Police Staff / PCC / Secretary Grade D / Maternity Cover : Force Headquarters

Posted on 12th Jan 2019

Police Staff / PCC / Secretary Grade D / Maternity Cover : Force Headquarters

Closing Date: Friday 25th January 2019

Secretary Grade D: £22,668 - £24,759
Police and Crime Commissioner
Maternity Cover
Available until 07/05/2020

Members of Merseyside Police Staff who are successful in obtaining this role will return to their substantive role once the maternity cover ends.

Interviews will take place at Wavertree Police Station on 06/02/2019.


The post holder will:

Be responsible for the provision of a confidential and effective secretarial and administrative support service to the Area/Department Senior Management Team and Chief Officers.

Provide a confidential secretarial function to the Senior Management Team, maintaining an efficient records/filing system for confidential papers and files and maintaining the diaries of the team to enable a quality service to be provided.

Provide written and oral briefings to the Senior Management Team to keep them updated on key issues internal and external, local and national.

Provide the Senior Management Team with a professional typing service including compiling letters and reports on their behalf, thus enabling them to carry out their functions in the most effective and efficient manner. Prepare orders, bulletins and other relevant documentation for the Head of Area/Department ensuring research is carried out into various topics prior to circulation.

Vet incoming correspondence, both conventional and electronic addressed to the members of the Senior Management Team, deciding on the most appropriate manner by which it should be dealt with, thus ensuring only relevant correspondence/emails are filtered through to them for their attention.

Please see the attached JDQ for more details.


Please base your evidence on the knowledge and experience on the attached Job Description Questionnaire utilising the competencies contained within the Competency Value Framework

Please click here to view the Competencies Values Framework

Equality Act 2010

Any candidate who has a disability as defined by the Equality Act 2010, is required to inform us, in order to ensure that ‘reasonable adjustments’ can be made.  Our policy, at the stage of interview, is that we will ask all candidates whether we need to make any ‘reasonable adjustments’ in accordance with the Equality Act 2010.  Under the Equality Act, a disabled person is someone with a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to carry out day-to-day activities.

Positive Action

Merseyside Police is committed to developing a department that is representative of the diverse communities that we police and serve.  As a department, we strive to ensure that all our personnel practices, including recruitment, promotion and development are applied consistently and fairly and that the overriding principle governing selection is always based on merit alone.

We recognise that although the diversity of our staff is improving, we are not fully representative yet and we are striving to address this imbalance through positive action support.

What is Positive Action
Positive action is simply a strategy which seeks to level the playing field for under-represented groups by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion.

Why do we need it?
A diverse workforce brings with it many advantages such as:
·Putting our community first – a diverse workforce will help us to understand the diverse needs of our communities and be able to adapt accordingly.
·Multi-cultural organisations are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers.
·Increased organisational reputation – Restore and improve public confidence – we start to represent those we protect
·Increased Productivity – Staff perform better in an organisation that is truly reflective and values diversity and well-being
·Providing more adaptability in terms of problem solving by offering a wider array of possible solutions;

Who is eligible for Positive Action
The Equality Act allows positive action to be used when there is under-representation. Within Merseyside Police the following groups/communities are currently under-represented
·Females (police officer roles only)
·Ethnic minorities,
·Disabled (If you have a disability which would still allow you to fulfil the role)
·Gay/lesbian / bisexual,
·Minority religions, e.g. Muslim, Hindu, Jewish, Sikh.

What is available?
We recognise everybody is an individual and has different needs therefore the Positive Action Team (PAT) offer a variety of initiatives such as providing appropriate advice, encouragement and support throughout the recruitment process specifically for people who are underrepresented within the organisation.

Positive Action Myths
There are often many misconceptions around Positive Action, for clarity Positive Action does not
•Provide unfair advantage to any groups
•Remove competition for jobs
•Give anybody specific answers

If you would like more information regarding positive action support please contact the Positive Action Team on

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