Homicide Constable
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.
The Homicide Investigation Team is currently seeking to recruit constables.
Working as a member of 1 of the 8 Homicide Investigation Teams, you will be responsible for conducting investigations into murders of all categories (including child murders, manslaughters and suspicious deaths).
As a part of the Homicide Department, you must be able to carry out enquiries direction of a Detective Sergeant. This will include:
- Conducting searches of person(s), property, vehicle or land. Seize and document exhibits as required and maintain property records.
- Applying for search warrants.
- Arrest/process and documentation of offenders
- Preparation for and conduction of suspect interviews including advanced aspects such as staged disclosure
- Interviews of witnesses, including significant witnesses, to a high standard and record the evidence in the complexity and detail appropriate to a homicide investigation
- Prepare and submit complex case files observing the highest professional standards and ensuring evidential integrity working alongside CPS and other relevant agencies to progress the case
- Evidence recovery and appropriate documentation
- CCTV viewing and viewing logs to document this evidentially
Skills
Essential Skills:
- Demonstrate sound investigative skills including a good knowledge of Criminal Law together with knowledge and understanding of crime investigation procedures and reporting requirements
- Thorough working knowledge of PACE powers and Warrants and how to apply them
- A thorough knowledge of all current legislation, policies and procedures relevant to the role
- An understanding of Custody, criminal justice agencies and court procedures
Desirable Skills:
- ICIDP (PIP2) qualified or working towards accreditation having acquired a pass mark in the NIE.
- Holmes Training or previous experience in using Holmes
- FLO trained
- Disclosure/exhibits officer trained
Hours and location
Role based at Aston Police Station with an eight week shift pattern including duty early, late and weekend shifts. Please note that the teams will be changing to a six week shift pattern as of 29 September 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.
Contact
For further information please contact Jenny Birch jenny.birch@westmidlands.police.uk or DI Joe Davenport joseph.davenport@westmidlands.police.uk .
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 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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