WEST MIDLANDS POLICE. Appointment of Assistant Chief Constable APPLICANT INFORMATION PACK

Transcription

1 WEST MIDLANDS POLICE Appointment of Assistant Chief Constable APPLICANT INFORMATION PACK For enquiries please contact:- Caron Hargrave Applications should be submitted by: Friday 27 March 2015 at 10am

2 Chief Constable s Foreword 2015 Thank you for your interest in the Assistant Chief Constable opportunity within West Midlands Police. The successful applicant will be part of a team of dedicated, committed professionals working in a diverse range of environments during a period of unprecedented change. West Midlands Police has recently been assessed by HMIC as outstanding having undergone a period of major change in both our structure and approach to policing, whilst saving 130 million from our budget. We achieved one of the country s lowest recorded crime levels and successfully faced many major operational challenges in areas such as Counter Terrorism, Serious and Organised Crime and Public Order. This has been a successful period for West Midlands Police but our aspiration to continue improving remains as strong as ever. This year we begin West Midlands This will be a unique five year change programme delivered with our partner Accenture. The programme will reshape the Force to be more digitally enabled, with a greater emphasis on preventing crime and supressing demand. You will play a key part in leading this programme with the Chief Officer Team. The decision to apply for this post will be one of the most important career decisions you will make. If you would like to discuss any aspects of the role please contact DCC David Thompson via Tricia Phillips on Once again, thank you for considering West Midlands Police. Chris Sims Chief Constable 2

3 Responsible to the Deputy Chief Constable. PURPOSE JOB DESCRIPTION To provide effective and high profile leadership in the development and implementation of strategies to further the policing of the West Midlands. To support the Chief Constable in directing and controlling the Force to provide an efficient effective and visible police service to the people of the West Midlands. To develop and implement performance standards linked to designated functional areas. MAIN DUTIES AND RESPONSIBILITIES 1. Working with the Chief Constable, Command Team and Police and Crime Commissioner to develop and implement strategies to further the policing of West Midlands. 2. To participate in the strategic management of the West Midlands Police as a member of Command Team. 3. To discharge a designated portfolio of strategic and operational responsibilities. 4. The command of operational matters within the West Midlands Policing area. Performing on call responsibilities with other Chief Officers. This will include the deployment of firearms, specialist equipment and tactics. 5. Representing the Force locally and nationally when required. 6. Understanding and influencing the external and internal environments affecting the policing of the West Midlands. 7. To Chair Discipline and capability Hearings on behalf of the Chief Constable. 8. To work corporately with other Chief Officers to formulate strategies, policies, practices and procedures to ensure the effective delivery of quality services furthering the policing of West Midlands Police. 9. To support and mentor Local Policing Units and Departmental Commanders/Heads of Department. 10. Contribute to the process of future planning, implementation of plans and the continued development of the planning process. 11. To undertake such other duties and responsibilities appropriate to the role of Assistant Chief Constable as may be determined by the Chief Constable. 3

4 PERSON SPECIFICATION QUALIFICATIONS Completed the Strategic Command Course. Passed the Senior Police National Assessment Centre. A track record of successfully delivering in an operational environment, including the operational command of police officers at a senior level. KNOWLEDGE AND EXPERIENCE OF Commitment to the community and customer focus at a senior leadership level. Contemporary policing issues and techniques. Strategic Performance Management Driving and implementing change Operational Police Command. Strong internal and external leadership, in particular effective communication and successful engagement in partnerships, in the public, private and voluntary sectors. Evidence of continuing professional personal development. Experience of developing and implementing effective policing plans. Financial management and financial awareness. 4

5 Policing Professional Framework (PPF) Assistant Chief Constable Personal Qualities DECISION MAKING Assimilates complex information quickly, weighing up alternatives and making sound, timely decisions. Gathers and considers all relevant and available information, seeking out and listening to advice from specialists. Asks incisive questions to test facts and assumptions, and gain a full understanding of the situation. Identifies the key issues clearly, and the inter-relationship between different options at a local and national level, assessing the costs, risks and benefits of each. Prepared to make the ultimate decision, even in conditions of ambiguity and uncertainty. Makes clear, proportionate and justifiable decisions, reviewing these as necessary. LEADERSHIP Leading strategic change Thinks in the long term, establishing a compelling vision based on the values of the Police Service, and a clear direction for the force. Instigates and delivers structural and cultural change, thinking beyond the constraints of current ways of working, and is prepared to make radical change when required. Identifies better ways to deliver value for money services that meet both local and national needs, encouraging creativity and innovation within the force and partner organisations. Leading the workforce Inspires people to meet challenging organisational goals, creating and maintaining the momentum for change. Gives direction and states expectations clearly. Talks positively about policing and what it can achieve, building pride and self-esteem. Creates enthusiasm and commitment throughout the force by rewarding good performance, and giving genuine recognition and praise. Promotes learning and development within the force, giving honest and constructive feedback to colleagues and investing time in coaching and mentoring staff. Managing performance Translates the vision into action by establishing a clear strategy and ensuring appropriate structures are in place to deliver it. Sets ambitious but achievable timescales and deliverables, and monitors progress to ensure strategic objectives are met. Identifies and removes blockages to performance, managing the workforce and resources to deliver maximum value for money. Defines what good practice looks like, highlighting good practice. Confronts underperformance and ensures it is addressed. Delegates responsibilities appropriately and empowers people to make decisions, holding them to account for delivery. 5

6 PROFESSIONALISM Acts with integrity, in line with the values and ethical standards of the Police Service. Delivers on promises, demonstrating personal commitment, energy and drive to get things done. Defines and reinforces standards, demonstrating these personally and fostering a culture of personal responsibility throughout the force. Asks for and acts on feedback on own approach, continuing to learn and adapt to new circumstances. Takes responsibility for making tough or unpopular decisions, demonstrating courage and resilience in difficult situations. Remains calm and professional under pressure and in conditions of uncertainty. Openly acknowledges shortcomings in service and commits to putting them right. PUBLIC SERVICE Promotes a real belief in public service, focusing on what matters to the public and will best serve their interests. Ensures that all staff understand the expectations, changing needs and concerns of different communities, and strive to address them. Builds public confidence by actively engaging with different communities, agencies and strategic stakeholders, developing effective partnerships at a local and national level. Understands partners' perspectives and priorities, working co-operatively with them to develop future public services within budget constraints, and deliver the best possible overall service to the public. WORKING WITH OTHERS Builds effective working relationships through clear communication and a collaborative approach. Maintains visibility and ensures communication processes work effectively throughout the force and with external bodies. Consults widely and involves people in decision-making, speaking in a way they understand and can engage with. Treats people with respect and dignity regardless of their background or circumstances, promoting equality and the elimination of discrimination. Treats people as individuals, showing tact, empathy and compassion. Negotiates effectively with local and national bodies, representing the interests of the Police Service. Sells ideas convincingly, setting out benefits of a particular approach, and striving to reach mutually beneficial solutions. Expresses own views positively and constructively. Fully commits to team decisions. 6

7 TERMS of APPOINTMENT The appointment will be made by the Chief Constable. The post will be a permanent appointment. The successful candidate must be certified to be medically fit by the Force Medical Advisor before appointment is confirmed. The post holder will be based at Police Headquarters in Birmingham City Centre. Salary The salary band for the post is 95, ,976 per annum. The post holder will be provided with a car in line with the Force scheme for ACPO ranks. A relocation package is available up to 24,000. (A copy of the relocation scheme is available upon request) Membership to the private health scheme will be paid for by West Midlands Police. You have the option to purchase additional cover for family members. The cost of annual Association of Chief Police Officer subscriptions will be reimbursed. Taxation Taxation is the responsibility of the tax payer. Candidates are strongly recommended to take personal advice from a recognised taxation specialist. 7

8 SELECTION PROCESS TIMETABLE Applications must be submitted by to by 10am Friday 27 March Candidate applications will be acknowledged by on the afternoon of 27 March Short listed applicants will be informed as soon as possible after Monday 30 March 2015 A familiarisation day will be arranged for all short listed candidates on Thursday 2 April, Candidates attending the familiarisation day will be asked to complete a medical questionnaire. Candidates selected for interview will be invited to make a presentation to a Stakeholder Panel chaired by the Deputy Police and Crime Commissioner, Yvonne Mosquito, on Wednesday 8 April, The final part of the selection process will take place on Thursday 9 April, 2015 A detailed schedule will be provided in due course but candidates should expect this to include an exercise and interview relevant to the rank of assistant Chief Constable. The process is designed to explore the personal qualities of the police and professional framework and candidates strengths in relation to the job description and person specification set out in this pack. All candidates will be expected to be available on these dates. Expenses for Candidates invited for interview Reasonable and necessary expenses of short listed candidates will be paid in accordance with Police Regulations. 8