Essential criteria:

• The post-holder will be required to be security cleared to SC and MV level. Appointment will be subject to successful application   and maintenance of this level of clearance
• Willing and able to work unsupervised and to take responsibility and ownership for specific work streams
• Tactful, diplomatic and able to engage effectively with stakeholders many of whom will be senior in rank/grade/position
• Self-motivated and organised
• Experience and/or knowledge of intelligence and its application to operational policing
• Experience and/or knowledge of operational policing as it relates to economic crime and fraud
• The role holder will be expected to develop a thorough understanding of Policing’s role in tackling economic crime and fraud including a strategic awareness of the wider context in which Policing is conducted in England and Wales
• Willing to travel to London at least once a month.

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.

Medical
Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.

Interviews:

The assessment process will take place in w/c 5th September

Contact:

If you have any questions please feel free to pop an email to amar.patel@westmidlands.police.uk

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.