INFORMATION PACK FOR APPLICANTS

Transcription

1 Police Investigations & Review Commissioner Hamilton House, Hamilton Business Park, Caird Park, Hamilton ML3 0QA Tel: e: INFORMATION PACK FOR APPLICANTS VACANCY SALARY/GRADE STATUS LOCATION Review Officer 28,033 (B2) Permanent Full Time Hamilton CONTENTS 1. Advertisement Page Background note on the Police Investigations & Review Commissioner Page 3 3. Organisational Structure Page 3 4. Role Page 4 5. Competencies Page 4 6. Personal Specification Page 5 7. Information about the Selection Process Page Additional Candidate Information Page ADVERTISEMENT VACANCY SALARY/GRADE STATUS LOCATION Review Officer 28,033 (B2) Permanent Full Time Hamilton The Police Investigations and Review Commissioner (PIRC) is recruiting for a Review Officer to join her team in Hamilton. The PIRC holds responsibility for independently investigating serious incidents involving the police and reviewing the way the police handle complaints from the public. As a Review Officer you will be responsible for dealing with applications from members of the public who feel that their complaints have not been dealt with satisfactorily by the police. Reporting to a Senior Review Officer, you will have responsibility for preparing clear and concise complaint handling review (CHR) reports setting out the PIRC s views on the police s handling of complaints. You will be 1

2 expected to deal efficiently with a significant and varied caseload and to adhere to strict timescales for the production of reports. The successful candidate should be educated to degree level and be able to evidence their abilities to meet the essential requirements for the post. This is an exciting opportunity for enthusiastic self-motivated individuals to join the PIRC as the organisation develops. PIRC operates flexible working arrangements and is committed to promoting a diverse workforce, with an emphasis on the PIRC Values of integrity, impartiality and respect. The position is based in Hamilton and the successful candidates must undergo vetting and Scottish Government Security Clearance prior to appointment. How to Apply The candidate Information Pack /application form is/are available from: Website: jobs@pirc.gsi.gov.uk Telephone: The closing date for applications is Tuesday 6 th February 2018 at 5 pm. The shortlisting and assessment process will take place thereafter with interviews being held in the week commencing 19 th February Applicants who have not been contacted by 5 pm on 9 February 2018 should assume they have been unsuccessful. Only completed application forms will be considered. 2

3 2. BACKGROUND NOTE ON THE POLICE INVESTIGATIONS & REVIEW COMMISSIONER The functions of the Police Investigations & Review Commissioner (PIRC) are set out in The Police Public Order and Criminal Justice (Scotland) Act 2006, as amended by the Police and Fire Reform (Scotland) Act 2012, the PIRC (Investigations Procedure, Serious Incidents and Specified Weapons) Regulations 2013 and the Police Service of Scotland (Senior Officers) (Conduct) Regulations These functions are to independently investigate incidents involving the police and independently review the way the police handle complaints from the public. The PIRC aims to secure public confidence in policing in Scotland by supporting continuous improvement, promoting positive change and thereby driving up standards. The PIRC is a Non-Departmental Public Body (NDPB) sponsored by the Scottish Government. The organisation is led by the Commissioner, Kate Frame, who is supported by the Director of Operations and a team of staff, based in Hamilton. The PIRC is currently staffed with around 60 employees and has a budget of circa 3.2M 3. ORGANISATIONAL STRUCTURE 3

4 4. THE ROLE The role of the Review Officer is to: Conduct reviews of the way in which policing bodies in Scotland handle complaints by a member of the public, seeking further information from the policing body and complainer as required. Manage a significant and varied caseload, ensuring that complaint handling review (CHR) reports are produced in accordance with strict timescales. Ensure regular communication with complainers, policing bodies and other relevant agencies in relation to individual cases. Research and analyse relevant aspects of individual cases and keep abreast of developments in practice and policy in relation to complaint handling and wider aspects of policing. Prepare clear and concise complaint handling review (CHR) reports for consideration by senior staff and the Commissioner. Ensure factual accuracy in CHR reports and that decisions are sound, based on the evidence and capable of withstanding scrutiny. Participate in discussion of cases with senior staff and the Commissioner which may influence the final shape and outcome of reviews. Devise recommendations or reconsideration directions which may result in changes in practice and procedure in police complaints handling as well as operational policing in general. Assess whether the recommendations made in the CHR reports have been adequately implemented by the policing body concerned. Participate in broader policy issues arising from reviews, and perform such other duties relating to the PIRC s review function as required. Deal sensitively and effectively with those involved in the complaints process. 5. COMPETENCIES Communication Improvement Focus Prioritisation Teamwork Research 4

5 6. PERSON SPECIFICATION Essential Qualifications Educated to degree level Desirable Legal background Experience Experience in at least one of the following areas: o legal work o complex casework o complaint handling Skills & Knowledge Ability to collect, analyse, assimilate information, present evidence and reach sound judgements Ability to communicate fluently, clearly and concisely both orally and in writing Ability to work effectively in a team environment Ability to maintain confidentiality in relation to all PIRC business IT literacy and competency in Microsoft Word, Excel and Outlook Ability to work effectively with internal and external stakeholder Knowledge of PIRC s statutory functions and powers Ability to prioritise, self-manage and deliver within timescales 5

6 7. INFORMATION ABOUT THE SELECTION PROCESS (a) Appointment timetable Stage Timescale Post advertised 26 January 2018 Closing date for applications Tuesday 6 th February 2018 at 5 pm Interview/Assessment w/c 19 February 2018 (b) Application process In addition to this information pack you should have: An Application for Appointment form and an Equal Opportunities recruitment monitoring form Before competing and submitting your application form, you should give due consideration to the following: Skills, Knowledge and Experience required do you meet the skills, knowledge and experience requirements? Competency based evidence are you familiar with what is being sought at the application stage and what will be sought at interview through the use of competency based questions and how you should evidence this? Please ensure that you complete all sections of the job application form and return it by the date specified. We will be unable to consider your application if all sections are not fully completed. Completion of the Equal Opportunities recruitment monitoring form is voluntary and completed forms will be separated from the application form and not available to the selection panel members. Your application is very important as it is the key document which will determine whether or not you will proceed through the first assessment stage to interview and ultimately to appointment. In your application form you must clearly provide the evidence required on how you meet the relevant published skills, knowledge and experience shown in the person specification. Please read the person specification in conjunction with the Job Description and background note. Please do not substitute your Curriculum Vitae for a completed application form or attach your CV with your application as it will not be considered and your application may be rejected. A good application should be structured to ensure that it flows in a clear and/or logical way. You should provide evidence and examples to ensure that it is clear to the selection panel the actions you took, the reasons for your actions, what happened, what you took into account and the outcome. You should not assume that the evidence provided is obvious when it comes to meeting the competency/criterion, for instance by simply recounting job titles or job duties. You should try and avoid bland and hypothetical statements and where possible/appropriate use the first person I not We. 6

7 You should also be aware that on occasion there may be several ways in which we ascertain evidence of the skills, knowledge or experience sought, so please ensure you provide evidence that shows how you meet all aspects of the role. You can apply online or submit hardcopy. If your application is handwritten, please use black ink and ensure it is legible as your form will be photocopied/scanned and then read by the selection panel. We would advise you to keep a copy of your initial application for reference. (c) Referees We will take up references after the interview. (d) How to return your Application Return applications to the Administrative Officer, Human Resources & Corporate Services, Police Investigations and Review Commissioner, Hamilton House, Hamilton Business Park, Caird Park, Hamilton, ML3 0QA or by to: jobs@pirc.gsi.gov.uk Closing date The deadline for applications is 6 February 2018 at 5 pm. Late applications will not be considered. (f) Selection panel You will be notified of the members of the selection panel in due course. (g) Selection Your completed application form will be assessed against the necessary skills, knowledge and experience required for the position. If you are successful at this initial selection stage you may be invited to take part in an interview and any assessment process. (h) Interview expenses Any expenses incurred during the selection process are your responsibility. (i) What will happen at the interview? During the interview process the selection panel will ask you questions related to the competencies required for the job. This may include the evidence in your application form, assessment, presentation or other relevant exercise. (j) What will happen following the interview? All applicants invited to interview will be advised of the outcome of the appointments process in writing. 7

8 8. ADDITIONAL CANDIDATE INFORMATION (k) Salary Salary is paid on the last working day of the month by credit transfer. (l) Pension and other benefits Unless you choose otherwise, pension benefits are provided under the Civil Service pension scheme arrangements, currently the Alpha scheme. Staff must be 18 years of age or older before joining the scheme. Pension benefits are earned each year based on pay in that year and are index-linked. For more information please follow this link: (m) Hours The normal working week is a 5 day week of 37 hours, including unpaid lunch breaks. (n) Annual leave (pro rata for part-time or temporary positions) The annual leave year runs from 1 April to 31 March. You will have an annual leave allowance of 25 days, rising to 30 days after 5 years. In addition, all staff receive 11½ days public and privilege holidays, 6 of which are on fixed dates. (o) Probation Continued employment with the PIRC is subject to a satisfactory probation report following a six month probation period. (p) Travelling and subsistence Subsistence allowances and travelling expenses on official business are paid. The cost of normal daily travel between home and office is not reimbursable. (q) Security The PIRC requires detailed security checks on all successful candidates. You will be required to undertake DV level security vetting and a formal government Security Check before this appointment can be confirmed. (r) Retirement/pension age Employees may continue in employment beyond the normal pension age (NPA), subject to satisfactory attendance, performance and conduct. There is a distinction between retirement age and pension age. The Civil Service pension age, (NPA) for the Alpha Scheme is the current state pension age. If you wish to leave PIRC employment at or above the NPA, the immediate payment of benefits under the Civil Service Pensions arrangements apply. (s) Health standard You will be asked to complete a health declaration form on-line. Details will be sent to you following provisional offer of employment. 8

9 (t) Sickness absence Subject to the above sickness absence reporting procedure, you will receive pay (inclusive of any SSP due) during periods of illness. Provided that there is a reasonable prospect of eventual recovery and return to duty, the PIRC will provide the following payment: Up to one years service - 1 month full pay, 1 month half pay Up to 2 years service - 2 months full pay and 2 months half pay Up to 3 years service - 3 months full pay and 3 months half pay During 4 th and successive - 6 months full pay and 6 months half pay (u) Outside activities You may not take part in any activity which would impair your ability to undertake your role, or engage in any occupation (paid or unpaid) which may conflict with the interests of the PIRC or be inconsistent with your official position. Subject to these conditions, work of a minor or short-term nature (for example, vacation work or work after hours) is normally allowed, provided you seek the PIRC s prior permission. (v) Disability We will interview applicants with a disability who satisfy the basic essential criteria for appointment. (w) PIRC Diversity Policy The PIRC is committed to increasing the diversity of staff within the organisation. (x) PIRC Equal Opportunities Policy The PIRC is committed to equality of opportunity as an employer. All staff will be treated equally irrespective of their age, race, colour, ethnic or national origins, marital status, sex, sexual orientation, disability, religion or belief, working pattern, employment status, gender identity (transgender) or caring responsibility. We recognise the value that a diverse workforce can bring to our organisation and seek to create an environment which maximises talents in order to meet the needs of the organisation. To assist in ensuring our policy is effective we encourage candidates to complete the Equal Opportunities recruitment monitoring form. This form is a voluntary document and is used solely for the purpose of monitoring the effectiveness of our policy in the recruitment process. By completing it, you will help us assess if we are attracting applications which reflect the composition of the local community. There are prefer not to say options for some of the questions if you do not wish to provide this information. Please note that this document is provided for information only and does not form part of the PIRC s conditions of employment. 9