Learning Design Officer - 12-Month FTC/Secondment

The Learning Diagnostic and Design team in West Midlands Police Training department have recently taken on an exciting new project, as Pioneer Training Lead for the national role out of LEDS training.

Join our team on a 12-Month Fixed Term Contract to increase our capacity to deliver blended and engaging learning throughout West Midlands Police and nationally.

Main Purpose of the Role

In this dynamic and interesting role, you will be responsible for the initial engagement with stakeholders who are exploring learning and development solutions to help address emerging issues or to enhance existing service provision in line with strategic priorities or national priorities. The role will support requests for commissioning learning, using innovative approaches to design and develop effective learning solutions that meet the need for both classroom-based and digital or blended delivery.

We are looking for an enthusiastic, committed, self-motivated professional who thrives in a rapidly changing environment and is highly skilled in designing digital learning.

Key Responsibilities:

Engage and work collaboratively with stakeholders and subject matter experts who have commissioned new learning
Using robust learning needs analysis processes to understand the business needs and identify when learning is a suitable solution
Design and develop quality learning products (using ADDIE model) to optimise best learning principles which offer an engaging learner experience
Utilise the best methods for new learning, optimising blended solutions in support of departmental objectives to offer digital and modern learning solutions, including e-learning design and delivery
Provide a customer focused learning & development service that is responsive and supportive
Provide specialist advice and support to colleagues, stakeholders, partners to support the achievement of organisational objectives
Design learning programmes and activities which consider the diversity of learner needs, including neurodiversity
Collaborate appropriately in order to determine the assessment criteria used to determine successful learner performance and develop appropriate assessment methodology
Evaluate effectiveness of learning (using Kirkpatrick model)
Effectively plan and organise workloads and resources, ensuring priorities and timescales are met
Engage with other police forces, College of Policing and professional bodies to enable the development of best practice to identify and support innovation and good practice in L&D
Ensure data and information used meets an appropriate research standard, data protection/privacy and other regulatory/ethical standards
Provide resilience for training delivery as and when required
Proactively manage own continuous professional development

Knowledge, Skills & Experience

Essential:

Sound understanding of learning and development sector, best practice and technologies
Significant experience of working with the ADDIE model (or similar) to complete Learning Needs Analysis, learning design and development
Experience of working with the Kirkpatrick model to evaluate effectiveness of learning
Proven experience of proactive stakeholder management
Proven experience of implementing blended learning approaches including working knowledge of 70:20:10
Experience using e-learning authoring tools
Evidence of proactively managing their continuous development
Excellent interpersonal skills with the ability to maintain working relationships with a diverse range of people
Evidence of excellent communication skills, both verbally and written, with the ability to produce concise and well-reasoned reports with appropriate recommendations when required
Demonstrate competence of working to deadlines and delivering results through effective planning, prioritisation and organisation of work and resources, with minimal supervision, understanding when to escalate to supervision
Good knowledge of current diversity and inclusion practice, including legislation

Desirable:

Knowledge and understanding of Learning Management Systems and Virtual Platforms (specifically College Learn and Blackboard)
Experience of using quality assurance practices, including regular review and evidence of continuous improvement in deign and development of learning interventions
Experience of using Articulate Storyline
Experience as a trainer including the ability to facilitate seminars and focus groups

Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

Vetting: Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical: Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.

Hours: Core hours are Monday to Friday 08:00 – 16:00 however, this role is also part of the flexible working scheme.

Location: The role is based at Tally-Ho Police Training College, Edgbaston, Birmingham and supports agile working.

Interviews: Interviews are expected to be held w/c 9th June (subject to change).

Contact: For further information regarding this role, please contact Nicola Craig (Leaning Diagnostic and Design Manager) at nicola.craig@westmidlands.police.uk.

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. 

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"