Performance Analyst

Role Purpose

To provide a performance consultancy and analyst function for Birmingham LPA by identifying, researching and analysing known and emerging performance and organisational threats, issues and trends.

Specifically, to prepare performance data reports for Birmingham LPA and to undertake ‘deep dive’ analyses of LPA business areas to identify best practices, recurring themes and process inefficiencies in existing work.

Role Responsibilities

Lead on organisational and performance improvement work.
Support the LPA’s internal tasking, Operational and strategic processes such as Quarterly Performance Reviews and Service Improvement Meetings
Provide performance analysis for the LPA in order to make recommendations around the effective use of LPA resources.
Develop and carry out intelligence analysis around those offenders and series of crimes that are causing most threat, risk and harm
Provide a consultancy service to senior leaders.
Carry out projects, reviews, assessments and evaluations.
Develop frameworks using structured analytical techniques.
Interpret performance against measures using performance tools.
Report to decision making forums through written and verbal reports using information from a variety of sources.
Deep dive into causal factors of performance changes.
Respond to requests for data and statistics.
Provide high level data analysis and present within strategic meetings
Technical development and maintenance of performance software and tools such as Signals from Noise (SfN), CONNECT and Business Insights.
Undertake survey research and dip sampling, including questionnaire design and the analysis and interpretation of responses.
Participate in briefings, meetings, seminars and workshops, gathering and presenting performance related information.
To provide advice and guidance in relation to the use and interpretation of published performance data and for academic research.
Liaise with staff and officers across the organisation, the Office of the PCC, HMIFRS and other external bodies.

Essential Knowledge and Experience

Knowledge/Qualification:

A good standard of education, including an understanding of research and statistical techniques, including the ability to undertake research, determine the most appropriate methodology, formulate and test hypotheses.

Experience:

Proven numerical ability.
Able to work methodically and logically with an enquiring and analytical mind.
Significant IT skills with the ability to work with new systems.
Ability to create advanced functions in Microsoft Excel.
Effective written and verbal communication skills and the ability to work with people at all levels.
Experience in performance management and associated techniques
Experience of preparing and delivering presentations.
Ability to prioritise own workload and manage competing demands.
Self-motivated with the ability to work with minimum supervision and use own initiative.
Ability to identify problems and seek appropriate solutions.
Ability to maintain the highest levels of integrity, discretion and confidentiality.
Must be able to work on his/her own initiative whilst within a team environment and the ability to work under pressure to specific deadlines.

Desirable Knowledge and Experience

Knowledge/Qualification:

Degree in a research/statistical discipline or other relevant subject (or demonstration of the intellectual abilities associated with that level).
Knowledge and understanding of performance management theory and techniques

Experience:

Knowledge and experience of programming.
Ability to develop data visualisations.
Ability to develop content for Business Insights (Qlik) data analytics and data integration tools.

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.

Hours and Location: This role is full time and therefore subject to standard contractual hours (36.5) but flexible working arrangements will be considered and accommodated wherever possible.

The role will be based at Lloyd House but there will be some flexibility to work location, you will be required to travel to different stations across the LPA.

Vetting: Successful applicants will be required to pass Management 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. The successful applicant will also be subject to management vetting.

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 regarding this role, please contact Mandy Wilson at mandy.wilson@westmidlands.police.uk.

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 additional 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"