ROCUWM - Operational Intelligence Analyst
Role: Operational Intelligence Analyst 1 x Permanent
Job Title- ROCU Operational Intelligence Analyst
Grade 6 - £38,169 - £44,700
Closing Date - xxxx
For serving members of police staff, please gain permission from your SLT in your home force, prior to application.
MANAGEMENT VETTING / SECURITY CLEARANCE DESIGNATED POST
The Regional Organised Crime Unit for the West Midlands region (ROCUWM) is a collaboration between the police forces of Staffordshire, West Midlands, West Mercia, and Warwickshire to reduce the impact and increase the disruption of serious and organised crime within the region and beyond.
We target those areas of criminality we believe pose the greatest regional threats to the people and businesses of the area we cover. Working alongside other UK law enforcement agencies and many other partners from both private and public sectors, the ROCU will directly influence the capabilities of these groups, stifling and reducing their criminal activity.
Operational Intelligence Analysts work alongside a number of teams across the ROCU to support criminal intelligence operations and investigations. Whilst assisting in the direction of operational resources, they also gather and identify evidence against those engaging in serious and organised Crime.
Operational Intelligence Analysts will work throughout the investigative journey from intelligence development, to case build and evidential presentation at court. This will require the analyst to work in collaboration with a range of stakeholders who are based across the region both internally (such as Senior Investigating Officers and investigators) and externally (such as the Crown Prosecution Service (CPS) and barristers). This role will require creation and presentation of exhibits with the purpose of attending court as a live witness.
Operational Intelligence Analysts will be responsible for implementing a wide range of analytical techniques to perform tasks across the intelligence cycle, including large scale data collection, evaluation and processing of complex data, such as telecoms/cell site data, which is subject to frequent change. An ability to prioritise in a high demand environment is essential.
From their analysis, Operational Intelligence Analysts are required to identify and present realistic recommendations for consideration by officers and external partners for consideration in the decision-making process.
Analysts will be responsible for presenting the findings of their analyses to a wide range of audiences, adapting style to match that of their audience, from senior officer to juror.
Operational Intelligence Analysts must maintain and demonstrate continuous professional knowledge across both intelligence analysis and operational material.
Essential Criteria:
- Experience in research and analysis
Experience of negotiating and developing terms of reference including identification of key data sets, scope, timescales and product delivery.
Ability to identify, obtain, collate and evaluate information from a range of sources to inform your collection plan, ensuring appropriate action is taken to manage any limitations or gaps.
Ability to research and assimilate large volumes of data and prepare and produce complex analytical reports.
Ability to select and apply appropriate analytical techniques to information to support problem-solving to meet the needs of the terms of reference
Experience of developing and testing inferences and hypotheses to draw conclusions and make recommendations, in support of decision making.
- Select the most effective dissemination methods for the product tailored to the needs of the audience.
Experience of working with communications data
Highly competent in the use of Microsoft packages, advanced skills in Microsoft Excel;
Ability to prioritise against competing demand in a high pressured and sensitive environment
Desirable Criteria:
College of Policing Intelligence Professionalisation Programme (IPP) Qualification (to complete within 12 months of appointment), and continued IPP compliance.
Experience of relevant analytical tools, such as Chorus, i2 Analyst Notebook,
Experience of utilising OSINT Tools.
Experience of relevant police systems, including National ANPR System.
Experience of working with covertly obtained products.
Experience in creating exhibits.
Experience in giving evidence at court.
Other Requirements:
Must be willing to undergo vetting.
Must be willing to travel across the region to satellite sites.
Must be willing to provide live witness testimony at court.
Occasional work outside of normal office hours.
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.
Medical: Medical Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.
Probationary Policy:
Under the Probation Policy, if you are currently in your probation period, “during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over.”- Policies - Probation Period (Police Staff) (wmpad.local)
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.