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Police Trainer - HC620510

Job Details


Job Title: Initial Training Police Staff Trainer - HC620510

  

Location: Netley

  

Salary: Scale 6 / SO1,  £32.247  - £37.692  per annum 

  

Hours: 37 hours per week 

  

Closing Date: Sunday 4th May 2025 at 23:59 hours 

About The Role

To develop and deliver Knowledge & Skills Training, on agreed subject areas, to staff and partners of Hampshire & IOW Constabulary.


Key Accountabilities include but are not limited to : 

1. To deliver a range of existing police officer/police staff training courses, 
ensuring the learning objectives are understood and demonstrated within 
a safe learning environment.

2. To assist with the design and delivery of new training programmes to 
meet identified needs within the workforce.

3. To design and produce clear, concise and well presented training 
support material, for use, before, during and after training.

4. To offer appropriate guidance to participants, in order to facilitate their 
personal development, understanding, and help them adopt suitable 
responses to work related performance issues.

5. To liaise and consult with other colleagues within the L&D Department, 
wider operational units/departments, other forces and partner agencies in 
order to identify, analyse and discuss a variety of training solutions for the 
organisation.

6. To undertake continuous assessment/validation/evaluation of the 
training programmes, ensuring that it is appropriate to the needs of 
individuals, the organisation and is of a consistently high standard

For more information about the role click here

Essential Qualifications

Educated to QCF Level 3 with Maths & English at QCF 
Level 2

Possess a nationally recognised learning and 
development qualification plus proven experience e.g. 
Certificate in Training Practice, Level 3 Learning and 
Development (Learning & Development Qualifications 
Curriculum Framework (QCF) 30 Credits minimum), or 
to have undertaken significant work related experience 
that may be deemed to have brought the post holder to 
a comparable level.

 

Essential Experience

Able to demonstrate current competence in subject 
matter area.

Sound knowledge of law, policy and practice in the field 
of anti-discrimination (e.g. Equality Act 2010).

Contact details for an informal discussion

Please contact the Recruitment Team at Police.recruitment@hampshire.police.uk


Please note that the email address you supply when submitting an application will be used for contact throughout the full lifecycle of that vacancy. You will not be able to amend your contact details. You should therefore ensure that you choose an appropriately accessible email address, being mindful that the process may take several months for some roles.


Hampshire and Isle of Wight Constabulary is an inclusive employer and strives to have a workforce representative of the communities we police and serve. We recognise that we are not fully representative and are working to address this imbalance through a variety of initiatives.

Hampshire & Isle of Wight Constabulary is an equal opportunities employer that positively promotes flexible working, enabling officers and staff to achieve a healthy work-life balance whilst meeting operational requirements of the constabulary. We actively encourage applications to be made on a full time, part time or flexible working basis.

The Equality Act 2010 allows us to promote equality within Hampshire and Isle of Wight Constabulary by adopting Positive Action to support people from under-represented groups. Our aim is to recruit talented people with a diverse range of skills and experience and welcome applications from all sections of the community. Our Positive Action team are available to provide support through the application and assessment process by contacting: positive.action@hampshire.pnn.police.uk

The Disability Confident campaign aims to remove barriers, increase understanding and ensure that people have opportunities to fulfil their potential and realise their aspirations. We will accommodate requests for reasonable adjustments where possible throughout our recruitment and promotions processes and encourage anyone requiring reasonable adjustments to disclose this at the earliest opportunity.


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