Apply Now
Details
Reference number
Salary
Job grade
Contract type
Length of employment
Type of role
Working pattern
Number of jobs available
Contents
Location
About the job
Job summary
HMICFRS independently assesses the effectiveness and efficiency of police forces and fire and rescue services in the public interest. We promote improvements in policing and fire and rescue services to make everyone safer.
We are independent of the Government, police and fire and rescue services. We ask the questions that we believe the public wish to have answered and produce major reports that shine a light on issues at the very heart of policing and fire and rescue services.
Our reports are widely covered by the media and help inform the public of the performance of their local police forces and fire and rescue services. You can find out more about HMICFRS on our website and see some of our recent reports.
Working at HMICFRS gives you an opportunity to make a real difference to the quality of local police and fire and rescue services and the lives of the public.
HMICFRS is a unique organisation with staff seconded or loaned from across the Civil Service, police forces and fire and rescue services. As short-term, contracted staff, our Associates work alongside these staff and play an important part in contributing to the success of our inspection programme.
We set ourselves high standards, taking great pride in the quality of work we achieve and the opportunities we create for our staff.
Find out more
If you would like to talk to someone about this role and what its like working for HMICFRS we would be pleased to hear from you. Please contact recruitment@hmicfrs.gov.uk and we can arrange for someone to contact you.
Job description
HMICFRSs purpose is to promote improvements in policing to make everyone safer. Our values are: Honesty; Integrity; Fairness; Independence; and Respect. For those who share them, working at HMICFRS provides an opportunity to make a real difference to the quality of the service of the police and the lives of the people they serve.
HMICFRS is independent of both the government and the police service. We produce major reports widely covered by the media which shine a bright light on issues at the very heart of policing, and of very great importance to the public and their safety. Recently, these reports have focused on topics ranging from police integrity and corruption, police efficiency and effectiveness, domestic abuse, the use of stop-and-search powers, and tackling child sexual exploitation.
The postholder will work as part of the PEEL inspection portfolio team. Principle responsibilities will include assisting with the planning, deployment and evidence gathering for the inspection of MOSOVO and POLIT. This will include the audit of case files using the ViSOR system. The role will also include the review of evidence related to force performance in use of bail, release under investigation (RUI), outstanding suspects and wanted persons.
Responsibilities
Undertake inspection activity, including leading interviews, focus groups and where necessary reality testing, and documenting evidence as required.
Desk-based evidence collection, including file reviews, document reviews, analysing data and drawing evidence- based conclusions to support inspection and portfolio team leads.
Undertake high quality research, theme identification and prepare briefings on behalf of the Portfolio team.
Representing the Assistant Portfolio Director at meetings where required, acting as an ambassador for the organisation.
Where required support the Force Liaison Lead with briefings to senior leaders both within HMICFRS and the police forces we inspect.
Ensuring that HMICFRS and force information is stored accurately and securely in conjunction with storage, retention and disposal guidelines.
Support the effective and ongoing liaison with relevant stakeholders at both a national and local level to help deliver effective and high quality inspections.
Preparing briefings and responding to correspondence to a high standard for and on behalf of the Deputy Portfolio Director and others when required, and which are relevant to the responsibilities of the post.
Person specification
Essential criteria
Current access to and recent experience in the use of ViSOR.
Significant recent operational experience of MOSOVO (management of Sexual or Violent Offenders).
Strong analytical skills and the ability to interpret data and evidence and present clear conclusions.
Experience of relationship management and working with partners.
Effective oral and written communication skills, with experience of preparing, formal structured papers or submissions of a high standard.
Have a flexible approach to working and be able to manage competing demands.
An understanding of office-based computer systems with experience of using applications such as Microsoft Outlook, MS Excel and MS Word.
Desirable criteria
Operational understanding of POLIT (online child abuse investigations teams)
Experience of presenting to and managing relationships with chief officers, senior managers and board members.
Behaviours
We’ll assess you against these behaviours during the selection process:
Benefits
- Learning and Development tailored to your role
We are committed to investing in our staff and providing all staff with opportunities to maximize their skills and achieve their potential. We offer a range of work-based training and development opportunities including access to coaching and mentoring, and five days volunteering per year. HMICFRS has an Inspection Development Programme and linked accreditation process that all inspection staff undertake in our organisation. The scheme is approved by Skills for Justice and is based on you demonstrating competencies against a framework of role-specific tasks. The expectation is that all new inspection staff will complete a portfolio of evidence within agreed timescales (normally 12 months) and once this is complete it will be assessed by a trained assessor.
- An environment with flexible working options
We promote flexible working that balances professional and personal commitments. We support virtual and smart working, making best use of our technology and building collaborative working models to help all staff to work from home and/or in the office in a hybrid way.
- A culture encouraging inclusion and diversity
The diversity of our people is a real asset to HMICFRS. We are committed to creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best. We particularly welcome applications from candidates from ethnic minority groups and people with disabilities, as they are currently under-represented within this grade level.
Things you need to know
Selection process details
As part of the application process you will be asked to complete a Personal Statement (Max Word Limit: 500) and 4 Behaviour examples.
Further details around what this will entail are listed on the application form.
The first stage of the sift will be carried out on your personal statement which should demonstrate your qualifications and knowledge or experience and should be aligned to the essential criteria. If you do not meet the essential criteria, your application will not progress further. For those who do meet the essential criteria, their application may progress to the second stage of the sift process.
The second stage of sift is based on the lead behaviour “Making Effective Decisions
If your application progresses to a full sift, all behaviours listed in the advert will then be considered.
If successful at sift stage, you will be invited to an interview where you will be tested against the Success Profiles behaviours and experience based on the essential criteria stated in the advert.
Behavioural statements
You need to provide specific examples of when you have demonstrated particular skills or qualities for each of the four Civil Service behaviours listed. Your examples must also show how you meet the Essential criteria and skills listed in the job description.
We recommend that you use the Situation, Task, Action and Result (STAR) method to help make sure your examples are clear and highlight your skills and qualities. Each example should set out what you have done, how you completed the task and the results of this action to allow the panel to assess how you meet the required behaviours.
Please make sure you have provided sufficient information it is not enough to submit a list of bullet points. Please refer to the Success Profiles (opens in a new window) to make sure you are familiar with what is required for each behaviour. You will not be expected to meet every single aspect of every behaviour, but must show a good range or depth for each behaviour to be successful at the sift stage.
Sift and interview dates
Sift will take place from 21st November 2023
Interviews by Video link weeks commencing 11th December 2023.
We will try to meet the dates set out in the advert, however on occasions these dates may change.
We often have similar roles available at different grades. Should candidates be placed on a reserve list we may be able to offer a similar role or a lower grade role without the need for them to go through a further selection process.
Important information please read before applying on secondment
These are Remote Access worker posts. These posts will be attached to one of the office locations. Remote Access workers, as part of the secondment will not be entitled to London Weighting Allowance. You will be required to attend HMICFRS offices or other locations on a regular basis and your travel, accommodation and subsistence costs will be reimbursed according to HMICFRS policy.
These roles are only open only to police officers or staff equivalent
Secondees can be appointed to HMICFRS for a maximum of 4 years this includes new and previous postings.
Candidates who have served for the maximum tenure length, cannot be reappointed for 12 months from the date their previous secondment ended.
Candidates will need their Force to complete the Approval Form (please see attachment) and attach this to their application form. Furthermore, candidates will need approval from their Force to be released for this Secondment post, without this confirmation we cannot proceed with your application.
Allowances
Your full-time employer will continue to pay your salary as well as any allowances including compensatory grants and pension contributions to which you are entitled. Your force will then invoice HMICFRS for the amount. While on secondment, you will be entitled to a central service allowance of £1,260 per annum (non-pensionable).
Please be aware that this role can only be worked within the UK and not overseas.
Candidates will need their Force to complete the Approval Form (please see attachment) and attach this to their application form.
Further information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.
aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidates responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
- Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
- Complete the Assistance Required section in the Additional Requirements page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the Contact point for applicants section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Nationality requirements
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles (opens in a new window).
Apply and further information
You may want to save a copy for your records.
Contact point for applicants
Job contact :
- Name : Lauren Cockburn
- Email : Recruitment@hmicfrs.gov.uk
Recruitment team
- Email : HMICFRSRecruitment@homeoffice.gov.uk
Further information
