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Our Vacancies

ROCU - Intelligence Disclosure Co-ordination Officer

📁
Police Officer
📅
2100007J Requisition #

Salary: Substantive Constable (PC or DC)

Rank: Substantive Constable (PC or DC)

Location: Birmingham/Regional

Closing Date: 21stMay 2021

This opportunity is only open to serving officers from West Midlands, Staffordshire, Warwickshire and West Mercia Police Forces.  This is a Security Clearance designated post.

Applications are invited for the post of Intelligence Disclosure Co-ordination Officer within the Regional Confidential Unit (RCU) part of the Regional Organised Crime Unit for the West Midlands (ROCUWM).  

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, the Crown Prosecution Service and many other partners from both private and public sectors to target those areas of criminality that pose the greatest regional and national threats. More information can be found on the website:  rocuwm.info       

The RCU has a dedicated disclosure team that have full oversight of all disclosure requests summited where covert assets have been utilised in an investigation either within a regional force or internally within the ROCU. Officers within the disclosure team are responsible for managing and triaging all such disclosure requests ensuring covert departmental leads are informed of the requirements, acting as a conduit between covert departments and the OIC.

Based in central Birmingham, officers applying will be eligible for the public transport concession giving free travel to and from work on West Midlands Trains, Chiltern Trains and Cross Country Rail as well as numerous bus services. This post is Monday to Friday, flexible working requests will be considered as well as the possibility of working remotely for a proportionate of the working week. Full training will be given and as such previous experience is not essential.

 

As a Intelligence Disclosure Co-ordination Officer you will:

  • Be responsible for examining and registering disclosure requests on a database
  • Identify relevant Court dates by liaising with OIC and Crown Prosecution Service to establish time parameters
  • Review the associated case paperwork to understand the case to identify material originating from covert capabilities.
  • Notify other parties of their requirements to support the disclosure process, acting as a conduit between the covert departmental leads within ROCU and the OIC.
  • Examine intelligence related material and prepare disclosure schedules where necessary.
  • Complete enquiries into material gathered to establish the originator of the intelligence to establish how this can be revealed to the Crown Prosecution Service.
  • Consult with the Crown Prosecution Service if material is to be revealed in order for CPS to assess its relevance.
  • Liaise with OIC’s and SIO’s throughout investigations to ensure documents are up to date at all times and the disclosure test continues to be met.

Essential skills:

  • Demonstrate highly effective interpersonal communication skills: including verbal and written skills. The post holder will be articulate, methodical, conscientious and concise.
  • Demonstrate a good level of computer literacy and experience of using Microsoft Office applications.
  • Work effectively with minimum supervision whilst remaining team focussed. Ability to work under pressure, prioritise workloads and produce accurate work within tight deadlines.
  • Ability to operate with the highest standards of integrity, discretion, confidentiality and aptitude to digest complex operational plans and manage highly sensitive information within the Government Security Classification (GSC) and Security Policy Framework (SPF).
  • Knowledge of the National Intelligence Model (NIM) and NPCC Guidance on the Management of Police Information (MOPI).
  • Knowledge of police systems and policing; current legislation, policies and procedures (e.g. GDPR, Human Rights Act).

 

 

Desirable skills and other information:

  • The post is subject to successful completion of vetting to SC (Enhanced).
  • Experience of working in an intelligence/information field.
  • Knowledge of sensitive and highly sensitive material, CPIA 1996
  • Knowledge of police systems and policing; current legislation, policies and procedures (e.g. GDPR, Human Rights Act).
  • Should have an interest in and be willing to maintain personal knowledge of changes in IT and communications technology 
  • The post holder will be expected to undertake training in relation to this role and as and when required
  • The post holder will be expected to comply with health and safety requirements

 

For further information about this role please contact;

DI Matt Morgan matthew.morgan@west-midlands.pnn.police.uk

DS Katy Roberts k.roberts@west-midlands.pnn.police.uk

If you are interested in an brief awareness session then please see below (If you wanted me add you on then please contact me on r.noon@west-midlands.pnn.police.uk)

Monday 10th May 2021 – 13.00pm – 14.00pm

0121 626 6040 (UK)             

Conference ID: 29462783

Friday 14th May 2021 - 10.00am – 11.00am

0121 626 6040 (UK)  

Conference ID: 81347894

 

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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