ROCUWM - NCLCC Analyst FTC
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.
NCLCC Analyst – 9 Month FTC
This is an exciting and rare opportunity to be part of the National County Lines Coordination Centre (NCLCC) structure, tackling County Line Drug Supply and the associated exploitation of vulnerable people, working with Force County Lines (CL) teams, Regional CL Coordinator, NCLCC colleagues, task forces and external partners to improve the law enforcement response to the CL threat through analysis.
The County Lines analyst position is a dedicated role funded by the Home Office. Analysts will be tasked through the Regional Higher Analyst lead from the National County Lines Coordination Centre. They will work alongside the NCLCC ROCU Coordinator in their region and act as the SPOC for County Lines and the direct link onto the Centre.
The County Lines analyst will use key data sets to identify the County Lines Regional threat picture which will aid in identifying the overall national threat picture of County Lines. They will also be able to find opportunities in the data for operational development in order to dismantle active county lines, bringing offenders to justice and safeguard individuals from exploitation of gangs.
Key Responsibilities
The CL ROCU analyst will be the gateway for CLs reporting for the ROCU and their forces. Their roles will include the following:
- Support the Strategies of the CL Gold / Silver / Bronze groups through completion of key products.
- The use of SMART (Specific, Measurable, Achievable, Relevant and Timely) recommendations when developing recommendations within reports.
- Produce monthly and quarterly CL returns to the NCLCC to inform National and Governmental documents.
- Produce monthly/quarterly/yearly documents for the ROCU in line with county lines to help inform regional documents and meetings.
- Work with colleagues such as the regional drugs analyst, ROCTA performance analyst, TOEX analysts, Force analysts and any other areas which will help improve the overall CLs threat, harm and risk picture whilst monitoring new and emerging trends and changes in methodology.
- To promote consistency of reporting among Regional forces and improve compliance on PND (CLICM) and ensure forces meet the monthly deadline to PND. (this is the responsibility of both the CL analyst and DI based in the ROCUs).
- Identify operational opportunities through daily business to target CL in a coordinated manner across forces/regions that require raising through the tasking process. But will not be involved in the evidential trail.
- Improve understanding of harm and vulnerability from County Lines in the region through identification of vulnerable adults, exploited children, high harm lines & individuals and high harm locations.
- Give advice and support to forces where they need it. Especially around PND compliance and inputting so it becomes daily business. (this will be the responsibility of both the CL analyst and DI based in the ROCUs).
- Support the CL ROCU DI during Intensification Weeks by providing updates to the NCLCC.
- Ensure good communication is kept between the Force Analysts, ROCU, CL DI and NCLCC.
- Respond to ad-hoc requests from the NCLCC.
- Attendance to NCLCC CPD days, Analytical CPD days and bi-weekly analyst calls.
Working Hours and Location:
Although the role is principally normal office hours on weekdays, there is flexibility with the working hours on an individual basis.
The location is also flexible, with hybrid working possible.
However, this is a regional post supporting a national team and it will require some flexibility and UK travel with overnight stays.
Contact:
For further information please contact Higher Analyst Becky Brookes at becky.brooks@westmidlands.police.uk
Vetting:
Successful applicants will be required to pass Management Vetting and Security 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.
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.
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