Job Title: Character Enquiry Centre (CEC) Disclosure Manager

Salary: The starting salary is £62,310, which includes allowances totalling £3,009.

The salary is broken down as £59,301 basic salary, which will increase annually until you reach the top of the scale £72,254. Plus, a location allowance of £2,009 and a non-pensionable allowance of £1,000.

Location: Sidcup

Job Purpose

Do you have a passion for safeguarding the most vulnerable in our society? Are you inspired by the prospect of shaping policy and representing the MPS in discussions with relevant stakeholders? Are you motivated by the thought of supporting a team of expert decision makers to ensure they perform at the Highest Standards? Are you an expert on the Enhanced DBS process and the accompanying Statutory Disclosure Guidance? If your answer to these questions is yes then we have the ideal opportunity for you.

To be responsible for, manage and oversee all disclosure unit business in respect of decision making and the disclosure of locally held police information via the DBS Disclosure and Barring functions. To ensure the CEC Disclosure Team continuously meets is statutory obligations and acts in accordance with current legislation in maintaining a proportionate and lawful decision making process in line with currently agreed SLAs, staffing and production performance targets.

Under Part V Police Act 1997, the MPS has a statutory requirement to disclose relevant information to the Disclosure & Barring Service (DBS) for inclusion on Enhanced Criminal Record Certificates (ECRC) of individuals applying to work with children and / or vulnerable groups.

The objective is to deliver a standard process and audit trail across the Disclosure Unit for the Chief Officer’s responsibilities when considering information for disclosure. In the context of this role It is recognized that the Chief Officer is namely the Commissioner of Police for the Metropolis.

It is established that the role of the Chief Officer is delegated to the Disclosure Unit Manager, Disclosure Manager (Role Holder) and the CEC Disclosure Team. A delegate is acting on the direct authority of the Chief Officer when making a disclosure decisions.

Section 113B(4) of the Police Act 1997 (the “Act”), as amended, states that:

(4) Before issuing an enhanced criminal record certificate the DBS shall request any relevant chief officer to provide any information which —
A - The chief officer reasonably believes to be relevant for the purpose described in the statement under subsection (2), and
B - In the chief officer’s opinion, ought to be included in the certificate.
(4a) in exercising functions under subsection (4) a relevant chief officer must have regard to any guidance for the time being published by the Secretary of State.

Communication and Working Relationships

The jobholder will have and regular interaction with colleagues of all levels within the MPS and will also engage in regular contact and develop working relationships with relevant stakeholders involved in the disclosure decision making process.

These will include:

Referencing and Vetting Senior Leadership Team (SLT) – Daily interaction, weekly/monthly management meetings, email and telephone.
Disclosure & Barring Service - Daily interaction predominantly by telephone and email as well as hosting monthly face to face meetings and attending Bi-Annual disclosure forums. The jobholder will be the secondary point of contact for the DBS Police relationship manager.
The Independent Monitor (IM) - Regular interaction predominantly by telephone and email. The jobholder will be a point of contact for the IM and will be responsible for the MPS responses to IM requests for documents or further enquiries.
Directorate of Legal Services (DLS) - Regular interaction face-to-face, telephone and email. The jobholder is a DLS point of contact for all challenges inside and outside the DBS legal framework, which relate to disclosure and information sharing. The jobholder will conduct enquiries for the DLS and complete factual reports where necessary. The jobholder will attend formal meetings and case conferences with DLS to discuss legal challenges, policy and best practice for dissemination to disclosure officers.
Members of the Public - Regular interaction written, telephone and email. This will usually involve dealing with complaints from members of the public and / or their legal representatives. Other relevant parties, will include, but is not limited to family, friends, medical professionals, social services, employers and Members of Parliament. A complaint will often be dealt with as an official complaint against police and overseen by Dept. Professional Standards (DPS) and will require an investigating officer to be appointed who is independent of the original.
Directorate of Professional Standards - Occasional interaction face-to-face, telephone and email. If disclosure results in an official complaint, the jobholder is the DPS point of contact.
Police Constabularies / Border Agency / Foreign Police - Occasional interaction telephone and email with other law enforcement agencies is required in relation to confirming information originating from outside the MPS. Examples would be cross border intelligence or foreign convictions.

The jobholder will engage in daily verbal interaction with colleagues providing guidance where necessary ensuring that the decisions of the Independent Monitor, relevant case law and best practice are disseminated at all levels.

Key Responsibilities

The jobholder will provide line management responsibility for a team of disclosure officers tasked with the review of MPS held information recommended for disclosure via the DBS ECRC.
The Jobholder will provide a supervisory guidance of the disclosure process, releasing information via the ECRC under Part 5 Police Act 1997.
The Jobholder will provide a supervisory guidance of the disputes process, reviewing information under Quality Assurance Framework (QAF)
The Jobholder will provide a point of contact to DLS advising on disputes, Judicial Reviews and cases for financial redress. The Jobholder will provide witness testimony as a subject matter expert for legal cases brought against the MPS as a result of DBS processes.
The Jobholder may be delegated responsibility to answer Right of Access and Freedom of Information Requests.
Manages the development and motivation of their staff through consistent R&V operation initiatives and through own actions and with reference to functional / professional standards
Delivers ongoing efficiency improvement through innovative operational developments, process re-engineering and technology enhancement
Leads and drives service enhancements from a customer perspective which will deliver service performance improvement
The Jobholder will provide a point of contact for the Independent Monitor (IM) for cases processed by the MPS under review of the IM
The Jobholder will provide advice and management of MPS referrals of officers and staff to the Barring Service.
The Jobholder will provide a point of contact advising on DBS Barring Referrals process, request for information held by the MPS
The Jobholder may be delegated the task of providing a point of contact, advising on MPS Serious Case Reviews with DBS element.
The Jobholder will provide advice on appropriate responses to correspondence in respect of DBS business from;
Members of Parliament
Freedom of Information
General Public
Mayor’s Office
The Jobholder will provide authority on requests for information from MPS Covert units and other outside agencies in respect of information held against subjects of concern under review of the DBS processes.
Control and comply with Health and Safety
The Jobholder will manage team performance: Proactively managing performance within the DisclosureTeam. Ensuring team members are supported and enabled to fulfil their key objectives. Utilising Huddle discussions to add value, and promote effective communication.
The Jobholder will process performance improvement: Managing the quality performance of CEC, ensuring compliance with QAF guidance, DBS requirements and MPS requirements. Striving to raise the performance level on quality through feedback, coaching and reviewing data - not purely by checking work.
The Jobholder will provide their team a visible presence, by attending and engaging in production team Huddle sessions, sharing insights and relevant performance data. In general, the Jobholder’s teams should have an “open door” policy and be willing to work closely with all other CEC stakeholders: collaboration is a fundamental part of success for these teams.
The Jobholder will see change as an opportunity. It is imperative that the Jobholder leads by example, enables timely changes to happen and instils a sense of urgency in the team. Getting buy-in from the teams is fundamental to this role.
The Jobholder will Communicate and engage, working with the CEC Communications Group to articulate the CEC communications strategy. Key deliverables include actively supporting the messaging for CEC town hall events, newsletters, team briefings and any other communications channels.
The Jobholder will work with the Performance Analyst and Training Team to identify training needs for the CEC team. Working with the Training Team to ensure that the training needs are met.
The Jobholder will spend a significant amount of time developing and championing the direction and strategy of disclosure Work effectively with fellow Team Leaders and Senior Leaders to contribute to, and deliver upon, CEC strategy.

Scope for Impact

The Jobholder is a team manager and will carry out performance reviews of staff members and be expected to develop staff to ensure that their performance meets the standards required to achieve team and departmental objectives. The impact of this role also goes beyond the Disclosure Team, as close working relationships should be developed within the whole of CEC.

The jobholder will be engaged in making reputation critical decisions daily on behalf of the MPS in an area, which is subject to regular public debate and media comment.

The jobholder will be required to manage workload to ensure decisions are made within Service level agreements in regards to timeliness.

Any decision to disclose will impact directly on an applicant’s employment prospects causing significant interference. Disclosure decisions often appear at odds with the Human Rights Act in terms of ‘right to privacy and family life’. As such, there is a disproportionately high volume of complaints and legal challenges disputing accuracy and relevancy. The jobholder will be required to ensure that disclosure is lawful and conforms to statutory guidance prior to independent review and not vulnerable to successful legal challenge and damages.

More importantly, a failure to correctly adhere to statutory guidance may lead to disclosure decisions being overturned, which may place the vulnerable at significant risk with potentially catastrophic consequences for potential victim(s) and the reputation of the MPS.

How to apply

To begin your career at the Met, please click the "apply button “. The application process requires an online application form.

Completed applications must be submitted by 23:55 on 16th April 2026.

Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager.

Following application review, successful candidates will be invited to interview.

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