Job Introduction
As an Assessment Analyst, you will be welcomed into a dynamic and inclusive team working to critically analyse material gathered, preparing reports, and
effectively communicating decisions and making recommendations as to
the level of involvement the IOPC will have on cases referred by the Appropriate Authority.
The IOPC is on a journey to develop its culture, perspectives, and ethos to support the organisation’s core outcomes, and this is your opportunity to enter into the varied world of the IOPC, allowing you to develop your mindset and approaches to contribute to improving the police complaints system in England and Wales.
As part of your role as an Assessment Analyst you will be required to make effective, evidence-based recommendations in response to referrals and decisions on
appeals, reviews and applications made by complainants and Appropriate Authorities (law enforcement agencies), in accordance with legislation and best practice customer service principles. This is achieved by critically analysing material gathered, preparing reports, and effectively communicating decisions and, in the case of referrals, making recommendations as to the level of involvement the IOPC will have on cases referred by the Appropriate Authority.
We'll assess you against these Level 1 behaviours during the selection process:
- Making effective decisions
- Communicating and influencing
- 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 sift questions based on the essential criteria.
Anticipated assessment and interview dates are 6th February (written assessment) and 7th/8th February interview.
*We reserve the right to close this advert early if a high number of applications are received.*
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 and level of resources to be allocated to independent in investigations. This recommendation may also include proposing relevant lines of enquiry.
Members of the public can appeal to the IOPC under some circumstances where they feel dissatisfied with the Appropriate Authority’s proposed initial handling of their complaint. Assessment Analysts consider these appeals. They record their findings, make determinations about whether the Appropriate Authority has acted appropriately; produce high quality, evidence-based reports to explain their decisions and if necessary can require the Appropriate Authority to record the complaint and investigate in accordance with the relevant legislation.
Assessment Analysts also make decisions on applications from Appropriate Authorities to disapply or discontinue recorded complaints and related appeals from complainants.
When considering referrals, appeals and applications, 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
- 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.
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. We are open to providing you with the tools you need to succeed, from extra time to formatting changes, to name a mere few. If you require any reasonable adjustments to our recruitment process, please email humanresources@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
- PAM employee assistance programme
- Access to Civil Service Sports Council (CSSC) membership
- Staff networks focused on each of the protected characteristics – run for staff, by staff
- 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.
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.
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
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 Operation Hotton, 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.
