Job Introduction
*Please note, your CV will not be reviewed at application stage, this will be used at the written assessment and interview stage only. Your application for this role will purely be assessed against the answers you provide to the 3 questions. Other information provided at application stage, such as work history, will not be considered as part of the marking criteria. We ask that you ensure you provide sufficient details to demonstrate your suitability for the role within each response you provide to the 3 questions *
At the IOPC, our Casework Managers make decisions regarding serious complaints against the police. To do this, they gather, analyse and weigh the evidence fairly and impartially, considering all factors to reach a conclusion. At one end of the spectrum this might be “no fault” and on the other end it could be “disciplinary action”.
As a Casework Manager, you will be accountable for your decisions as they affect the lives of both members of the public and police officers; the decisions you reach have the potential to make a difference to the public’s confidence in the police and policing in the UK. This role offers strong development and good subsequent progression opportunities due to both the increasing overall volume of casework and skills you gain being valued across the organisation.
This is a challenging and interesting position with a variety of work, which requires good judgement and an analytical, methodical mindset as well as the resilience to analyse the finer details of the circumstances of the complaint; which itself is often of a sensitive nature.
You will be expected to handle a wide variety of cases and subject matters, ranging from reviews following police complaint investigations, to reviewing Death and Serious Injury reports completed by the police, before communicating your assessment to a variety of interested parties and stakeholders, tailoring your communication to the audience appropriately. You may also be required to communicate your decision to other stakeholders, both internal and external.
The role of Casework Manager is equally challenging as it is rewarding. It is important to remain impartial and unbiased when performing the role, and ensure that our decisions are fair, balanced and supported by the legislation and available evidence. The decisions made by IOPC Casework Managers are final and can only be challenged in the courts. Therefore, the cases you complete must be of a high quality and supported by a sound rationale.
As a Casework Manager, you will be provided with in-depth bespoke and tailored training about a variety of subjects which will be relevant to your role. We invest significantly in our Casework Managers; closely supporting them to improve their knowledge and experience to effectively perform their role. The organisation has a variety of other departments, including Legal, Subject Matter Networks and an Oversight Team, who offer specialist support and guidance to Casework Manager’s when they are reaching their decisions.
If you are looking for an unconventional ‘desk based’ role that offers you the opportunity to develop a strong and transferrable skill-set to build your career from be well-supported by the organisation, and have a tangible positive impact on policing and the public in the UK, please consider applying.
*We will not be accepting previously unsuccessful applicants who have applied for this role within the last 6 months*
Working conditions
In the IOPC we operate a Hybrid model based on business need. You will be expected to put into practice a blend of remote, face-to-face and onsite working. Every role requires a need for both onsite and face to face working. The location will depend on where the task is best completed and in some instances the benefits derived from completing the task in that way.
Anticipated assessment and interview dates are approximately W/C 11/10/2022.
*We reserve the right to close this advert early if a high number of applications is received.*
Main Responsibility
Customer Service & Relationship Management
- Ensuring customer service principles are met when interacting with appellants, appropriate authorities and other interested parties and explaining the reasons for decisions taken by the organisation.
- Assess and make recommendations or decisions in accordance with the Scheme of Delegation on: investigation and local resolution appeals, withdrawals of complaints, challenges to the application of sub judice rules, supervised investigations, and death and serious injury local investigation reports.
- Conduct correspondence and communicate over the telephone, with members of the public and appropriate authorities.
- Ensure that each case is dealt with promptly, objectively, and in accordance with the relevant legislation.
- Critically analyse evidence and information provided to the organisation.
- Assess whether the level of information provided by Appropriate Authorities is adequate.
- Obtain further information as required to assist in analysis of the information.
- Exercise your considerable levels of discretion and autonomy in reaching clear decisions based on the evidence.
- Write clear concise reports containing analysis of the evidence, explain findings and conclusions, and recommend appropriate action.
- Make, or advise others to make, learning recommendations, recommendations for disciplinary action and directions to take disciplinary action.
- Prepare files for disclosure to the relevant parties when appropriate.
- Observe misconduct proceedings stemming from upheld appeals or investigations.
- Share learning acquired from your work with colleagues and stakeholders to improve the quality of decision making.
- Help the IOPC affect wider positive change by carrying out a range of activities such as training events and working with external stakeholders.
The Ideal Candidate
Person Specification
- Relevant experience, of complaints handling or of dealing with a direct service to the public where contentious and difficult issues have to be dealt with sensitively.
- Evidence of well-developed critical thinking skills; able to gather and use information to carry out enquiries and form sound judgements.
- Evidence of strong oral and particularly written communication skills, backed-up with good computer literacy.
- Good general education with at least two A’ Levels or equivalent.
- Proven ability to show initiative and contribute in a changing environment.
Selection process: Your CV will not be reviewed at application stage, this will be used at the written assessment and interview stage only. Your application for this role will purely be assessed against the answers you provide to the 3 questions. Other information provided at application stage, such as work history, will not be considered as part of the marking criteria. We ask that you ensure you provide sufficient details to demonstrate your suitability for the role within each response you provide to the 3 questions
We'll assess you against these behaviours during the selection process:
- Making effective decisions
- Communicating and Influencing
- Managing a quality service
- Delivering at pace
- Working together
This vacancy is using Success Profiles, to find out more, please click here. Throughout the recruitment process we will assess your Behaviours, Strengths, Experience and Values.
What is Success Profiles?
Success Profiles moves us to a tailored way of assessing, dependent on the requirements of the job. For each role we advertise, we consider what you will need to demonstrate in order to be successful. This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity so that we can truly reflect the communities that we serve.
Not all of the elements are relevant to every role, and will vary depending on the level and type of role. You should ensure you read the job description carefully to see what elements are required for the specific job you are applying for. There are separate guides to each of the elements, which will give you more information about what and how you can demonstrate specific requirements.
How the elements are assessed
You could be assessed in a number of different ways, depending on the type of role and level you are applying for. Using a range of assessment methods helps us to more accurately match people to the essential requirements of the job.
For example, you may be asked to complete an application form; provide a CV and supporting statement; attend an assessment centre; or complete an online test.. Often a combination of these approaches will be used and more than one element may be tested within the same assessment method. Details of which elements will be assessed and how we will assess you against these, are included in the job description.
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.
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.
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.
