Breed Scheme Assistant

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.

West Midlands Police has it's own breeding programme to develop puppies into police dogs.

The main purpose of the role

To assist the breed scheme manager with the running of the breeding program, development of young puppies and young dogs making sure WMP is self-sufficient in suitable dogs for handlers at all times, to generate income for the unit. Support all puppy walkers and brood bitch holders.

Support kennel staff and development of dogs within the kennel environment.

To undertake general clerical duties and maintain computer records. To assist with maintaining and record all training completed with the dogs, kennel club registrations, breeding documentation, puppy walking contracts sale forms and health screening requirements

Key responsibilities

To assist the breed scheme manager with the running of the breed program
To advise and train all walkers and brood bitch holders, developing them in the role of puppy walking and young dog development (Socialisation and enviromental training)
To develop all puppies and young Dogs
Develop and train young dogs daily that are housed at WMP kennels
To be on call and deliver expecting puppies
To conduct house visits for suitable puppy walkers
Work will be allocated by the breed scheme manager
Vet liaison

Essential skills

Must possess integrity and professionalism at the highest standard
Manual driving licence
Must be a dynamic motivated individual who seeks a challenging role in Police Dog Training and able to work with minimal supervision
Must possess a high level of flexibility to support whelpings / matings

Desirable skills

Preferably should be have the ability to utilise the Internet understanding how it can enhance research into up to date training methods
An understanding of the benefits of quality and up to date training methods.

Assessment

If successful, candidates must be able to make an assessment on either Saturday the 19th of July or Monday the 21st of July. Assessment will be from 0800 - 1530. Candidate will be expected to deliver puppy training and work/handle police dogs.

Hours

Hours are prominently Monday to Friday 8x4 but flexibility to support matings. The last Sunday of every month you will have the Friday off and work the Sunday. You will be required to be on an on call rota (paid at £31.57 per day) for pregnant bitches and whelpings.

Location

Dog Training Centre, Holly Lane, Balsall Common, Coventry, CV7 7EB.

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.

Benefit Statement

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. our communities”