Myths of the Work Based Assessment 'chore'

Sir Ronnie Flanagan's report on Policing highlights the importance of work based assessment and accreditation, but says there is a "real risk that we turn them into a bureaucratic nightmare, some of which is self imposed".

At Skills for Justice, the Sector Skills Council for the Justice sector, we work with Forces across the UK on workforce development, and agree the risk is very real. There are however, some common myths about work based assessment:

•The standard of proof

Police officers are used to working with the criminal standard of proof "beyond reasonable doubt" and assembling evidence that meets that standard. Proving competence isn't the same as proving guilt in court! Too often, quantities of evidence that might be appropriate to a criminal trial are provided for work based assessment. The National Occupational Standards used in the Initial Police Learning & Development Programme state the amount and nature of evidence that is required - there is no need to offer more.

• The bulging portfolio

There's no need to copy material from its original source (e.g. pocket notebook) to simply put it in an evidence portfolio. An officer's competence isn't measured by the weight of their portfolio, nor is it necessary for all evidence to go in - no-one would expect a bricklayer to include a brick wall in their portfolio! By its nature evidence of competence is generated in the workplace and should remain there, with a simple reference in the portfolio to where it can be found if an assessor or verifier wishes to review it.

• One unit at a time

Too often, Forces focus on a single unit at a time, assessing competence in that unit alone, ignoring evidence that may be relevant to other units. There is an obvious inefficiency here, and an incident-led approach is more effective. This involves considering all competencies that engaged in handling the incident. For example, if an IPLDP student attends a shoplifting incident and makes an arrest, they may generate evidence helping to demonstrate competence in up to 17 of the 22 units.

• Not yet!

It's a common myth that officers can only be assessed once they are on independent patrol. Officers can generate evidence towards competence as soon as they join the service. When in the classroom they are acquiring knowledge and understanding which can be assessed, leaving its practical application to be assessed later. During their tutor period, if the student officer performs a task without direct intervention from the tutor this should be considered as evidence.

•'Just in case'

Creating huge portfolios which duplicate material that exists elsewhere is sometimes seen as important, 'just in case' a verifier wishes to check the assessment. But the verifier does not act as a second marker. Their job is to sample assessment activities, methods and records to ensure consistency - to check the assessor, not the candidate. It shouldn't matter if the primary evidence is no longer available. Just as the bricklayer's wall may now be covered in plaster and paint, so the file on an incident may have passed from the Police to the CPS.

Alan Woods, OBE, Chief Executive of Skills for Justice says:

"Work based assessment is used at significant stages in a police career, because it's the best test of an individual's ability to perform safely, effectively and efficiently. Used properly, it isn't bureaucratic, but is efficient and effective, providing value to learners and Forces.

"At Skills for Justice, our job is to work with colleagues to raise the skills profile of organisations within the UK Justice sector, so efficient and effective public services can be delivered, which in turn contribute to increased public safety and confidence in justice.

"We aim to raise the skills profile of organisations within UK Justice by providing advice and support for workforce development, without creating a culture of unnecessary bureaucracy.

"We are committed to working alongside the National Policing Improvement Agency, to learn from good practice, not only in Forces but from across all sectors within Justice, achieving our vision of becoming a leading recognised Sector Skills Council delivering a world-class skills agenda for the Justice sector."