Package Description
What we Offer:
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27.5 days paid annual leave (increasing with service to 32.5 days)
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OThe option to buy, sell, or carry over annual leave is reviewed each year and offered when possible.
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Voluntary Health Cash Plan provided by BHSF
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Civil Service pension
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Civil Service maternity leave package
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PAM employee assistance programme
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Access to Civil Service Sports Council (CSSC) membership
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Cycle to work scheme
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Opportunity to enjoy the latest home and electronics in a more affordable way provided by Vivup
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Car Leasing Scheme
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Staff Networks focussed on each of the protected characteristics - run for staff, by staff: Enable Network, Age Network, Welsh Network, Pride and LGBTQ+ Network, Sex and Family Network, Race, Religion and Belief Network
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Learning and development tailored to your role.
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An environment with flexible working options
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A culture encouraging inclusion and diversity
Additional Information:
Any move to the Independent Office for Police Conduct from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may, however, be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk
In line with the IOPC recruitment and Selection Policy, we recommend that the internal colleagues make an early application within the first seven days, so that we can see if there is enough interest within the organisation to keep the role internal for the full advert live period. We will review the number of applications after the first seven days and the role may be advertised externally after this period. Please see the Recruitment and Selection Policy Guidance, which is available on the Hub, for further information.
Emotional Consideration:
In performing this role, you will have regular exposure to distressing material which will likely be impactful, traumatic and challenging. Given the nature of the work, it is also possible that you will have contact with individuals who are experiencing extreme distress. The IOPC recognises this and offers all staff a range of wellbeing provisions, including TRiM (Trauma Risk Management), peer-to-peer support, a dedicated Wellbeing Advisor, and access to free confidential counselling. All staff are strongly encouraged to proactively access and engage with the support available. If you would like to speak about this element of the role with somebody already doing similar work at the IOPC please contact [email protected] and this can be arranged.
Rydym yn croesawu ymgeiswyr i ymgeisio am rolau trwy gyfrwng y Gymraeg fel eu dewis iaith.
Job Introduction
Job Introduction:
As an Investigations Manager – Core Business, you will be a part of a dynamic investigations team working locally and nationally on a wide range of investigations in the Investigation, Oversight and Casework directorate. You will set investigation direction, understand capacity and make decisions on cases.
Alongside the Investigations Manager - Performance and Resourcing and Investigations Manager – Core Business you will be responsible for providing strategic leadership to teams of investigators, ensuring delivery of high quality, robust and independent investigations and demonstrating our values in all aspects of your role.
You will have line management responsibilities of a team of Investigations Team Leaders - Core Business, and you will have accountability for the quality, timeliness and efficiency of investigations.
As part of the application process, you will be asked to complete 2 Sift Questions based on the essential criteria.
Anticipated assessment and interview dates are estimated to take place mid-late September
Main Responsibilities
Leadership and general:
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Provide strategic direction and operational leadership to investigation teams to ensure the delivery of high-quality, robust investigations.
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Ensure consistent and high-quality investigations delivery against policy and performance targets.
Transformation:
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Work collaboratively with colleagues to ensure that the ambitions of the IOPC are delivered
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Actively participate in the IOPC Transformation programme to ensure that we do what only the IOPC can do and deliver effective, timely and high-quality investigations.
Delivery:
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Provide direct line management to the Investigations Team Leaders – Core Business, overseeing their performance, personal and professional development, recruitment and accreditation.
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Coach and mentor Investigations Team Leaders – Core Business to build investigation capacity and capability.
Corporate Responsibility:
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Minimise risk to the IOPC through ensuring all decisions and actions are consistent and align with best practice.
Decision Making:
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Lead on decision making regarding cases, escalating high risk cases to the Investigations Manager - Complex or delegating decision making for certain cases.
Communication & Engagement:
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Work alongside the Directors of Engagement when required on case specific force liaison.
Cultural Competence, Equality, Diversity & Inclusion:
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Lead by example in promoting and embedding cultural competence when interacting with all stakeholders.
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Ensure that a culture of inclusion is embedded across the investigations team.
Please refer to the Job Description for full role responsibilities.
The Ideal Candidate
The Ideal Candidate:
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Proven experience in leading and managing teams in complex and high-profile investigations, ideally within a regulatory, oversight or public sector context.
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Strong track record in providing strategic direction ensure the delivery of high-quality, independent and robust investigations.
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Experience of driving teams to deliver high levels of performance and continuous improvement.
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Proven experience of investigating or leading investigations.
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Demonstrated ability to oversee and direct teams, including workforce planning, resource allocation and the management of investigation priorities.
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Experience in financial management; including budgeting and cost control.
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Proven experience of investigations methodology and principles applied to complex, large and challenging investigations.
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Experience of working as part of a senior management team to develop and implement the strategic vision for a function or organisation.
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An experienced leader with a track record of building high performing operational teams in a complex environment.
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Experience of managing disclosure in complex investigations
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Experience of leading teams through significant change, engaging and motivating staff to embrace new ways of working.
Desirable:
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Experience of working in a matrix management structure.
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Driving license valid in England and Wales.
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Excellent intellectual ability, and highly developed skillset to analyse complex legislation and apply it to appropriate cases.
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The ability to manage, motivate and develop people.
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The ability to work efficiently and effectively in a challenging environment with competing priorities.
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High levels of credibility as well as the ability to justify decisions made, including in a legal setting.
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Good judgement and ability to make high profile decisions.
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Highly developed decision-making skills.
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Evidence of excellent analytical and report writing skills; ability to reach and document clear, rational, evidence-based and independent decisions based on analysis of existing and emerging information.
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Highly developed oral, written and presentation skills.
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Excellent influencing and negotiation skills and the ability to persuade through personal credibility.
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Strong interpersonal skills, including the ability to negotiate and maintain good relationships with senior officials in all areas of public life.
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Experience of supporting staff who are working in an environment with significant scrutiny, challenge and potentially emotive material.
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Analytical thinker with the skills and ability to assess complex cases, identify key issues and develop solutions that address needs.
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Proven experience in mentoring, coaching and developing team members, fostering a culture of continuous improvement and professional growth.
We believe that diverse perspectives contribute to a more innovative and dynamic workplace. We actively encourage applications from individuals who are typically under-represented or disadvantaged in society. This includes women, people from ethnically diverse backgrounds, parents and carers, and disabled candidates, including neurodiverse candidates.
We are committed to providing equal opportunities for all applicants and creating an inclusive environment where diverse perspectives are valued and supported.
The role requires clearance to BPSS
National security vetting: clearance levels - GOV.UK (www.gov.uk)
Reasonable Adjustments:
The IOPC is a diverse and inclusive workplace, and we want to help you demonstrate your full potential whatever type of assessment is used.
Please refer to our Reasonable Adjustment guidance document linked to this job advert on how to access Reasonable Adjustments with us.
About The Company
Be yourself:
The IOPC is committed to promoting equality and valuing diversity in everything we do. Our vision is to be, and to be seen as, a leader in inclusive employment and services, demonstrating this ethos in everything that we do.
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Being a Disability Confident employer, the IOPC is dedicating to removing the barriers for disabled people to thrive in the workplace. Please refer to our Reasonable Adjustment guidance document linked to this job advert on how to access Reasonable Adjustments with us.
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Our Staff Networks are constantly working to make the IOPC the leaders of inclusive employment, from our Allyship Programme to Welsh Language Standards and our Know the Line Policy, we are constantly seeking new ways to create an environment for all to develop and thrive.
Positive action as detailed in the Equality Act 2010, allows us to use measures designed to help improve equality in the workplace, and create a level playing field for all, whilst still employing everyone based on merit. Our workforce profile data shows that people who identify as black, Asian and minority ethnic are under-represented at the IOPC.
For this role – should we have a situation where multiple candidates have achieved the highest score and one identifies as black, Asian or minority ethnic, by using positive action, we can select that candidate for the role, therefore improving this area of under-representation at the IOPC. We will only use positive action in this way where the highest scoring candidates have all scored equally, at the final assessment stage, and above our required threshold.
Working Conditions
The IOPC operates a hybrid working policy which requires all staff to work an average of 40% of their contractual hours at their office base (or another office for business reasons). Office attendance time includes in-person training, meetings with stakeholders and families, and attending events.
