Job Introduction

Job Introduction:

Do you enjoy analysing complex information and making evidence-based recommendations? The Independent Office for Police Conduct (IOPC) is seeking a curious, analytical professional to join our Assessment Unit as an Assessment Analyst, supporting accountability and public confidence in policing.

You will assess complex and sensitive complaints, conduct matters and referrals involving police forces and other law enforcement agencies across England and Wales. Through critical analysis of information and evidence, you will produce high-quality assessments and evidence-based recommendations to help determine the appropriate level of IOPC involvement.

As part of a supportive, inclusive team, you will liaise with stakeholders, guide apppropriate authorities and help maintain a fair, transparent and effective police complaints system.

We'll assess you against these Executive Officer (EO) Level 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 three Questions based on the essential criteria.

Candidates who progress to the next stage will be invited to complete a written exercise. Successful completion of this assessment is required to progress to the final stage of the selection process, which consists of a Success Profiles interview.

Anticipated assessment and interview dates are estimated to take place in November 2026.

Main Responsibility

The Assessment Unit is organised into teams comprising of Senior Assessment Managers and Assessment Analysts. The Assessment Unit 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. Assessment Analysts review the information provided and make a recommendation to the Senior Assessment Manager with regards to necessity to investigate and the mode of investigation. This recommendation may also include proposing relevant lines of enquiry.

Assessment Analysts may also 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, appeals and withdrawals, information may be received through correspondence, via telephone or e-mail.

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.

Please refer to the Job Description for full role responsibilities.

The Ideal Candidate

The Ideal Candidate:

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.

We believe that diverse perspectives contribute to a more innovative and dynamic workplace. We actively encourage applications from individuals who are typically under-represented or disadvantaged in society. This includes women, people from ethnically diverse backgrounds, parents and carers, and disabled candidates, including neurodiverse candidates.

We are committed to providing equal opportunities for all applicants and creating an inclusive environment where diverse perspectives are valued and supported.

The role requires clearance to BPSS

National security vetting: clearance levels - GOV.UK (www.gov.uk)

#IND

Reasonable Adjustments:

The IOPC is a diverse and inclusive workplace, and we want to help you demonstrate your full potential whatever type of assessment is used.

Please refer to our Reasonable Adjustment guidance document linked to this job advert on how to access Reasonable Adjustments with us.

Package Description

What we Offer:

27.5 days paid annual leave (increasing with service to 32.5 days)
The option to buy, sell, or carry over annual leave is reviewed each year and offered when possible
Voluntary Health Cash Plan provided by BHSF
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 focussed on each of the protected characteristics - run for staff, by staff: Enable Network, Age Network, Welsh Network, Pride and LGBTQ+ 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

Additional Information:

Emotional Consideration:

In performing this role, you will have regular 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 recruitment@policeconduct.gov.uk and this can be arranged.

Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.

Positive Action

Positive action as detailed in the Equality Act 2010, allows us to use measures designed to help improve equality in the workplace, and create a level playing field for all, whilst still employing everyone based on merit. Our workforce profile data shows that people who identify as black, Asian and minority ethnic are under-represented at the IOPC.

For this role – should we have a situation where multiple candidates have achieved the highest score and one identifies as black, Asian or minority ethnic, by using positive action, we can select that candidate for the role, therefore improving this area of under-representation at the IOPC. We will only use positive action in this way where the highest scoring candidates have all scored equally, at the final assessment stage, and above our required threshold.

About the Company

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.

Being a Disability Confident employer, the IOPC is dedicating to removing the barriers for disabled people to thrive in the workplace. Please refer to our Reasonable Adjustment guidance document linked to this job advert on how to access Reasonable Adjustments with us.
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.

Working Conditions

The IOPC operates a hybrid working policy which requires all staff to work an average of 40% of their contractual hours at their office base (or another office for business reasons). Office attendance time includes in-person training, meetings with stakeholders and families, and attending events.

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