Desirable criteria:

• Successful completion of Initial DMI Training Course
• Awareness of digital forensic principles, tools and techniques to ensure devices are appropriately examined and data is not overlooked.
• Trained to a minimum of Level 2 for internet investigations (open source research) and has a good understanding of the other levels and who in force can assist and how and when they can be deployed
• An awareness of Covert tactics to identify opportunities
• Ability to liaise confidently with covert teams and SIOs
• A strong interest in existing and emerging digital technologies and be able to exploit new opportunities and if appropriate, help them to become mainstream investigative techniques.
• An understanding of ANPR, Telematics and CCTV strategies to identify opportunities

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.
 

Additional Information:

• The post holder will be required to obtain SC Vetting.
• The hours are predominantly Monday to Friday 8-4, but there may be a requirement to work beyond these core hours.

Contact:

For any wider queries in relation to the role please contact:

DS Jon Green jon.green@westmidlands.police.uk 07557 290 772 or

DS Matthew Leach matthew.leach@westmidlands.police.uk 07557 241 383.

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"

Applicants from underrepresented groups should contact ROCU for additional information and support