Police Officer Transferees : Forcewide
Transferee Recruitment Campaign
Detective Constable and Constable
Closing Date: Friday 27th September 2019
Why join Merseyside Police?
Merseyside Police is a forward thinking well respected police force that recognises and rewards policing excellence - when joining us you can expect a range of career opportunities and continuous career growth.
Merseyside Police is an equal opportunities employer and wants to have a workforce representative of the communities that we police and serve. We promote positive action and offer support and mentoring to all staff and potential applicants and candidates from underrepresented groups. We are specifically welcoming applications from candidates who are from underrepresented groups to transfer to Merseyside Police.
We are currently seeking applications from suitably qualified candidates to transfer to Merseyside Police for the role of Detective Constable and Constable.
Applicants must meet the following criteria:
- For Detective Constable Transferees, officers must be PIP2 qualified or hold a valid NIE pass and working towards PIP2
- For ALL Constable transferees, officers must be a substantive Constable that is not subject to a probationary period
- Be a current serving Police Officer in a Home Office Force
- Hold a valid PST or be willing to have one within Merseyside as part of the transferee process
- Have no outstanding discipline or integrity issues
- Declare any business interests at the time of applying
- Meet the Forces attendance standards
The closing date for receipt of expressions of interest is 27th September 2019.
Please contact Sally Rhodes, Resourcing Services Manager on 0151 777 7796 for any queries in relation to this process.
The Transferee recruitment process
- Application Stage
Applicants must apply online and complete an electronic expression of interest on Job Train recruitment system stating their intent and confirming their eligibility. The closing date for receipt of expressions of interest is 27th September 2019.
- Sifting Stage
Applications are sifted to ensure applicants meet eligibility criteria as outlined above.
- Assessment Stage
Candidates who meet the eligibility criteria will be invited to an informal interview/discussion around your skills, experience and knowledge.
- Pre-Employment Stage
Candidates who pass the interview will be asked to complete the following pre-employment checks which must meet our requirements before any offer of employment is issued:-
- Sickness record checked – We will obtain a print out of your sickness record from your home Force covering the last 3 years
- Physical fitness test – to be taken in own Force and results provided to Merseyside Police
- Vetting / Reference - Background checks (Security vetting checks, Academic and Employee References - we will contact your line manager if you are successful at interview for a reference (please note we will ask your permission before we do this but we cannot give a formal offer without it). Vetting will be carried out, including Outside Force and Discipline checks by the Force Vetting Unit.
- Quality Assurance - process of application via current force (including appraisal reports / references (as above) / professional standards unit). Checking no outstanding disciplinary/complaints against applicants.
- Financial Position - Police Officers are in a privileged position with regard to access to information and could be considered potentially vulnerable to corruption. They should not therefore be under pressure from undischarged debts or liabilities and should be able to manage loans and debts sensibly. Schedule 1 of Police Regulations 2003 states that a member of a police force shall not wilfully refuse or neglect to discharge any lawful debt. Your application will therefore be checked to determine and verify your financial position.
- Medical - You will be required to attend a medical appointment at Merseyside Police which will be arranged by the HR Shared Service and Occupational Health Unit.
- Business Interests – Applicants are required to declare any business interests which will need approval by a Merseyside Chief Officer before we progress your application.
- Biometrics - Samples will only be taken at this pre-employment stage and not in any preceding part of this recruitment process.
- Offer of Employment
On the satisfactory completion of all pre-employment checks, you will be sent an offer letter confirming your start date. Upon starting with Merseyside Police you will attend an induction course after which you will start in your role at your relevant posting.
Postings are determined taking into account both individual preferences and the resourcing needs of the organisation. Whilst every effort will be made to meet individual preferences this, regrettably, cannot always be guaranteed.
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.
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)
·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