Applicants should ideally have: 

• Experience in crime investigation and or handling intelligence

• Surveillance and covert operations awareness

• A good knowledge of Human Rights legislation, the Regulation of Investigatory Powers Act 2000 and the Criminal Procedure and Investigations Act 1996.

Successful candidates will also be required to complete the national Working in Prisons training course delivered by the Operational Partnership Team.

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.

Contact

For more information or an informal chat please contact: Detective Inspector Tom Bowman - t.bowman@west-midlands.pnn.police.uk

Primary Location

Staffordshire area (south county), parade location negotiable for more information please contact DI Tom Bowman via: thomas.bowman@westmidlands.police.uk

Access to laptop and vehicle provided.

Core Hours

Monday – Friday 8am – 4pm, though flexibility may be required when an operational needs arises.

Line Management

You will report to the Detective Sergeant of the RPIU.

The COVID-19 pandemic introduced an innovative and agile approach which saw ROCUWM able to continue to react to serious and organised crime in a nimble and versatile way. As we move out of the COVID-19 constraints, ROCUWM supports the principles of agile working on the occasions where this type flexibility is required and where a person’s role can be carried out at an alternative location to their allocated place of work.

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 the line manager for additional information and support.