Police Staff Information Pack Technical Manager EOD
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Metropolitan Police Service (MPS) Police Staff Information Pack Technical Manager EOD
Transcript of Police Staff Information Pack Technical Manager EOD
Metropolitan Police Service (MPS)
Police Staff
Information Pack
Technical Manager EOD
Origins
Founded by Sir Robert Peel in 1829, the Metropolitan Police Service (MPS) is one of the oldest police services in the world. The original Metropolitan Police District (MPD) covered a seven mile radius from Charing Cross containing a population of less than two million. This was policed by 1,000 offi cers.
Today, the MPS is made up of 50,000 offi cers and staff, which includes over 5,000 volunteer police offi cers from the Metropolitan Special Constabulary (MSC) and its Employer Supported Policing (ESP) programme.
The current MPD includes the whole of the Greater London Area, covering 620 square miles and over 8.3 million people. Since April 2000, the boundaries of the MPD have mirrored the 32 London boroughs as shown below.
ABOUT THE METROPOLITAN POLICE SERVICE
ABOUT THE METROPOLITAN POLICE SERVICE
Organisation
From the beginning, the purpose of the MPS has been to serve and protect the people of London by providing a professional police service; this remains our purpose. The Commissioner of Police for the Metropolis is appointed by the Queen, in consultation with the Home Secretary. The Mayor’s Offi ce for Policing and Crime (MOPAC) supervises the police service and publishes an annual policing plan, including performance targets. It reports back to the Mayor, the London Assembly and the community.
We have an annual net budget of £3.6 billion – more than 25% of the total police budget for England and Wales. We are one of the largest employers in London and the South East of England.
The following chart shows how the MPS is structured.
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ABOUT THE METROPOLITAN POLICE SERVICE
The previous Commissioner has outlined his vision of Total Policing with a total war on crime, total care for victims and total professionalism from our staff at its core. We are committed to delivering excellent policing from tackling anti-social behaviour and other crime in neighbourhoods, through to dealing with terrorists and the most serious criminals often ‘behind the scenes’. We rely on the work of warranted offi cers, police community support offi cers (PCSOs), special constables and police staff to tackle the range of policing challenges facing London.
MPS Values, Mission and Priorities
Our success depends on us all working towards the same goals. Our strategy, led by the previous Police Commissioner, Sir Bernard Hogan-Howe, is called Total Policing. It consists of a set of priorities, set out below, supported by key values. Total Policing ensures that we are on the front foot in tackling criminality in all its forms. Where new techniques or new technology can help in that war, we will maximise use of it. Total Policing also means Total Care for victims – preventing people from becoming victims in the fi rst place where possible but, where we have victims, ensuring that the MPS gives the best possible support. And we will do that with Total Professionalism, so that the MPS continues to foster the support and trust of law-abiding Londoners, while ensuring that it is an organisation that all criminals fear. All of this will be underpinned by our values of Courage, Compassion, Integrity and Professionalism.
Total War on Crime
We are crime fi ghters. This is a vital part of policing. Tackling crime, arresting criminals and bringing them before a court is the core of what we do, doing whatever we can to arrest criminals and stop crime as long as it is legal and ethical.
Total Professionalism
It is important that when a victim reports a crime that we tell them how that crime is being progressed and that they have confi dence in those dealing with their case. We also need to ensure we are sensitive to the victim’s needs, understanding what is unique about them and how we tailor our service to meet their needs. We must always remember that we have a duty of care to our victims.
Our commitment to transform – ‘Met Change’
We’re determined to offer the best police service possible for Londoners. But we must change with it:
• We want all communities in London to have high levels of confi dence and satisfaction
• We need to keep cutting crime as a more connected world creates new security risks and criminal threats
• We must invest in our people and modernise our technology so we can offer the public a better service. Our offi cers and staff deserve great tools to fi ght crime and support victims
• We need to be better at recognising great performance and challenging poor behaviour
• We want to be a Met that looks and feels like London by having offi cers and staff who can relate to the diverse communities of London.
As a result our goals are ambitious; to cut Neighbourhood crime by 20%, cutting costs by 20% and increase public confi dence by 20% by 2016. To achieve this we will need a step change in the way we operate and how we are structured.
To achieve a step change in performance, cost and satisfaction the Met is undertaking a portfolio of change. Met Change is establishing the One Met Model. Four further programmes – the Commercial Strategy, Total Technology, Corporate Real Estate, and Total Professionalism – will build on the One Met Model, embedding the principles fi rst established through Met Change.
Total Technology is a transformational programme of work that will provide modern IT for our workforce. Changes will enable us to use more technology out of the offi ce, reduce re-keying of information and improve the IT systems and hardware all at a lower cost.
Corporate Real Eetate (CRE) is reducing our estate by a third and cutting operating costs. By rationalising our estate we will be able to deliver savings but also, as importantly, free up capital to invest in new buildings and technology that are fi t for purpose for the future of the Met.
Commercial Strategy manages both the renewal and market testing of some services. The programme will ensure the Met has effectively identifi ed service requirements and is well positioned with the market to be an effective and intelligent client.
Total Professionalism focuses on our people, values and behaviours. These are central for ensuring all the changes are successful. We are adapting our systems of reward and recognition to ensure we support the right behaviours to make change successful.
ABOUT THE METROPOLITAN POLICE SERVICE
BACKGROUND TO SO15
Counter Terrorism Command
London faces a terrorist threat, which is truly global in nature.
Post 2000 the MPS world renowned Anti-Terrorist Branch and Special Branch undertook an unprecedented number of counter terrorist investigations in the UK and abroad.
These investigations, combined with the terrorist attacks in London in July 2005 - which claimed 52 lives - starkly demonstrated the increasing complex nature of the work carried out by the two specialist branches.
Even before the tragic events of 2005 the MPS had started to review how these commands operated and interacted with one another to deliver a counter terrorism response.
Following this work it was agreed to create a new bespoke, multi-faceted, single counter terrorism command not restricted in design, with better capability and capacity to meet ongoing and future threats.
As a result the Counter Terrorism Command was created. This has taken over the roles and responsibilities of the Anti-Terrorist Branch and Special Branch and was launched on the 2nd October 2006.
The new command brings together intelligence analysis and development with investigations and operational support activity.
It builds on the world-wide renowned expertise and professionalism of the former Anti-Terrorist Branch and Special Branch, which for many years have been at the forefront of the MPS counter terrorism effort.
And as always the overriding priority of the new command is to keep the public safe and do all it can to ensure London remains a hostile environment for the terrorists.
The Counter Terrorism Command provides a full operational capability with teams of offi cers immediately available to respond to any type of incident or investigation.
It is also known as ‘SO15’, an internal police service designation refl ecting the fact that it is one of a number of Specialist Operations branches within the MPS.
BACKGROUND TO SO15
Counter Terrorism Command is responsible for:
• To bring to justice those engaged in terrorist, domestic extremist and related offences
• To provide a proactive and reactive response to terrorist, domestic extremist and related offences, including the prevention and disruption of terrorist activity
• Support to the National Coordinator of terrorist Investigations outside London
• To gather and exploit intelligence on terrorism and extremism in London
• To assess, analyse and develop intelligence to drive operational activity
• To engage in partnership with London’s communities in order to understand their concerns and to provide reassurance and support where needed
• To provide specialist security advice and services internally and externally
• To provide Explosive Ordnance Disposal and CBRN capability in London
• To assist the British secret service and secret intelligence Service in fulling their statutory roles
• To be the Police single point of contact for international partners in counter terrorism matters
• Assisting in the protection of British interests overseas and the investigation of attacks against those interests.
Job title: Technical Manager - EOD
Salary: £66,841 to £77,711 plus £2,930 location allowance. You will receive £66,841 the band minimum. Progress to the band maximum of £77,711 will be via incremental progression
Location: Albany Street
Responsible to: Chief Inspector EOD – Unit Head
SO15 Counter Terrorism Command – Explosive Ordnance Unit
The Metropolitan Police Service is unique in having its own full-time Explosive Ordnance Disposal (EOD) and Chemical, Biological, Radiological and Nuclear (CBRN) capability as part of the SO15 Counter Terrorism Command.
Job Description
The Technical Manager with EOD will be a highly valued police staff role within the MPS, employed to assist and advise on all matters (Except of a legal nature) which involve or are suspected of involving Explosive and/or CBRN material.
The unit is comprised of both Police Staff and Police Offi cers that provide provision of EOD/IEDD and CBRN cover across the MPS and City of London 24 hours a day, 365 days a year.
The Technical Manager may be required to work a shift but will be expected to support police managers and Explosives Offi cers with technical/tactical advice at any incident within the MPS/City of London police areas or at the discretion of the Senior National Coordinator at other locations where it is suspected that explosive or CBRN materials have been found or used.
In line with the CONTEST Strategy and in support of the Home Offi ce Statement of Requirement, the role will include supporting the following:
A London Focus for:
• MPS CBRNE policy• MPS CBRNE training• MPS CBRNE operational effect• Future proofi ng CBRNE capability – Generate capability and sustain it through life.
A National Focus for:
• National Police Chief Council (NPCC) EOD lead - technical advice• CT Network – advice to operational deployments• EOD Strategy – advice to key partners.
An International Focus for:
• Counter Terrorism Police Liaison Offi cer (CTPLO) network advice• Foreign and Commonwealth Offi ce (FCO) advice.
JOB DESCRIPTION – TECHNICAL MANAGER EOD
JOB DESCRIPTION – TECHNICAL MANAGER EOD
Essential Criteria
• Excellent verbal and written communication skills, with the ability to converse and translate between non-technical stakeholders and technical practitioners
• Experience in producing documents to ensure effective decision-making by key stakeholders, with an ability to summarise and describe technical detail and ultimately enable assurance to be taken from protective monitoring work
• Experience in capturing the user requirement and articulating that through a commercial process to deliver enhanced operational output. Experience of integrating and sustaining equipment into operational units essential
• Able to demonstrate experience in project leadership and in driving projects forward so that they meet strategic objectives
• Experience of working in an operationally-focused team, with the ability to manage multiple priorities and respond fl exibly to competing demands and organise work accordingly
• Good understanding of project, programme and portfolio (P3M) management techniques and a proven track record in delivering results at pace
• Experience of Military EOD support to UK and overseas:
• Served as an Ammunition Technician or as an Ammunition Technical Offi cer
• A serving member of the armed forces or, if retired, to be able to demonstrate both relevant and recent employment experience in the fi eld of CBRNE
• Successfully completed a minimum of one tour as an EOD Operator (No1) in a high threat environment
• Current or previously qualifi ed in Biological Chemical Munitions (BCMD) Disposal
• Current or previously qualifi ed in Advanced Manual Techniques
• Current or previously qualifi ed to the standard of Advanced EOD Operator (AEOC)
• Successfully completed a minimum of one tour in GB with 11 EOD Regt RLC or other operational unit with responsibility for EOD/IEDD tasks.
Desirable Criteria
• Knowledge of CT Policing
• Should hold a government recognised qualifi cation at Practitioner level i.e. APMP/PRINCE 2, or be willing to undertake relevant training.
JOB DESCRIPTION – TECHNICAL MANAGER EOD
Roles and Responsibilities
• Support the Senior National Coordinator in their role as the EOD NPCC lead
• Provide advice of technical EOD matters to the CT Network for both operational and non-operational matters
• Provide tactical advice to the CTSIO/CT Commander in CTPOR around EOD/C-IED tactics
• Identify and mitigate the risk around London CBRNE policy
• Identify and mitigate the operational risks for spontaneous and pre-planned events
• Ensuring operational capability meets the threat as defi ned by government agencies
• Oversees the training standards and ensures they are met both individually and as an EOD Unit
• Liaison with outside partners for exercising to demonstrate capability both nationally and internationally. Specifi cally, establish a close liaison with MoD in order to ensure operational lessons learned are transferred in both directions, research is aligned and optimised, acquisition opportunities are sought across the MoD/Police community and that best practice is shared at every opportunity
• Radiological Protection SPOC for SO15 CTC
• Electronic Counter Measure SPOC for SO15 CTC
• Horizon scanning – Understand current and future threats; work closely with the research organisations, allies, partners, industry to ensure that the capability road map is defi ned and that a plan is generated to ensure SO15 EOD capability always overmatches the threat, wherever it may be found
• Supporting unit head in producing budget forecasts
• Supporting unit head in tasking of operational matters and procedures relevant to the units responsibilities
• Establish and build on international relations in supporting International Operations initiatives
• Provide strategic/technical advice to senior leadership and around operational activity during high demand and in times of crisis.
JOB DESCRIPTION – TECHNICAL MANAGER EOD
Prior to Acceptance
• The successful candidate will be required to sign a confi dentiality agreement prior to taking up their post
• They must be willing to deploy nationally and overseas in support of operations, training and exercises
• Please note that successful candidates offered the role will be required to undergo Developed Vetting (DV) and an enhanced series of vetting procedures of which you must pass to commence employment.
Inclusion and Diversity:
“SO15 is committed to developing a diverse workforce that refl ects our communities, with the transferable skills and cultural awareness to enable us to achieve our goals of keeping London safe and becoming the global centre of excellence for counter terrorism policing”
Vetting Level:
This post requires access to the most sensitive intelligence material on a daily basis. Applicants must hold or be prepared to undergo National Security Vetting (NSV) at Developed Vetting (DV) level before taking up the post.
Additionally, this material is of particular sensitivity to the UK and its distribution must be restricted to UK nationals. In approved circumstances dual nationals (of which one element is British) may also be granted access. However, in the event that potential confl icts of interest cannot be managed the post holder will not be able to see the intelligence material and will not be able to perform their duties. For the purpose of safeguarding national security and in line with Cabinet Offi ce Policy, supported by Section 82(2) to (4) of the Police Reform Act (2002), applicants who do not hold or acquire Developed Vetting (DV) clearance and meet the nationality requirements cannot be offered the post.
To understand this process, successful applicants must attend an MPS Pre-Recruitment Briefi ng, which explains NSV and STRAP in more detail. Your selection for this post may be delayed until you have attended this briefi ng.
SENIOR MANAGER PERFORMANCE FRAMEWORK
Operational Effectiveness
Delivers quality outcomes to meet strategic objectives
Works in partnership to support the delivery of local and corporate objectives. Drives local performance, vision and strategy, managing streams of activity and aligning to corporate objectives where relevant. Ensures a high quality service, balancing the needs of customers and stakeholders. Adapts and responds to shifting priorities. Deals with complex challenges, engaging with root causes and managing solutions. Reviews working practices and enables change to improve existing practices.
Manages risk through informed and reliable judgement
Implements plans and considers contingencies. Evaluates complex information to make proportionate and justifi able decisions and manage risk where appropriate. Sustains clear and robust governance over area of responsibility. Provides guidance to others, seeking it where appropriate. Promotes continuous improvement proactively by identifying, sharing and applying lessons learnt.
Organisational Infl uence
Provides strong leadership
Provides clear direction through visible, approachable leadership and leading by example. Values and motivates staff, dealing with their concerns in a consultative way. Manages and develops a positive working culture and equality practices within area of responsibility. Actively demonstrates the promotion of equality and valuing of diversity and helps others to do so. Develops from own experience and supports the development of others. Takes account of how own behaviour affects others.
Ensures professional standards are upheld and clearly communicates support for corporate vision. Manages performance and staff issues appropriately and fairly. Shows personal resilience and ownership of decisions. Upholds policy, legislation and regulations, infl uencing policy where practicable, and acts with integrity, challenging those who do not.
Develops effective strategic relationships
Establishes effective and inclusive communication processes where relevant. Infl uences and communicates effectively through a sound understanding of relevant stakeholder environments. Ensures clear, two-way communication through listening and responding appropriately, learning and sharing information. Works collaboratively across and outside of the organisation where practicable, upholding organisational reputation and managing risk to it.
SENIOR MANAGER PERFORMANCE FRAMEWORK
Resource Management
Manages own time and relevant resources effi ciently and effectively
Forecasts resource requirements by evaluating complex factors and setting strategic business plans where practicable. Aligns available resources to achieve high quality service delivery and strategic aims. Reviews and maximises the capability of others to meet business need, ensuring they possess the right equipment and skills. Distributes work fairly according to capacity, knowledge and skills where relevant. Acquires and manages resources ethically and appropriately.
Manages and reviews resources to drive effi cient practices
Drives a culture of effi ciency through communication and involvement where practicable. Ensures effi cient working through robust supervision and holding to account where necessary. Makes sound workload and deployment judgements to maximise effi ciency as far as is appropriate. Manages budgets and resource related policy where relevant. Improves effi ciency proactively through review, controlled change and optimising value for money.
By joining the Metropolitan Police Service, you will be helping to protect the lives of over seven million people. There’s nothing more rewarding than knowing that your efforts are having an impact on such a large and diverse community.
In return, you will receive a starting salary of £66,841 gross per annum and a London Location Allowance of £2,930. Annual incremental spine points will achieve progression from minimum to maximum of the pay scale.
As a member of our team, you will also have access to Met Benefi ts - an external website, offering MPS employees (staff and offi cers) guaranteed savings at major high street stores and retail outlets nationwide. These benefi ts are obtained and co-ordinated by Human Resources. You can save money on everything from food, clothes, furniture, electrical and DIY products to hotels, restaurants, cinemas and theatre tickets.
All staff are eligible to join the Metropolitan Police Athletic Association (MPAA) and the Metropolitan Police Sports and Social Association (known as the ‘Comets’) and enjoy taking part in sporting and social events. The MPS has four well-equipped Sports clubs at Bushey, Chigwell, Hayes and Imber Court, available to all staff as well as family and friends.
For further information regarding the terms and conditions offered by the MPS and assistance in completing your application, please visit the MPS Careers website.
YOUR REWARDS
For further information regarding the eligibility criteria for joining the MPS, please visit the MPS Careers website or the information contained in the application.
The MPS is committed to safeguarding the welfare of children and vulnerable adults. As part of these safeguards, the MPS adopts a consistent and thorough process of safe recruitment in order to ensure that all MPS staff and volunteers are suitable. Posts that involve a high level of contact with children and vulnerable adults will additionally require a Criminal Record Bureau (CRB) check.
Applicants with previous MPS service
Please note that individuals with previous MPS service who left the MPS as a result of a corporate Early Departure Scheme [where compensation was awarded e.g. redundancy] are not eligible to submit an application to re-join the MPS in any police staff role for a period of 5 years from their date of leaving the organisation. Any applications received that do not comply with this will be automatically rejected.
ELIGIBILITY CRITERIA
• Your application form will be initially sifted against MPS criteria such as convictions and residency
• Following the initial sift your application will be assessed against the role criteria
• If successful at this stage we will contact you regarding an interview date. You will receive a minimum of 7 days’ notice. If you are unsuccessful at this stage we will also write to you and advise you of this
• The interview will be a competency-based interview and questions will be posed around the criteria for the role in question, as set out in the advert and information pack
• If successful at interview we will send you an initial offer of employment which sets out what happens next
• If unsuccessful we will also advise you in writing but will be unable to offer feedback.
Please note any correspondence received from us will be via e-mail and sent to the address you provide on your application form.
MAKING AN APPLICATION
WHAT TO DO NEXT
Please submit your completed online application and an up to date CV by the advert closing date.
For general enquiries please visit www.metpolicecareers.co.uk, which includes an ‘Answering Your questions’ section or contact the Recruitment Team on
01633 632500.
• The recruitment process is thorough and consequently can be quite lengthy
• Shortlisting and interviews will be based on the criteria listed
• Until an offer of appointment is confi rmed in writing, you should not assume yourapplication has been successful.
