Job Introduction
As an Investigations Learning and Development Consultant, you will be welcomed into a dynamic and inclusive people team who are committed to having an efficient and effective workforce. The Learning and Development Team is instrumental in realising and achieving that goal. The L&D team is ambitious and innovative, and strives to build a culture of learning and to empower people to drive their own development.
The Investigations Learning and Development Consultant (LDC) is responsible for facilitating, developing, and delivering all investigations Learning and Development opportunities. The role is responsible for guiding investigators through technical development programmes to ensure their knowledge and experience progresses in line with expectation. This includes design and delivery of core skills training, assessment and support through accreditation and addressing continuous professional development needs through formal and informal opportunities.
Reporting to the Investigations Learning and Development Manager, LDCs will work collaboratively with colleagues in the L&TD team and operational investigations teams. The post holder will need to be comfortable with matrix working and should expect to work with colleagues across the organisation on a national and regional basis.
We'll assess you against these Level 2 behaviours during the selection process:
- Developing Self and Others
- Manging 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, Technical skills and Values. As part of the application process, you will be asked to complete one experience and two behavioural qestions based on the essential criteria.
Anticipated assessment and interview dates are Wednesday 17th & Friday 19th July 2024
Main Responsibility
Engagement:
• Responsible for the promotion and compliance of corporate L&TD policies and practice.
• Arrange, plan, and facilitate regular one-to-one and group meetings with Investigations staff to provide high quality guided learning, formal training, and opportunities to share experiences.
• Develop strategies which create strong links between L&TD and the regional investigations team, improve staff engagement and promote collaboration.
• Act as the regional POC for all Investigative staff and attend regular meetings to improve and maintain engagement, to exchange information and to respond to thematic operational issues.
• Offer advice and guidance on L&D opportunities to Investigations staff and regional management and work collaboratively to agree solutions to when required.
• Use feedback from the business to continuously improve and refine investigations L&D products and strategies.
L&D Delivery:
• Responsible for the design, coordination, and delivery of core skills training to Investigations staff within the region and nationally
• Lead the design, delivery, and coordination of CPD activities for investigators, including procurement of services by external providers and liaison with internal and external stakeholders.
• Manage the development of a group of Investigators through the IOPC accreditation qualification, ensuring timely and quality completion in line with organisational objectives and targets.
• Make sound judgements regarding the operational competence of Investigative staff through the assessment of accreditation portfolio work such as reviewing reflective logs, work-based evidence etc. and provide feedback on performance to assist development.
• Ensure there is efficient and cost-effective use of internal and external resources in the delivery of investigations L&D work.
• Responsible for identification of development opportunities individually and regionally to improve skills of Investigative staff by way of conducting learning needs analysis
• Coordination and delivery of formal and informal learning opportunities to support the progress of Investigations staff in completing their accreditation.
• Attend and contribute to standardisation meetings to ensure high quality and consistency in accreditation assessment across regions.
• Contribute to the Internal Quality Assessment (IQA) process for accreditation to ensure adherence to the awarding bodies’ guidance.
• Develop and lead a programme of development opportunities for the Trainee Investigator Programme within the region.
• Follow procurement and contracting guidance when working with external providers.
Teamwork & development:
• Embrace opportunities for personal and professional growth on the team by having regular development conversations, giving, and receiving constructive feedback.
• Contribute to matrix teams brought together to deliver defined projects and outcomes.
• Work closely with peer Investigations Learning & Development Officers to ensure effective team working, collaboration and sharing of learning and good practice.
• Embrace self-management and autonomous working practices.
• Deputise for the Investigations L&D Delivery manager in their absence.
Professional Expertise:
• Obtain and maintain a good understanding of the IOPC investigations skill profile and existing L&D programmes, initiatives, and products.
• Maintain credibility and professional expertise through driving own continuous professional development, keeping abreast of industry advances, both in L&D and investigations.
• Support the growth and development of specialist investigations skills e.g. (RTIs, digital investigations) by working closely with internal networks and groups, encouraging collaboration with internal experts in development and delivery of L&D.
• Disseminate your learning, share good practice and ideas for improvement with the team and wider organisation.
• Ensure all L&D activities are underpinned by Equality (EIA) and Data Protection Impact Assessments (DPIA)
• Ensure L&D products add value and demonstrate impact and return on investment through effective evaluation.
The Ideal Candidate
Essential Experience
• Experience of leading investigations in a criminal or legislative environment, with a broad range of proven investigative skills, including obtaining, recording, and analysing evidence.
•Completion of the IOPC Lead Investigators accreditation programme (Units 1-4 BTEC Level 5 Pearson)
• Knowledge of the police complaints system and the statutory framework within which the IOPC operates.
• Experience of developing and delivering high quality Learning & Development activities to professional and experienced staff.
• Proven coaching / mentoring experience with an ability to influence and motivate learners.
• Confident communication and engagement skills at all levels and in varied contexts.
• Knowledge of work-based learning, assessing specific criteria, quality checking and providing constructive feedback.
• Experience of managing a high workload within a rapidly changing environment.
• Proven experience of working effectively in a team and matrix environment.
• Experience of effectively collaborating with internal and external stakeholders.
• Organised, self-motivated and capable of working autonomously • Evidence of effective written and verbal communication skills.
• Excellent analytical thinking and decision making, sound judgement and self-confidence.
• Proficiency in the use of IT, including Microsoft Office.
Desirable Experience
• Completion of the College of Policing Professionalising Investigations
• Programme (PIP2) qualification.
• Experience of Learning & Development in a professional context
• A recognised L&D and/or assessor qualification.
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.
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
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.
Hybrid Working
The IOPC is currently consulting with its consultative bodies about proposed changes to our hybrid working policy which will require all staff to work 20% of their contractual hours at their office base (or another office for business reasons) from 1 September 2024 and increased to 40% from April 2025. Office attendance time includes in-person training, meetings with stakeholders and families, and attending events. We are currently awaiting clarification once the consultation period has come to a close.
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.
