Immigration Enforcement - Criminal and Financial Investigation – Immigration Officer Liverpool, England
Job description
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About the job
Benefits
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Location
About the job
Job summary
Immigration Enforcement is responsible for enforcing the government’s immigration laws, tackling illegal migration, removing foreign national offenders and immigration offenders from the UK. It also aims to disrupt the organised criminal groups that exploit the vulnerable for their personal gain. Learn more on the Immigration Enforcement careers page.
Our Criminal and Financial Investigation (CFI) teams are committed to disrupting and dismantling the organised crime groups facilitating immigration abuse by utilising its financial investigations capability to remove the proceeds of crime and strip criminals of their assets.
Immigration Enforcement has a fundamental role to play in tackling immigration crime, as part of a multi-layered UK law enforcement approach. Through working closely with partners in the National Crime Agency, territorial policing and many other agencies and departments, our Criminal and Financial Investigation Teams take vigorous action against those criminals that seek to benefit from illegal migration.
Working for Immigration Enforcement is challenging and fast paced, requiring quick decision making in demanding situations. To work within Immigration Enforcement, you must be able to meet these challenges while maintaining the highest standards of professionalism. This role is physically demanding, so you will also need to be physically fit.
You would be expected to demonstrate the highest standards of professionalism and teamwork with adherence to our vision statement:
'Tackling immigration crime by empowering our people, inspiring confidence and protecting communities.'
CFI Directorate has a Financial Investigation (FI) structure in place to help disrupt organised criminal networks. In the Financial Investigations Unit we analyse financial information and advise CFI colleagues on lines of enquiry. The team undertakes money laundering investigations, seizing cash, and restraining and confiscating criminal assets. We also work collaboratively with and support other law enforcement agencies in tackling organised crime.
This is an exciting opportunity for the right individuals to join a new, dedicated National Cash Team within CFI.
Job description
The successful candidates will focus on cash-related activity for CFI (both border and inland) and will have responsibility for most detained cash investigations where there is a suspicion that the cash is derived from, or intended for use in, immigration offences.
Tasks will include (but are not limited to):
- Operational deployments to identify and adopt detained cash investigations.
- Undertaking / progressing detained cash investigations.
- Conducting interviews.
- Giving evidence during court hearings (all CFI staff are required to disclose any adverse judicial decisions or internal disciplinary matters under CPIA. Applicants need to bear this in mind when considering their eligibility for this post).
- Participation in a national on-call roster.
- Accurately report activity on departmental / local databases and on the Joint Assets Recovery Database (JARD).
- Reporting to the Chief Immigration Officer and His Majesty’s Inspector with case updates / progress.
- Actively manage a case load of investigations. You will be accountable for expedient and thorough investigations whilst adhering to strict Court timetables.
- Stakeholder engagement including Multi-Agency Cash Cell (Border Force led); CFI, ICE, VCT and Rapid Response Team peers; Immigration Removal Centres. Officers will assist in promoting the team’s work to increase its profile, workstreams and referrals.
Some initial financial intelligence training will be provided and there is potential for future personal development to include Financial Investigator training.
Person specification
- The posts require a commitment to working flexibly and will involve some travel throughout the UK, including occasional overnight stays where necessary.
- It must be borne in mind that the successful applicant may be required to comply with court attendance timetables which may change at short notice. The level of travel required for the post, sometimes at short notice, may result in long working days. There is a requirement to participate in an on-call roster for out of hours referrals.
- In line with other frontline CFI roles, this is a mainly office-based role with working from home to be discussed and agreed with the Chief Immigration Officer when appropriate.
- Learning requirements: if successful candidates aren’t already trained to seize and investigate cash, full training will be provided.
- The successful applicants will be expected to obtain (if not already held) and maintain accreditation as a Financial Intelligence Officer via Continuing Professional Development (CPD). **Accreditation via the Proceeds of Crime Centre.
- Should existing Financial Investigators transfer to this team we will look to support the maintaining of CPDs although the focus of the role will be cash-related.
- If not already an Immigration Officer, in order to be designated as one, you will be required to attend a 2-week induction course (residential depending on location of post).
- The successful candidate will be required to undergo and pass a health assessment, which is usually repeated every three years (although this can sometimes be yearly for specific health reasons).
- Financial Investigators in IE are arrest-trained. If not already appropriately trained, the successful candidate will also need to successfully attend a PST level 3 training course (residential depending on location) and pass an annual PST refresher.
Licences
Behaviours
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Working Together
Benefits
- Learning and development tailored to your role
- An environment with flexible working options
- A culture encouraging inclusion and diversity
- A Civil Service pension with an average employer contribution of 27%
Things you need to know
Selection process details
This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
As part of the application process, you will be asked to complete:
- A CV detailing job history/qualifications
- A statement of suitability (personal statement) (maximum 750 words)
- Provide evidence of the behaviours 'Making Effective Decisions' and 'Working Together' (250 words maximum per behaviour)
Further details around what this will entail are listed on the application form.
The statement of suitability should be aligned to demonstrate your skills and experience for the role and how you meet the essential criteria as detailed in the job description.
For guidance on how to construct your personal statement, you are encouraged to visit Civil Service Careers. Links – Statement
For guidance on how to construct your behaviour examples, you are encouraged to visit Civil Service Careers. Links –Behaviours
The sift will be held on the behaviours 'Making Effective Decisions' and 'Working Together' and the statement of suitability (personal statement).
However, if a large number of applications are received, the sift will be conducted on the lead behaviour 'Making Effective Decisions' and the statement of suitability (personal statement) only.
The statement of suitability will be scored first for all candidates. Those who achieve the minimum pass score for the statement of suitability, will progress to a full sift where all behaviour will be scored. These candidates will therefore receive a sift score for both elements.
Candidates who fail to meet the minimum pass score for the statement of suitability will not have their behaviour scored and will therefore only receive a sift score for the statement of suitability.
If you are successful at sift stage, you will be invited to an interview which will be a blended approach of strength-based questions and behaviour-based questions.
Strengths are the things that you do regularly, do well and that motivate you. To find out more about strength based questions click here
Sift and Interview dates
Sift is expected to take place week commencing 11th September 2023.
Interviews are expected to take place week commencing 2nd October 2023.
We will try to meet the dates set out in the advert, however on occasions these dates may change.
Interviews will be carried out via video. Candidates will be required to have access to:
- A laptop (personal or work) with a working webcam
- Good internet connection
- Skype for Business/Microsoft Teams
Further Information
For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice
A location based reserve list of successful candidates will be kept for 12 months. Should another role or similar role become available within that period you may be offered this position.
When completing your application you will have the opportunity to select your preferred location(s). Please ensure you select all locations you are interested in. Candidates who are successful at Interview will be placed in order of merit per location and provisional job offers will be made in strict merit order per location preference. Provisional offers are made, as they are on condition that you successfully pass all pre-employment checks.
Note for Candidates
Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying of examples/answers from internet sources. If any is detected the application will be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving internal candidates. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.
If you are currently an agency member of staff working within the Home Office, a contractor or contingent worker you can only apply for roles that are advertised externally, i.e. outside the civil service. If you are eligible to apply for a role, you are required to select yourself as an external applicant and not internal when submitting your application on Civil Service jobs. This will prevent any delays in pre-employment checks should you become successful in being made an offer of employment after the Interview stage.
Are these Reserved Posts for UK Nationals only?
UK nationals who hold dual nationality are able to apply for this reserved post. If a UK passport is not being presented, then candidates will need to provide alternative evidence of UK nationality in line with the Civil Service Nationality Rules.
Annual Hours Working Allowance
Annualised Hours Working (AHW) is an attendance system where staff work an agreed number of hours for the year rather than weekly conditioned hours.
You will be required to work flexibly on any day of the week, including weekends, nights, Public Holidays and the Privilege Day, and the hours may vary each week. Attendance may also be subject to change at short notice.
The rate payable under the AHW scheme is driven by business requirements and may vary depending on location. Your initial rate will be confirmed when you have started in post and will be paid as a percentage of your basic salary. If a member of staff has agreed an annualised hours arrangement, this does not become a permanent or guaranteed right. Annualised hours working is subject to changes in operational needs and managers can adjust, cease or suspend it, for operational or performance reasons. Annualised hours agreements are reviewed at least annually.
The annualised hours year runs from 1 April to 31 March. If an individual begins working on an annualised hours basis part way through the year, they will receive a part-year agreement and the Annualised Hours Allowance will be pro-rated for the remainder of the year to reflect that agreement.
If you transfer to a non-AHW post the requirement to work in accordance with the terms of the AHW policy will also end, and you will move to standard Home Office Terms and Conditions.
The initial rate payable is 29%.
Age: These are shift working roles and so you must be 18 years or over.
Part Time Working
If you are considering applying for part time hours, please contact [email protected] to discuss your request as not all working patterns may be accommodated.
Appearance
As part of this role you will be required to wear a uniform for operational deployments unless otherwise authorised by a Grade 7 (which will be provided). Staff must ensure that their uniform is worn correctly, in line with these uniform standards, is kept clean and is well presented. To support this requirement, adequate uniform supplies will be available and issued. Uniformed staff represent their organisation at all times and should ensure that their dress and personal appearance reflects this responsibility.
Personal Safety Training (PST) - Level 3
These roles can be physically demanding and if successful you will be required to complete and pass specialist training including Personal Safety Training (PST) which develops skills in personal safety, arrest and restraint techniques. This demands physical activity and physical contact with delegates on the course. You will be required to attend a health check and, if necessary, attend a medical examination. A formal offer will be conditional upon you being physically fit to undertake and pass the training.
Hybrid working is not an option
The flexible working arrangement of Hybrid working (working partly in their workplace(s) and partly at home) is not available for this role due to the requirements of the role. Successful candidates will be required to attend the office/other work location as specified in the advert at all times to carry out this role.
Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.
We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.
New entrants are expected to join on the minimum of the pay band.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
For further information please see the attached notes for candidates which must be read before making an application.
Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.
Transfer Terms: Voluntary.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of Home Office acceptable ID documents.
Any move to the Home Office 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
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
- Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs
- Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
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See our vetting charter (opens in a new window).
Medical
Nationality requirements
Working for the Civil Service
We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).
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Contact point for applicants
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Recruitment team
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