Absence Management Support Officer, - Ref:1885308
Greater Manchester Police is one of the UK's largest police forces and is responsible for keeping people safe across more than 1,200 sq km. The Force covers the Manchester, Salford, Bolton, Bury, Oldham, Rochdale, Stockport, Tameside, Trafford and Wigan areas.
GMPs officers and staff work 24 hours a day, seven days a week, to keep almost three million people safe. The Force has 11 geographical policing areas known as Divisions that ensure it provides the best possible service to people who live, work and visit Greater Manchester.
The Force Communication Centre provides a critical service to the people of Greater Manchester. Each year, the branch deals with approximately two and a half million emergency and non-emergency calls, by responding to local and individual needs through our call handling and command & control service. By being professional and reassuring, our staff and officers deal with a whole spectrum of incidents and events, often making life critical decisions about how calls are responded to.
The role provides support to the Force Contact Centre line managers and supervisors in:
(a) Providing administrative guidance and support in the proactive management of staff absence, including return to work arrangements, actions plans and escalations to the monthly attendance management meetings;
(b) Ensuring good practices are maintained to ensure staffing absence records are kept accurate; and
(c) Support the transition of system administration and maintenance for the absence management system
Support and prompt FCC line managers and supervisors to keep absence management records up-to-date regularly with meaningful information to ensure compliance with Force Absence Management Policy - i.e. open/closed absences, return to work interviews, effective management of action plans and escalation of issues to the FCC People and Central Support Business Lead.
Support FCC management with the creation and development of regularly run/ad-hoc reports, as and when required, i.e. staff non-attendance, types of sickness reasons, return to work interviews incomplete/late/completed etc., to extract timely absence management information from the Absence Management System.
The Equality Act 2010 makes it unlawful to discriminate against a disabled person in all areas of employment, including recruitment. The Police Service welcomes people with disabilities and will do its best to make reasonable adjustments to the working arrangements and/ or the working environment providing it is possible to do so.
If you have a disability and you require support with your application, please let us know so we can consider and support you with any reasonable adjustments you may require. If you need any support completing this application please contact email@example.com and the recruitment team will be happy to assist .
Should you require reasonable adjustments during the recruitment process, please let us know during the selection process.
Please note that you will be required to provide an educational psychologist report in support of any adjustments.
Policing values are enshrined in the Code of Ethics (a copy of which can be found at https://www.college.police.uk/What-we-do/Ethics/Ethics-home/Documents/Code_of_Ethics.pdf
Every person serving with the police service needs to adhere to these standards of professional behaviour. As an applicant to Greater Manchester Police, we expect that you will hold views and attitudes in line with the Code; that if you are successful in your application you will uphold the Code of Ethics by displaying the behaviours that the Code sets out; and that you will report any conduct of others that falls short of those standards. Any failure or apparent failure to uphold the Code of Ethics will be taken seriously. It will be looked into and in cases involving serious and/or repeated failings, criminal and/or misconduct proceedings may follow. With that in mind, you are reminded that you must not share any information relating to the recruitment and assessment process. Sharing of such information could result in criminal and/or misconduct proceedings.
Please refer to the attached Job Description for further details regarding the skills required to do this role. b>The Job Description has been signposted to indicate at which stage of the process each criteria will be tested.
Due to the Equality Act (2010) the criteria surrounding sickness absence will not be checked until the conditional offer stage of the recruitment process, this is after the interview stage of the full recruitment process. With this in mind all candidates need to ensure that they have a good attendance record for the last 2 years for Staff and officers and for 12 months for apprentices.
Please note, all of our communication will be sent to you via the e-mail address you provide on your application form, therefore please ensure firstname.lastname@example.org is in your mail safe senders / safe recipients list to prevent our e-mails going into your junk mail.
Internal staff have the opportunity to express an interest in undertaking a temporary role as a development opportunity. If you are in a permanent post and wish to take up a temporary position as a development opportunity, you will need to seek approval from your line manager to have your substantive post backfilled on a temporary basis. If your line manager is not able to support your release into a temporary post this would not preclude you from applying but you would be required to relinquish your permanent post and accept the risks associated with redeployment at the end of the temporary appointment.
If your supervision will support a development opportunity, please complete the attached form 743Y and return to email@example.com before the closing date.
Apprentices; you must be in the last 6 months of your apprenticeship to be eligible to apply for this role.
The portal to upload Tattoos should not be used to upload CVs or Expressions of Interest, if you do this your application will not be included in the recruitment process.
Internal Applicants Only
INTERNAL APPLICANTS ONLY; includes permanent and temporary Police Staff, Agency Workers, Apprentices in the second half of their Apprenticeship and Preferential Rejoiners.
Please note, only when vacancies are advertised externally will voluntary staff, Special Constables and serving/retiring Police Officers wishing to become police staff be eligible to apply.
To be eligible for appointment as a member of police staff, you must be a British citizen or a citizen of a country that is a member of the European Economic Area (EEA) or Switzerland. Commonwealth citizens and foreign nationals are also eligible but only if they are resident in the UK free of restrictions.
After 30 June 2021, nationals of the EEA or Switzerland will also need to provide evidence that their stay is free from restrictions.
In the context of EEA nationals, we are content that pre-settled status counts as free from restrictions.
Greater Manchester Police have been informed of potential personal tax implications for members of the 1987 Police Pension Scheme, who retire and take a pension between the ages of 50 and 54 inclusive and then take up employment as a Police Staff member. Members of the police pension scheme whose age is between 50 and 54 who are re-employed as a Police Staff member have to meet certain conditions to keep their PPA and to protect against personal tax liability charges on any payments paid before the age of 55. One of those conditions is that a break of at least 1 month is required where the re-employment is materially different. However, if the role is not deemed to be materially different then a 6 month break is required.