Police Staff Investigator - Birmingham Investigations

JOB TITLE: Police Staff Investigator 

REPORTING TO: Birmingham Investigations Detective Sergeants

SPECIFIC ROLE PURPOSE: Working as part of an investigative team, gathering and securing evidence to identify suspects and support criminal investigations

 

There are vacancies across various locations within Birmingham - Including Perry Barr, Stechford and Bournville - Please specify in the questions section which area is your preference.

 

SPECIFIC ROLE RESPONSIBILITIES:

• Take written statements from witnesses as directed by the Sergeant or investigating officer following the guidelines to achieve best evidence in criminal proceedings.
• Ensure enquiries are carried out expeditiously as directed by the Sergeant or investigating officer in accordance with investigation policy.
• As directed by the Sergeant, secure and preserve the best evidence through thorough investigation in order to detect crime and the prosecution of offenders, to include:
  • Retrieval, retention and reviewing of CCTV 
  • Conducting house-to-house enquires and completing relevant actions 
• Comply with all relevant legislation, for example Police and Criminal Evidence Act 1984, The Criminal Procedure and Investigations Act 1996, Data Protection Act 1998 and all rules and guidance including the Major Incident Room Standardised Administrative Procedures where applicable
• Utilise all appropriate ICT systems to research, produce and submit statements, reports and intelligence logs.
• Obtain and secure evidence and exhibits maintaining their integrity, continuity and preventing contamination
• Develop identification of suspects and support in ID procedures 
• Research and maintain up-to-date knowledge of current enquires, attending and contributing to briefings 
• Maintain up-to-date knowledge of current enquiries by attending and contributing to briefings 
• Complete all documentation including actions and reports in a timely and professional manner
• Assist with the preparation of file of evidence and to give evidence at court as and when required
• Any other duties commensurate with the role and band/grade

 

SPECIFIC COMPETENCIES REQUIRED FOR EFFECTIVE PERFORMANCE

Knowledge & Experience 

ESSENTIAL:

• Ability to write clear, concise and accurate reports
• Experience of working in an environment dealing with the public
• Working knowledge of confidentiality and data protection issues
• Be willing to successfully undertake any training requirements in respect of the role, which will include:
  • Personal Safety Training (conflict resolution level)
  • West Midlands Police IT Systems training
  • Investigation module
• Experience of working effectively in a team

DESIRABLE: 

• Investigation and evidence gathering experience
• Previous experience in criminal law and criminal justice system
• Working knowledge of the Police and Criminal Evidence Act
• Knowledge of police policy and procedures in relation to the role
• Experience of dealing with conflict
• Experience of working in a multi-agency environment, working with partner agencies

SKILLS

ESSENTIAL

• Competent IT skills
• Excellent communication skills both written and verbal
• Self-motivation skills and able to contribute to problem solving activity 
• Experience of effectively managing workloads
• Requirement to hold a full UK driving license and be willing to pass the WMP driving test to drive unmarked Police vehicles if required

 

HOURS OF WORK AND FLEXIBILITY 

• Contracted hours will be 8am and 8pm. Shift working will include late shifts and weekend working for which they would be compensated accordingly.
• Post holder may be required to work outside these hours from time to time including Bank holidays and be required to work at short notice, again taking into account individual circumstances
• This role may require the post holder to perform duties on a force wide basis
• Requirement to travel out of the force area, where necessary, to progress investigations

Allowances

The role provides a 14.41% weekend allowance

 

 

***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***. 

 

Interviews

Interviews are likely to take place W/C 7th July 2025 - This is subject to change

 

Contact

For further information on the role, please contact libby.nealhewitt@westmidlands.police.uk 

 

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 may be dependent upon successfully completing medical checks, which may include a drugs test and if required a fitness test.

 

Probationary Policy (Current WMP Staff):

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)

 

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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