Reactive Sex Offender Management Officer
Essential Skills:-
- Extensive knowledge of guidance on protecting the public: managing Sexual Offenders and Violent offender
- Extensive knowledge of National and Force Reactive Management Policy. Knowledge on MAPPA Guidance
- An understanding of intelligence management
- To have undertaken or be willing to undertake the following mandatory training/courses:
- VISOR Course
- CORVUS Editor
- PNC
- EFB
- ICIS
- FLINTS
- PINS
- PND
- IMS
- CRIMES v5
- Xhibit – Crown Court system
- LIBRA – Magistrates Court system
- ARMS training
- PST Training (Personal Safety Training, including First Aid)
- Effective decision making skills and proven ability to work with minimal supervision
- Ability to prioritise and mange a demanding workload
- Proven computer literacy, including spread sheets and databases
- A good knowledge of IT based systems
- Proven report writing and interpersonal skills
Desirable Skills:-
- Working knowledge of force policy, guidance and legislation
- Knowledge and/or experience of covert policing methods
- Experience in partnership working
Hours of Work and Flexibility:- The post is full time 0800 x 1600 hours, Monday to Friday unless operational duties require flexibility.
For further information regarding the role, please contact Sgt Carl Fox, mobile 07919 523482, email carl.fox@west-midlands.pnn.police.uk
West Midlands Police are currently undertaking a long term review of staff pay and conditions. The grade, pay and other terms of employment are therefore subject to review and may change in the future.
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.
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