WIXLIB

6 Skills for 2020The beginnings of an L D digitalcontent strategy in the Met

HOW?Phase 1Better digital content –6 skills for 2020 Better Evaluation User Satisfaction - Slido trial Was this good value for time?Did you acquire the skills/knowledge you need?Would you recommend to a peer? Engagement with learning LEARN: Number of courses/lessons consumedRATE: Number of courses/lessons ratedCREATE: Number of Peer2Peer lessons created Organisational: Staff Survey – % feel their learning and developmentneeds are metHas ‘performance’ in areas where learningintervention focused?Get the skillknowledgeDevelop &Practice the nce)Develop skillresilience(Mastery)In 6 seconds – eg a strapline / an image / a stickerIn 60 seconds – eg a 1 sider ‘gold dust sheet’In 6 minutes – eg a video with content stored on MetflixIn 60 minutes – eg a F2F microteach or webinarBetter methods eg Webinar – trial as Detective Q3 PDD

WHAT?6 skills for 2020WHY: Brings together the big changes – stop ‘and another thing’ Golden opportunity to showcase ‘learning’ that ‘feels’different – eg bite sized, digitally enabled, flexible,targeted to the specific audience, time efficient.1.Best Decision, Best Strategy, Best Outcome - Understand referral and support pathways to manage 20% ofour demand and achieve better outcomes – Mental Health - Owner – Head of Profession Safeguarding2.Begin with the end in mind – feeling confident with My Investigations & improving case file prep - Owner –Head of Profession Investigations & Cmdr Frontline & Cmdr Criminal Justice3.So much crime, so little time - How to Analyse Data and Evaluate what you do / should do to have animpact - Owner – Head of Data and SRO Information Futures4.GROW your Potential - how to Coach / Teach / Influence Owner – Head of Leadership5.Have a break, have a chit chat - How to keep and grow your Wellbeing / Resilience – Owner – HR6.Microbytes of learning for megabytes of knowledge - Digital skills you need for the workplace – Owner –Transformation & Digital Policing

6 Seconds - Key message, Strapline, sloganSkill 4 – “GROW” your potentialSkill 5 - Have a break – Have a chit chatSkill 6 - Micro bites of learning for Mega bytes of knowledge.Skill 1 – Best Decision, Best Strategy, Best OutcomeSkill 2 – Mi Investigation LibrarySkill 3 – It’s a Data

60 seconds – 6 minutes – Short Videos - Q3 PDD Days – Uniform – Skill 2 – Investigations and CJBefore FLEX - sign up forMetflix here:www.metflix.londonUse Chrome on AwareUse your pnn email addresss

‘Provocations’ – CPD – From ‘Selfish’ to ‘Altruistic’?- Is what we ‘think we know’ about L D still true?- If the ‘offer’ is 6 days / 42 hours of CPD per person a year:- What’s the right balance of delivery methods for different audiences?- 1hr webinars / micro teaches vs full day training Digital self service vs hosted/face to face ‘Formal’ learning (learning objectives) vs ‘social’ learning (team drinks) vs team meeting Learning as an individual vs learning in your team vs learning in a mixed group Who should share ‘control’ on what content goes out to different audiences and in what proportion? Is it for example 25% each between Business Group, Head of Profession/Specialism, BCU commander,Individual? What % of ‘CPD’ should be ‘mandatory’ learning? (pushes a parent child, hierarchical dynamic which is anathemato a ‘learning organisation’ – but is necessary in limited amounts?)- Can we create a national ‘content marketplace’? – 6 skills for 2020 provides a ‘menu of content’

APPENDIX

WHY? Only 32% of our people feel they are able to access the right L D opportunities when they need to During 2017/2018 we wasted 28% of OST, 34% PDD, 20% driving coursesBusiness requirements Support strategic goals & performance gaps Drive engagement & innovation Provide scalable & flexible learning to spanacross all 40,000 employees Increase productivity and effectiveness ofour L&D spendLearning trends Increased availabilty and accessibility oflearning content Connecting, sharing, building andreviewing knowledge in a community Learn what I want, when I need it andshare expertise Individuals taking control of their learning& career pathsTechnology* 75% of workers turn to web for job skills 70% YOY growth on ‘How To’ videos onYou Tube 91% of Smartphone users turn to theirdevice for ideas when completing a task Increasing customization &personalization – think Netflix withratings & recommendationsVision for learning at MPS Measurable in terms oflearning investment,outcomes and link tobusiness results Ability to own & ‘pull down’bite-sized learning which isenabled by agile technology Move from just F2Fclassroom training tocontinuous individualizedlearning journeys accessible24:7 Control shift employeeswith the responsibility andautonomy to learn forthemselves, when they needto supported by their linemanager / team Enhanced trainingmanagementcapabilities includinglogistics, sting andbudgeting. Advanced learnermanagementincluding – ations,records, andappraisal Modern, engaging digitallearning culture whichincreases employee toemployee collaboration Crowdsourced creation oflearning resources from upto 40,000 subject matterexperts*Tech That Will Change Your Life in 2017; Wall St JournalWith thanks to ABG

Gives and Gets- GETS:1. Skills and Capability data & MI for your people on a par (or better) than LRPM capacity data2. More ‘pipes’ and better ‘targeted’ one to provide learning content to your people – eg video, webinar3. Library of high quality digital ‘how 2’ style content to choose from for CPD inputs4. Access to central design/videographer/production team – aim is to design a 28day ‘cradle to grave’ service5. Incentives to complete mandatory training baked in to the ‘system’ / infrastructure6. Clear / lean process / governance as to how BCU Cmdrs and BCU ‘Strand leads’ can influence content priorities7. Reduced local ‘admin’ burden – through better IT, modern delivery methods, menu of options8. A Local L D unit that is centrally supported. (For Local Policing this is going through Design Authority next week)- GIVES:1. Support a central ‘content marketplace/library’ – contribute, configure and curate it but avoid significant localcustomisation / recreation2. Commitment to the standardised L D structure – support from Specialist Crime to work out what this looks likefor them3. Support configuration of the digital infrastructure – standardised learning pathways / skill demand etc4. Be open to new delivery methods – eg webinar5. Support sliido style (ie live time) evaluation for ‘learning interventions’6. Support more individual control and peer to peer / social learning / coaching from credible practitioners ratherthan ‘trained trainers’

WHAT? Revamp CPD ‘offer’, support local L D- Local Policing Specialist Crime - Formalise & improve CPD through rethinking how we ‘do’ the 6 days/48 learninghours ‘allowance’ (2 OST/ELS, 4 PDD) to give value to both the individual & the organisation and enable a ‘centrallysupported / locally delivered’ model- Content marketplace – eg 6 skills for 2020 provides ‘menu of content’- Locally crowdsourced – credible practitioners rolemodelling relevant ‘how to’ skills and information- Centrally produced / edited / QA’d / curated- Locally selected- Segment the audience but coordinate ‘ownership’ – hard, needs significant improvement, digital infrastructurewill help- central (business group) vs local (bcu cmdr)- strand (Heads of Profession) vs specialism- team leader vs individual preference- Diverse delivery methods for different settings – ERPT vs CID, Local Policing vs Specialist crime- 1hr webinars / lunch & learns vs full day training- ‘formal’ learning (learning objectives) vs ‘social’ learning (team drinks) vs team meeting- Learning as an individual vs learning in your team vs learning in a mixed group- Local Policing - Bring together local PEQF and CPD resources into 1 local L D team – supported by central L D,embedded in local BCU infrastructure. Support administration and delivery of CPD learning- Specialist Crime, SO, MO – dovetail with current/planned local L D resource / delivery units to increase effectivenessof CPD

WHAT? Revamped central L D Bringing together into a BAU structure - under new Director of Learning Alex Walsh L D ‘Centre of expertise’ Digital content design & production – create high quality, digitally enabled learning content – aim to gofrom demand to delivery in 4 weeks – to support local L D functions L D Performance & Planning – support ILB to hold internal L D ‘suppliers’ & ‘customers’ to account,demand forecasting & prioritisation, learning digital infrastructure, central L&D performance, insight &evaluation function Intelligent client function – driving performance & VFM from external training delivery contracts (egPEQF supplier, Premier partners etc) Central Delivery functions – ie (previously Met training / Leadership & Development) Core – eg IPLDP til 2020, Promotion courses, OST ELS, MSC/rejoiners and transferees Specialist training – eg Crime Academy, Driving School, Custody PEQF Implementation project (TD Programme 8 – was ‘workforce futures’ now ‘learning transformation) Digital Infrastructure project (TD Programme 8) Sort out the Governance – Individual Learning Board and supporting structures Configure the digital infrastructure to help & reduce the ‘admin’ burden (including evaluation, contentmanagement, targeting content, QA etc

HOW? Phase 2 – Better Digital Infrastructure1) A ‘frontend’ platform (or mix of platforms) – (LXP – Learner Experience Platform) – enabling: The organisation to push ‘personalised’ information and learning content to our people – ie based on role, length ofservice, previous viewing, current shift, OCU, community of practice etc The individual to pull ‘personalised’ information and learning content from the organisation – ie based on team, interests,career goals, learning pathway, preferences etc Our people to receive high quality modular blended learning – videos, tutorials, webinars, virtual classrooms, assessments– on a much faster ‘learning need’ to ‘learning delivered’ timescale An excellent user experience which provides a time efficient way to both engage with the wider organisation and undertakecontinuous professional development2) One ‘backend’ - (LMS – Learning Management System & PMS – People Mgt System) – enabling us to: Deliver a central complete record of the skills our people have, when they ‘expire’, what ‘learning journey’ they are on andan automated audit trail of what learning they have completed/received Connect this skills data to our wider HR data and future resource management system Forecast learning demand and need more accurately at organisational and team level A universal system for people to track and access their learning, CPD record and ideally PDR objectives Gather consistent evaluation data on the learning interventions the MPS invests in to inform our decisions re value formoney, user satisfaction and impact Administrate and book face-to-face training in less than 7 clicks (currently 18 )