Immigration Enforcement - Criminal & Financial Investigation - Development Officer Castle Donington, England
Job description
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Type of role
Investigation
Operational Delivery
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About the job
Benefits
Things you need to know
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Location
About the job
Job summary
Job description
Our Criminal and Financial Investigation (CFI) teams play a fundamental role 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 CFI Teams take vigorous action against those criminals that seek to benefit from illegal migration.
Crime and Financial Investigations (CFI) teams play a key role in the delivery of Immigration Enforcement's (IE) vision, and they are supported in doing so by a variety of Learning & Development (L&D) programmes offered by the Training and Skills Unit (TASU), primarily the PIP 1 and 2 programmes administered by the College of Policing.
This role is dedicated to the portfolio building and workplace learning elements of those programmes and aims to continuously improve and move towards a coaching and mentoring culture by effectively supporting all those involved in workplace learning within the Directorate.
This is an exciting opportunity for the right candidate to develop themselves and others by ensuring development objectives are set and achieved to address any gaps and enable delivery of current and future work. You will promote inclusiveness by respecting different personal needs in the team and use these to develop others. You will assist in making the team a great place to work and to support staff and senior managers in delivery.
We are looking for staff with a passion for mentoring and coaching, who understand the importance of building professional relationships between staff and teams and strive to deliver workplace learning for all staff. You must have a good grasp of the learning programmes in Criminal and Financial Investigation (CFI), (in particular those licenced by the College of Policing for example Professionalising Investigation Programme (PIP)). You will seek to understand how we can support training investigative staff within the Policing Education Qualification Framework (PEQF) PIP framework to balance the needs of operational delivery and staff development in the workplace.
Working within the operational teams you, as the Development Officer (DO), will set and maintain high standards by creating an environment in which the learner, has the opportunity to apply their knowledge and skills acquired from the training which will allow for them to become competent and confident investigators.
You will have the responsibility and oversight of workplace learning activity in your CFI team and will be responsible for the coordination of mentoring, assessment of PEQF PIP portfolios and delivering upskilling events with the support of TASU. You will attend monthly meetings with the rest of the Development Officer’s network, which is chaired by the His Majesty's Inspector (HMI) Workplace Learning Lead, to ensure consistency of assessment, identify local and national operational training needs and to identify potential barriers and best practices for portfolio completion.
Person specification
This is a dedicated role to provide workplace learning and support to learners and mentors within your area. You will be the mentees point of contact throughout their training and mentoring period and will coordinate learning opportunities for them to develop as an investigator and gain evidence for their Operational Competence Portfolio (OCP).
Tasks will include (but are not limited to):
- Assessing the PIP portfolios within your area to provide consistency and standardisation. This task should be completed throughout the lifecycle of the portfolio until completion.
- Establishing a trust-based relationship with learners by working together to identify their individual needs and develop mutually agreed expectations of roles and responsibilities.
- Working with the National Development Officer lead and the other DOs in creating a national and more systemic approach to workplace learning.
- Working within your region to support existing mentors and encourage others to assist in this mentoring programme. Highlighting future needs and modelling a mentoring culture.
- Collaborating with operational managers and mentors to co-ordinate learning opportunities for mentees to gain exposure in operational activities for their OCP.
- Monitoring progress of learners on PIP and highlight any barriers to successful competition in a timely manner. This may include, writing an action plan in conjunction with their line manager.
- Identifying any learning needs within that region and feed into the National DO Lead through regular liaison.
- Delivering local Continued Professional Development (CPD) events and co-ordinating national development events, alongside other DOs.
- Ensuring that all eligible staff submit their annual PIP CPD returns
- Assisting in promoting a learning culture, where colleagues are empowered to drive their own development and feel safe and supported.
- Meeting regularly with National Development Officer Lead and other DOs to improve national standardisation in mentoring and assessing.
- Identifying if new staff have prior experience and learning.
- There will be a requirement to attend court to give evidence. All Criminal and Financial Investigation staff are required to disclose any adverse judicial decisions or internal disciplinary matters under Criminal Procedure and Investigation Act 1996 (CPIA). Applicants need to bear this in mind when considering their eligibility for this post.
Essential criteria
- Current PIP2 qualification (and must maintain this through appropriate operational activity).
- Passionate about supporting others, both by developing your own knowledge and continuously seeking new ways to improve and support colleagues build confidence and competence.
- Outstanding communication skills and the ability, confidence and credibility to influence and guide others whilst taking a sensitive and understanding approach to feedback.
- Resilience, with the ability to quickly adapt and respond to changing circumstances or priorities and operate in an environment of change and ambiguity.
- A growth mind-set, a curiosity to learn and grow yourself, learn from mistakes and be open to new ideas and challenges.
- Excellent interpersonal skills, including the ability to establish and maintain effective working relationships with internal and external partners across disciplines.
- A team player, willing to work inclusively with colleagues of a wide variety of backgrounds and experience to seek out appropriate activity, and constructively challenge when appropriate.
- Experience of coaching and mentoring in an operational environment.
- Candidates must hold a Valid Full UK Manual Driving Licence.
Desirable criteria
- A minimum Level 4 L&D or Coaching and Mentoring qualification.
- Understanding and awareness of Immigration Enforcement operational context.
- Experience of preparing for and presenting training sessions to staff.
- Competent in using Microsoft products including SharePoint, Office and MS Teams.
Licences
Qualifications
The post holder must be an experienced investigator with a proven background in leading serious and complex investigations. A professional accreditation of at least PIP2 is mandatory.
Professionalising Investigation Programme (PIP) is a four level accreditation programme under the auspices of the National Police Chiefs Council and the College of Policing.
Those officers accredited at PIP Level 2 will have successfully passed the National Investigators Examination and undertaken the ICIDP course plus Tier 2 Interviewing and demonstrated operational competence through completion of a work-based portfolio which will have undergone assessment and verification in force prior to being substantively awarded the title of detective.
Officers who were in a detective role prior to 2005 may have obtained legacy accreditation based upon having completed the ten-week CID course and exhibited operational competence in role. Evidence of both routes should be available from either Force or certification.
Evidence of valid accreditation within the previous five years from date of application must be produced. Evidence is acceptable in either certification or by advising a point of contact in force / previous role with whom we can confirm accreditation. This will be requested during the sift process.
Behaviours
We'll assess you against these behaviours during the selection process:
- Developing Self and Others
- Communicating and Influencing
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 Develop Self and Others and Communicating and Influencing (250 words maximum per behaviour)
Further details around what this will entail are listed on the application form.
Please note your 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 advertisement.
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 Developing Self and Others and Communicating and Influencing and the statement of suitability (personal statement).
The CV will not be scored.
However, if a large number of applications are received, the sift will be conducted on the statement of suitability (personal statement) only.
Please note that all candidates will be required to undertake a mandatory Professionalising Investigation Programme (PIP) assessment before the sift process. Information will be provided to candidates after the closing date. Candidates assessed as not holding PIP accreditation will be rejected.
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 from 30th May 2023.
Interviews are expected to take place week commencing 19th June 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.
Reserve List
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
We operate 24 hours a day, 365 days of the year and you would be required to work flexibly and operate over a 24/7 shift rota, this can include: Night shifts; Early morning starts, sometimes before 6am; Late night finishes, sometimes after midnight; Weekend and Public Holidays; Shifts can vary in length and can be up to 12 hours; Shifts that change or extend according to business need.
The AHW will match that of the operational CIO which is around circa 30% of salary, depending on location.
Age: These are shift working roles and so you must be 18 years or over.
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 (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)
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 complete a PST health declaration 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 an option
Hybrid working enables employees to work partly in their workplace(s) and partly at home. A hybrid working pattern may be available, where business needs allow. Applicants can discuss what this means with the vacancy holder if they have specific questions.
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.
Security
See our vetting charter (opens in a new window).
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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