Essential skills:

•  Proven experience of ability to research and analyse information.

•  Be able to provide concise and accurate written reports, present data and form conclusions based on the information found.

•  Demonstrate highly effective interpersonal communication skills: including verbal and written skills. The post holder will be articulate, methodical, conscientious and concise.

• 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 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:

• Experience of working in an intelligence/information field.

• Experience of working with sensitive products and knowledge of sensitive and highly sensitive material, CPIA 1996.

Contact

For further information about this role please 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.

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"