Wavertree Road Police Station
Closing Date: Friday 14th June 2019
An opportunity has arisen to provide administrative and technical assistance to the Policy and Commissioning Officers of the Merseyside Police and Crime Commissioner on local and national policy issues which may impact on the police service, to ensure compliance with legal and professional standards.
The post holder should be computer literate and have the ability to undertake research and analysis to ensure the accurate recording of information and the completion of briefing papers as necessary.
Although research skills are essential to the role in order to conduct daily Horizon Scanning to inform the Police and Crime Commissioner of any developments or publications relevant to her statutory responsibilities, other responsibilities will also include:
- Event & meeting planning – minute taking, agendas, room bookings, invites, attendee liaison, paper circulation, refreshments etc.
- Admin assistance with the management of the Independent Custody Visiting Scheme.
- Raising purchase orders and processing payments on civica.
- Supporting the Senior Commissioning Policy & Research Officer at various stages of the commissioning cycle, as necessary.
- Any other ad hoc research requests to inform and produce briefing papers.
Please base your evidence on the knowledge and experience on the attached Job Description Questionnaire utilising the competencies contained within the Competency Value Framework
Please click here to view the Competencies Values Framework
Equality Act 2010
Any candidate who has a disability as defined by the Equality Act 2010, is required to inform us, in order to ensure that ‘reasonable adjustments’ can be made. Our policy, at the stage of interview, is that we will ask all candidates whether we need to make any ‘reasonable adjustments’ in accordance with the Equality Act 2010. Under the Equality Act, a disabled person is someone with a physical or mental impairment, which has a substantial and long-term adverse effect on their ability to carry out day-to-day activities.
Merseyside Police is committed to developing a department that is representative of the diverse communities that we police and serve. As a department, we strive to ensure that all our personnel practices, including recruitment, promotion and development are applied consistently and fairly and that the overriding principle governing selection is always based on merit alone.
We recognise that although the diversity of our staff is improving, we are not fully representative yet and we are striving to address this imbalance through positive action support.
What is Positive Action
Positive action is simply a strategy which seeks to level the playing field for under-represented groups by providing advice, guidance and support where required, whilst still maintaining the high standards for recruitment and promotion.
Why do we need it?
A diverse workforce brings with it many advantages such as:
·Putting our community first – a diverse workforce will help us to understand the diverse needs of our communities and be able to adapt accordingly.
·Multi-cultural organisations are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers.
·Increased organisational reputation – Restore and improve public confidence – we start to represent those we protect
·Increased Productivity – Staff perform better in an organisation that is truly reflective and values diversity and well-being
·Providing more adaptability in terms of problem solving by offering a wider array of possible solutions;
Who is eligible for Positive Action
The Equality Act allows positive action to be used when there is under-representation. Within Merseyside Police the following groups/communities are currently under-represented
·Females (police officer roles only)
·Disabled (If you have a disability which would still allow you to fulfil the role)
·Gay/lesbian / bisexual,
·Minority religions, e.g. Muslim, Hindu, Jewish, Sikh.
What is available?
We recognise everybody is an individual and has different needs therefore the Positive Action Team (PAT) offer a variety of initiatives such as providing appropriate advice, encouragement and support throughout the recruitment process specifically for people who are underrepresented within the organisation.
Positive Action Myths
There are often many misconceptions around Positive Action, for clarity Positive Action does not
•Provide unfair advantage to any groups
•Remove competition for jobs
•Give anybody specific answers
If you would like more information regarding positive action support please contact the Positive Action Team on