Case Progression Officer
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.
We are seeking a proactive and knowledgeable Case Progression Officer to play a key role in managing criminal cases as they move through the Criminal Justice System. The post holder will act as a single point of contact between officers, the Crown Prosecution Service, courts, and partner agencies, ensuring high quality case files are progressed in a timely and compliant manner. The post holder will provide expert advice on case quality, monitor performance, identify improvements, and support effective cross agency working to reduce delay and improve outcomes across the criminal justice process.
Key Responsibilities:
To carry out case management and associated functions in relation to cases entering the criminal justice system.
To provide a single point of contact for the Prosecution Team and advise case builders across the force on file quality.
To evaluate quality and timeliness at all stages of the Criminal Justice process ensuring compliance with force policy, Streamlined Process, Simple Speedy Summary Justice and Manual of Guidance compliance.
To compile statistic and management reports in relation to file quality and timeliness.
Attend and actively contribute to meetings, representing the Criminal Justice Case Progression Manager when necessary.
The Case Progression Officer will report directly to the Case Management Unit Manager (Hub Manager).
To develop and maintain an interface with the Crown Prosecution Service, HMCS and other partner agencies.
To be a single point of contact for case progression matters ensuring the timely provision of appropriate case papers to the Crown Prosecution Service at every stage.
To prioritise and pro-actively manage requests received from CJ partners.
To provide the interface between the LPU regarding Criminal Justice issues and other partner agencies.
To provide advice and guidance in relation to Criminal Justice policy and procedure and build relationships with file builders across the Force.
To monitor Criminal Justice Performance, identifying trends and remedial action where necessary, together with providing management information where required.
To be responsible for continuous improvement, encompassing changes to force and national policy, identifying training needs in relation to case preparation and file quality.
To monitor business processes and remove bureaucracy between agencies leading to improved performance and reduced delays in the Criminal Justice System, promoting the development of a cross agency approach to bringing offenders to justice.
To liaise closely with Witness Care concerning provision of information required by the Crown Prosecution Service and Court Case Progression Officers.
To carry out any other duties commensurate with the purpose and grading of the post that may be required, including deputising for the Criminal Justice Case Progression Manager as appropriate and necessary.
Essential skills:
- Membership of Chartered Institute of Legal Executives (CILEX) in criminal litigation England and Wales
or Law Degree, including specialisation in Criminal Law OR substantial experience of working within the Criminal Justice System sufficient to undertake the principal accountabilities of the post. The ability to interpret legislation and guidance translating it into activity which supports desired CJU outcomes.
Recent evidence of working effectively in the Criminal Justice Systems, particularly in relation to involvement in court procedures and protocols.
Excellent oral and written communication skills to provide guidance and influence at all levels on matters appertaining to the role.
Evidence of successfully planning and progressing a series of work within general guidelines using initiative and judgement without recourse to senior members of staff.
Evidence of successfully completing management reports for the purpose of briefing senior leadership teams and other Criminal Justice partner agencies.
Able to work without direct supervision and make complex decisions without the need to refer for guidance.
Able to use IT and software packages where appropriate
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
Comprehensive benefits including pension, Blue Light Card, and employee assistance programme.
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: Successful applicants will be subject to a medical assessment which may include a drug or hearing test.
Interview: W.C 16/03/2026
Hours/Location: Core Hours 07:00 - 17:00 Monday to Friday, (he post holder will also support a Saturday working rota and provide duty cover on public holidays for which appropriate allowances will be paid), total hours per week 36.5 (this includes a rota pattern). Lloyd House.
Contact: For further information email careers@westmidlands.police.uk
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"