Prospective officers and staff 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.
About the role
Performance Officer
The performance Officer works within the Service Improvement team of Coventry Local Policing Area to drive operational improvement and informed decision-making. The role is responsible for monitoring, analysing and reporting on local and force-wide performance information, identifying trends, risks and opportunities, and presenting insights to a range of audiences. Working closely with operational teams, senior leaders and partner agencies, the postholder will provide evidence-based recommendations, track progress against priorities and contribute to initiatives that improve service delivery, reduce crime and antisocial behaviour, and enhance community safety.
Key responsibilities:
- Performance Monitoring and Reporting - Compile, analyse and present qualitative and quantitative performance data to support service delivery, operational effectiveness and continuous improvement.
- Data Analysis and Insight - Identify trends, patterns, risks and opportunities within performance information, providing evidence-based insight and recommendations to support decision-making.
- Stakeholder Engagement and Collaboration - Build and maintain effective working relationships with operational teams, senior leaders and partner agencies to support performance management and the achievement of organisational priorities.
- Performance Improvement and Problem Solving - Support the development, implementation and evaluation of improvement initiatives, using data and performance measures to monitor progress and outcomes.
- Governance and Performance Management - Track and report on progress against local and force-wide priorities, ensuring accurate, timely and meaningful information is available to support accountability, governance and strategic planning.
Selection Process
The selection process for this role will consist of the following elements:
- Initial application
- Shortlisting
- In-person interview
Closing date: Wednesday 1st July 2026, 23:59.
Interview date: TBC
Important Information
Vetting: Successful applicants will be required to pass Recruitment 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 if required include a drugs test and hearing test.
Additional Information
Location: Coventry, Willenhall Station
Hours: Monday to Friday, 08:00 - 16:00, Hybrid.
Contact: For further information please contact Dave.Mason@westmidlands.police.uk
Benefits 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.
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"
