This is a new and exciting opportunity to become personally involved in developing, delivering and maintaining a comprehensive and cohesive training and quality assurance programme across the BCH Disclosure and Barring Service (DBS) Department for all new recruits and existing team members across all levels.
About The Role:
Salary is: £37,020 - £42,612
This new permanent full-time role seeks to provide central oversight and alignment across BCH DBS Department and ensure consistent adherence to the Quality Assurance Framework (QAF and Barring QAF), Method Products (MPs) and Guidance Documents (GD) to improve compliance and deliver structured training across the three forces on QAF, Baring QAF, MP, GD and internal force systems.
The DBS Training and Quality Assurance Officer will act as the single point of contact for BCH DBS Department for quality assurance and training.
The Training and Quality Assurance Officer will also be responsible for reviewing all DBS Standards and Compliance Unit (SCU) feedback across BCH, compiling that feedback and delivering targeted training and producing revised materials to ensure continuous compliance and improvement in performance across the department.
The post holder will ensure compliance with QAF, BQAF MP, GD and any legislative changes or policy.
The post holder will ensure that all departmental procedures and quality assurance processes in relation to all levels and roles across the department are documented through clear, concise and accessibility compliant Desktop Procedures which are effectively communicated to the department through continuous professional development days.
Further detail on the differing aspects and responsibilities of the training and quality assurance role is within the role profile along with the entry requirements.
Through this role you can make a real difference to people’s lives in protecting those who may be unable to protect themselves and those that trust others to protect them.
The DBS Team is committed to safeguarding the vulnerable. In Beds, Cambs and Herts we service approximately 113,000 applications a year between our three locations and our dynamic Team of over 40 people.
Recruiting Force: Beds, Cambs or Herts
Location: Bedford Borough Hall or Godmanchester or Letchworth
To enable us to deliver outstanding policing for everyone, we need people from all backgrounds with a range of professional and life experiences so that we are truly representative of our communities.
Why work for Beds, Cambs or Herts Police?
We have gained a reputation as a pioneering and innovative force, responsible for policing a large diverse, multi-cultural population. If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people’s lives, variety and the chance to broaden your experience, then we are the force for you.
Equality, Diversity and Inclusion
We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic (BAME) communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.
All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for.
Flexible Working
All requests for flexible working patterns will be considered and will be dependent on the role.
Recruitment and Selection Policy
Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.
Police Barred and Advisory Lists
Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.
Vetting and Safeguarding
We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.
For Further Information:
Refer to the role profile for further information or email the Head of DBS on john.mcguire@beds.police.uk
Interviews are planned to be held week commencing 18th May 2026.
Additional Advert Information
- Internal Applicants
To apply for this role, internal applicants must have successfully completed their probationary period.
If you qualify as an internal candidate within the advertising force, you may upload either your CV or the internal role summary form attached to this advert.
- Vetting Process
Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18).
Examples of when this may apply include:
- Transferring to another force
- Renewing vetting clearance
- Moving into a role requiring MV clearance (even if you currently hold MV clearance)
- Moving into or working in a role involving close contact with vulnerable individuals
If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application.
- Redeployment and Redundancy
This vacancy is open to employees at risk of redundancy and will remain available to redeployees until a final offer has been agreed and accepted.
Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions.
- Role Profile
We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes.
- Commitment to Inclusion
As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive.
If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme.
