Metropolitan Police Service Information Pack. Investigative Coach. Fixed Term 2 Year Contract

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1 Metropolitan Police Service Information Pack Investigative Coach Fixed Term 2 Year Contract Welcome to a changing city, a changing organisation and a fascinating and exciting role

2 CONTENTS PAGE Background to Investigative Coach Role 3 Job Description Investigative Coach 4 MPS Framework 6 Your Rewards 7 Application and Assessment Process 8

3 BACKGROUND TO - INVESTIGATIVE COACH ROLE A direct recruitment pathway for detectives to join the Met was proposed under the Attract Work Stream of the Workforce Futures Programme approximately two years ago. As part of this initiative (to increase the number of detectives in the organisation), the idea of Investigative Coaches was suggested by the Detective Diamond Group. The introduction of Investigative Coaches was proposed to enable a consistent approach to the development of both existing trainee detectives and new direct entry detectives. The first Investigative Coaches were recruited on 29 th June 2017 and are experienced ex-detectives who are PIP 2 trained and have substantial, proven and well-evidenced experience in the conduct of Police investigations and conducting interviews. They are responsible for providing guidance, advice and enabling TDCs to complete their PIP workbook before being confirmed as a substantive detective. Investigative Coaches are based on the BCU s and provide support to all TDC s during their detective constable training. The Investigate Coach will work alongside the TDCs and will form part of the Borough CID structure. They will be part of the local operations with specific responsibility for coaching and advising trainee detective officers in effective criminal investigation techniques, whilst offering support and motivation in a challenging working environment. The aim of the role is to provide clear guidance for trainee detectives that will help to develop a balance of experience and skill base across the Met

4 JOB DESCRIPTION INVESTIGATIVE COACH Job title: Investigative Coach Band: Band D Location: Various Location vacancies can be found on page WHAT TO DO NEXT Responsible to: Band C Investigative Coach Supervisor Role Purpose The role of an Investigative Coach is to ensure that officers embarking on a career in serious and complex crime investigations receive appropriate support, advice and development. Investigative Coaches are there to assist Trainee Detectives (TDCs) regardless of the pathway through which they have joined the detective world. Investigative Coaches will ensure that the TDC receives sufficient support throughout the TDC programme to enable them to become competent Detective Constables in a challenging work environment. The Investigative Coach will not be responsible for line management of the officer but will instead coach and advise them to fully understand effective criminal investigation techniques. The Investigative Coach also has a responsibility to promote the detective career path within the Met. This will enable us to develop an enhanced, effective and competent detective workforce by offering support and motivation in a challenging work environment. The Investigative Coach will: Proactively support and encourage TDCs to develop and enhance their ability to conduct efficient and effective criminal investigations. Assist the TDC to identify lines of enquiry and potential evidence gathering opportunities, enabling the TDC to secure and preserve evidence at the earliest opportunity. Provide a level of professional guidance that will enable the TDC to understand and conduct a planned investigation in line with the requirements of legislation and policy. Provide professional guidance and support to the TDC in the preparation and conduct of Formal interviews with suspects, victims and witnesses. Assess suspect/victim/witness interviews carried out by the TDC. Provide professional guidance and support to officers in the preparation of court files and reports. The Investigative Coach role is not primarily to enter the evidential chain however should the need arise, attendance at court to give evidence may be required.

5 JOB DESCRIPTION INVESTIGATIVE COACH Attend court alongside the TDC to ensure they comply with the court process successfully and complete PIP2 witness testimonies as appropriate. Understand the content and meaning of the standards against which assessments are to be carried out on the TDC workbook. Identify evidence which will support PIP2 accreditation providing suitable advice, information and feedback to the TDC. Liaise with, and support line managers in development of TDC s. Promote the TDC programme by liaising with officers on their respective BCU. Hold study groups for officers who are studying for the NIE exam. Provide support to the BCU team responsible for External Direct Detective Constable pathway. Be flexible when required to provide Investigative Coach support across the BCU boundaries. Maintain Continuous Professional Development (CPD) to remain PIP2 accredited and as per the Investigative Coach role requirements. Knowledge, Skills and Experience It is essential for the post holder to have: Valid PIP 2 Accreditation Substantial, proven and well-evidenced experience in the conduct of Police investigations and conducting interviews. A good working knowledge of criminal law and of the criminal justice system. A high level of interpersonal, written and oral skills. The ability to work unsupervised and as part of a team. A methodical approach to work and the ability to work under pressure and to meet deadlines. To have an awareness of equality and diversity issues in the working environment. A good working knowledge of the CRIS system. It is desirable for the post holder: To have an awareness and understanding of the PC to DC career pathway. To have had previous police supervisory experience. Presentation skills. A working knowledge of EWMS, Merlin, COPA and CRIMINT systems. To have an understanding of data protection issues in criminal investigations. To have a flexible approach to problem solving. The ability to facilitate the development of others. Awareness of the various coaching techniques. Basic knowledge of Microsoft Word, Excel and Outlook.

6 SPECIALIST/TECHNICAL - PERFORMANCE FRAMEWORK Operational Effectiveness Delivers quality outcomes to meet objectives Uses specialist knowledge and skills 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. Adapts and responds to shifting priorities. Deals with challenges and generates solutions. Manages work through informed and reliable judgement Uses specialist knowledge and skills to inform decision-making, and minimise risk where practicable. Provides guidance and support, seeking it where appropriate. Promotes continuous improvement proactively by identifying, sharing and applying lessons learnt. Organisational Influence Act with Professionalism Behaves appropriately, taking personal responsibility for own actions and setting a good example for other colleagues. 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. Maintains a current understanding of specialist area. Shows initiative, personal resilience and motivation to deliver a quality service. Upholds legislation, regulations and policy, acting with integrity and challenging those who do not. Develops effective communications and working relationships Behaves appropriately, taking personal responsibility for own actions and setting a good example for other colleagues. 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. Maintains a current understanding of specialist area. 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. Upholds organisational reputation.

7 SPECIALIST/TECHNICAL - PERFORMANCE FRAMEWORK Resource Management Manages own time and relevant resources efficiently and effectively Prioritises work and use of resources to meet relevant objectives. Ensures time and resources are used in a way that best meets customer and the organisation s needs. Uses the organisation s resources efficiently, ethically and appropriately. Shows support for efficient working.

8 YOUR REWARDS As a Band D Investigative Coach, you would receive a starting salary of 26,323 gross per annum and a London Location Allowance of 2,930 inner or 1,617 outer. Annual incremental spine points will achieve progression from minimum to maximum of the Police Staff pay scale. You would also receive / have access to the following benefits: Annual leave allowance of 28 days per annum in addition to public / bank holidays (increases to 33 days after 5 years). Interest free season ticket loan Opportunity to apply for a flexible working arrangements. Access to Met Benefits offers savings at major high street stores and retail outlets nationwide. Access to one of two Civil Service Pension Schemes: 1. The Alpha pension schemes a CARE (Career Average Revalued Earnings) pension scheme which offers a guaranteed pension with an optional lump sum, based on the earnings you receive during your career. The Met and you will contribute and you will receive tax relief on the contributions you make. 2. The Partnership pension scheme The value of the pension pot when you retire will depend on the contributions paid in and the returns on your investments. You can use the resulting pot to fund your retirement. The Met will make contributions on your behalf and you will receive tax relief on any contributions you make. If you already have a pension it may be possible to transfer it into the Civil Service pension arrangements. You will also be eligible to join the Metropolitan Police Athletic Association (MPAA) and the Metropolitan Police Sports and Social Association (known as the Comets ) and enjoy taking part in sporting and social events. You will also have access to Sports clubs at Bushey, Chigwell, Hayes and Imber Court which are available to all staff as well as family and friends. For further information regarding the terms and conditions applied to Police Staff, you can access MyHR (prior to leaving the Met) or the MPS Careers Website.

9 HOW TO APPLY The MPS is committed to safeguarding the welfare of children and vulnerable adults. As part of these safeguards, the MPS adopts a consistent and thorough process of safe recruitment in order to ensure that all MPS 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. For Information regarding the eligibility criteria for rejoining the Met, Please visit the Met Careers Website, MyHR (HR Request for Service) or the information contained in the application. Applicants with previous MPS service Please note that individuals with previous MPS service who left the MPS 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 MPS in any police staff role for a period of 2 years from their date of leaving the organisation. Any applications received that do not comply with this will be automatically rejected. Officers retiring and applying for / returning in a police staff role cannot return with a start date that is within 28 days of their retirement date. Please be aware if you retire / resign from the Met and return in any police role, you will need to be re-vetted and will be subject to pre-employment checks (including vetting and medical, references etc.) Your application form will be initially sifted against MPS criteria such as convictions and residency. Following the initial sift your application will be assessed against the role criteria and if successful, you will be invited to an interview. You will receive a minimum of 7 days notice (of the interview date). If you are unsuccessful at interview, you will be advised in writing. If your application is successful you will be invited to an interview which will be competency-based with questions based on the criteria for the role of Investigative Coach. Details of the Specialist/Technical Performance Framework are contained within the advert and this information pack. If successful at interview, you will be sent an initial offer of employment which will set out what happens next. If you are unsuccessful at interview, you will be notified in writing although we are unable to offer feedback as to why you were not successful at interview. Please note any correspondence received from us will be via and sent to the address you provide on your application form.

10 HOW TO APPLY Should you wish to apply for the post of Investigative Coach, you will need to submit an online application form. Due to the number of vacancies, this advert will remain open until such time that we have the numbers we need, hence there is no closing date at this time. For general enquiries please contact Timothy Cuthbert (Investigative Coach Supervisor North) or Sue Pawsey (Investigative Coach Supervisor South). Alternatively you can visit: where background information to the MPS, details about the role and an Answering Your Questions section can be found. You can also contact the Recruitment Team on There are currently Investigative Coach vacancies within the following BCU s: Waltham Forest and Newham Camden & Islington Ealing, Hillingdon and Hounslow Barnet, Brent & Harrow Enfield & Haringey Hackney & Tower Hamlets Redbridge, Havering, and Barking & Dagenham Please note that the recruitment process is thorough and consequently can be quite lengthy. Shortlisting and interviews will be based on the criteria listed against the job description. Until an offer of appointment is confirmed in writing, you should not assume your application has been successful. Please submit your completed online application. For general enquiries please visit which includes an Answering Your Questions section or contact the Recruitment Team on