish policing context and the job analysis processes. Analysis will be carried out in a policing context and tenderers should demonstrate their understanding of the Policing Authority’s needs in this regard and outline the suitability of their proposed method in this environment. Any relevant prior experience (either of the tendering organisation or the project team) of working on job analysis/competency development projects and of working within a policing context should be specified in terms of how the tenderer proposes to use this experience to provide services to the Policing Authority. The Job Analysis may be expected to encompass fieldwork including Focus Groups, Critical Incident, Repertory Grid and Future Focus Interviews, Questionnaires and Surveys. As well as role holders and their line managers, it is expected that other critical internal stakeholders, such as the Garda Executive and the Garda College in Templemore will be considered. It is also important to be aware that there are a number of specialist units in the Garda Síochána. In addition, the analysis should include both urban and rural environments. It should also be noted that there is a broad range of external stakeholder organisations that will need to be consulted with as part of the job analysis process and which are in different locations. It is expected that engagement and consultation with both internal and external stakeholders will be substantial and therefore tenderers should ensure that they allocate appropriate resources when planning this element of the work. There are approximately 168 Superintendents, 47 Chief Superintendents and 8 Assistant Commissioners serving in the Garda Síochána. Diversity and Inclusion is integral to Garda Síochána policy and this should be reflected in the approach to achieving a representative sample. There has recently been a comprehensive job analysis carried out for the roles of Sergeant and Inspector in the Garda Síochána, and prior to this, on the role of Garda Trainee. It is important that there is some congruity between the respective frameworks, given that they are all describing desired behaviours within the same organisation and that there is a discernible path for growth and progression evident in the frameworks. The new competencies for Sergeant and Inspector will be provided to the successful tenderer. The following outputs are required at the end of the analysis: A comprehensive report comprising: . Comprehensive International Benchmarking on Police Competencies/Performance Indicators; . Overview of the roles of Superintendent, Chief Superintendent and Assistant Commissioner, including context and a detailed Job Description and Person Specification; . Competencies and behaviours required for Effective Performance in the roles – title, summary description and detailed positive and negative behavioural indicators. It is anticipated that the Successful Tenderer will present an overview of the report to the relevant Garda Associations, the Garda Senior Management Team and the Policing Authority.