Camera Enforcement: Staff Supervisor

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.

Role Purpose

Working exclusively in the Camera Enforcement Unit the post holder will supervise the team of camera operators whilst maintaining the effective and efficient running of the unit.

Responsibilities

To work as part of a team setting a clear direction and promoting team work to achieve high standards of professionalism and performance in all situations. Provide a positive working environment, adhering to Force Values.
Provide effective training and mentoring to all new staff to ensure they become proficient in their role. Take ownership for resolving problems, supporting staff in dealing with difficult and challenging situations.
Maintain, build and promote strong working relationships with internal and external partners and stakeholders to recognise issues and events which may impact on service delivery
Be responsible for the Health and Safety and welfare of the staff managed including all sickness monitoring, capability and training.
Prepare and present evidence at court
Initiate and answer letters and action telephone queries
Participate in meetings on behalf of the Camera Enforcement Unit Manager and also on behalf of the Camera Enforcement Unit staff
Prepare and deliver information and provide recommendations for improvements to service delivery
Liaise regularly with the CEU Manager to inform them of any issues that could affect service delivery
This job description records the principle responsibilities of the job at the date shown. The job description will be reviewed and may be updated from time to time in conjunction with the post holder and recognised Trade Unions to reflect changes.

Essential Skills

Computer Literate
Accurate verbal and written language skills
Able to prioritise and multi-task under pressure whilst maintaining quality
Proven decision Making
Excellent communication skills
Knowledge of Road Traffic Law relating to Camera Enforcement
PNC

Desirable Skills

Coaching and Leadership skills
Experience of using WMP systems
Have a knowledge of HR policies and procedures
Full Driving Licence
Previous supervisory experience

Hours of work

The hours of work are 36.5hrs a week, Monday to Friday 08:00 to 16:00.

Location

The role is presently at Wednesbury, but is likely to move to Dudley in late 2025.

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.

Interviews: TBC

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 addition 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”