Description Applications are invited from WMP employees for the role of specialist police trainer. You will be seconded to Operation Vanguard under the Major Crime Unit designing, delivering and evaluating training and CPD designed to improve the way WMP investigates crime and responds to victims of crime. The Victims Code of Practice (VCOP) is a key area of legislation that officers and staff must comply with, and during the next 12 months WMP needs to deliver face to face training to over 4000 officers and staff. Operation Vanguard will be required to continue the delivery of training and CPD to ensure that investigators continue to build their skills and competence across all other key areas of investigation – supporting those who are operating at the PIP1 and PIP2 level. Your role will be to support the Operation Vanguard team in the design and delivery of that training and CPD over the next 12 months while we continue our progress to improve investigations. You will be required to work with OL and D, and other departments to identify areas of focus for training and CPD, Essential Criteria Detailed knowledge of the Victims Code of Practice Experience in delivering training, both face to face and on line in Victims Code of Practice and/or other areas of investigative training A training qualification and/or extensive experience in training police officers and staff Experience in administering training and CPD evaluation Use of your own car with the necessary business insurance Desirable Criteria Understanding of the PEEL inspection report and areas for improvement Experience in delivery of investigative training Understanding of impact of investigative inadequacies and the impact upon victims of crime Background in investigation at both the PIP1 and 2 level Probationary Policy: Under the Probation Policy, if you are currently in your probation period, “during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over.”- Policies - Probation Period (Police Staff) (wmpad.local) Hours and Location Your core hours will be 0800 x 1600 and your home station will be Lloyd House, there will be some scope for agile working. Please note however the role will require you to travel to venues across the force to deliver training and CPD and will also require flexibility in terms of days/times to cater for a force which operates on a 24/7 basis. Vetting Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process. Medical Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test. Contact For further information please contact Supt Sally Simpson on sally.simpsonwestmidlands.police.uk Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold. West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview. It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants. "Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities