The Potential to Become a Good Police Officer
Development of a Competency Framework for the Norwegian Police University College
Bibliographic Data
| ID | 6161803 |
|---|---|
| Authors | Sarah Abraham (0000-0002-6141-5731, corresponding author) |
| Year | 2022 |
| Volume | 9 |
| Issue | 1 |
| Pages | 1-18 |
| Publication date | 2022-10-06 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Nordic Journal of Studies in Policing (JOURNAL) |
| Journal identifiers | ISSN: 2703-7045 • E-ISSN: 2703-7045 |
| Publisher | Scandinavian University Press (PUBLISHER • NO) |
| DOI | 10.18261/njsp.9.1.7 |
| OpenAlex | W4303195682 |
| Language | EN |
| References cited | 15 |
The Norwegian Police University College (PHS) needed a common terminology for the evaluation process of applicants’ “required aptness”. This created an opportunity to explore the requirements for the role of student and future police officer through a job analysis.This article describes the process and results of the job analysis conducted in 2011 at PHS. The purpose of the analysis was to create a shared understanding of the concept of required aptness. A set of six competency areas was derived: Interaction, Openness and Inclusion, Integrity, Analytical capacity, Resolve, and Maturity, comprising 13 core competencies. Involving 100 central stakeholders in the organisation and reading of a wide array of central strategic police documents helped create the competency framework, using the analysis of methodological triangulation. The aim of the competency framework was to equip the admission committees with the necessary tools to identify apt applicants and helped them formulate a viable, fair and consistent opinion of an applicant’s potential. This paper includes a discussion of the competency framework in terms of the six competency areas’ practical use, cost and benefit as well as their possible further usability. They have been in use since autumn 2019 to evaluate students throughout their year of field training
Criminology · Officer · Political science · Competency Development and Evaluation · Employer Branding and e-HRM · Human Resource and Talent Management · Law · Psychology
| Citation velocity | historical |
|---|---|
| Highly cited | No |