Metropolitan Police Service Transformation Directorate recruitment

Transcription

1 Metropolitan Police Service Transformation Directorate recruitment Candidate information pack Applications for 2017 are now closed A new recruitment window will open on 8 January Please visit in January to find out more V1.0 This document was last updated on: 11 December 2017

2 CONTENTS Introduction and welcome to the Met 3 Why apply to the Metropolitan Police Service? 4 About the Metropolitan Police Service 5 Introduction to the Transformation Directorate 6 Introduction to the functions within the Transformation Directorate 7 Introduction to the One Met Model 8 Opportunities to be part of the Transformation Directorate 9 What we are looking for from you 17 Band A and B (senior manager) performance framework 18 Band C and D (manager) performance framework 20 What we can offer you: reward and benefits 21 Who is eligible to apply 22 Application and selection process 23 For more information 24 2

3 INTRODUCTION AND WELCOME TO THE MET CRESSIDA DICK, COMMISSIONER We want to be the best. We need your help to achieve that goal. In return, we can offer you a chance to be involved in the most exciting and cutting edge transformation in policing, perhaps in the world. Do you have the drive, commitment and ambition to be a part of this journey? London is a great city - growing, pulsing and exciting. It has national impact and international reach. This is your opportunity to work for, and on behalf, of one of the world s great cities. Demand is increasing and as we are all too aware, resources are limited. In fact we need to make significant savings in the next four years just to balance our budget. This means we have to change substantially some of the ways we operate. We must prioritise the things that matter most and find the best ways of dealing with them. We are not standing still. Through our transformation programme, we are on a robust modernising trajectory - estate modernisation, equipment, smarter working. You will be important in realising our vision to make London the safest global city. The Mayor has set out his priorities in his Police & Crime Plan; my aim is to deliver those outcomes and focus on child protection, knife crime and transforming the Met to be more efficient. Your contribution will make a clear and tangible difference on the streets of the capital. A difference that helps deliver excellent policing - from tackling anti-social behaviour and crime in neighbourhoods, through to dealing with terrorists and the most serious criminals, often behind the scenes. We are an integral part of London s communities, listening to people, serving them and working closely with them. Our strength is rooted in our fantastic officers and staff who every day demonstrate integrity, professionalism, courage and compassion. Our legitimacy stems from these values and from our collective and individual engagement with Londoners. This briefing pack will give you further information about our opportunities, and the qualities and experiences we are looking for from candidates. I very much hope you will be inspired by this opportunity to serve London and its residents at a pivotal time for the Met.

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5 WHY APPLY TO THE METROPOLITAN POLICE SERVICE? We want a best in class, in-house professional change function, our Transformation Directorate, which enables the Met to tackle the challenges it faces, delivering change in a service which polices one of the world s most iconic cities. To achieve our vision and embed the changes we need to adapt to the challenges we face, we are looking for the most talented change and transformation professionals in the country. We are recruiting a high number of roles and encourage applications from professionals with experience in any sector. The breadth of our work is unrivalled in any industry: from improving how we safeguard the most vulnerable people in society, to tackling and disrupting serious organised crime; from keeping London safe and the iconic institutions based in this great city, to simply being there to respond quickly and professionally when people need us most. We need to continue being even more effective, whilst at the same time becoming significantly more efficient. If you have the passion, skills and commitment to be a part of our vision, then we can offer you a challenge, development and the satisfaction of knowing you have made a great contribution. 4

6 ABOUT THE METROPOLITAN POLICE SERVICE The Met is the biggest police service in the UK and the largest city force in the European Union, ensuring the safety and security of a thriving political, economic, cultural, technological capital. London is a global city with an ever-changing population that is expected to reach 9 million by Alongside policing a geographical area of 620 sq. km across 32 boroughs, the Met has a significant number of officers and staff in specialist crime and operations such as gang crime. The Met has responsibility for protection in royal, diplomatic and parliamentary matters, and is a significant presence in the national response to serious organised criminality including counter terrorism. A constantly changing city needs a police service that remains at the cutting edge of policing demands, trends and innovation; our plans for the next few years move us away from the old way of doing things, towards a truly digital, modernised police service. Over the last few years, we ve reduced the number of buildings we have, moving our officers into London s communities and saving 600m in the process and we can do more, by providing our officers and staff with the latest technology so that they spend less time in police stations, being visible on London s streets. Ensuring the safety of London s people is the core responsibility of the Met. Our role is to ensure that communities across one of the world s premier cities feel safe as they go about their business, whether at home, at work or visiting the capital. London is a city composed of hugely varying communities it is one of the most diverse and most visited cities in the world and ensuring that we meet the needs of each of these communities is a complex and challenging task. The next few years present significant challenges to the Met: the likelihood of further budget pressures alongside a continually shifting and increasingly complex crime picture mean the Met needs to remain agile and continue to transform in order to achieve our vision of becoming the safest global city. 5

7 INTRODUCTION TO THE TRANSFORMATION DIRECTORATE The Transformation Directorate (TD) is accountable for the portfolio of transformation programmes, ranging from smarter, more agile working through to streamlining our leadership; from redesigning our borough policing model to maximise the use of digital solutions. We are building our own, world class transformation capability to help the Met remain at the cutting edge of policing and make London the safest global city. Our current transformation programme is called the One Met Model, which will run until The TD sets standards and provides guidance across the portfolio to ensure coherence, integration and consistency; it delivers hands-on specialist support to the One Met Model programmes, which work right across every part of our organisation. The TD has the ear of the management board, sharing insights and advising them on what the Met needs to do to continue be the world-class police force that we are today; the TD will become an industry leader in in-house transformation, not just for the public sector, but across all sectors, not just in the UK, but globally. We are making a step change in our performance and confidence, doubling the size of our transformation capability. The corporate ambition of the Met is that all future leaders in policing will have worked as part of our transformation community on their path to senior leadership. 6

8 INTRODUCTION TO THE FUNCTIONS WITHIN THE TRANSFORMATION DIRECTORATE The TD, led by the Director of Transformation, has four key functions: Programme Delivery The programme delivery function is our team of programme and project managers who are at the heart of managing the change across a range of exciting, dynamic projects. Working with multi-skilled teams they use their flexible approach, problem-solving and negotiating skills together, using a structured programme and project management framework to ensure we achieve our goals. Portfolio Office The portfolio office provides the structure and oversight of delivery to ensure our vision for transformation is achieved. Using best practice methods they manage a complex portfolio to prioritise our investment in change and ensure successful delivery of maximum benefits. Integrated Design and Delivery (IDD) The integrated design and delivery team shape and design our operating model, and help test new ways of working to make sure these work in a complex operational context. They identify changes in demands, trends and innovation, and make sure that our organisational blueprint keeps us at the cutting edge of policing. Business Change Our business change team implements change without compromising on the service we provide in keeping the public safe. They champion best practice, ensuring all changes are successfully embedded and sustained. Much of the team s work involves supporting senior Met colleagues to lead the organisation through change. Whatever your professional expertise, all of our teams will offer you challenge, development and the satisfaction of knowing you have made a great contribution. 7

9 INTRODUCTION TO THE ONE MET MODEL Our ambition is to be the safest global city in the world. In order to achieve this ambition we have recognised the need for change. In the first phase of transformation the Met delivered a huge amount, driving out 600m of savings without negatively impacting operational effectiveness. As London changes and crime continues to evolve, we need to transform further. We still face a financial challenge, complex and evolving crime trends, and changing public expectations of policing. The One Met Model 2020 (OMM 2020) was put in place to help us reach this ambition and deliver our blueprint, building on the solid foundations already laid. We have a portfolio of change programmes which ranges in focus from transforming investigations through to making better use of digital solutions. The Met is making a significant investment in transformation through the One Met Model and it is a key priority of the Commissioner. In order to remain at the cutting edge of changes in policing demands, trends and innovation, our transformation journey doesn t end in 2020, and we will continue for the long term. 8

10 OUR OPPORTUNITIES In our October recruitment window, we recruited to a number of roles in our Transformation Directorate, listed below. Our next recruitment window opens in January Please visit in January to find out about these roles. Roles in Programme Delivery Role Band Posts Application deadline Please note, interview dates are subject to change and will depend on the volume of applications receive Programme Manager A 3 Closing date: 27 Nov 2017 For applications submitted by 20 Nov 2017: Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 All other interviews will take place in Jan 2018 Senior Project Manager B 10+ Closing date: 27 Nov 2017 For applications submitted by 10 Nov 2017: Telephone clarifications: 17 and 24 Nov 2017 Face to face interviews: w/c 4 Dec 2017 For all other applications: Telephone clarifications: 1 and 8 Dec 2017 Face to face interviews: Jan 2018 Description As a Programme Manager, you ll lead one of our complex transformation programmes. You ll need experience of managing programmes or a number of complex projects, as well as financial and supplier management. You ll have excellent stakeholder engagement skills, demonstrating an ability to engage with a range of stakeholders at every level of the organisation. Your proven technical skills will be the foundation upon which your programme is structured to deliver its benefits and capability. Your leadership skills will be tried and tested to lead complex matrix-managed teams. As a Senior Project Manager, you ll have experience of delivering projects across the entire project lifecycle, and will have supporting qualifications for this. You ll demonstrate tenacity and focus, with a track record of delivering. You ll be project managing one of the projects within our portfolio, and will have experience of delivering projects at pace or scale, or be able to demonstrate your potential to do so at the Met. You ll be enthusiastic, passionate and driven, with strong interpersonal and stakeholder management skills to enable you to work with a range of stakeholders, sometimes with competing demands, leading matrix managed teams to deliver outputs. The projects within our portfolio are exciting, complex and will collectively improve the policing of London. 9

11 OUR OPPORTUNITIES Programme Support Officer D 8 Closing date: 27 Nov 2017 For applications submitted by 10 Nov 2017: Telephone clarifications: 17 and 24 Nov 2017 Face to face interviews: w/c 4 Dec 2017 For all other applications: Telephone clarifications: 1 and 8 Dec 2017 Face to face interviews: Jan 2018 As a Programme Support Officer, you ll work closely with your programme manager, supporting them in all aspects of successfully running the programme. You ll be their eyes and ears on the ground, and will help them organise and coordinate the programme effectively. You ll be committed to learning fast, with great organisational skills, and will have passion, energy and drive. You ll be confident enough to challenge upwards, never losing sight of the bigger picture. If you don t already have direct experience of working on projects or programmes then you ll be able to demonstrate your potential for this role, underpinned by your strong interpersonal skills. This role is ideal for anyone wanting to grow their careers or have experience in an exciting, vibrant, project and programme environment.

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14 OUR OPPORTUNITIES Roles in Portfolio Office Role Band Posts Application deadline Please note, interview dates are subject to change and will depend on the volume of applications receive Risk Lead B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 Risk Specialist C 4 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: Jan 2018 Planning Lead B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 Description Our risk team need to enthuse people about risk management, train colleagues to be better at best practice, and drive conversations at all levels to bring risk-based decision making into the heart of the organisation. As Risk Lead, you ll have experience in programme-level risk management as a minimum, working from project workstream right through to programme board level, managing and tracking risks successfully. The risk lead role is likely to be attractive to people who have previously implemented risk management practices into an area from scratch, although this isn't essential. Our risk team need to enthuse people about risk management, train colleagues to be better at best practice, and drive conversations at all levels to bring risk-based decision making into the heart of the organisation. As a Risk Specialist, you ll have a successful track record in risk management at operational or project management level. You ll be able to work with multiple stakeholders of all levels of seniority and experience across the organisation to capture, quantify and successfully track information about risk to drive high quality, accurate reporting data. You ll be sensitive to the differing environments and maturity levels of risk management, and be able to adjust your support levels accordingly. Our planning team defines and implements programme and project planning standards across the transformation portfolio. As a Planning Lead, you ll define and implement planning standards, and have excellent written and communication skills and strong stakeholder and

15 OUR OPPORTUNITIES Planning Officer C 6 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: Jan 2018 P3M Centre of Excellence Lead B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 interpersonal skills. Our planning team defines and implements programme and project planning standards across the transformation portfolio. As a Planning Officer, you ll get to grips with the content of programme and project plans to ensure these are logical and effective. You ll have excellent technical project or programme planner skills and be highly proficient in MS Project and Visio. You ll be able to proactively drive a project plan, managing upwards to programme and project managers. As P3M Centre of Excellence lead, you ll provide assurance on programmes and projects and design and implement training interventions across the organisation. You ll have a passion to grow and develop the project delivery community across the Metropolitan Police Service including supporting the development of career pathways. You ll know programme and project methodology inside and out and will have experience of developing, tailoring and implementing programme and project management methodology in other large scale portfolio contexts. You ll be organised and methodical, and be responsible for the continuous improvement of the methodology, defining and maintain standards. In January 2018, we will be recruiting for opportunities in reporting and analysis, benefits, change control and resource management. 12

16 OUR OPPORTUNITIES Roles in Integrated Design and Delivery Role Band Posts Application deadline Please note, interview dates are subject to change and will depend on the volume of applications receive Process and Technology Integration Manager Process and Technology Integration Specialists B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 27 Nov 2017 Face to face interviews: w/c 11 Dec 2017 C 2 Closing date: 20 Nov 2017 Telephone clarifications: w/c 27 Nov 2017 Face to face interviews: w/c 11 Dec 2017 Description Our process and technology integration team help to ensure that the Met s future operating model is enabled by the right technology, providing insight into process design and working with Digital Policing colleagues to define and assure functional requirements. As the Process and Technology Integration Manager, you ll be familiar with programme management and governance processes, including the operation of a design authority. Understanding of HMT Green Book business case formats and procedures would be advantageous, as would experience of release management and/or operational readiness assessment. You ll manage and develop a team, and will therefore be able to demonstrate a track record in building capability and training/coaching/mentoring staff. Our process and technology integration team help to ensure that the Met s future operating model is enabled by the right technology, providing insight into process design and working with Digital Policing colleagues to define and assure functional requirements. As a Process and Technology Integration Specialist, you ll have experience of operating model design within technology-enabled business transformation programmes and an understanding of how business design artefacts are used to drive, inform and assure delivery. You ll have a good awareness of all components of a standard operating model framework, with expertise in the use of technology to enable efficient and effective business processes. You ll be familiar with the development and use of customer journeys and process maps, and with the elicitation, documentation and management of functional requirements for enabling IT services. You ll demonstrate an ability to build collaborative working relationships with a range of stakeholders, and, in particular, to act

17 OUR OPPORTUNITIES Business Design Specialists C 2 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 as a bridge between business and IT functions. Our business design specialists play a key role in ensuring that the Met is fit to face the challenges of the future, shaping and assuring the future operating model for delivery of our services. As a Business Design Specialist, you ll have experience of operating model design within business transformation programmes and an understanding of how business design artefacts are used to drive, inform and assure delivery. You ll have a good working knowledge of all components of a standard operating model framework, with in-depth expertise in at least one relevant area. You ll be familiar with the development and use of customer journeys, and with documenting business processes using SIPOC and BPMN. You ll demonstrate an ability to build collaborative working relationships with a range of stakeholders. Having experience of how to design, run and evaluate pilot projects would be an advantage. 14

18 OUR OPPORTUNITIES Roles in Business Change Role Band Posts Application deadline Please note, interview dates are subject to change and will depend on the volume of applications receive Change Specialist Lead B 1 Closing date: 27 Nov 2017 For applications submitted by 17 Nov 2017: Telephone clarifications: w/c 20 Nov and w/c 27 Nov 2017 Face to face interviews: w/c 4 Dec 2017 and w/c 11 Dec 2017 All other interviews will take place in Jan 2018 Change Specialists C 9 Closing date: 27 Nov 2017 For applications submitted by 17 Nov 2017: Telephone clarifications: w/c 20 Nov and w/c 27 Nov 2017 Face to face interviews: w/c 4 Dec 2017 and w/c 11 Dec 2017 All other interviews will take place in Jan 2018 Description Our Change Specialists work directly with transformation programmes as the subject matter expert in the successful delivery of change into operational business. Our Change Specialist Lead will manage the team of Change Specialists. You ll be a subject matter expert in change, demonstrating the ability to successfully manage and develop a team to deliver and build capability. Our Change Specialists work directly with transformation programmes as the subject matter expert in the successful delivery of change into operational business. You ll have worked with teams of varied skills and supported colleagues without change expertise to understand and deliver change. You ll have worked with Business Change Managers (or an equivalent role), advising on best practice in delivering change. You ll understand the breadth of change skills e.g. comms, engagement, training, culture, leadership, etc. Our Change Specialist Lead will manage the team of Change Specialists, You ll be a subject matter expert in change, the ability to successfully manage and develop a team to deliver, and a track record in building capability.

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20 OUR OPPORTUNITIES Training and Capability Manager Change Integration Manager B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 B 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 Engagement Officer C 1 Closing date: 20 Nov 2017 Telephone clarifications: w/c 4 Dec 2017 Face to face interviews: w/c 11 Dec 2017 Our Training and Capability Manager will need to understand and prioritise learning requirements across the portfolio and within the Transformation Directorate, and construct and deliver the plan that will meet these requirements. You ll have experience in the full lifecycle of learning and development, from strategy through to training needs analysis, delivery through to evaluation. You ll be able to create innovative learning interventions to meet the learning needs of large, diverse and geographically disparate groups. You ll be able to demonstrate that you can balance conflicting stakeholder demands and maintain a constant focus on the achievement of strategic objectives. You ll have the ability to manage and develop a team, and a track record in building capability. This role is likely to be attractive to people who have L&D business partner experience, although this isn't essential. As Change Integration Manager, you ll bring together disparate change initiatives across the portfolio into a single coherent change journey, focused on the user/customer. You ll be able to turn detailed plans into a single, high level plan and approach, and be comfortable working at the heart of a large scale people change journey. You ll act as the hub, working with multiple change programmes to resolve ambiguity and ensure consistency of approach. You ll have previous experience of having worked on high value change programmes. As Engagement Officer, you ll develop innovative engagement ideas and tools, and deliver meaningful two way engagement with staff, in order to ensure that when changes go-live, staff understand what is required of them and have bought into it. You ll have experience of working across projects and programmes, running change champion networks (or equivalent) and motivating people to deliver change and to make an impact (even when it isn t their core role). You ll be organised and able to manage multiple strands of activity simultaneously, and will be comfortable working with internal and

21 OUR OPPORTUNITIES external stakeholders, alongside colleagues in communications. 16

22 WHAT WE ARE LOOKING FOR FROM YOU The Met strives to make London safer by reflecting the diverse, cultural city that we live in. Which is why we re looking for people from all backgrounds to join our supportive and exciting team. Of course, you ll have to have the right skills and experience, but it s important to us that you re the right sort of person. Someone who wants to help make London safer. This is an exciting time to be joining the Met and to be part of the Transformation Directorate. We need the best talent, people with the professional expertise and experience to deliver complex change, in a challenging context and at scale. We want people with the drive, commitment and ambition to be a part of our journey. If you are motivated by helping make London safer, and if you have the passion and skills to approach complex challenges with a creative mindset, then we are looking for you to join the Transformation Directorate. Please see pages 9 to 16 for the skills and experiences that we are looking for, and look at the job description to understand the key responsibilities of each role. You can find the Met performance framework on pages This sets out the competencies we look for in all Met staff. 17

23 THE MET PERFORMANCE FRAMEWORK BANDS A AND B OPERATIONAL EFFECTIVENESS Delivers quality outcomes to meet strategic objectives Works in partnership to support the delivery of local and corporate objectives. Drives local performance, vision and strategy, managing streams of activity and aligning to corporate objectives where relevant. Ensures a high quality service, balancing the needs of customers and stakeholders. Adapts and responds to shifting priorities. Deals with complex challenges, engaging with root causes and managing solutions. Reviews working practices and enables change to improve existing practices. Manages risk through informed and reliable judgement Implements plans and considers contingencies. Evaluates complex information to make proportionate and justifiable decisions and manage risk where appropriate. Sustains clear and robust governance over area of responsibility. Provides guidance to others, seeking it where appropriate. Promotes continuous improvement proactively by identifying, sharing and applying lessons learnt. ORGANISATIONAL INFLUENCE Provides strong leadership Provides clear direction through visible, approachable leadership and leading by example. Values and motivates staff, dealing with their concerns in a consultative way. Manages and develops a positive working culture and equality practices within area of responsibility. Actively demonstrates the promotion of equality and valuing of diversity and helps others to do so. Develops from own experience and supports the development of others. Takes account of how own behaviour affects others. Ensures professional standards are upheld and clearly communicates support for corporate vision. Manages performance and staff issues appropriately and fairly. Shows personal resilience and ownership of decisions. Upholds policy, legislation and regulations, influencing policy where practicable, and acts with integrity, challenging those who do not. Develops effective strategic relationships Establishes effective and inclusive communication processes where relevant. Influences and communicates effectively through a sound understanding of relevant stakeholder environments. Ensures clear, two-way communication through listening and responding appropriately, learning and sharing information. Works collaboratively across and outside of the MPS where practicable, upholding organisational reputation and managing risk to it. 18

24 THE MET PERFORMANCE FRAMEWORK RESOURCE MANAGEMENT Manages the right resources to enable effective working Forecasts resource requirements by evaluating complex factors and setting strategic business plans where practicable. Aligns available resources to achieve high quality service delivery and strategic aims. Reviews and maximises the capability of others to meet business need, ensuring they possess the right equipment and skills. Distributes work fairly according to capacity, knowledge and skills where relevant. Acquires and manages resources ethically and appropriately. Manages and reviews resources to drive efficient practices Drives a culture of efficiency through communication and involvement where practicable. Ensures efficient working through robust supervision and holding to account where necessary. Makes sound workload and deployment judgements to maximise efficiency as far as is appropriate. Manages budgets and resource related policy where relevant. Improves efficiency proactively through review, controlled change and optimising value for money. 19

25 THE MET PERFORMANCE FRAMEWORK BANDS C AND D OPERATIONAL EFFECTIVENESS Delivers quality outcomes to meet objectives Works in partnership to support the delivery of relevant objectives. Ensures a high quality service, balancing the needs of customers and stakeholders. Manages a range of tasks, delivering to time and quality, and monitoring the performance of others where relevant. Adapts and responds to shifting priorities. Deals with challenges and generates solutions. Reviews working practices and acts to improve service delivery. Manages work through informed and reliable judgement Implements plans and considers contingencies. Gathers and evaluates information to inform decision-making, and minimise risk where practicable. Provides guidance and support, seeking it where appropriate. Takes responsibility to promote improvement by identifying, sharing and applying lessons learnt. ORGANISATIONAL INFLUENCE Provides strong leadership Provides visible, approachable leadership and leads by example. Values and motivates colleagues, dealing with their concerns in a consultative way. Actively demonstrates the promotion of equality and valuing of diversity and helps others to do so. Develops from own experience and supports the development of others where relevant. Takes account of how own behaviour affects others. Ensures professional standards are upheld and that senior decisions are acted upon. Manages performance and staff issues appropriately and fairly where relevant. Shows initiative, personal resilience and motivation to deliver a quality service, demonstrating ownership over area of responsibility. Upholds legislation, regulations and policy, acting with integrity, and challenging those who do not. Develops effective communications and working relationships Builds effective relationships with customers, colleagues and stakeholders. Communicates effectively and inclusively with customers, senior managers and team members. Ensures clear, two-way communication through listening and responding appropriately, learning and sharing information. Works collaboratively across and outside of the MPS where practicable, upholding organisational reputation. RESOURCE MANAGEMENT Manages the right resources to enable effective working Plans and prioritises work, aligning resources to achieve local objectives. Distributes work fairly according to capacity, knowledge and skills where relevant. Uses MPS resources ethically and appropriately, ensuring others do the same. Ensures efficient working Ensures and encourages efficient working. Makes sound workload and deployment judgements to maximise efficiency appropriately. Reviews working practices and strives to improve efficiency

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27 WHAT WE CAN OFFER YOU: REWARD AND BENEFITS By joining the Met you will be helping to protect the lives of 12 million people who live in, work in and visit London. There s nothing more rewarding than knowing that your efforts are having a direct impact on such a large and diverse community. The breadth, scale and impact of the work we do in the Transformation Directorate is unrivalled across the public sector and indeed across all sectors. If you are a change and transformation professional, there is nowhere more challenging, stretching or exciting to work: to demonstrate your capabilities, to develop your skills and to take the next step in your career. 21

28 WHO IS ELIGIBLE TO APPLY Eligibility criteria for those applying for any of the roles in the Transformation Directorate: You will need to have been resident in the UK for at least the three years immediately prior to applying for any role If you re not a British citizen, member of the EEA, or a Swiss National, you must have a visa entitlement to live and work in the UK for a minimum period of 18 months You should not have any previous convictions or cautions if you do have, acceptance will depend on age and the nature of the offence You cannot have any tattoos which could be considered offensive to any religion or belief, or is in any way discriminatory, violent or intimidating. Tattoos on the face, visible above a collar line or on the hands are not acceptable for any role within the Met For further information regarding the eligibility criteria for joining the Met, please visit the Met Careers website or the information contained in the application: The Met is committed to safeguarding the welfare of children and vulnerable adults. As part of these safeguards, the Met adopts a consistent and thorough process of safe recruitment in order to ensure that all Met staff and volunteers are suitable. Posts that involve a high level of contact with children and vulnerable adults will additionally require a Criminal Record Bureau (CRB) check. Applicants with previous Met service Please note that individuals with previous Met service who left the Met as a result of a corporate early departure scheme [where compensation was awarded e.g. redundancy] are not eligible to submit an application to re-join the Met in any police staff role for a period of five years from their date of leaving the organisation. Any applications received that do not comply with this will be automatically rejected.

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30 APPLICATION AND SELECTION PROCESS If you re interested in applying for any of these roles, our application process is outlined below. Once a candidate meets all our criteria and passes the interviews, we ll remove the role from the recruitment pages so time is of the essence. 1 Application and online eligibility The application form is where you give us your personal details, upload a two-page CV and submit a two-page personal statement explaining why you re interested in the role and how your skills and experience make you suitable for the role. We will sift your application to ensure that you meet our eligibility and quality requirements. 2 Telephone clarifications If you successfully pass the first stage, you ll have a short telephone clarification call (about 15 minutes) so that we can ask you any questions we may have from your application about your experience and skills for the role, and answer any questions you may have. Based on this, we will invite candidates to face to face interviews. Face-to-face Interviews The face to face interview consists of: 3 A one-hour competency interview based on the Met s performance frameworks (see pages 18-20) One hour preparation of a technical scenario O ne-hour technical interview, based on the technical scenario, followed by technical questions. This interview will be testing you against the key skills and responsibilities outlined in the job description, and the panel will be formed of two subject matter experts 23

31 WHO TO CONTACT IF YOU HAVE ANY QUESTIONS Please visit for more information or contact the HR Advisory Centre on telephone number: This line is open from Monday to Friday, 8.00am till 6.00pm. There is a dedicated address: enquiries.policejobs@sscl.gse.gov.uk YOUR DATA Candidates are advised that our recruitment campaign is supported by Deloitte who, as our strategic partner in this area, will be involved in aspects of the selection process. The final decision on appointment will be made by Metropolitan Police Service staff. This means that your name, contact details, CV and personal statement will be shared with Deloitte for the purposes of the selection process only and will not be retained. No other information from your application (such as your responses to eligibility questions) will be shared with Deloitte. If you do not want your details to be shared in this way please contact enquiries.policejobs@sscl.gse.gov.uk 24