Role Overview & Mandate
Executive Summary
Job Title: Offender Management Assistant Grade: Police Staff Grade 4 Salary: £24,552 - £27,690...
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Job Title: Offender Management Assistant
Grade: Police Staff Grade 4
Salary: £24,552 - £27,690
Closing date: Thursday 13th April 2023
Applications are sought for a vacancy as an Offender Management Assistant within the Central Integrated Offender Management Team (CIOM) based at Digbeth Police Station. This post is a full time position with a requirement to work at different locations across the force, dependant on operational needs.
The Offender Management Assistant will work as part of a team, responsible for the management of registered sex offenders and will also work alongside the MAPPA Support Team within CIOM and LOMU’s to facilitate the management of sex offenders using a multi-agency approach.
Specific Role and Responsibilities:
- To utilise and interrogate all databases within the department by undertaking research, analysis and collation of information from all relevant sources.
- To ensure that the register of violent and sex offenders (Visor) is checked regularly and amended as appropriate in accordance with data protection and operational requirements
- To establish and maintain good relations with internal and external partners, as part of the multi-agency public protection arrangements in relation to management of Registerable Sex Offenders.
- To compile clear and concise information/intelligence reports pertinent to the management of Registerable Sex Offenders.
- To liaise with other Forces regarding cross border Registerable Sex Offenders where appropriate
- Any administrative function that coincides with the management of Registerable Sex Offenders within CIOM
Knowledge & Experience:
Essential Skills:
- Knowledge on MAPPA Guidance
- An understanding of intelligence management
- To have undertaken or be willing to undertake the following mandatory training/courses:
- VISOR Course
- PNC view only
- CONNECT
- PINS
- PND
- Effective decision making skills and proven ability to work with minimal supervision
- Ability to prioritise and mange a demanding workload
- Proven computer literacy, including spread sheets and databases
- A good knowledge of IT based systems
- Proven report writing and interpersonal skills
Desirable:
- Working knowledge of force policy, guidance and legislation
- Experience in partnership working
Hours of Work and Flexibility:
The hours of work are 36.5 a week agreed by the managements. There will be no requirement to work outside normal Office hours (08.00x1600) for the specific nature of this role.
Location:
This post is a full time position at Digbeth Police Station with the occasional requirement to work at different locations across the force, dependant on operational needs.
Vetting:
Successful applicants will be required to pass both Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.
Medical:
Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.
Important Information:
Please note that this team will move under the Public Protection Unit establishment from 3rd April 2023. This will not have any impact on the location or working pattern. It will just be a change in SLT and ownership.
Further Information:
Sergeant Carl Fox, In-Custody and Reactive Management SOMS Supervisor, Central IOM Team
Email: carl.fox@westmidlands.police.uk
West Midlands reserve the right to close the advert early.
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.
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