Force
Bedfordshire Police
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HIDDEN - Role Type
Police Staff
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Contract Duration
Permanent
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Contract Type
Full Time
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Department
ERSOU - Regional Organised Crime Unit
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Location
Agile, Stevenage
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Grade
Scale 6
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Salary
£33,603 - £35,772
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Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.
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Hours / Week
37
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Closing Date
26/07/2026, 23:55
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Applicants are required to meet nationality and residency requirements so that National Security Vetting (NSV) checks can be conducted. If you want to learn more click HERE. To apply for this role, you must also have resided continuously in the UK for at least 3 of the last 5 years, 2 of which must have been the immediately preceding years from the point of application.
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Job Description
The Role
The RECU is made up of 5 and 7 force capabilities including the Proceeds of Crime Unit (POCU), the Proactive Economic Crime Team (PECT), Asset Confiscation Enforcement (ACE) team and Serious Economic Crime Team (SECT).
We currently have a vacancy within the Proceeds of Crime Unit (POCU) based at Stevenage, Hertfordshire.
A shortlist may be created for other projected vacancies within the RECU.
Proceeds of Crime Unit (POCU)
The Proceeds of Crime Unit (POCU) is responsible for undertaking all asset recovery functions on behalf of Bedfordshire, Cambridgeshire, Hertfordshire, Norfolk and Suffolk Police Forces. It also provides specialist financial investigation and intelligence support across the five force areas.
The POCU is seeking to recruit a Financial Intelligence Development Officer to manage referrals received from our constituent forces and identify opportunities for asset recovery under the Proceeds of Crime Act 2002 (POCA) and associated legislation.
The successful candidate will utilise a wide range of databases, intelligence systems and research tools to develop financial intelligence, identify criminal assets, and support the progression of asset recovery investigations. Through the effective collection, analysis and development of financial information, the post holder will play a key role in enhancing investigative opportunities and evidential outcomes.
This is a rewarding and challenging role that directly contributes to the disruption of criminality by depriving offenders of their illicit gains and reinforcing the message that crime does not pay.
Financial Intelligence Development Officers are also responsible for delivering a specialist function in the handling and assessment of sensitive intelligence reports. They are expected to determine appropriate next steps while working within strict time constraints.
The post holder must attain FIO accreditation through the NCA and maintain this through a programme of Continued Professional Development, (CPD). Applications are particularly welcome from those who are already an NCA accredited Financial Intelligence Officer (FIO)
Applicants must hold or be prepared to undergo Management Vetting (5 years residency criteria) and Security Clearance (5 years residency criteria) before taking up the post. Please be aware the Police Corporate Vetting Unit will undertake security vetting on successful candidates, their family and others that live at their home address, which will include financial checks. Due to the sensitive nature of these checks, we are not able to supply feedback should clearance be declined.
You will be expected to provide evidence in your application against the following Competency and Values Framework competencies:
We take ownership
We analyse critically
We are innovative and open minded
You will have no more than 250 words available for each competency.
You will also be expected to provide evidence of the Minimum Entry Requirements (Skills & Qualifications) as per the attached role profile. There is a word count limit of 500 words for this section.
Interested? Please see the attached Role Profile for further details including essential and desirable criteria.
ERSOU – Who are we and what we do
Created in 2010, ERSOU is funded by the seven police forces that make up the eastern region, with Bedfordshire Police being the lead force. ERSOU is the Eastern Region Special Operations Unit, that oversees and delivers a regional level response to Serious and Organised Crime, and Counter Terrorism Policing for the Forces in the Eastern Region.
ERSOU is made up of both Officers and Police Staff from across the entire region and works closely with the 7 Forces and National Partners. The departments are unique, in that they offer opportunities to work and develop individuals professionally in specialist areas, often delivering capabilities that are provided by local forces.
Working for ERSOU presents a fantastic opportunity for you to learn and develop within a unique law enforcement community whose staff and officers are dedicated to protecting the public from the threat of terrorism and serious and organised crime.
We are committed to building a leadership team that reflects the diversity of the communities we serve. We actively encourage applications from individuals who are currently underrepresented at senior levels, including women, Black, Asian and Minority Ethnic candidates, disabled people, and those from LGBTQ+ communities.
We value the unique perspectives and experience that diverse leadership brings and welcome candidates who can help us drive inclusive policing and community engagement.
ERSOU as an employer can offer.
Blue light card discounts
Generous pension scheme
Opportunities to get involved with networking groups such as the network of women, LGBTQ+, parent, carers, health, and wellbeing.
VETTING
Applicants must hold or be prepared to undergo Management Vetting (5 years residency criteria), Security Clearance (7 years residency criteria) Due to the sensitive nature of these checks, we are not able to supply feedback should clearance be declined.
For Further information
Email us at
[email protected] , emails will be forwarded on to the relevant recruiting manager and we will endeavour to reply within 3 working days.
Additional Information
All internal applicants must have successfully completed their probationary period to apply for this role.
Internal applicants within Bedfordshire Police, Cambridgeshire Constabulary or Hertfordshire Constabulary (BCH), should upload either a CV or provide relevant skills, experiences and qualifications on Word/PDF document.
This vacancy is live to those at risk of redundancy and will remain open to redeployees until the conditional offer stage throughout the recruitment process. Redeployees will take priority over other applicants at any point during the recruitment process up until conditional offer. If a redeployee is successful and accepts an offer, they will remain on their home force’s terms and conditions.
As a Disability Confident leader, we take personal responsibility to help create an inclusive workplace, where police officers and staff respect one another, feel valued for their differences and can be themselves. We are committed to providing workplace adjustments, wherever needed so everyone feels welcome and can flourish. If you have a disability and you meet the minimum criteria for the position you are applying for, you will be entitled to an interview under the ‘Offer an Interview Scheme’.
It is recommended that you download and store a copy of the role profile as this will no longer be available once the advert has closed.
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to referral to disciplinary action.
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For more information on the Competency Values Framework (CVF) please click HERE
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Help us deliver outstanding policing for everyone.
We believe that to serve our communities effectively, we need people from all backgrounds, bringing a wide range of life and professional experiences. This helps us reflect the communities we serve and ensures we deliver the best possible service.
Why Choose a Career in Policing?
Bedfordshire Police is recognised as a pioneering and forward-thinking service, responsible for policing a large, diverse, and multicultural population.
If you're looking for a meaningful and rewarding career—where you can make a real difference, take on new challenges, and gain a wide variety of experiences—then we want to hear from you.
What We Offer
We’re proud to support our people with a comprehensive benefits package, including:
Pension Schemes: Access to the Local Government Pension Scheme, with employer contributions and death-in-service benefits.
Generous Annual Leave: 24 to 33 days (depending on rank and length of service).
Sick Pay: Up to six months full pay and six months half pay (depending on service).
Family Leave: Occupational maternity, adoption, and paternity pay (depending on service).
Carers and Discretionary Leave
Flexible Working: Including compressed hours, flexible shifts, job sharing, annualised hours, and agile working (role dependent).
Wellbeing Support: Local wellbeing teams, on-site gym facilities and exercise classes (location dependent).
Sports & Social Clubs: Enjoy discounts, trips, and events through our dedicated clubs.
Cycle to Work Scheme
Blue Light Card App: Option to sign up for discounts in-store and online for emergency service workers.
Financial Support: Access to Police Mutual for savings plans, insurance, loans, and independent financial advice.
Employee Assistance Programme: Confidential support for personal and professional wellbeing.
Staff Support Networks: Including groups for Black and Minority Ethnic colleagues, LGBTQ+ colleagues, disability awareness, menopause support, faith-based groups, and more.
Trade Union Membership: Access to UNISON.
Career Development: Opportunities for progression, promotion, and leadership training.
Equality, Diversity & Inclusion
We are committed to building a workforce that is inclusive and truly representative of the communities we serve. We welcome applications from individuals of all backgrounds, especially those currently under-represented in policing, including:
Black, Asian and Minority Ethnic communities
People of all ages and abilities
All faiths and religions
LGBTQ+ communities
Individuals from disadvantaged or marginalised backgrounds
All applications are assessed fairly and based on the evidence you provide and your suitability for the role.
Disability Confident Logo
Recruitment and Selection Policy
Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.
Police Barred and Advisory Lists
Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.
Vetting and Safeguarding
We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.
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Document
Financial Intelligence Development Officer Role Profile.docx – 38KB Opens in a new window
Converted File Financial Intelligence Development Officer Role Profile.docx.pdf – 95KB Opens in a new window
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Bedfordshire Police recognises the growing use of AI tools in preparing job applications. While these tools can support you in expressing your skills and experience more effectively, their use must align with the principles of honesty, integrity, originality, and personal accountability. We want to learn about you and your own personal experiences and how these make you suitable for the role, this will be assessed throughout the recruitment process including at interview, which AI cannot replace. Please click HERE to find out more about the acceptable and unacceptable uses of AI in our recruitment process.
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