Vacancy Reference Number
21883
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Number of Vacancies
4
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(B) OCU
National Police Chief Council HQ
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Location
Remote working nationally within UK. The Hydrant Programme is currently based at Moss Way Police Station, Moss Way, Sheffield, S20 7XX. As such, occasional travel to this location will be required. In addition, travel may be necessary to the NPCC office, currently situated near St James's Park Underground Station in London, as well as to other police premises across the UK.
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Band
Band C
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Part/Full Time
Full Time
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Hours per Week
36 hours per week
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Type of Contract
Fixed Term
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Contract Duration
7 Month
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Job Advert
Job Title: National Police Chiefs’ Council - Review Officer - Hydrant Programme
Salary: The starting salary is £45,986.
The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863.
Location: Remote working nationally within UK. The Hydrant Programme is currently based in Moss Way Police Station, Sheffield S20 7XX and therefore frequent travel will be required to this premise and other Police locations across the UK. We encourage applications from candidates living across the UK. Further details on flexible arrangements will be discussed at interview stage.
Contract: Fixed Term Contract until 31/03/2027 (with the potential for further extension subject to funding and performance).
THE NATIONAL POLICE CHIEFS’ COUNCIL (NPCC)
Policing is operating in a time of global change and uncertainty, the public and our staff need a service which is responsive, able to tackle future challenges and embrace opportunity.
The National Police Chiefs’ Council (NPCC) brings UK police leaders together to set direction in policing and drive progress for the public.
We achieve this through:
Coordination – by joining up the operational response to critical national policing issues to deliver policing today and shape the future.
Collaboration – by working in partnership as part of the whole policing system and beyond to improve public safety.
Communication – by sharing the collective expertise, views and action of UK police chiefs.
NPCC HYDRANT PROGRAMME
The Hydrant Programme is a national policing programme supporting the work of the National Police Chiefs’ Council (NPCC) Child Protection and Abuse Investigation Working Group. Originally established in 2014 to coordinate the response to non-recent child sexual abuse but now supporting forces across all child protection and abuse investigation issues.
Hydrant develops policy and strategy on behalf of the NPCC, develops and delivers best practice advice including a learning, review and improvement function, provides a strategic analysis capability and partnership engagement with key stakeholders and partners.
THE ROLE
This post is a key role within The Hydrant Programme and National Child Sexual Exploitation Taskforce requiring a blend of proven investigative competency and safeguarding knowledge, excellent communication skills and a methodical approach to co-ordinating reviews.
The successful candidate would need to have the following experiences and skills:
A proven background in child safeguarding and child abuse investigation within policing with strong experience of managing and decision making within complex contact and online investigations
Demonstrated knowledge of review opportunities within criminal investigations, identifying investigative opportunities and making recommendations with an understanding of major crime investigation principles including HOLMES
Ability to undertake detailed work, including summarising complex information and synthesising key messages from a range of information sources to present them in a coherent way
Effective communication and interpersonal skills with the ability to liaise with people at all levels of policing, partnerships and diverse communities using a range of media
Excellent written communication skills with experience of producing policy, through report writing and drafting documents, guidance or strategies
Excellent facilitation and presentation skills with an ability to deliver to diverse audiences
Proven IT skills and competency in Microsoft Office applications Word, Excel, OneNote, MS Teams, PowerPoint etc.
EMPLOYEE BENEFITS - If you join and work for us, you will get access to:
A competitive salary with yearly increments.
Support networks, free Employees' Assistance Programme, Occupational Health and wellbeing services.
Flexitime, with the ability to undertake your hours flexibly and in line with business need.
Hybrid working, with the ability to work remotely dependent on role.
Competitive pension scheme.
Company sick pay.
Job related equipment supplied
Specialist equipment supplied, under Occupational Health referral
Access to the Blue Light Card Scheme for discounts and services (requires a one-off payment of £5).
Development, coaching and mentoring opportunities available.
Supportive and flexible onboarding plan, including regular check-ins throughout your initial period of joining us to ensure you are up to speed with the role and getting the support you need.
VETTING
Applicants must hold or be prepared to undergo RV/CTC level before taking up the post.
APPLICATION REQUIREMENTS
Please provide a CV and evidence against the following competencies, (350 words maximum per competency) which are based on the knowledge, skills and experience set out in the job description and the competencies in the Competency and Values Framework (CVF).
Please note, CV’s will not be assessed within the initial application, answers to the CVF questions alone determine next steps. Once candidates identified for interview has been confirmed, CV’s will then be shared with the appropriate Hiring Manager.
Please note, the job description is used as a framework to review and manage performance when an individual is in post, and therefore not all knowledge, skills and experience are required from the outset. We are looking for someone who can demonstrate some of these and is willing to learn and achieve objectives set.
We collaborate, Level 2 - Please give an example when you have demonstrated the ability to work with partners/stakeholders to deliver an effective service / outcome, in the face of competing priorities and opinions.
We deliver, support and inspire, Level 2 - Provide evidence of developing your own skills and knowledge and how you have actively supported others to improve and learn.
We are emotionally aware, Level 2 - Please provide evidence of your commitment to supporting and developing a diverse workforce including your considerations when engaging with a diverse audience?
Should you want to know more about the role, we would strongly encourage you contact
[email protected] to arrange an informal conversation.
Please do not attach 2 copies of your CV.
REASONABLE ADJUSTMENTS
With all recruitment processes, we support reasonable adjustments. This aligns with the Equality Act 2010 and reflects best practice in inclusive recruitment. Please let us know in advance so we can support you appropriately. See the following examples of adjustments recommended by Optima Medical Team for prior candidates.
Assistive technology e.g. transcription software
Advance access to interview questions
Extra time for assessments and interviews
IMPORTANT NOTICE FAIR RECRUITMENT COMMITMENT / INTERVIEW CONDUCT
To ensure a fair and authentic recruitment process, the use of Artificial Intelligence (AI) tools during the interview process is strictly prohibited. We ask all candidates to complete interviews and assessments independently, without the use of AI, automated tools, or external assistance.
However, we recognise that AI can be a helpful tool in the preparation phase of the application process. Candidates may use AI to help structure their thoughts and refine their CVs providing the content remains truthful and accurately reflects their own experiences and capabilities.
Should you require assistive technology as part of a reasonable adjustment (e.g. transcription software), please let us know in advance so we can support you appropriately.
Any candidate found to be using unauthorised tools during the interview process will be withdrawn from consideration. We value honesty, integrity, transparency, and personal accountability. Demonstrating these qualities throughout the recruitment process is essential.
ADDITIONAL INFORMATION
Occasional national travel may be required. Travel expenses will be paid if location allowance is not being received, or when travel falls outside of the home to work journey. NPCC will pay for overnight accommodation if required.
The Metropolitan Police manage HR for NPCC recruitment.
Completed applications must be submitted by 23:55 on 1st September 2026.
This role is open to external candidates as a fixed term contract, anyone who is an existing Met employee will be processed as a fixed term contract as we are unable to support secondments with this vacancy.
If you are external to policing, please ensure you apply through the External link available via - https://www.met.police.uk/police-forces/metropolitan-police/areas/c/careers/police-staff-roles/police-staff-vacancies/.
The Met is committed to being an inclusive employer with a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from ethnic minority groups and females.
As a Disability Confident employer, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term health conditions have the opportunities to fulfil their potential and realise their aspirations.
If you consider yourself to have access, workplace or reasonable adjustment requirements that need to be accommodated, we ask that you include this information within your application form. All matters will be treated in strict confidence and will not affect any recruitment decisions.
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Required Languages
English
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Reports To
Band B
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Candidate Information Pack
Review Officer JD.pdf – 316KB Opens in a new window
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Additional Information
Competency and Values Framework (CVF) for Policing.pdf – 393KB Opens in a new window
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The following competencies will be tested against during sift:
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We collaborate at level 2
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We support and inspire at level 2
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We are emotionally aware at level 2
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Disability Confident Statement
The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from people with disabilities and long-term conditions, ethnic minority groups and women.
As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations.
The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence.
Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about police fitness standards.
Read our full disability confidence statement.
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