Policy Oversight Manager
Essential Criteria:
- Knowledge and experience working with organisational policies, processes and systems.
- An understanding of how policy forms part of an organisation’s governance and assurance setup.
- Experience of change/version control processes.
- An appreciation of the context in which confidential and sensitive discussions may need to take place regarding policy changes.
- Higher level policy related qualification or extended experience
Desirable Criteria:
- Knowledge of policymaking process best practice.
- Experience of running policy consultations.
- Knowledge of Force strategy, priorities and plan.
Hours & Location:
This role is full time and therefore subject to standard contractual hours (36.5) but flexible working arrangements will be considered and accommodated wherever possible. The post holder will be expected to work in an agile manner (usually a minimum of 60% in Lloyd House) in accordance with the demands of the role.
Vetting:
Successful applicants will be required to pass Management Vetting and Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.
Medical:
Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.
Interviews:
Interviews are planned for W/C 8th August 2022
Contact:
If you have any questions in relation to the role, please contact Harry Barton harry.barton@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"