Skills and Experience

• Friendly and approachable
• Good communications skills & a good level of written and spoken English
• Reliable with good time-keeping skills
• Happy to work independently or as part of a team
• Attention to detail and good observational skills
• Administration skills (Microsoft Office, Internet)
• Minute taking experience would be beneficial

Essential information

• Applicants are considered on their merits and regarded equally
• We will induct and train you to carry out the role
• You will undergo Level 1 vetting (please note a time scale cannot be given for how long this will take)
• Having a criminal record isn’t a barrier to volunteering, this is simply to protect children/vulnerable people we work with
• This is a voluntary position and will be unpaid however reasonable travel expenses will be reimbursed. 
• This role description is intended as an indicator of general areas of activity and will be amended with any changing needs of West Midlands Police  It is expected that the volunteer will be flexible, using this document as a framework

Location

Dudley and Sandwell

Vetting

Vetting (Level One)

Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance, which may include MV vetting, scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical Information-(Non-Operational)

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.

Interviews

To be confirmed

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"