To support the West Midlands Police (WMP) Service Improvement Team in maintaining and growing ISO accreditation within the WMP Digital Forensic Unit (DFU), Central Digital Media Investigation (DMI) Team, DMI hubs and/or similar functions. This will be through validation of software and hardware relevant to digital forensic and investigative functions, being innovative with research to identify development from vendors tools, troubleshooting software problems and identifying immerging trends in technology, and supporting technical managers with training and competency assessments of staff.
Communicate verbal and written summaries/reports of findings to Technical Managers to review and make informed recommendations as to how to progress. Produce documents that explain technically complex procedures and methods in a manner that is easily understood and followed by professionals (Eg, Standard Operating Procedures, Work Instructions, Reference Material etc). Provide evidential reports for the purpose of presenting evidence to Investigating Officers, the Crown Prosecution Service (CPS) and Courts.
Key Responsibilities:
1. Understand and follow Digital Forensic good practice methodologies (ISO 17020, ISO 17025 standards, FSR codes and ACPO Principles of Digital Evidence) when delivering all their responsibilities;
2. Validation of methods, software and hardware of tooling utilised within Digital Forensics;
3. Troubleshoot issues as they arise (by means of research and development) by liaising with vendors;
4. Identify new methods and techniques to be included in the scope of accreditation;
5. Carry out root cause and risk analysis, formulate corrective/preventive actions, ensure actions are completed within agreed timescales;
Click here to view the full details of the role including the Essential, Desirable and any educational requirements for the role.
Prospective staff/officers 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.
Selection Process
The selection process for this role will consist of the following elements:
- Initial application
- Shortlisting
- In-person interview
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.
Important Information
Closing Date: 09/08/2026
Interview Dates: W.C 17/08/2026
Vetting: Successful applicants will be required to pass Management 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: Appointment to this role will be dependent upon you successfully passing medical checks, which may include a drug and hearing test.
Hours/Location: 7am - 3pm Monday - Friday, may change in future and primarily based in the office at Lloyd house with a requirement to travel to other locations at the need of the business
Contact: For further information email careers@westmidlands.police.uk or Joshua Collins - joshua.collins@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"
