Violence Against Women and Girls (VAWG) – Professi

Other

Chief Inspector or Inspector on temporary promotion or police staff equivalent

Some of your responsibilities will include:

• Supporting on the development of and implementation of an evidence and outcome-based framework to ensure standards of professional policing practice are developed that ensure that VAWG is included in the national curriculum and at all stages of leadership programmes
• Identifying inhibitors, benefits and risks to maintain prevailing working practices and procedures in relation to VAWG work, including consideration of the implications for partner agencies and communities.
• Supporting the management team and work closely with NPCC leads and staff officers for portfolios that are relevant to the VAWG delivery

To be successful in this role you’ll need:

• Demonstrable experience of working successfully with organisations and/or communities to improve service delivery and implement new ways of working.
• Professional experience in areas such as organisational development, specialist policing operations and/or similar, as appropriate to the role, requiring clear identification of problems and risks and critical appraisal of research and statistical evidence.
• Strong understanding of Police Conduct Regulations and Complaint and Conduct Regulations 2020

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Experience and Technical skills.

Eligibility:

Vacancy reference: OPS6739

This is a designated homeworking role however will require regular travel to all College of Policing sites, UK police forces and external organisations with occasional out of hours working.

This role is available until 31 March 2025 as a secondment opportunity to:

• serving police officers substantive in the rank of Chief Inspector, or those officers suitably qualified for temporary promotion in the rank of Inspector All applicants must have the support of their Chief Officer which must be of NPCC rank, i.e., CC, ACC or DCC and this must accompany an application.

• serving police staff at the equivalent rank of Chief Inspector who have their chief officer's approval. Chief Officer’s approval must be of NPCC rank, i.e., CC, ACC or DCC. Approval for a secondment must accompany an application.

Central service conditions may apply for police officers and staff.

Please ensure you return the attached secondment approval form either as an attachment when submitting your application or via email to recruitment@college.police.uk.

For further information on applying for a secondment please visit the “Secondments into the College” page.

How to apply and contact information:

For further information visit our ‘Work for us’ page.

What it's like working at the College of Policing

If you would like to discuss the role in more detail please contact Manjit Atwal, Strategic lead for Violence Against Women and Girls and Operation Soteria.

We believe that a diverse workforce brings many benefits to the organisation including diversity of thought and improvements to the way we work internally and with partners and communities. We strive to be fully inclusive but we know there is more to do. We genuinely encourage people from all backgrounds and underrepresented groups to apply for this role.

We want to continually improve our recruitment processes and to remove any barriers to equal opportunities that could disadvantage those from particular backgrounds. In order for us to have the information to do this, we ask you to please complete the diversity section of the online application process. We use a “blind” shortlisting process and we hope that by using this method we will be able to promote greater diversity in our workforce and remove any subconscious decisions based on biases.

The College is committed to support the Greening Government Commitment and reducing our Environmental impact. We have a dynamic Environmental Management Plan in place which encompasses various objectives, including our pledge to reduce business travel. To support our green agenda we have, in phase one, installed Electric Vehicle Charging Points at our sites in Ryton (12 points) and Harperley Hall (4 points) alongside two at our Harrogate office. We encourage employees to become an Environment Champion to help with promoting and delivering our Environmental Management Plan. Our One Step Greener approach encourages all College staff to make small changes to create a better future for everyone.

Please note that in order to work for the College of Policing you must have the Right to Work in the UK with indefinite leave to remain. In addition, you will also be required to provide an address history in the UK for the preceding 5 years.

Feedback will only be provided if you attend an interview or assessment.

Successful candidates must undergo a criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.