Chief Superintendent Promotions - Internal, Transfer on Promotion or at Rank
Grade: Chief Superintendent
Salary: Chief Superintendent
Closing Date: 8th December 2023
Chief Superintendent Promotion and Transfer at Rank
Applications are invited from internal and external substantive Superintendents, as well as external substantive Chief Superintendents.
Opportunities include CTU, ROCU and Local Command.
At West Midlands Police, we pride ourselves on embracing innovation and delivering a vision to be world leaders in policing, we believe that having inspirational, inclusive, considerate and forward- thinking leaders is essential to achieve this.
The Chief Superintendent opportunity is open to substantive internal and external Superintendents, as well as substantive external Chief Superintendents to take on the challenge of being part of an exciting new wave of dedicated policing initiatives.
To rise to the challenge, you will be someone who thrives on visionary leadership. You will encourage the creativity and innovation that will support our people and drive your teams to deliver an excellent service to our local communities that really works for them.
This is a challenging role where you will play an integral part in delivering our strategic aims while leading and motivating change.
You will be an effective negotiator with the ability to influence others both internally and with partners. You will have highly developed operational competence with the credibility to manage high volume, complex and critical incidents on a regional and national basis. Successful applicants will also be required to undertake wider leadership in their cadre roles contributing to force priorities and performance, for example, firearms, public order, kidnap and extortion, senior investigating officer, subject matter expert, etc.
You will have excellent business insight and planning expertise; a high degree of sensitivity to the concerns of the people we serve and those we lead; the capability to effectively promote key messages and priorities through the media and the ability to develop effective relationships with the wider community and our partners. You will champion diversity and inclusivity ensuring delivery of our strategic diversity plans.
Chief Superintendents also play a critical lead role in complex and high-profile operations; planning and directing activities in line with legal frameworks and wider policing policies/objectives and lead the development of culture, climate and working processes in their area ensuring adherence to standards and the promotion of accountability and continuous improvement.
Process:
Internal applicants must complete the below questions on the application form:
- Collar number
- As a Chief Superintendent, how are you going to improve the service West Midlands Police provides to the public? (500 words)
External applicants must complete the below questions on the application form:
- Please confirm which Police Force you are currently serving with?
- Please confirm your current substantive rank?
- Please confirm details of your current role?
- As a Chief Superintendent, how are you going to improve the service West Midlands Police provides to the public? (500 words)
All internal candidates are required to have an honest conversation with their respective Assistant Chief Constable (ACC) before applying for promotion.
The assessment process will consist of an interview, presentation and a stakeholder panel. Interviews will take place early January.
Closing date for applications is 8th December 2023.
If you would like to discuss this opportunity more, please contact the Promotions Team by emailing: BP_Promotions@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"
