Qualifications:

You do not need to work for West Midlands Police. Our Cadet Leaders are made up of people who are retired, in full- or part-time work, and those that are currently unemployed. We are looking for volunteers from all walks of life who are able to give just a few hours a month to volunteering. You will have valuable skills and experience that will help Cadets prepare for their future careers.

You need to show you have:

• Good interpersonal and communication skills

• The ability to motivate and engage young people from a range of cultural backgrounds

• Lead, team build and maintain discipline

• Confidence to deliver sessions

You will receive training which covers professional standards, public protection safeguarding and additional information to support you in the role. This training is mandatory

Hours

Due to the nature of the role you need to be able to commit to the role for a minimum of a year, to volunteer your time primarily on term –time weekdays once a week during the late afternoon/early evening. There may also be events and development sessions during school holidays and weekends.

We are looking for volunteers to commit at least 12 hours per month ideally for a minimum of 12 months. Times and days to be agreed with the department supporting the volunteer.

Vetting

Successful applicants will be required to pass police vetting and an enhanced DBS check. You must also be able to provide 2 references for the role.

Useful information

You may be able to claim travel expenses in line with the Volunteers expenses policy. 

Contact

For further information please email cadets@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"