Safeguarding and Offender Management Assistant (12 Month FTC/Secondment)

The Major Crime Unit County Lines Taskforce are now recruiting for a Safeguarding and Offender Management Assistant to join our team.  

The team proactively targets the highest risk drug dealing organised crime groups in the region with a view to prevent exploitation of vulnerable people. You will support in managing the most significant drug dealing perpetrators. The Taskforce works alongside regional and national partners and being part of the team, the Safeguarding and Offender Management Assistant will be instrumental in disrupting and dismantling serious and organised criminality and protecting the most vulnerable from harm. County lines criminality and the subsequent investigations are a national priority and attract significant media and ministerial interest. The success of the taskforce will rely on the dedication, commitment, and ruthlessness determination of its members to target the criminals exploiting vulnerable people, profiteering from the misery of children and damaging communities. 

Role Key Responsibilities

• To disseminate and allocate the following information:
  • End of Custody Licence
  • Electronic Monitoring
  • Warrants
  • European Arrest Warrants
  • IDOM
  • Central email accounts
  • PINS
  • Connect
  • Unlawfully at large
  • Breach of DIP and ROB
• To support and offer guidance to the Local Policing Area Offender Management Units around County Line nominals.
• To be fully conversant with the relevant IT systems and update them accordingly. 
• Assist in recording updates on systems e.g. PMP’s, PIR, PNC for police officers to ensure proactive deployment.
• Have some understanding and working knowledge of all IOM cohorts including Youth.
• Fully research all forthcoming prison releases and ROTL’s (Release on Temporary Licence) and prepare an appropriate response subject to their risk.
• To enhance and develop collaborative partnership with statutory partners (Probation, HMCS, Prison etc) and non-statutory partners. 
• To attend IOM meetings where appropriate and actively participate.
• To action any external correspondence.
• To act as a Single Point of Contact for all of the External Agencies relevant to the CLTF
• Process and co-ordinate curfew checks, on CONNECT prioritising on risk and harm.
• Check Libra and Common Platform systems for timely information on court cases for high risk offenders.

Knowledge and skills

Essential

• Ability to present information clearly and concisely
• Good communication skills
• Ability to build relationships with partners both internally and externally
• Ability to plan and prioritise your own workload and activity
• Ability to respond to their line managers requirements, while managing their own responsibilities.

Desirable

• To have some knowledge of Offender management

Location – Central Birmingham

Hours – Core Hours Mon-Fri 8am-4pm 

Contact – For more information please contact Insps Mark Robinson or Lisa Yates-Laughton.

Vetting - Successful applicants will be required to pass 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.

Contract- This is a twelve-month fixed term contract role until 31 March 2025.

Under the Probation Policy, if you are currently in your probation period, “during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over.”- Policies - Probation Period (Police Staff) (wmpad.local)

Secondment Statements:

Secondment Policy: (paragraph 7.3)

For the duration of the secondment, you will be paid at the appropriate rate for the role that you are seconded into. In general terms, the expectation is that this will be the bottom spinal column point for the appropriate grade, as per our standard recruitment process.

The only exception to this is where you are seconded to a role of the same grade, in which case your substantive spinal column point should continue to be paid. Where you or your manager feel that you have relevant skills and experience for the role which would require consideration of a higher spinal column point, a salary justification form will need to be completed and sent to the Reward Team for review and consideration in line with usual recruitment processes. 

If you are seconded into a role of a lower grade than your substantive post, you will receive the maximum spinal column point for that grade. Shift allowances and payments for unsociable or weekend working will only be paid as applicable to the role that you are seconded into (at the applicable rate). In other words, if you receive shift allowance in your substantive role, however the role that you are seconded into doesn’t attract a shift allowance you will not receive this for the duration of the secondment.

To view the full Secondment Policy please visit Policies - Secondments Policy (wmpad.local) 

 

If you are considering applying for this secondment opportunity, please discuss it with your line manager to ensure that you will be released from your current role, should you be successful.

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"

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