Job Introduction
As an Assessment Analyst, you will be welcomed into a dynamic and inclusive team working to critically analyse material gathered, preparing summaries and assessments and effectively communicating decisions and making recommendations as to the level of involvement the IOPC will have on cases referred by Appropriate Authorities.
We'll assess you against these Level 1 behaviours during the selection process:
- Making effective decisions
- Managing a quality service
This vacancy is using Success Profiles, to find out more, please click here.
Throughout the recruitment process we will also assess your Experience, Strengths and Values. As part of the application process, you will be asked to complete one experience and two behavioural sift questions based on the essential criteria. Behaviours assessed at all stages will be conirmed to canddiates shortlisted to assessment.
Anticipated assessment and interview dates will be from Week commencing 7th October 2024 and onwards.
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Main Responsibility
The Assessment Function is organised into teams comprising of Senior Assessment Managers and Assessment Analysts. The team works as part of the wider assessments function, which includes administration support for the IOPC and the Customer Contact Centre, which provides advice and guidance to complainants, appropriate authorities and other stakeholders. It is often the first contact the public and other agencies have with the IOPC, therefore it is important to ensure those parties are provided an appropriate level of service.
Appropriate Authorities have a legal obligation to refer certain matters to the IOPC, regardless of if a complaint is made. Assessment Analysts review the information provided and make a recommendation to the Senior Assessment Manager with regards to the mode of investigation. This recommendation may also include proposing relevant lines of enquiry.
Assessment Analysts may also make decisions on discontinuance applications from Appropriate Authorities and make recommendations on withdrawal cases whereby the Appropriate Authority has been contacted by a complainant who no longer wants to proceed with their recorded complaint or the investigation. When considering referrals, discontinuance applications, appeals and withdrawals, information may be received through correspondence, via telephone, e-mail, or through interviews with individuals who approach the organisation directly.
Assessment Analysts also provide practical advice and guidance to Appropriate Authorities. All team members will be required to exercise discretion in the course of carrying out these functions.
The Ideal Candidate
Exerience
- Experience of working in an environment where a high level of oral and written communication is required.
- Experience of dealing with public/people.
- Evidence of well-developed critical thinking skills, a capacity to conduct enquiries, obtain information and to use sound judgement to reach conclusions.
- Computer literacy is essential.
- Successful candidates will be expected to undertake appropriate training and development
The role requires clearance to BPSS.
National security vetting: clearance levels - GOV.UK (www.gov.uk)
Reasonable Adjustments
- Extra time for presentations or interview questions
- Formatting changes such as colours for text or background on written assignments
- Questions presented in writing during interviews
If you require any reasonable adjustments to our recruitment process, please email campaigns@policeconduct.gov.uk
Package Description
- 27.5 days paid annual leave (increasing with service to 32.5 days)
- Options to carry over, buy or sell annual leave
- Civil Service pension
- Civil Service maternity leave package
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Cycle to work scheme
- Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup
- Car Leasing Scheme
- Staff networks focused on each of the protected characteristics – run for staff, by staff: Enable Network, Welsh Network, Pride and LGBTQI+ Network, Sex and Family Network, Race, Religion and Belief Network
- Learning and development tailored to your role
- An environment with flexible working options A culture encouraging inclusion and diversity behaviours
Additional Information:
The IOPC is not eligible to participate in the Civil Service transfer process, therefore successful candidates will not be able to transfer to the IOPC on their existing terms and conditions. Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
The IOPC does not participate in the UK Visa Sponsorship Scheme therefore, candidates will have to provide evidence of their Right to Work in the UK if offered a role with us.
This role is exempt from the Rehabilitation of Offenders Act 1974, therefore a standard Disclosure and Barring Service (DBS) check will be carried out for the successful candidate during the pre-employment process.
Although we are currently unable to guarantee a longer or more permanent contract, if the role can be extended or made permanent, the successful post holder may be offered the role firstly without further interview.
Emotional Consideration:
In performing this role, you may have occasional exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, it is also possible that you will have contact with individuals who are experiencing extreme distress. The IOPC recognises this and offers all staff a range of wellbeing provisions, including TRiM (Trauma Risk Management) peer-to-peer support, a dedicated Wellbeing Advisor, and access to free confidential counselling. All staff are strongly encouraged to proactively access and engage with the support available. If you would like to speak about this element of the role with somebody already doing similar work at the IOPC, please contact humanresources@policeconduct.gov.uk and this can be arranged.
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
About the Company
As a completely independent organisation, the IOPC seeks to uphold the rights of the public and investigate the most serious matters, including deaths following police contact, to promote learning and influence change in policing. The IOPC is an organisation steeped in history, influenced by significant figures such as Stephen Lawrence and Sir William Macpherson. We are looking for people to uphold our core values, and in return we will give you a supportive and inclusive work environment to flourish in.
Be yourself
The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.
- As a silver standard Stonewall employer, we continue to commit to being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff Network, creating welcoming environments for lesbian, gay, bi and queer people.
- We are pleased to share that we are a signatory of the Business in the Community Race at Work Charter. The Charter is composed of five calls to action for leaders and organisations across all sectors.
- Being a Disability Confident employer, the IOPC is dedicated to removing the barriers for disabled people to thrive in the workplace.
- Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.
