Postings and Governance Coordinator

West Midlands Police are recruiting for a Postings and Governance Coordinator to work within the Workforce Planning Team of our People Services Department.

Role Purpose:

You will be responsible for the posting of Probationary Officers, newly recruited Police Community Support Officers and restricted Police Officers when required across the force.
To monitor and model key resourcing datasets and ensure that decisions are taken to schedule rotations and balance students with substantive Police Officers in operational teams to ensure BAU is maintained while maximising the opportunity for professional development.
To support the workforce governance process for the force and ensuring compliance to this process. To support the promotions process with appropriate datasets relating to vacancies across the force and data relating to officers e.g. skillsets and restrictions as required

Main Duties and Responsibilities:

Identify and model postings for students taking into consideration over a four-year period; the impact of abstractions on operational delivery and the balance of student officers to substantive officers on individual teams, accounting for the mix of all PC entry routes.
Delegate tasks to the Workforce Postings Officer to perform the administrative support function of the posting and governance processes.
Coordinate and manage the postings of restricted and adjusted duties Officers, Officers returning from career breaks/secondments across the force, working with Occupational health, HRA’s and other key stakeholders to ensure accurate data and suitable postings.
Manage the monthly establishment audits with H.R. Managers and departments, resolving all queries to ensure that establishment and strength are accurately reported across force.
Coach and develop the Workforce Postings Officer.
Support the promotions processes by maintaining appropriate datasets relating to vacancies, restricted officers, future retirements, making recommendations to the Workforce Planning Lead regarding the appropriate number of officers to be promoted.
Work with the wider People Services department to implement posting decisions ensuring adherence to policy guidelines and the governance process. Evaluate and propose amendments to rotation sequencing as necessary and determine the approach to postings if students are back classed.
Work with Key Stakeholders and H.R Managers to help keep them informed, highlighting opportunities and challenges.
Manage and have oversight of the input and scheduling of the individual learning journeys of student officers, maintaining an accurate record of the programme schedules, including abstractions for protected learning.
Any other duties commensurate with the role.

Skills, Knowledge and Experience

Essential:

A proven background and experience in planning and resource management
Experience of working with, negotiating and influencing key stakeholders at a senior level
Experience of using Oracle based HR and Recruitment system
Experience with information technology platforms & systems, including being proficient in Word & Outlook and an advanced user of Excel.
Experience of supporting governance processes
Experience of conducting data audits
Excellent communication skills
Able to prioritise, with excellent problem-solving skills
Good interpersonal skills
Collaborative and Influential
Effective communicator both written and verbal
Successfully managing through others
Ability to assess and assimilate complex situations and information in order to provide a range of solutions and options.

Desirable:

Previous experience of working within Policing or a Blue Light/ public
sector organisation.
An understanding of the Policing Education Qualifications Framework model, including the difference between the various PC
entry routes
Working knowledge of reporting tools and analytical products

Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

Vetting: Successful applicants will be required to pass Management 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.

Hours: This is a full-time role (36.5 hours) working Monday-Friday between core hours.

Interviews: Interview dates to be confirmed.

Contact: For further information please contact CI Erica Field at erica.field@westmidlands.police.uk

By choosing to join West Midlands Police you will receive an enhanced benefits package including:

- Fair remuneration with progression opportunities, and access to a very competitive pension scheme

- Enhanced annual leave in additional to public holiday entitlements

- Discounts across travel, parking, daily costs of living and leisure activities

- A comprehensive wellbeing package including 24/7 support, free eye tests and flu jabs

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.

"Diversity and Inclusion Vision:  Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"