Essential Requirements

• Experience of written statement preparation and court presentation.
• Willing to undertake additional training as required.
• Experience in the field of firearms and ammunition
• Detailed knowledge of firearms identification and relevant legislation
• Understanding of criminal investigations with knowledge and experience of the criminal use of Firearms, and the law pertinent to the prosecution process.
• Knowledge and understanding of the engineering techniques and basic chemistry and physics relating to firearms and ammunition
• Able to perform methodically and scientifically, in a technical/laboratory environment.
• Full UK Driving Licence

Desirable Requirements

• Hold a relevant Ballistics professional qualification
• Working knowledge of NaBIS and the WMP organisational architecture.
• Previous investigative or policing experience.

• Trained to provide classification of Firearms evidence
• Knowledge of the requirements of Forensic Science Regulator and ISO 17025
• Willing to undertake additional training as required.
• Familiarity with accessing, and inputting intelligence relating to armed criminal activity/networks.
• Awareness of trace evidence recovery, continuity and sensitive handling of intelligence.
• Knowledge of Health and Safety requirements in the workplace that includes the safe handling of weapons and other ballistic/ hazardous/ explosive material
• Understanding of principles of crime scenes examination

For further information about this role please contact:

Kurt Pfadenhauer – k.pfadenhauer@west-midlands.pnn.police.uk

Mick Killeen – m.killeen@west-midlands.pnn.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"