Force
Hertfordshire Constabulary
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HIDDEN - Role Type
Transferee Campaign
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Contract Duration
Permanent
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Contract Type
Full Time
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Department
Joint Protective Services
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Location
Headquarters, Huntingdon, Cambs , Headquarters, Kempston, Beds , Luton Airport
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Rank
Constable
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Salary
TBC following national pay scale
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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
40
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Competency and Value Framework (CVF) Level
1
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Closing Date
31/12/2026, 23:55
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Job Description
BCH APU National Firearms Instructors advert
Bedfordshire, Cambridgeshire and Hertfordshire (BCH) Police are looking for qualified national firearms instructors to join the firearms training team. The Armed Policing Unit is a successful collaboration supporting 24/7-armed response across all three forces with overt, high visibility patrols at London Luton Airport as a key part of the departments remit. If you’re looking to develop your career and uncover new challenges, BCH APU is a diverse organisation both internally and geographically. There are two operating bases, in Huntingdon and at the brand-new facility at Luton Airport with the firearms training centre based out of Bedfordshire Police HQ.
The NFI teams work a two-week pattern. Week 1 – Monday – Thursday – 0800 – 1800. Week 2 – Tuesday to Friday 0800-18:00. NFI’s receive the targeted variable payment of £2000. There is a requirement for NFI to join the Tactical Advisor on call rota.
Officers have exclusive access to a range of vehicles including Volvo XC90s and bespoke vehicles to support surveillance operations and CAT A prison Escorts.
The team maintains armed support to the forces in respect of spontaneous armed response, ARV CBRN incidents and demands in respect of counter terrorism including frequently supporting national events through mutual aid. Officers also maintain a permanent presence at Luton Airport with initial attendance at high risk response policing incidents. In addition to dealing with wide ranging crime and disorder, our officers are often required to police high profile local and national events across each of the three forces, support to visiting royals and dignitaries and the escorting of high profile prisoners.
Who we’re looking for
Policing is tough and officers are often required to deal with conflict in dynamic situations. In the vast majority of situations, these are resolved using carefully selected verbal communication, body language and by managing human interaction.
While our armed officers attend numerous incidents each year, they are expertly trained in advanced levels of conflict resolution and de-escalation which means that it is incredibly rare for an officer to have to discharge their firearm to achieve a peaceful conclusion.
We're looking for officers with a strong and analytical mind as well as emotional awareness, as firearms officers require the ability to process significant amounts of information dynamically and then take reasoned and defensible action under pressure. They will be looking to take all possible eventualities into consideration, assessing the information available, measuring the risks and determining the best course of action; all before the use of a firearm.
The process
Essential criteria
Officers confirmed in Rank and outside of probationary period
Currently working in a Home Office Force
AFO / ARVO with no outstanding training development needs
Hold a recognised training qualification at level 3 or above, experience of writing, developing and delivering Firearms Training in line with the National Firearms Curriculum, Must have good working knowledge of APP Armed Policing and NDM
Advanced driver trained (if only response driver trained, then prior to appointment to BCH APU a driving school assessment drive will need to be completed)
No live misconduct investigations and PDR or equivalent to be submitted with the application
STAGE 1 – Application
Interested officers are invited to confirm that you achieve the minimum entry requirements. You will need to submit your firearms training record to Ian Mann for review by CFI so that BCH FTC can advise on what additional training if any will be required once transferred.
STAGE 2 – Professional Discussion
Successful applicants will then be invited to attend Professional Discussion with members of the APU SMT.
STAGE 3 – Pre employment checks
Standard transferee process – Local force transferee process will commence and involve full vetting and appropriate HR related checks.
Advance driver assessment – Officers must be able to attend to demonstrate the potential to pass an advanced driving course within 12 months of joining the Armed Policing Unit. Officers who are only response trained will need to pass this check run prior to offer of employment.
OHU appointment – Firearms Medical Prior to this appointment, officers will have had to complete a forwarded GP questionnaire and have it signed by their GP. This is likely to incur a charge which will not be paid by BCH.
Vetting –. Vetting must be in place prior to joining the APU, vetting levels required as MV / SC.
JFRT – NFI officers will be expected to achieve 9.4 on bleep test.
STAGE 4 – Transfer
Those successful will be invited to join the relevant police service. Transferees will be aware of any additional training requirements prior to joining based on their firearms training record review. This training will be conducted by FTC prior to officers being operational.
Please contact Insp 2771 Mann (
[email protected]) if you have any questions/queries.
Important Information Regarding the Vetting Process
As part of the vetting process, the BCH Vetting Unit may need to contact your current line manager to complete a Supervisor Appraisal. This requirement aligns with the 2025 National Vetting Guidelines (APP 6.5.18).
A Supervisor Appraisal may be necessary in the following situations:
When applying to transfer to another force
When renewing existing vetting clearance
When moving into a role that requires Management Vetting (MV), even if you currently hold MV clearance
When moving into or working in a role that involves close contact with vulnerable individuals
If any of the above apply to you, please be aware that your current line manager will be contacted for a Supervisor Appraisal once your vetting application is submitted.
Please note: This role has been identified as high-risk in relation to potential DNA and fingerprint contamination within forensic processes. As such, successful candidates will be required to provide a DNA and fingerprint elimination sample as part of their pre-employment checks.
The sample will be used to conduct a speculative search against our database and then solely for contamination elimination purposes and held on a secure elimination database in accordance with the Data Protection Act 2018 and GDPR.
Provision of this sample is a condition of employment for roles identified as high-risk.
As you will be transferring to this force, in line with our PSD Biometric Policy, DNA and fingerprint samples will be required during the recruitment process.
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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?
Hertfordshire Constabulary 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 Police Pension Scheme, with employer contributions and death-in-service benefits.
Generous Annual Leave: 25 to 30 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.
Access to Federation/Supts Association/COPSA (rank dependant).
Career Development: Opportunities for progression, promotion, and continuous improvement 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
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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Hertfordshire Constabulary 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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