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Our Vacancies

ROCTA Researcher – Regional Intelligence Unit

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210000LZ Requisition #

ROCTA Researcher – Regional Intelligence Unit

Closing Date- 13th December

Grade 5- £26,016- £29,793

West Mercia Grade C - £21,135 - £23,406

Warks Grade C - £21,135-£23,406.

Staffs E band range is Grade E = £21,876 – £26,016

MANAGEMENT VETTING / SECURITY CLEARANCE DESIGNATED POST

This post is for a researcher within the Regional Organised Crime Threat Assessment team based in the Regional intelligence Unit in the ROCU.

The ROCTA is deemed a critical role to the assessment of organised crime nationally. 

The role of the ROCTA is to lead on the Organised Crime Group Management process bringing a consistency in understanding of threat and adding value across the four regional forces, managing disruptions & moderation of the assessment of threat, risk and harm from organised crime; which is becoming increasingly significant in the national whole system SOC strategy. 

The ROCTA will also support strategic and tactical assessments and understand vulnerabilities that are exploited by OCGs/SOC, profiling these.

This role within the ROCU is a chance to experience working in the collaborative working environment between Staffordshire, Warwickshire, West Mercia, and West Midlands Police in order to reduce the impact and increase the disruption of serious and organised crime within the region and beyond.

We work in partnership alongside other UK law enforcement agencies and many other partners from both private and public sectors to target those areas of criminality that pose the greatest regional and national threats.

 

Key responsibilities:

  • To support the identification, assessment and review of OCGs, Individuals and Vulnerabilities through the research of national and local data sources.
  • To support the management of OCGM through the administration of the OCGM database.
  • To support the Regional Performance Analyst.
  • To support the regional data collection plan.
  • To provide research support to the identification of new OCGs, Individuals and Vulnerabilities.  
  • To assist in the development of horizon scanning within the RIU.

Essential skills:

•   Experience in an administrative role and ability to research and analyse information.

•  Demonstrate the ability to work as part of a successful team and show, from past experience, how actions directly support a team environment.

•  Demonstrate the ability to work calmly and accurately under pressure, displaying attention to detail, thoroughness in approach and concentration for long periods of time.

•  Work effectively with minimum supervision whilst remaining team focussed. Ability to work under pressure, prioritise workloads and produce accurate work within tight deadlines.

• Demonstrate a high level of computer literacy and experience of using Microsoft Office applications;

 

Desirable skills:

•  Experience of working in an intelligence/information field.

•  Knowledge of police and intelligence systems and processes.

 

Contact

DI David Murray - d.murray@west-midlands.pnn.police.uk

 

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.

 

 

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"

 

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