Research and Evaluation Officer
Grade C (£20,115 - £22,275)
Fixed Term: Until 31st March 2021
Closing Date: Friday 25th October 2019
To process applications received from the Disclosure and Barring Service (DBS) in relation to persons wishing to work with vulnerable groups of society namely children and vulnerable adults, in a timely and accurate manner. To provide the first tier decision making authority within the structure imposed by the Quality Assurance Framework (QAF); research, investigate and evaluate any information found on Force systems and apply decision making criteria in accordance with the QAF with a view to disclosure to appropriate parties in accordance with legislation and Home Office guidance.
The post is funded by the DBS and the requirement and authority of the post is dictated by the statutory obligations placed on all Forces by the national QAF.
Search, retrieve, review, analyse and evaluate information from various Force IT systems including PNC, Niche (including confidential intelligence), Corvus, Protect and NFLMS in order to gather all relevant information relating to an applicant with a view to disclosure to relevant bodies.
Use evaluation techniques and decision making skills to identify duplicate nominal records on Corvus. Create links to identify the master nominal record thus ensuring that the quality of the information in Corvus is accurate and compliant with MOPI. This negates any errors, which could see an individual’s secondary record(s) being omitted for analysis in relation to a DBS disclosure.
Evaluate all DBS notifications for completeness and use decision making skills to identify those that require returning to DBS as ‘conflict notifications’, via the DBS database, for clarification of information given or omitted. This ensures that all information systems are searched, using all names that the applicant may have used both past and present.
Ensure the correct disclosure of information to external authorities, in accordance with the Data Protection Act, by ensuring that all relevant records on PNC are updated and resulted correctly by liaising with the Data Management team within ICT.
Examine evidence by obtaining case files and/or liaising with Officer in Charge from the CJU, FCIU, Probation Service etc. as appropriate and document findings in accordance with QAF using the appropriate method products and audit trail forms.
Analyse and evaluate the findings and prepare the Disclosure Rational report, clearly documenting reasons for the disclosure recommendation, in accordance with QAF and if appropriate escalate to the DBS Senior Case Review Officers (SCRO) with appropriate briefing report.
Receive and return all DBS notifications, via the DBS IT system, ensuring that all information disclosed is accurate, follows the given format and is within the agreed service level agreement.
Remain attentive whilst processing large amounts of work, thus ensuring that quality is not compromised by the need for quantity, as required by the DBS SLAs. It is imperative that information is not missed in order to properly safeguard vulnerable groups
In the absence of the DBS Performance Manager/SCRO delegate daily work to self and other team members ensuring that all have an appropriate workload to complete, which will see daily targets being achieved.
Provide advice and guidance to other members of the DBS team and the internal departments, external agencies and members of the public with regard to disclosure issues.
Undertake all responsibilities relating to information management, data quality, and information sharing, intelligence and information security in accordance with the ACPO Guidance on the Management of Police Information in order to achieve compliance with the Statutory Code of Practice.
Please base your evidence on the knowledge and experience on the attached Job Description Questionnaire
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 are proud to use Positive Action to redress the balance of under representation our team will offer advice, guidance and support throughout the recruitment process to candidates from under-represented groups. For more information please refer to our Positive Action page https://www.merseyside.police.uk/police-forces/merseyside-police/areas/careers/join-us/positive-action-recruitment-team/