Dog Development Officer
Knowledge & Experience
Essential
- To have completed dog training related courses/qualifications & maintained an ongoing level of Continued Professional Development
- To have extensive knowledge of all elements of Police Dogs (General Purpose & Detection)
- To have extensive experience of training dogs in all elements of Police Dog work (General Purpose & Detection)
- To have knowledge of the Kong Imprinting Methodology
- Possess a full UK Driving Licence
- Possess “First Aid At Work” (Can be obtained once in post)
Desirable
- To have experience of working with volunteers
- To have experience of whelping/hand rearing
Skills
Essential
- To be able to train dogs to a specified & assessed standard (e.g competition agility/obedience/protection)
- To be able to deliver training to groups & individuals
- To be able to work with minimal supervision & use own initiative
- To be able to show a high level of flexibility
- To have basic IT skills (Microsoft Office applications)
Desirable
- To have an analytical mind to identify problem solving solutions
- To be a dynamic, motivated individual who seeks a challenging role in Police Dogs
- To demonstrate networking & relationship building skills
Appointment to this role will be dependent upon successfully passing vetting and medical checks, which may include a drugs test and if required a fitness test.
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.