Description 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. PRINCIPAL DUTIES AND RESPONSIBILITIES To search, interrogate and extract information from various Police systems and databases to identify records held in relation to the DBS applicant. To analyse and evaluate all information found from varied sources using the National Quality Assurance Framework (QAF) and prepare the Audit Trail (AT) document, presenting all relevant information clearly and concisely in the Hit Relevance Table, summarising all relevant factors and considerations within the report. Use decision making skills to analyse, risk assess and determine whether the relevant information recorded on the AT document can be discarded and if so, clearly document the rationale for discarding relevant information in accordance with QAF. To escalate the DBS application to a Decision Maker in a timely manner, with the appropriate briefing report to support the disclosure decision, when the information cannot be discarded (disclosure is required). To liaise with internal colleagues, DBS, other forces and external agencies in respect of the work of the Unit, either in person, by phone or via e-mail to obtain further information in relation to decision making and maintaining contact to ensure these requests are returned in a timely manner. To provide advice and guidance on DBS to internal departments, external agencies and members of the public either in person, via phone or via e-mail. To receive all DBS applications via the DBS IT system, ensuring that the information on the application is accurate, that the applicant is eligible to apply and the applications are resulted correctly when returned to DBS. To identify applications that require returning to DBS as ‘conflict’ applications for clarification of information given or omitted, to ensure that all information systems are searched using all names the applicant may have used both past and present. To ensure the correct disclosure of information on DBS certificates by ensuring that all relevant records held on the Police National Computer are updated and resulted correctly by liaising with the PNC Bureau. To identify and appropriately escalate data quality issues and duplicate nominal records to the Records Management Team to ensure the quality of West Midlands Police data is accurate and compliant with the Management of Police Information (MOPI) To handle sensitive and confidential information in an appropriate manner, including the redaction of sensitive or confidential information from documentation where appropriate, to ensure compliance with the Data Protection Principles at all times. To remain attentive whilst processing a large amount of data to ensure accuracy and demonstrate a strong commitment to delivering a high-quality service in order to properly safeguard vulnerable groups. To strive to achieve the Unit’s Service Level Agreements by managing and prioritising own workload to ensure all performance targets and business objectives are met. To carry out any other duties which are consistent with the nature, responsibilities and grading of the post. KNOWLEDGE AND EXPERIENCE Essential Requirements Ability to complete research, assess and evaluate data Ability to collate and present findings in a structured report demonstrating high levels of accuracy and attention to detail Ability to demonstrate decision making skills and the ability to make accurate choices Experience of communicating with a range of individuals/organisations to obtain information either by telephone, in writing or face to face. Computer literate and ability to use several complex computer packages simultaneously Demonstrate high levels of integrity and confidentiality Ability to work with minimal supervision and organise and prioritise own work Ability to work under pressure and meet targets / deadlines / service level agreements / key performance indicators. RELATIONSHIPS Supervisory responsibilities: No direct supervisory responsibilities. Supervision received: Reports to the Team Leader (or Trainer whilst on a probationary period) however is required to work on own initiative with minimal supervision. Other contacts: (Examples include but are not limited to) Within West Midlands Police: Regular contact with Officers in Charge of live investigations, Public Protection Unit, Online Child Sexual Exploitation Team, Regional Organised Crime Unit, Force Intelligence Bureau, Prison Intelligence Unit (this list is not exhaustive). Outside West Midlands Police: Regular contact with members of the public, other Police forces, Social Services, Local Authority Designated Officer, His Majesty’s Prison and Probation Service, Employers, Professional Regulatory Bodies, Solicitors, Members of Parliament (this list is not exhaustive). 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. 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) 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