Have you got a keen eye for detail and are interested in using CCTV? There is an opportunity to join a team which is influential in improving the congestion on the road traffic network by use of CCTV enforcement.
Interview date: To be confirmed
Successful candidate(s) will be able to start on or after 27 July 2026 subject to pre-employment checks being completed
You will provide a professional, reactive and well-informed transport enforcement service. To deliver an accessible, safe, and sustainable city transport network that supports growth and enables the city to become carbon neutral by 2030.
You will enforce the road network, by collecting information from various live CCTV data streams and ANPR (automatic number plate recognition). To keep the city moving and priority routes clear, issuing Penalty Charge Notices.
We will train you to obtain the following:
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BTEC Level 3 in traffic enforcement.
- BTEC Level 3 principles and practices in CCTV operation.
- BTEC Level 2 working as a CCTV operator.
Key responsibilities
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Interpret and apply legislation and regulations to enforce in real time, through CCTV and ANPR any moving traffic offences or parking restrictions that the Council has gained or seeks powers to take forward e.g. Red Routes low emission zones, car free city centre, bus gates.
- To use large and varied CCTV and ANPR infrastructure to identify contraventions on the road network. Applying the correct industry standards for capturing evidential images and producing evidential documentation, ensuring prioritisation of contraventions and maximise use of available equipment.
- To accurately input contravention details into a Penalty Charge Notice processing system. This includes extensive local knowledge of restrictions and regulations and accurately observing and recording contraventions including the capture and review of evidence, written logs and data.
- To produce still or moving image evidence packs, witness statements of contraventions including the preparation of evidence for appeal and Traffic Penalty Tribunal hearings.
- Maintain the exemption list by evaluating requests, evidence and using knowledge to consider where and when the exemption applies.
- To deal with requests from members of the public, police or colleagues to view CCTV/digital evidence alongside a wide range of enquiries and complaints from the general public taking appropriate action to resolve as necessary.
- To identify incidents including reporting anti-social and dangerous behaviour to the Police, those that cause disruption to the network, such as road traffic incidents, road works, events, and report to the monitoring officer. This may require communication with the bus and taxi forums to alert to the incident and diversion.
- To provide fault monitoring for all CCTV, ANPR cameras, signs and lines ensuring they remain operational by monitoring systems and reporting to the appropriate team or contractor. This includes authorising works to repair CCTV and ANPR equipment whilst considering local knowledge and the urgency to make repairs.
- To produce evidence and reports to inform and engage with internal and external partners. Reflecting on impacts and what knowledge has been gained and how it can influence future planning and decisions.
- To protect data the council holds and that it is processed correctly, including dealing with requests to view CCTV/digital information appropriately, ensuring existing and emerging legislation is applied and adhered to.
- To be the first point of contact for internal and external customers by online contact, phone and written communication with decision outcomes. Responses must be appropriate and sensitive by taking action to resolve as necessary. Ensuring protocols for communication are effectively established and implemented.
- To assist the wider Transport Control Centre functions are operational and maintained predominately monitoring, by using CCTV skills and qualifications to monitor the network. Including customer service monitoring in car park.
- To deputise for the Control Centre Team Leader/s as required.
We encourage applicants from a BME or White Other background as well as those who identify as disabled, LGBT, female or trans as these groups are currently under-represented in our Directorate workforce.
What you will get in return:
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Starting salary for this position is £29,064 pa + £5401.53 Guaranteed enhancement
- Local Government Pension Scheme;
- Access 24/7 free counselling, health support, information, and advice services. An extensive support process from line managers – including monthly 1-2-1 meetings, and wellness reports and plans of action.
- Up to 29 paid leave days, along with family, bereavement, and annual leave options, including purchasing extra annual leave days.
Please read our Apply for a job at the council pages carefully. They give you all the guidance you need to complete your application as well as information on what will happen after you’ve submitted your application and at interview.
As part of your application, you will need to upload your Application Form and answers to some shortlisting questions. Your answers to the shortlisting questions are the most important part of your application as it will be used in the shortlisting process to assess whether you meet the essential requirements for the role that are set out in the person specification and to decide whether you should be offered an interview. Before you start your application, please read our guidance here (Application Form guidance (brighton-hove.gov.uk) and (Shortlisting guidance (brighton-hove.gov.uk) as this gives important advice which will increase your chance of success in the shortlisting process.
Additional Information
Your starting salary will be pro-rata if the above position is less than 37 hours or term-time only.
We are a workplace that supports flexibility and employee well being in the way we work whilst providing the best service for our customers. Team and service working arrangements are designed to support both employee work life balance and team collaboration. These would be part of your individual working arrangements alongside any personal preference agreed with your manager in advance of joining. Your contractual location will be the designated council office for your team and travel to and from your contractual location would be at your own expense.
For more information about our values and the benefits of working at the council, visit Why work for us
Encouraging a diverse workforce
Our city is known and loved for its diversity. Not only is the mixture of people, culture and skills vital to the economic and social development of the city, it's what makes Brighton & Hove such a great place to live, work and visit. We are committed to developing and retaining a workforce that is representative of the diverse communities we serve so we welcome applications from individuals from all backgrounds. In order to achieve our aims of proportionate representation, we particularly encourage applicants from a BME or White Other background as well as those who identify as disabled, male or trans.
Find out more about our commitment to being a fair and inclusive place to work where everyone can achieve their potential by reading about our fair and inclusive actions, our anti-racism strategy and the work we are doing to encourage a diverse workforce (brighton-hove.gov.uk).
Why work for us?
As a council, we want to:
- be connected
- be confident
- be innovative and creative
- be diverse and inclusive
- be healthy and psychologically safe
For more information about our values and the benefits of working at the council, visit Why work for us which gives details of our wellbeing support, our benefits including leave and pensions as well as details of our training and development.
How to apply
Please read our Apply for a job at the council pages carefully. They give you all the guidance you need to complete your application as well as information on what will happen after you’ve submitted your application and at interview.
As part of your application, you will need to provide your education and career history and answer some application/shortlisting questions. Your answers to the application/shortlisting questions are the most important part of your application as they will be used in the shortlisting process to assess whether you meet the essential requirements for the role that are set out in the person specification and to decide whether you should be offered an interview. Before you start your application, please read our Shortlisting questions guidance (brighton-hove.gov.uk) as this gives important advice which will increase your chance of success in the shortlisting process.
AI advice for candidates
We are interested in hearing about your experience and skills in your own words. While we value people who know how to use AI, we ask that you minimise using it in your application.
We are keen to hear how your experience and skills align to our values and the skills and experience needed to perform well in our roles with clear real examples from you. To support you in this, we have guidance on using the STAR model which can help you ensure you are telling us your whole story. We also provide clarity on the skills we are looking for in our adverts and in the job description/person specification attached to each job advert.
All the applications we receive are read by at least two hiring managers and we do not use AI in this process. Our experience of reading applications is that those that have heavily used AI contain generic paragraphs that are strikingly similar to other applicants’ responses. This makes it extremely difficult to differentiate between applications, and doesn't give us enough evidence of your individual skills. There is a risk that we will therefore not be able to shortlist you. Instead, we recommend you ensure your application stands out by presenting clear examples of your actual skills and experiences in your own words.
Additional information
Your starting salary will be pro rata if the above position is less than 37 hours or term-time only.
We are a workplace that supports flexibility and employee wellbeing in the way we work whilst providing the best service for our customers. Team and service working arrangements are designed to support both employee work life balance and team collaboration. These would be part of your individual working arrangements alongside any personal preference agreed with your manager in advance of joining. Your contractual location will be the designated council office for your team and travel to and from your contractual location would be at your own expense.
