The Disclosure Team receives disclosure requests from Children’s Services, Courts, solicitors, private individuals and others, supporting cases heard within the Family Courts. The team reviews requests, researches what is required, collates and reviews relevant material, redacts sensitive information, paginates the product, and returns it within Court‑specified timeframes. The team liaises extensively with officers, external partners, Legal Services and Courts.
Main Duties and Responsibilities
- Receive and assess requests / Court Orders for proportionality, legality and realistic timescales.
- Liaise with Legal Services and/or the requestor where requests are disproportionate or too complex to complete within designated timeframes.
- Research Force systems to establish available materials and ensure records relate to the correct individuals.
- For live cases, liaise with OICs and/or Legal Services regarding potential PII applications where disclosure may jeopardise investigations.
- Extract relevant information from Force systems, including witness statements, photographs, crime reports, investigation logs and call‑out logs.
- Obtain copies of audio 999/101 calls, Body Worn Video, digital interviews and mobile phone downloads where required.
- Redact documentation to remove third‑party details, contact information, Police Intelligence, Police tactics or any material that could place operations or individuals at risk.
- Redact Body Worn Video and digital interviews for third‑party information.
- Compile documents and material into a paginated format for accessibility by third parties and Courts.
- Raise invoices for materials disclosed during private Family Law matters, including shared‑cost arrangements.
- Dispatch materials electronically and/or via tracked post.
Handle enquiries relating to missing disclosure or clarification of provided materials.
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Click here to view the full details of the role including the Essential, Desirable and any educational requirements for the role.
Location : This role is based at West Bromwich Police Station (on‑site).
Hours of work and Flexibility:
- The working hours will be Monday - Friday 0700am-1500pm / 0800 am- 1600pm
- This role may require the post holder to perform duties on a force wide basis
Requirement to travel out of the force area, where necessary, to progress investigations
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Selection Process
The selection process for this role will consist of the following elements:
- Closing Date: Sunday 16th August
Interview Dates: Interview to take place week commencing 31st August
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If you would like further information about the role, please contact Inspector Emma [email protected]
who will be happy to answer any questions.
Important Information
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.
Medical: Successful applicants will be subject to a medical assessment which may include a drug or hearing test.
Probationary Policy (Current WMP Staff):
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.
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