ROCUWM TOEX Intelligence Officer (FTC/Secondment)

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.

MANAGEMENT VETTING / SECURITY CLEARANCE DESIGNATED POST

ROCUWM TOEX Intelligence Officer (FTC/Secondment)

The Tackling Organised Exploitation Programme (TOEX) has been commissioned to contribute to a whole systems approach to improve the response to the ‘exploitation of the vulnerable’ within the current National Strategic Assessment of Serious and Organised Crime, developing a model that supports an enhanced intelligence picture to inform activity; operational tasking and coordination; and capability development.

The TOEX Intelligence Officer will develop intelligence to identify threat, risk, harm and opportunity against serious and organised crime offenders. The role will focus on the gathering, analysis, interpretation, development and dissemination of covertly obtained intelligence in the furtherance of TOEX Operating Model.

This role will be based at the West Midlands Regional Organised Crime Unit (ROCU), with your place of work being predominantly in Birmingham City Centre. The ROCU is a critical part of the national policing network, providing a range of specialist policing capabilities to forces which help them to tackle serious and organised crime effectively. These capabilities include undercover policing, specialist surveillance, and cyber-crime investigation.

ROCUs investigate and disrupt organised crime groups operating across police force boundaries, additionally they act as an important point of connection between police forces and the National Crime Agency (NCA).

Grant funded to 31 March 2026 with the possibility of extension, the TOEX vacancies represent a unique opportunity to join a cutting-edge programme which will deliver a first of its kind intelligence and performance framework. Each successful candidate will have a personal development plan which will build on their current knowledge and skills – and provide a clear learning pathway to realise their full potential.

Coming on-board as we roll out our programme nationally means that you will be part of a team supporting brand new ways of working – be integral to groundbreaking collaborations - and contribute to the disruption of organised networks built upon exploitation.

Further information about the programme and our vacancies is available through our website: Tackling Organised Exploitation (TOEX) Programme (toexprogramme.co.uk)

Knowledge, Skills and Abilities:

Essential skills:

Experience of identifying intelligence gaps with demonstrable ability to priorities, evidencing research skills with the ability to problem solve
Experience of working in an intelligence/information field
Knowledge of the National Intelligence Model (NIM) and NPCC Guidance on the Management of Police Information (MOPI).
Knowledge of police systems and policing; current legislation, policies and procedures (e.g. GDPR, Human Rights Act, CPIA)
Demonstrate highly effective interpersonal communication skills: including verbal and written skills. The post holder will be articulate, methodical, conscientious and concise
Demonstrate a high level of computer literacy and experience of using Microsoft Office applications.
Work effectively with minimum supervision whilst remaining team focused. Ability to work under pressure, prioritise workloads and produce accurate work within tight deadlines.
Flexible approach to working hours. Able to evidence self-motivation and use of own initiative.
Excellent time management skills and a good coordinator.
Ability to operate with the highest standards of integrity, discretion, confidentiality and aptitude to digest complex operational plans and manage highly sensitive information within the Government Security Classification (GSC) and Security Policy Framework (SPF).

Desirable skills and Other information:

The post is subject to successful completion of vetting to SC (Enhanced)
The post holder is expected to complete, within 12 months of appointment, the College of Policing Professional Intelligence Professionalism Program (IPP) qualification and continued IPP compliance.
The post holder will be expected to undertake training as and when required.
Should have an interest in and be willing to maintain personal knowledge of changes in IT and communications technology
The post holder will be expected to comply with health and safety requirement
Due to the nature of this role it is essential that you’re flexible in terms of your working location and are prepared to work temporarily at other locations at short notice. Due to the requirement to work flexibly and unsocial hours; public transport may not be available or suitable at these times.
Must have capability to travel to different locations across the Region.

Hours of Work

The core hours of this role will be Monday to Friday 0800 to 1600hrs, working outside of these hours may be required due to prevailing workloads and priorities. There may also be a requirement at times to travel to other locations.

Must have capability to travel to different locations across the Region and undertake all assignments in a timely manner. Due to the requirement to work flexibly, unsocial hours and personal safety for lone working; public transport may not be available or suitable at these times.

Vetting:

Successful applicants will be required to pass Management Vetting and Enhanced Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process..

Contact:

If you would like more information regarding this vacancy please contact TOEX ROCUWM at toex_rocuwm@westmidlands.police.uk

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.

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"

Applicants from underrepresented groups should contact ROCU for additional information and support