The IOPC is undertaking a major programme of transformation, enabled by new IT systems and in support of an ambitious five-year strategy. This in the context of rising demand and complexity of operational work and a challenging financial climate which means the IOPC must deliver more with fewer resources.
This role supports the delivery of operational work alongside a Director of Operations for London and the South East and National Functions; during a busy period of transformation which is likely to involve some restructuring (hence the temporary duration of the role at present).
This position is one of two posts already occupied in the organisation.
This vacancy uses Success Profiles, to find out more please click here. As part of the application process, you will be asked to complete sift questions based on the skills and essential experience required for the role. Additionally, once you have submitted your application, could you also please email your CV to email@example.com
If successfully shortlisted, you will be informed of which level 5 behaviours and other elements you will be assessed against at interview.
The postholder will lead a team of around 300 colleagues responsible for Investigations.
The postholder is required to advise on complex and contentious technical decisions and assist in representing them publicly, including in the media, with key stakeholders and in communities.
An important focus of the role will be ensuring appropriate performance targets for timeliness and quality are set and achieved.
The postholder will lead a small team of senior colleagues and contribute to the overall management of the Operations function through Operations Management Board (OMB).
The appointed postholder will be able to work from any of the IOPC offices. The role will primarily focus on work within the North and therefore travel to other offices will be requires as part of the role.
- As a member of Management Board contribute to the development of the IOPC’s corporate strategy and plans
- Act as a role model for the IOPC’s values
- Work collaboratively with the Deputy Director General to ensure that the learning from Operations is used to improve public confidence in policing
- Work collaboratively with the Management Board, including the Director of Operations (London, South East and National Functions), to solve problems, lead change and represent the organisation internally and externally
- Participate in a “gold on call” rota to manage out of hours corporate business continuity incidents
- Act as a member of Unitary Board on a rotation basis with the Director of Operations (London, South East and National Functions)
- Act as SRO for major operational projects as required
- Lead the implementation of corporate initiatives in Operations
Quality and performance
- Monitor performance standards across Operations and take necessary actions if KPIs are not met
- Promote a culture of continuous improvement across Operations
- Lead improvement projects and ensure benefits are realised
- Ensure that there is broad consistency of work practices and decision making across regions and nations
- Support development of new Quality Management approaches in line with agreed plans
- Develop and action a resourcing and performance plan to ensure that Casework targets are met.
- Ensure that thematic case selection operates optimally
- Ensure that there are suitable arrangements in place to manage out of hours business continuity and critical incidents relating to Operations.
- Review draft decisions relating to contentious or high-profile matters,
- Act as case decision maker if appropriate
- Ensure that the Director General is briefed about all high-profile/contentious cases and decisions in good time
- In collaboration with the General Counsel, provide operational advice and guidance to Communications colleagues producing public information related to investigations, reviews, appeals or other operational matters
External influence and engagement
- Present at public meetings, including to community groups, police forces and others
- Maintain an overview of all media strategies in the area of responsibility and take personal responsibility for ensuring appropriate sign off with Management Board the Director General or Unitary Board as necessary
- Approve and take responsibility for public messages relating to contentious or high-profile cases
- Provide visible leadership to Operations, including chairing Operations Management Board
- Collaborate with the Director of Operations (London South East and National Functions) to ensure that Operations acts as a single Directorate
- Deputise for the Director of Operations (London, South East and National Functions) in their absence
- Ensure that excellent work is recognised and celebrated locally and nationally
- Ensure that safe systems of work are in place throughout Operations
- Listen to concerns and issues raised by staff and ensure necessary action is taken
- Maintain an overview of the budget to ensure that value for money is achieved across the Operations Budget
- Ensure that IOPC resources are used to their maximum effect
- Director General
- Deputy Director General and Management Board
- Senior leaders in the organisation, including Corporate Leadership Network
- Community, policing and political stakeholders
The Ideal Candidate
Due to the statutory role of the IOPC, applications are not sought from those who have previously worked for the police in a capacity, or for a duration, that might compromise their perceived independence in the eyes of the public.
Due to the short term nature of the role, we encourage applications from those who have a short notice period (ideally no more than 1 month). If you are interested in the role, but have a slightly longer notice period, please email us at firstname.lastname@example.org and we will be happy to have a conversation with you.
- Substantial experience of managing an investigations function
- Experience of working at board/strategic level
- Proven ability to make and defend complex or controversial case decisions
- Experience of risk assessing and where necessary challenging legal and procedural advice
- A track record of improving operational performance and driving change
- Proven ability to manage senior colleagues and achieve objectives through others
- Demonstrable ability to engage with a wide variety of audiences
- A collaborative working style
- A strong, energetic and inspiring leader
- Excellent attention to detail
- Personal resilience and effective strategies for dealing with pressure
- Role model of the IOPC values
Demonstrable commitment to Equality Diversity and Inclusion
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 email@example.com
Internal tag: IND
- 32.5 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
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.
[Only include the paragraph below on roles advertised externally from internal portal.]
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
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.
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.