1 Metropolitan Police Service (MPS) Police Staff Information pack Digital Forensic Specialists
2 ABOUT THE METROPOLITAN POLICE SERVICE 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 officers. Today, the MPS is made up of 50,000 officers and staff, which includes over 5,000 volunteer police officers 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.
3 ABOUT THE METROPOLITAN POLICE SERVICE Organisation The Metropolitan Police Service (MPS) now employs over 50,000 people in a wide variety of jobs from uniformed police officers patrolling London s streets to support staff providing essential support services. The Service also includes over 5,000 Special Constable Volunteers. 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 Office 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 and has a role in the appointment, and if necessary, discipline and removal of senior police officers. The MPS has an annual net budget of 3.6 billion more than 25% of the total police budget for England and Wales. It is one of the largest employers in London and South East of England. The 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 officers, police community support officers (PCSOs), special constables and police staff to tackle the range of policing challenges facing London.
4 The following chart shows how the MPS is structured. Metropolitan Police Service STRUCTURE UNTIL APRIL 2015 WHEN: COMMISSIONER Central Area to be amalgamated into the Sir Bernard Hogan-Howe North Area Executive Structure JULY 2014 DEPUTY COMMISSIONER Craig Mackey M E T H E A D Q U A R T E R S Specialist Crime & Operations Neighbourhood Policing Specialist Operations Professionalism Human Resources Commercial & Finance Portfolio & Planning Legal Services Media & Communications Digital Policing ASSISTANT COMMISSIONER ASSISTANT COMMISSIONER ASSISTANT COMMISSIONER ASSISTANT COMMISSIONER DIRECTOR INTERIM DIRECTOR DIRECTOR DIRECTOR DIRECTOR INTERIM DIRECTOR Cressida Dick Helen King Mark Rowley Martin Hewitt Robin Wilkinson Anna Klonowski Nina Cope Hugh Giles Martin Fewell Richard Thwaite Specialist Crime Neighbourhood Policing Security & Protection Professional Standards DAC DAC DAC DAC Steve Rodhouse Mark Simmons Patricia Gallan Fiona Taylor Forensic Services Central Area & Roads Policing Protection Misconduct UPP Chair Specialist Proactive Criminal Justice Security Specialist Reactive Community Engagement Met Ops & Intel DAC Maxine de Brunner East Area North Area South Area Counter Terrorism National Coordinator & Counter Terrorism DAC Helen Ball Intelligence Taskforce & Armed Policing West Area S H A R E D S U P P O R T S E R V I C E S Customer Contact Services Finance & Reporting Frontline Services Hire to Retire Logistics Services Procurement Operations Referencing & Vetting
5 ABOUT THE METROPOLITAN POLICE SERVICE MPS Values, Mission and Priorities Our success depends on us all working towards the same goals. Our strategy, led by the Police Commissioner, 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 first 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 fighters. 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 Victim Care It is important that when a victim reports a crime that we tell them how that crime is being progressed and that they have confidence 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. Total Professionalism How we will achieve Total Policing as a whole is through Total Professionalism. Whatever we do, even where we have to be assertive, we do it professionally, courteously and, most importantly, we do it effectively. Setting standards and maintaining these standards across the organisation day in day out. We expect the highest standards from staff across the MPS and rightly so, the work of police is closely scrutinised. Likewise when officers and staff do an outstanding job they should know how much it is valued by the rest of the MPS, and no doubt the Londoners we serve. To make the MPS the best police service, everyone has an important role to play.
6 ABOUT THE METROPOLITAN POLICE SERVICE Our commitment to transform Met Change In October 2012 the Mayor s Office for Policing and Crime (MOPAC) developed and prioritised the 20/20/20 vision for the MPS. This requires the MPS to: Reduce key crimes by 20% by providing 24/7 flexible specialist resource to address existing and emerging crime trends Improve public confidence by 20% by improving the availability, efficiency and visibility of specialist support Cut costs by 20% equivalent to a 500m budget reduction To deliver on both the MPS s vision and the challenges set by the Mayor, the MPS has developed a One Met Model which has at its centre a single corporate HQ. The Met Change programme is designing the future structure of the MPS to realise this transformation. The One Met Model is made up of five areas of work Neighbourhood Policing, Pan-London Services, Control Infrastructure, Met HQ and Support Services. These areas are not structures or business groups but describe how we will deliver our services differently. They will bring together key MPS functions which were formerly fragmented across the operational business groups, and enhance their capabilities. Under each area, work is taking place to design processes and structures that will deliver the services required by a modern Met and achieve the savings needed. Within the Met HQ a new Commercial and Finance Directorate has been created in order to help meet the goal of delivering against the MPS s vision. This Directorate will initially combine the Finance, Procurement and Property functions, and Shared Support Services, but has the potential to include additional functions once confirmation and approvals have been given. Met Change and Total Professionalism are working together with co-ordinated engagement, messages and direction. Total Professionalism will support Met Change by preparing the organisation for the changes and challenges ahead by motivating staff and creating momentum and enthusiasm for the future of the MPS. For further information on the Met Change model and the improvements we are making please visit our website on
7 BACKGROUND TO DIGITAL FORENSIC SERVICES The Digital and Electronics Forensic Service is undergoing a significant change in the way we deliver digital forensics services to the Metropolitan Police Service and the Criminal Justice System. In the future operating model, the Digital and Electronics Forensic Service (DEFS) will offer three levels of service: 1. Self-service for investigating officers using a digital forensic kiosk, which will be placed in key locations such as custody suites. 2. Digital Forensic hubs: small labs spread across London that are staffed by technicians and will undertake digital forensic processes and assist investigating officers in the use of the digital forensic kiosks. 3. Central Digital Forensic laboratory where complex casework will be undertaken as well as research and development activities including the development of new tools and techniques. The principle is to provide rapid examination of digital devices to enable investigations to progress without unnecessary delay. To support this model, DEFS are recruiting Digital Forensics Specialists. You may be required to work anywhere within London. There are eight vacancies in total, spread between four different roles which are: (i) 4x Digital Forensic Specialist (Hub Technical Team Leader) who will be responsible for two digital forensic hubs. The role will include undertaking digital forensic examinations, case management of submissions, line management of technicians and assisting investigating officers in the use of kiosk devices. Candidates should also be able to give technical and strategic advice to Police investigators about the effective use of digital forensics and related disciplines. It is recognised that at present candidates may only have experience of one or potentially two discipline(s) (e.g. computers, phones or CCTV) but they should be able to demonstrate that they are able to learn about examination processes related to a wider range of digital devices. (ii) 1x Digital Forensic Specialist (Computer Examiner). Working in the Central Digital Forensic Laboratory undertaking the examination of complex cases involving computer-based exhibits (including mobile computing devices such as tablets, smart phones and laptops) and undertaking some research and development. (iii) 2x Digital Forensic Specialist (Phone Examiner). Working in the Central Digital Forensic Laboratory undertaking the examination of complex cases involving mobile phone based exhibits and other mobile computing devices such as tablets and undertaking some research and development. (iv) 1x Digital Forensic Specialist (Capability Development). Working in the Central Digital Forensic Laboratory, this is a Research and Development role which includes the development of procedures for the examination of novel digital devices and tools and techniques to assist in forensic analysis carried out both within the hubs and the central lab.
8 JOB DESCRIPTION - DIGITAL FORENSIC SPECIALIST Job title: Digital Forensic Specialist Location: Across London Responsible to: Band M or Band C Manager Core/generic: Undertake digital forensic examinations Manage workload Line management responsibilities, including the support and mentoring of Digital Forensic Technicians (Band I) and Digital Forensic Assistants (Band E) Work in partnership with Directorate of Forensic Services and DEFS managers to develop and deliver change Attend court as an expert witness Work individually and within a team to meet organisational objectives Collate and provide Management Information Ensure compliance with quality management systems, working to ISO standards Comply with all Health and Safety obligations Be on-call and work outside of normal office hours as investigations require. To work within the Directorate s Quality Management System and actively participate in the continuous improvement of the system by engaging in audits, competence tests, reporting non-conformances, etc and suggesting changes to improve the system. Essential Criteria Degree in a relevant technical discipline and/or significant relevant experience (must be evidenced). And: A technical understanding of the equipment/tools used to recover, analyse and process digital data A technical understanding of modern operating systems, commonly used computing/communications devices and forensic analysis techniques Ability to work independently and as part of a team Sound judgment and decision making skills Excellent communication and interpersonal skills Excellent customer service skills Problem solving skills Ability to systematically undertake research and development projects
9 JOB DESCRIPTION DIGITAL FORENSIC SPECIALIST Plus one (or more) of the following: (i) For the Digital Forensic Specialist (Hub Technical Team Leader), please evidence: Experience of digital forensic examinations Line management experience Customer Service skills Assessment of forensic submissions. (ii) For the Digital Forensic Specialist (Computer Examiner), please evidence: Experience of computer forensics examinations Knowledge and understanding of computing devices and systems at a technical level Experience in software coding, i.e. Python. (iii) For the Digital Forensic Specialist (Phone Examiner), please evidence: Experience of mobile phone forensics examinations Knowledge and understanding of communications devices and systems at a technical level Experience in software coding, i.e. Python. (iv) For the Digital Forensic Specialist (Capability Development), please evidence: Ability to identify and undertake research and development projects within a digital forensics field and present findings to a technical and non-technical audience A deep understanding of electronics, computer science or a field related to digital forensics. Desirable Criteria: Understanding of rules regarding evidence gathering and its presentation at court Working knowledge of relevant legal issues (CPIA, PACE and Human Rights Act etc) Driving license. You are invited to apply for more then one position, please indicate which role you are applying for and complete the application form for all roles. You may be considered for other posts as advertised above. Should you prefer to only be considered for the post applied for, please indicate that on your application form.
10 SPECIALIST/TECHNICAL PERFORMANCE FRAMEWORK Operational Effectiveness Delivers quality outcomes to meet objectives Uses specialist knowledge and skills to support the delivery of relevant objectives. Ensures a high quality service, balancing the needs of customers and stakeholders. Manages a range of tasks, delivering to time and quality. Adapts and responds to shifting priorities. Deals with challenges and generates solutions. Manages work through informed and reliable judgement Uses specialist knowledge and skills to inform decision-making, and minimise risk where practicable. Provides guidance and support, seeking it where appropriate. Promotes continuous improvement proactively by identifying, sharing and applying lessons learnt. Organisational Influence Acts with Professionalism Behaves appropriately, taking personal responsibility for own actions and setting a good example for other colleagues. 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 where relevant. Takes account of how own behaviour affects others. Maintains a current understanding of specialist area. Shows initiative, personal resilience and motivation to deliver a quality service. Upholds legislation, regulations and policy, acting with integrity and challenging those who do not. Develops effective communications and working relationships Behaves appropriately, taking personal responsibility for own actions and setting a good example for other colleagues. 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 where relevant. Takes account of how own behaviour affects others. Maintains a current understanding of specialist area. Builds effective relationships with customers, colleagues and stakeholders. Communicates effectively and inclusively with customers, senior managers and team members. Ensures clear, two-way communication through listening and responding appropriately, learning and sharing information. Upholds organisational reputation. Resource Management Manages own time and relevant resources efficiently and effectively Prioritises work and use of resources to meet relevant objectives. Ensures time and resources are used in a way that best meets customer and the organisation s needs. Uses the organisation s resources efficiently, ethically and appropriately. Shows support for efficient working.
11 YOUR REWARDS 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 36,479 gross per annum and a current London Location Allowance of 1,902 (zone 2). There is likely to be a relocation to Lambeth in the future, the location allowance would then rise to 3,501 (zone 1). 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 Benefits an external website, offering MPS employees (staff and officers) guaranteed savings at major high street stores and retail outlets nationwide. These benefits 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 download the guidance notes for Police Staff applications available on the MPS Careers website.
12 ELIGIBILITY CRITERIA For further information regarding the eligibility criteria for joining the MPS, please refer to the guidance notes available on the MPS Careers website or 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.
13 MAKING AN APPLICATION 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.
14 WHAT TO DO NEXT Please your completed application to: by 4pm on Thursday 14th August Applications should be submitted as an attachment to an we cannot accept online files via SkyDrive. The above address should not be used for general enquiries please visit which includes an Answering Your questions section or contact the HR Advisory Centre on from Monday Friday 8:30am 4:30pm. 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 confirmed in writing, you should not assume your application has been successful.
Metropolitan Police Service (MPS) Police Staff Information pack Desktop Support Field Engineer Birmingham About the Metropolitan Police Service Origins Founded by Sir Robert Peel in 1829, the Metropolitan
Metropolitan Police Service (MPS) Police Staff Information pack Accountant (Financial Accounting) ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police
Metropolitan Police Service (MPS) Police Staff Information pack Senior Network Engineer ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police Service
Metropolitan Police Service (MPS) Police Staff Information pack Service Desk Team Leader ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police Service
Metropolitan Police Service (MPS) Police Staff Information pack Senior Application Analyst ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police Service
Metropolitan Police Service (MPS) Contract for Services Information pack Forensic Medical Examiner (FME) ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan
Metropolitan Police Service (MPS) Police Staff Information pack Consultant Forensic Scientist ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police Service
Metropolitan Police Service (MPS) Police Staff Information pack Development Manager - Electronics ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police
Metropolitan Police Service Information Pack COUNTER TERRORISM (CT) CYBER OPERATIONS OFFICER ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police Service
Metropolitan Police Service (MPS) Police Staff Information pack Subject Matter Expert (HR Change) ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police
Metropolitan Police Service Information Pack UNSTRUCTURED DATA ENTERPRISE ARCHITECT THE DIGITAL POLICING TRANSFORMATION STARTS HERE ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel
Metropolitan Police Service (MPS) Police Staff Information pack Accounts Payable and Receivable Lead ABOUT THE METROPOLITAN POLICE SERVICE Origins Founded by Sir Robert Peel in 1829, the Metropolitan Police
Freedom of Information Act Publication Scheme Protective Marking Not Protectively Marked Publication Scheme Y Y/N Title Management Board Assurance - 4th June 2014 Version Summary Minutes/Decision & Actions
VICTIM SUPPORT Services Director London Candidate Brief May 2015 CONTENTS About Victim Support About the role Job description Job holder competencies Terms and conditions of service The timetable How to
Job Title: Salary Range: Location: Department: Permanent / Temporary: Hours Per Week: Rota: Temporary CJ Administration Assistant 7,665 to 10,701 per annum (LC 2-5) based on full time equivalent 15,330
Agenda Item No. 5 COMMUNITY OUTCOMES MEETING SUBJECT: CYBER CRIME 4 August 2015 Report of the Chief Constable PURPOSE OF THE REPORT 1. This report outlines the Force s current position in relation to the
CONSULTATION RESPONSE TO HMIC FROM The Independent Police Complaints Commission (IPCC) REGARDING Consultation on HMIC s Proposed 2014/15 Inspection Programme The IPCC and its remit The IPCC s primary statutory
Metropolitan Police Service Corporate Social Responsibility Strategy 2010 2013 Contents Foreword 2 About Corporate Social Responsibilty 4 Introduction to the MPS 6 The MPS Corporate Social Responsibility
London Strengthening Communities Support Officer Job Pack Sova is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults, and expects all staff and volunteers
Job Pack Appointment of Investigators Information for candidates Job Description Person Specification Information for candidates Location 2 Marsham Street, Westminster. Please note that to work in this
Assistant Chief Officer (ACO) Application to Attend the Strategic Command Course (SCC) Guidance Notes for Applications 2014 Limited (2014) All rights reserved. No part of this publication may be reproduced,
2008 2011 ROYAL SAINT LUCIA POLICE FORCE STRATEGIC PLAN 2008/2011 RSLPF new 2008 STRATEGIC PLAN OUTLINE MISSION VISION ( The Future ) CORE VALUES OBJECTIVES Reduce crime, disorder, and the fear of crime
Group Manager Children s Social Care Services Role Profile: Grade: Accountable to: Accountable for: Senior Manager Hay B Service Leader 3-6 direct line reports, plus circa 48 staff that these direct reports
MPA/MPS PROCUREMENT STRATEGY 2009-12 TO BE THE UK LEADER IN PUBLIC SECTOR PROCUREMENT CONTENTS Foreword ------------------------------------------------------------------------ 3 Executive Summary ---------------------------------------------------------
JOINT DIRECTOR OF PUBLIC HEALTH JOB DESCRIPTION Employing organisation: London Borough Waltham Forest Grade/Salary: 88-98,000 (permanent). Interim Daily Rate 910. Responsible to: Deputy Chief Executive
GRADUATE TRAINEE PROGRAMME 2015-2017 Graduate Development Surveyor / Planner Trainee (2 posts) Ref: NB50935918/02 Vacancy Information Application Closing Date: Monday 6 July 2015 at 5pm Thank you for your
JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder
Crime Bureau Investigator Role Profile Grade: Scale 3-5 Role Code: W 01 02 Reports to: Crime Bureau Team Leader Location: Communications Division Responsible for: No subordinate staff Special requirements
CHIEF EXECUTIVE INFORMATION PACK 2015 Dear Candidate Thank you for expressing interest in the role of Chief Executive (CEO) of the ECITB. This exciting opportunity has arisen because our current CEO (David
JOB DESCRIPTION 1. JOB TITLE: Helpdesk Supervisor 2: HRMS REFERENCE NUMBER: HRMS/HRMS13310 3. ROLE CODE: FINDACO 4. DEPARTMENT: Facilities Management 5. ORGANISATION CHART: Post will report to the Head
JOB PROFILE POST TITLE: GRADE: DIRECTORATE: RESPONSIBLE TO: RESPONSIBLE FOR: LOCATION: JOB PURPOSE: Head of Criminal Justice L Local Policing Head of Operational Support Criminal Justice Managers Criminal
Job Title: Accounting Technician (Financial Accounting Team) Job Grade: Band 3 Band 4 Directorate: Finance Job Reference Number: P02279 The Role As part of the Financial Compliance Team, you will report
Job description HR Advisor Main purpose of job To work closely with colleagues in the HR Business Partner team along with the wider PDO directorate to ensure delivery of a first class, professional and
JOB DESCRIPTION Job Title: Band: Hours: Location: Accountable to: Lead Manager for Workforce Planning & Resourcing 8a 37.5 per week Tatchbury Mount base and other Southern Health Sites as required Deputy
Dealing with Allegations of Abuse Against Staff in Schools Practice Guidance About this guidance This is statutory guidance from the Department for Education. Schools and colleges must have regard to it
Purpose: Author: Department: This document sets out the equality and diversity framework for Viridian Housing. Seema Jassi, Risk and E&D Manager Governance Date: May 2014 Review date: May 2015 CONTENTS
The ONE Programme Host Information Pack For churches/projects looking to apply to host a One Programme Participant in 2016/17 INTRODUCTION Thank you for expressing an interest in becoming a ONE Programme
Vacancy Reference Job Title Location Service/Department Reporting to Working collaboratively with Responsible for (staff) Budget Holder Disclosure & Barring Check RETDL45497 New Market Business Manager
FACULTY OF SCIENCE School of Chemistry Royal Society of Chemistry Education Coordinator Ref: RA1172 The Post As part of this team of Royal Society of Chemistry Education Coordinators around the country,
Job Description Job Title: Team: Group: Responsible to: International Talent Management Advisor International HR People & Organisational Development Head of International HR Purpose of the Team: To recruit
INFORMATION ABOUT THE DEPARTMENT The Visitor Services and Security Department is responsible for protecting the priceless National Gallery collection of paintings and the historic buildings in Trafalgar
Conservation Programme Manager Humberhead Levels Context The Trust operates throughout the traditional county of Yorkshire (i.e. all of the Yorkshire and Humber region except North Lincolnshire) from the
Delivery Plan 2014 15 Foreword Recorded crime levels have fallen considerably over the last five years but we have also seen changes to the patterns of crime. The delivery plan demonstrates our commitment
24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked
2013-2018 People & Organisational Development Strategy Delivering excellent research Delivering an excellent student experience Enhancing global reach and reputation 1. Introduction Glasgow 2020: A global
Job Title: Data Analysis Officer - Service Development Team Job Grade: Band 4-5 Directorate: Job Reference Number: Adults, Health and Community Wellbeing P01012 The Role Work closely with the Service Development
Training Position Training Allowance/ Bursary Period of Training Hours/Days Required Placement Organisation Responsible to Special Requirements How to Apply Closing Date NHS Graduate Management Trainee
Programme manager Recruitment pack July 2013 1. Introduction Welcome to the recruitment pack for programme manager at Local Trust, the charity running Big Local and maybe in the future, other programmes
City College Plymouth Finance & Resources Directorate Human Resources JOB DESCRIPTION POST TITLE : Director of Human Resources DATE : March 2010 REPORTS TO : Deputy Principal Finance & Resources Job Purpose
JOB DESCRIPTION FINAL Job Title Position Number(s) Department Section or Service Category Manager Adult Social Care and Health ASC and Health Commissioning DESIGNATION: Responsible to: Employees directly
Title: Funding Application 2014/15 Cyber Crime Unit JEQUE5T FOR DMPC DECISION - DMPCD 2014 41 DMPCDv3 June 2012 1 F / Signature Date The aboyçjçest has my approval. Authority. Any such interests are recorded
The Hague, 3 February 2016 File nº: Europol/2016/TA/AD9/237 VACANCY NOTICE Name of the post: Reporting to: Business Manager IRU - EU Internet Referral Unit - within the Operations Department (OD) AD9 Head
Corporate Risk Management Policy Managing the Risk and Realising the Opportunity www.reading.gov.uk Risk Management is Good Management Page 1 of 19 Contents 1. Our Risk Management Vision 3 2. Introduction
08705 329 635 roberthalftechnology.co.uk Specialised IT Recruitment WHO WE ARE At Robert Half Technology we specialise in recruiting highly skilled professionals across a complete range of IT disciplines,
THE STRATEGIC POLICING REQUIREMENT July 2012 Contents Foreward by the Home Secretary...3 1. Introduction...5 2. National Threats...8 3. Capacity and contribution...9 4. Capability...11 5. Consistency...12
Practice Manager Children s Social Care Role Profile: Practice Manager Grade: Grade 12 Accountable to: Accountable for: Role Context & Purpose Group Manager Line management of a local team of 5-7 fte staff
The feasibility of outsourcing the City Hall Night Time Security Service Introduction 1.1 This paper sets out the feasibility of outsourcing the City Hall Night Time Security Service. Facilities Management
Corporate Services IT Services, Service Delivery ITSM Team - Self-Service and Knowledge Process Manager Available immediately for a fixed term to 31 July 2016 Secondment opportunities will be considered
INFORMATION PACK FOR APPLICANTS INVESTIGATOR (FIXED TERM TO MARCH 2016) Salary grade: B2 25,417-30,570 p.a. CONTENTS 1. Advertisement Page 1 2. Background note on the Police Investigations & Review Commissioner
Staff Appointment Procedures (Safer Recruitment) Aim of the Academy To provide unique and enriching opportunities for all Links This policy should be read in conjunction with the Safeguarding Policy and
It is important to note that this job description is a guide to the work you will be required to undertake. It may change from time to time to meet the needs of the service. It does not form part of your
South Australia Police POSITION INFORMATION DOCUMENT Stream : Administrative Services Career Group : Financial Related Discipline : Financial Services Classification : ASO-6 Service : Crime Service Position
0 INTRODUCTION The development of the Merlin Standard has been progressed as a joint exercise between the Department for Work and Pensions (DWP) and its providers operating in the Welfare to Work (W2W)
Job Title: Best Interests Assessor Senior Practitioner Job Grade: Band 5 Directorate: Adults, Health and Community Wellbeing The Role Job Reference Number: P02163 To assist with the quality checking and
Recruitment and Selection Guidance for Schools (For appendices see printable documents page on web guidance) Recruitment and Selection 1. PURPOSE Recruitment of staff is one of the School s most critical
RHODES AVENUE PRIMARY SCHOOL HEADTEACHER CANDIDATE INFORMATION Rhodes Avenue School: A Vision for the Future Our children are at the heart of all we do. We aim to instil a love of learning in all our children
South Australia Police POSITION INFORMATION DOCUMENT Stream : Administrative Services Career Group : Financial Related Discipline : Financial Services Classification : ASO-7 Service : Crime Service Position
Equality, Diversity & Human Rights Strategy 2015-2019 This document sets out the Surrey Police Equality, Diversity and Human Rights (EDHR) strategy. It will explain our legal duties, vision and priorities
JOB DESCRIPTION 1. JOB TITLE: Senior Web Developer 2: HRMS REFERENCE NUMBER: HR14144 3. ROLE CODE: WEBDEVHSC 4. DEPARTMENT: Health and Social Care 5. ORGANISATION CHART: Reports to the Head of Department
Central Services Business Support Service JOB DESCRIPTION POST: GRADE: Grade: Band 12 RESPONSIBLE TO: A Head of Business Support STAFF MANAGED: Team Leaders. In some instance, a Business Support Manager
Senior Project Manager (Web Content Management) IT Services Portfolio & Project Management Office Salary Grade 8-40,046 to 45,053 per annum Fixed term contract for 2 years (** see below for contract information)
STEM Learning Assistant Recruitment Pack STEM Learning Assistant Term Time Only Contents: 1. Principal s Letter 2. About the Sponsor 3. Job Description 4. Person Specification 5. Information for Candidates
INFORMATION PACK FOR APPLICANTS FOR THE POST OF RETAIL MARKETING EXECUTIVE Information Pack for Recruitment FT Flexi-time London - January 2013 Paul Smith Ltd. Copyright Page 1 Job Description: Job Title:
CareNZ Job Description GENERAL MANAGER HUMAN RESOURCES Responsible to: Responsible for: Chief Executive HR and Payroll Administrator HR Interns and Volunteers Dimensions Location of work Other information
Stephen Greenhalgh Deputy Mayor for Policing and Crime City Hall The Queen s Walk London SE1 2AA Anne Bristow Corporate Director Adult and Community Services Town Hall 1 Town Hall Square Barking IG11 7LU
Your consent to our cookies if you continue to use this website.