Knowledge & Experience (including qualifications)

Essential

• A good working knowledge of video enhancement systems and techniques.
• ONC or equivalent in an appropriate subject or 3 years of experience working on video editing systems, Digital and Analogue.
• Understanding of CCTV/Network systems
• Proven experience in the use of computer software and hardware
• Be knowledgeable of the ISO 17025 standard and ACPO Principles of Digital Evidence.
• Must have full UK Driving Licence.

Desirable

• Proven knowledge of the electronics used in video editing. 
• Experience in the recovery and handling of video evidence.

Special Conditions

• The post holder will be required to work a shift pattern that incorporates working weekends, bank holidays and from time to time outside of core shift hours.
• The post holder will be required to drive force vehicles and will need a full UK driving licence.
• Required to attend training courses as and when required within the development on the post holder and the Unit.
• Expected to comply with Health and Safety at Work Act, Fire Prevention Regulations and COSHH Regulations at all times.
• Appointment to this post is subject to specific medical clearance. Appointments and progression between salary grades will be subject to qualifications, experience and performance.

West Midlands Police are currently undertaking a long term review of staff pay and conditions.  The grade, pay and other terms of employment are therefore subject to review and may change in the future. 
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"