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Our Vacancies

ROCU - Intelligence Analyst - Regional Prisons Intelligence Unit

2100007N Requisition #
Thanks for your interest in the ROCU - Intelligence Analyst - Regional Prisons Intelligence Unit position. Unfortunately this position has been closed but you can search our 23 open jobs by clicking here.

Essential criteria

  • Experience as an accredited Intelligence Analyst.
  • Good working knowledge of Microsoft Word, Excel & i2 software.
  • Strong written and oral communication skills.
  • Confident working on your own or as part of a larger team.
  • Ability to handle sensitive information appropriately and in accordance with policy.
  • Effective, confident and persuasive presentation skills.
  • Be willing and able to attain National IPP accreditation in line with role.

Desirable criteria

  • Ability to provide clear, accurate and concise information by interrogating and summarising large and varied data sources including Force / Agency intelligence systems, Police National Database, Prison release systems and where authorised, NOMS intelligence and information systems.
  • Experience of working in an intelligence environment
  • Knowledge of CT/OC and/or prison intelligence
  • Experience of working with partner agencies

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.

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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