Director of Intelligence

The Director of Intelligence leads an intelligence function, setting its strategic direction and ensuring efficient management of the intelligence process to inform decision-making and mitigate threat, risk and harm.

• Direct, develop and co-ordinate the provision of the organisation’s intelligence 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 intelligence standards and ensure they are embedded into an organisational strategy.
• Develop and co-ordinate strategies for intelligence, designing and shaping processes, contributing to the strategic direction of the organisation and ensuring that the intelligence function is operating in line with objectives.
• Develop and implement frameworks, policy, and systems, including for the exchange of sensitive data and intelligence, 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 capacity to protect the public.
• Provide advice, direction, and expertise across the force on all intelligence related matters in order to contribute to the achievement of policing objectives.
• Secure and allocate overall resources to match the changing profile of demand and need, and making recommendations to the Chief Constable for such changes, to ensure that intelligence resources are deployed effectively to meet the needs of the Force.
• Ability to develop own knowledge and awareness of the discipline of Intelligence, and develop organisational response.

Prior Education and Experience:

• College of Policing Intelligence Professional Programme (IPP) Qualification (to complete within 12 months of appointment), and continued IPP compliance.
• Significant experience of leading diverse teams.
• Strong understanding of the strategic and operational environment.
• A background in intelligence and/or covert policing is desirable.

Skills:

• Ability to maintain the highest levels of integrity, discretion and confidentiality.
• High level communication skills to engage, influence, motivate, and negotiate internally and externally, representing the organisation to a variety of audiences.
• Able to manage financial, people and material resources, and to balance complex, competing demands on resources by making appropriate risk-based decisions within the available budget.
• Able to develop strategic plans, to clarify strategic priorities and the immediate and longer-term actions required to achieve these to deliver on overall Force objectives.
• Able to use a wide range of high impact communication and influencing techniques and methods to successfully negotiate, collaborate and/or effect change at senior levels and/or across a diverse range of stakeholders.
• Able to identify and implement new policies to deliver appropriate responses to emerging issues.
• Able to scan the horizon, identifying likely future needs of Policing and using these to inform strategic planning.
• Skilled in leading, developing and inspiring people, engaging a diverse range of teams with Force strategic priorities, values and behaviours.
• Able to hold individuals to account for their performance and behaviours.
• Skilled in building and maintaining stakeholder relationships and partnerships; drawing upon these to enable collaborative working to meet the complex needs of ensuring public safety.

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.

IPP Accreditation and Registration

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

• Superintendent
• Chief Superintendent
• Head of Intelligence Analysis