Head of Intelligence Analysis

Job Family Intelligence
Job Sub Family Intelligence
Code INT-INT-SL-Head of Intelligence Analysis v2.1

Role Purpose

The Head of Intelligence Analysis holds a senior management position as head of the analytical function, with responsibility for managing and developing intelligence analysis within the organisation, to inform decision-making and mitigate threat, risk and harm.

Key Accountabilities

  • Act as a professional advocate who provides advice, direction, and expertise across the force on all intelligence related matters in order to contribute to the achievement of policing objectives.
  • Direct, shape, develop and co-ordinate the provision of the organisation’s analytical function, in order to provide a clear and consistent set of products that inform decision-making at a strategic, tactical and operational level.
  • Influence and contribute to national consultations to develop analytical standards and ensure they are embedded into an organisational strategy.
  • Develop and co-ordinate strategies for intelligence analysis, designing and shaping analytical processes, contributing to the strategic direction of the organisation and ensuring that the analytical function is operating in line with objectives.
  • Lead and inspire people to improve performance, providing direction and advising on professional development, in order to ensure that a professional and efficient service is provided at all times.
  • Develop and implement frameworks, policy, and systems, including for the exchange of sensitive data and analytical products, so that information is managed in accordance with all relevant legislation and policy.
  • Work in partnership with other agencies, forces, and other relevant regional or national organisations to deliver effective collaboration arrangements that will improve the force’s efficiency and capacity to protect the public.
  • Support and facilitate any audit or inspections or quality assurance processes (e.g. HMICFRS Peel Inspections or internal audits or internal quality assurance for the IPP to provide a thorough account of the forces view for standards of analysis.


All roles are expected to know, understand and act within the ethics and values of the Police Service.

The Competency and Values Framework (CVF) has six competencies that are clustered into three groups. Under each competency are three levels that show what behaviours will look like in practice.

It is suggested that this role should be operating or working towards the following levels of the CVF:

Resolute, compassionate and committed

Inclusive, enabling and visionary leadership

Intelligent, creative and informed policing

Education, Qualifications, Skills and Experience

Education, Qualifications, and Experience:

  • College of Policing Intelligence Professionalisation Programme (IPP) Qualification (to complete within 12 months of appointment), and continued IPP compliance.
  • Have ideally had experience working as a senior analyst.
  • Significant experience in management of leading diverse teams.
  • Highly developed knowledge of research, analysis and evaluation.
  • Strong understanding of the strategic and operational environment.


  • Ability to maintain the highest levels of integrity, discretion and confidentiality.
  • Able to use a range of communication and influencing techniques and methods to successfully negotiate, collaborate and/or effect change and engage with a diverse range of stakeholders.
  • Able to allocate resources appropriately for the analytical function and utilise commercial acumen to make risk-based decisions that deliver effective outcomes within the available budget.
  • Able to deliver change that reshapes the analytical function, to deliver appropriate responses to emerging trends and issues.
  • Able to lead, develop and motivate a diverse team; creating strong engagement with the function’s performance objectives and with Force values and behaviours.
  • Able to plan to medium cycles and contribute to long term planning, to identify and act on dependencies with other parts of the Force and to identify and mitigate known risks to delivery.
  • Skilled in setting analytical function, team and individual objectives, assessing progress, identifying emerging risks, issues and opportunities, and taking corrective steps as required to ensure that the right results are achieved.
  • Able to apply or devise specialised concepts and methods of analysis (or commission them from others), to clarify and / or solve complex problems.

Continuing Professional Development (CPD)

CPD is ongoing; it enables the individual, in collaboration with their organisation, to maintain, develop and gain recognition for existing and new professional skills, knowledge and competence. It is undertaken to ensure we continue to provide high quality policing to keep the public safe and help to drive career aspirations. More information on how to plan CPD can be found here.

Discussion of CPD is usually included as part of a Professional Development Review (PDR). PDR is a tool to support police officers and staff to take ownership of their professional development and plan career progression. More information on how to use a PDR for development can be found here.

This section has three parts:

  1. annual learning/mandatory training/accreditation requirements
  2. signposting to suggested activities and resources for the individual to maintain and enhance competence and professional development in the role, and
  3. any ongoing professional registration and/or licensing requirements of the role)

Annual learning/accreditation requirements
(Outlines mandatory/annual learning or requirements to maintain accreditation in the role. Please note any exemption is at Chief Constable discretion, in line with local force policy.)
There is a minimum CPD requirement for this role which maintains professional competency and IPP certification.

Full details for the requirements can be found on College Learn in the IPP CPD framework document for the Intelligence Support Officer or by speaking to your local IPP lead.

Professional development
In order to keep up to date with new approaches to evidence based policing, and new technological approaches within the intelligence field, the following should be considered:
Keep up to date with relevant national guidance:

  • Secondment to IPP partner agencies
  • Undertaking one of the specialist IPP endorsements.
  • Completion of the mandatory CPD requirements also offers opportunities for developing further skills that can support further progression and development.

Professional Registration/Licenses

IPP Accreditation and Registration

Assessed competence against the relevant professional standards for this function is required to achieve IPP accreditation and registration. Maintenance of this accreditation requires the demonstration of continued competence against professional standards, as well as evidence of CPD, in line with the College’s Model.

Links to other Profiles

  • Director of Intelligence
  • Superintendent
  • Chief Superintendent
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