Senior Officer Statutory Disclosure Team Birmingham, England
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About the job
Benefits
Things you need to know
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About the job
Job summary
Job description
The role of a G4 on the SDT is to: supervise a team of G5s responsible for ensuring legally compliant and effective corporate responses to the legislative requirements; support the delivery of complex casework within agreed/statutory deadlines, ensuring that legally compliant decisions are made in relation to all casework, including in relation to the disclosure of NCA information; ensure that all work is risk assessed and team resources are appropriately allocated to manage and mitigate risks to an acceptable level; keep up to date on legislative developments, including case law; ensure processes and practices reflect changes; and supervise effective case management, ensuring the accurate creation, maintenance and updating of departmental records, including case files and other reports. Ensure the quality, secure handling and dissemination of data/information, maintaining confidentiality, sensitivity and a duty of care in line with NCA Policy.
**To be considered, you will need to successfully complete SC Enhanced clearance before commencing the role and achieve DV clearance in post.**
Person specification
"I know this is a cliché, but there really are no two days the same. The SDT are one of the few public-facing teams in the NCA, which means we receive a huge variety of requests, ranging from third party disclosure requests made under the Criminal Procedure and Investigations Act (CPIA), civil proceedings including Family Court matters, requests from members of the public, current or former officers for personal data held by the NCA via Subject Access Requests, to responding to independent inquiries, such as the Independent Inquiry into Child Sexual Abuse (IICSA).
When I am managing the team inbox I have to identify cases which require urgent attention, as some have strict deadlines to meet, whilst others can risk the reputation of the Agency if they aren't responded to promptly. Prioritisation is key when it comes to managing my caseload, however working in such a supportive team I know my colleagues are there to chip in when needed.
The varied remit of the team means I work with teams across the Agency, including Investigations, Strategy, Human Resources, Professional Standards Unit; the list is endless. It has helped me understand more about the work of the Agency and I'm glad this opportunity has developed me into a more well-rounded NCA officer.
I have learned new research skills as I conduct core searches on NCA systems and liaise with internal partners to track down any relevant information that I can't directly access. My role is to establish a legal basis for disclosure and coordinate the disclosure of the material to external partners. Since being on the SDT, I have come to appreciate the complexities of information managment, data retention and destruction, and the potential issues that organisations could run into when trying to comply with best practice.
The team manage many high profile requests for information, for example we managed a request from Essex Police for disclosure to Operation Melrose, the investigation into the deaths of 39 Vietnamese nationals discovered in a refrigerated lorry in 2019. We also helped Cheshire Police with a murder investigation dating back to 2003 for which Christopher Guest-More, a fugitive arrested by the NCA, was recently convicted and sentenced to 24 years in prison."
Behaviours
We'll assess you against these behaviours during the selection process:
- Communicating and Influencing
- Managing a Quality Service
Technical skills
We'll assess you against these technical skills during the selection process:
- Understanding of information management and UK legislation affecting the Agency and in particular the Statutory Disclosure Team.
- Risk Management Skills. Assist in the management and mitigation of risk within Chief Data Officer (CDO).
- Good verbal and written communication skills with the ability to engage with internal and external stakeholders at all levels.
- Excellent organisation with an ability to manage a variety of initiatives of varying size and complexity at the same time.
Benefits
Whatever your role, we take your career and development seriously, and want to enable you to build a really successful career with the Agency and wider Civil Service.
If you are an active police pension member immediately prior to joining the NCA, you can continue your membership throughout your employment with us as if you were a serving police officer. If you do remain an active member and subsequently return to a police force, you should be able to continue your membership there too.
All officers in the NCA are members of the UK Civil Service. You will be eligible for:
- Civil Service pension scheme
- 26 days annual leave rising to 31 on completion of 5 years continuous service
- Training and development opportunities
- Cycle2work scheme
We take the welfare of NCA officers very seriously. All staff have access to Occupational Health services and there are a number of staff representative groups. We also have a range of sporting and other activities on offer.
We can provide flexible working arrangements if the role in question is suitable. These include flexi-time, job sharing and compressed hours (working contracted hours over a shorter period).
Things you need to know
Selection process details
If you wish to apply for this vacancy, you must submit your application by 23:55 on 9th May 2023.
Once submitted your application will be acknowledged by the Government Recruitment Service.
Please note depending on the volume of applications a Longlist at sift may be conducted on following criteria:
- Understanding of information management and UK legislation affecting the Agency and in particular the Statutory Disclosure Team.
Candidates must pass this criteria for their application to be progressed.
A panel will then assess your application to select those demonstrating the best fit for the role by considering the evidence you have provided against the criteria set out in the Entry Criteria section.
Failure to address any or all of these may affect your application.
Sift results are expected to be released w/c 29th May 2023.
Interviews will take place throughout June and July 2023 - locations to be confirmed. Please be advised that the type of interview (eg. virtual/face-to-face) may be subject to change and successful candidates will be notified of this prior to attending. However the interview is conducted, the interview criteria will remain as shown on page 15 of the candidate information pack.
The above sift and interview dates are an indicative timeline.
Should you be successful at sift but cannot attend on the interview date(s) listed the recruitment team cannot guarantee an alternative date. Please contact the recruitment team.
You will then be asked to attend an interview in order to have a more in-depth discussion of your previous experience and professional competence.
Full details of the assessment process will be made available to shortlisted candidates.
Multi-Location
Where more than one location is advertised, candidates will be appointed in merit order for each location. You will be asked to state your location preference on your application.
Please be aware that you can be posted to any location that you put in your preferences. If you would only like to be posted to one location, please confirm one location only. If you are posted to a location that you have requested and you do not accept that location, you may not be offered another role.
Please note, only advertised location can be offered. Notes populated in a free text box will not be taken into consideration.
Near Miss
Candidates who are judged to be a near miss at interview may be considered for other positions in the NCA which may be at a lower grade, but have a potential skills match.
Hybrid Working
Here at the NCA we have a hybrid working arrangement in place enabling officers to work a proportion of their role remotely. Eligibility and the degree of home working will vary depending on the requirements of the role. Further details can be discussed at offer stage.
Reasonable Adjustment
We are committed to ensuring our recruitment process is inclusive and accessible to all. As part of our application process you will be prompted to provide details of any reasonable adjustment to our recruitment process that you may need. If you have a disability or long-term condition (a physical or mental impairment that has a substantial and long term effect on your ability to carry out normal day-to-day activities protected under the Equality Act 2010) and need us to make any adjustments or do anything differently during the recruitment process, please let us know by emailing [email protected], 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:
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.
Please contact us by emailing [email protected] or calling 0117 372 0000 as soon as possible before the closing date if you wish to discuss any reasonable adjustments before applying.
Inclusion and Accessibility
The NCA embraces and values diversity in all forms. Being truly reflective of the communities we serve and building a culture where everyone can perform at their best is critical to leading the UK’s fight against serious and organised crime – something which affects us all. We want to recruit and retain the very best and broadest diversity of officers so the NCA welcomes applications from individuals from all backgrounds.
We are proud to be an inclusive, equal opportunities employer. As a Disability Confident Leader we are committed to ensuring that all candidates are treated fairly throughout the recruitment process.
If you are experiencing accessibility problems with any attachments on this advert, please contact [email protected]
VETTING REQUIREMENTS SC
All security clearances require you to provide evidence of your UK footprint where you have been physically present in the UK.
The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years.
Failure to meet the residency requirements will result in your security clearance application being rejected.
If you require SC clearance you will need to provide evidence of the below requirements.
Checks will be made against:
- Departmental or company records (personnel files, staff reports, sick leave reports and security records)
- UK criminal records covering both spent and unspent criminal records.
- Your credit and financial history with a credit reference agency
- Security Services records
VETTING REQUIREMENTS - DV
All security clearances require you to provide evidence of your UK footprint where you have been physically present in the UK.
The requirement for DV is to have been present in the UK for at least 7 of the last 10 years.
Failure to meet the residency requirements will result in your security clearance application being rejected.
If you require DV clearance you will need to provide evidence of the below requirements.
Checks will be made against:
- successful completion of the BPSS
- UK criminal record and identity checks
- credit reference checks
- relevant personnel and medical checks (if required)
We encourage all candidates to thoroughly review the candidate pack which explains the role further before submitting an application.
If you have any specific queries about the role that are not covered by the candidate pack, please contact:
Feedback will only be provided if you attend an interview or assessment.
Security
See our vetting charter (opens in a new window).
Medical
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the Republic of Ireland
- nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS) (opens in a new window)
- relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
- relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
- certain family members of the relevant EU, EEA, Swiss or Turkish nationals
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).
Apply and further information
Contact point for applicants
Job contact :
Recruitment team :
Further information
If you are not satisfied with the response you receive from the Department, you can contact the Civil Service Commission: https://civilservicecommission.independent.gov.uk/recruitment/recruitment-complaints/
