Apply before
26/06/2026, 23:55
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Reference number
1035
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London weighting allowance (Per Annum)
£4218
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SPOT Rate 1
£49,392
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SPOT Rate 2
£53,493
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Role grade
G4
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Contract type
Fixed Term Appointment
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Length of employment
24 months
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Command
Investigations
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Business Area
Safeguarding, NIC & HQ
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Type of role
Governance, Investigation, Operational Delivery, Policing
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Working pattern
Full time, Flexible Working, Job share
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Number of roles available
3
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Review Officer
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Location(s)
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Leicester, London, Normanton (Calder), Warrington
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About the Role
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Information about the Command
Investigations Command is the core crime fighting capability of the NCA. We take an intelligence-led approach and concentrate on tackling the criminals and risks to the public which are beyond the capability or capacity of other law enforcement bodies. Our work is largely focused on investigating Organised Immigration Crime, Human Trafficking, Child Sexual Exploitation and Abuse, Economic Crime, Firearms, Drugs, Kidnap and Extortion and Money Laundering. The Investigations Command provides a flexible, shared operational capability, designed to maximise the impact of the UK's collective resources against serious and organised crime. Our teams respond to a broad range of threats, many of which also remain a responsibility for police forces and other agencies as well as private industry.
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Information about the Business Area
This Deputy Directorate incorporates the teams of Operation Stovewood, Child Sexual Abuse (CSA) Operations and the Child Protection Team (CPT), National Investigative Capabilities (NIC), Investigations HQ and the Command Private Offices.
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Role Summary
The postholder will utilize their experience of leading investigations to conduct desk-based reviews of GCSAE investigations referred by Police Forces that fall within the Operation Beaconport terms of reference. Those reviews will result in a report containing evidence-based recommendations on appropriate next steps to be considered by a Review Panel, chaired by the SIO, before being shared with the relevant Police Force.
As this function will be delivered by a combined NCA and Hydrant Programme resource, it will require the post holder to build and sustain strong partnerships with Hydrant Programme and colleagues across both the NCA and NPCC.
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Role Description
For many years the existence of GBCSE has been known. Despite good practice that has been developed and implemented and successful operational activity, Baroness Casey’s National Audit published in June 2025 highlighted serious failure across multiple sectors to recognise and respond to GBCSE.
Those failures have resulted in missed opportunities to hold perpetrators to account and have left victims and survivors without the protection and support they should have received.
Delivery of the national police operation, formally tasked as Operation BEACONPORT, will be overseen by the NCA and led by an NCA Director. The overarching aim of the Operation is to restore public trust and confidence in law enforcement’s ability to investigate allegations of child sexual exploitation through the delivery of tailored justice, sustained improvement, and public accountability.
The Operation will be resourced by a joint team of officers from the NCA, CSE Taskforce, Hydrant Programme, Tackling Organised Exploitation (TOEX) Programme and NPCC, with an expectation that the following operational objectives will be delivered throughout and by the end of the Operation:
1. To understand the scale of the issue, in relation to investigations into group-based child sexual exploitation that have not resulted in a prosecution, between January 2010 and March 2025, leveraging innovative data acquisition, modelling and analysis techniques, facilitated by the TOEX programme. Using the Op Beaconport data methodology to reveal both the threats and vulnerabilities that therefore remain within communities, and to be able to sustain that capability into the future.
2. To conduct independent reviews of cases that have not resulted in a prosecution, between January 2010 and March 2025, prioritised on the basis of the threat posed by the suspect, vulnerability of the victim or survivor, indicative trauma caused by the crime and gravity of the identified offence.
3. To task new investigations and reinvestigations of cases that meet the agreed criteria, with an underlying presumption that reinvestigations will be returned to the originating force, as part of a mutual effort to provide tailored justice for victims, but that investigations may be situated anywhere within the public protection/serious organised crime system.
4. To support and assure current investigations and reinvestigations of cases, to ensure that procedures established in Operation Stovewood and the CSE Taskforce are employed, to conduct a trauma-informed, victim-centred and suspect focussed investigation.
5. To identify insights from the reviews, distil the procedures established during Operation Stovewood and the developments delivered by the CSE Taskforce, to evolve, improve and develop operational practice, to ensure GBCSEA investigations are treated as major investigations into serious and organised crime, where appropriate.
6. To support the rebuilding of community trust through regular, clear and effective communication on operational progress, insights and outputs, to demonstrate public transparency and accountability to victims and survivors, policing, and other key stakeholder groups, on efforts to tackle GBCSEA.
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Duties and Responsibilities
Duties & Responsibilities Overview
Conducting the review process. Conducting desk-based reviews of GBCSE cases from across police forces in England and Wales which are within the terms of reference.
Providing recommendations. Providing detailed and evidence-based recommendations to the Review Panel.
Engagement with partners/relationship management. Working with review officers from the CSE Taskforce (Hydrant Programme), NPCC Forces and CPS.
Fostering good practice. Supporting the development of learning and good practice to be embedded into national training, practice advice and APP for GBCSEA investigations.
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Person Specification
Skills, Knowledge and Experience Description
Building relationships Demonstrate experience of building strong partnerships both internally and externally.
Report writing Ability to compile and present complex information in a format whereby recommendations can be readily understood by the Review Panel.
Experience of leading investigations Can demonstrate experience of leading investigations and the ability to make effective operational decisions.
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Essential Criteria
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You must meet the essential criteria and evidence this within your application to be considered for the role.
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Qualifications, Membership and Licences
PIP 2 Supervisor - must be current/active within the last 3 years.
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Any applications from candidates not meeting this eligibility criteria will not progress.
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Salary
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Allowances are reviewed annually and may be increased, decreased or removed.
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All salary offers will be made in line with Remuneration Policy.
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Roles based in London will receive an additional London Weighting (Per Annum) of £4218
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Operational Role Salary Information
This role attracts a SPOT Rate salary. SPOT Rate offers a progressive increase in pay to reflect the skills and experience of the officer.
Successful applicants will start at Spot Rate 1 and will have the opportunity to move to Spot Rate 2 whilst in post having demonstrated the necessary elements to move to Spot Rate 2.
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Benefits
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All NCA employees are members of the UK Civil Service and eligible for the Civil Service pension scheme, alongside your salary the NCA contributes £14304. Further information on the benefits of the scheme is available on the Civil Service Pension Website.
New entrants to the NCA receive 26 days annual leave, rising to 31 on completion of 5 years continuous service, plus 8 bank holidays.
If qualifying criteria is met new joiners from UK Police Forces or the UK Intelligence Community (UKIC) will have service with those employers taken into account for continuous service purposes for annual leave entitlement only, this will be up to a maximum of 31 days leave (including 1 privilege day).
Other benefits include:
Flexible working, including flexi-time, compressed hours and job sharing (in line with business requirements)
Family friendly policies, notably above the statutory minimum
Learning and Development opportunities
Interest free loans and advances, including season tickets, childcare and rental deposits
Housing schemes - Key Worker status
Discounts and Savings with a wide variety of services including Cycle to Work, Smart Tech schemes, dental insurance, gym discounts and savings on everyday spending, available through the Reward Gateway | Edenred and Blue Light Card schemes.
Staff support groups/networks
Sports and social activities, including membership to the Civil Service Sports Council (CSSC)
Further information is available on the NCA Website.
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Selection Process Details
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This vacancy is using the Success Profiles framework and will assess using the following criteria: Behaviours, Technical Skills
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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 disciplinary action. Please see our candidate guidance for more information on appropriate and inappropriate use.
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How we will assess you
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Your application will be assessed against the following:
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Technical - this will be assessed by 250 word examples on:
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Proven experience of leading investigations and effective operational decision making with accountability for decisions made, including identification and mitigation of threat and vulnerability.
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Experience of report writing and providing clear and evidence based investigative recommendations.
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Commitment to the improvement of culture within a team, and how you would measure success.
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A panel will assess how well your application demonstrates the requirements outlined above.
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Longlist
In the event of a high number of applications, we may operate a longlist. Applicants will need to meet the minimum pass mark for the lead criteria.
- Proven experience of leading investigations and effective operational decision making with accountability for decisions made, including identification and mitigation of threat and vulnerability. .
Candidates who do not meet the minimum pass mark for the lead criteria will not progress to having their other criteria assessed. Applications must meet the minimum criteria to be progressed to the assessment stage.
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You will receive an acknowledgement once your application is submitted.
We aim to have sift completed and scores released within 10 working days of the closing date of the advert. For high volume campaigns this timeframe may be extended.
Scores will be provided but further feedback will not be available at this stage.
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For guidance on the application process, visit:
NCA Applying and Onboarding
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Assessment 1
The format of this assessment will be Interview which will be tested on the criteria listed in the Success Profiles at Assessment section.
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Success Profiles at Assessment
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Behaviours
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Making Effective Decisions
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Working Together
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Technical
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Proven experience of leading investigations and effective operational decision making with accountability for decisions made, including identification and mitigation of threat and vulnerability.
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Experience of report writing and providing clear and evidence based investigative recommendations.
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Commitment to the improvement of culture within a team, and how you would measure success.
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Assessment Outcome
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Outcomes will be communicated via the NCA recruitment portal.
If successful but no role is immediately available, you may be placed on a reserve list for 12 months.
Reserve lists can be used to fill similar role types across the Agency where the assessment criteria is considered a match by the recruitment team and the business area.
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In the event of a tie at the assessment stage, available roles will be offered in merit order using the following order:
Lead criteria (behaviours/technical/experience)
If still tied, desirable criteria will be assessed (if advertised)
If still tied, application sift scores will be used
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Feedback is provided only to those who attend an assessment.
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You will be subject to vetting and pre-employment checks before appointment.
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Once the vacancy closes, the advert will no longer be accessible. Please save a copy for your records.
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We encourage all candidates to visit the NCA Careers Page for more information.
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Eligibility, Pre-Employment Check and Vetting
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Please see the NCA T&Cs and Privacy Policy (pdf) for details on how your data is handled.
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If you are an internal candidate who has passed interview but is undergoing an internal investigation or have a written warning in place preventing a post move you may not be able to be posted until this investigation is concluded or restriction lifted.
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Nationality Requirements
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This role is broadly open to the following groups:
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- UK nationals or dual nationals, where one component is British
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- Nationals of the Republic of Ireland
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- Nationals of Commonwealth countries who have the right to work in the UK
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- Nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS)
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- Nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre- settled status under the European Union Settlement Scheme (EUSS)
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- Individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
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- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
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Further information on nationality requirements
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You will be required to participate in digital right to work and address checks as part of the recruitment process.
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Security and Vetting
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People working with government assets must complete baseline personnel security standard checks.
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Successful candidates must meet the security requirements before they can be appointed. The level of security needed is SC Enhanced. All security clearances will be managed by the NCA.
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For more information on security vetting please visit: UK Security Vetting guidance for applicants and Demystifying Vetting and see our vetting charter at: The Vetting Charter.
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Vetting requirements - SC Enhanced
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Prior to commencing the role, you will need to successfully complete SC Enhanced clearance.
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The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years.
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Failure to meet the residency requirements will result in your security clearance application being rejected.
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For further information on National Security Vetting checks please visit the following page Demystifying Vetting
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Individuals will be required to undertake and pass a substance misuse test as part of pre-employment checks.
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Occupational Health
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Successful candidates will be expected to undertake an occupational health assessment. Depending on the role an in-person medical may be required in either London or Warrington. Unfortunately, travel costs will not be reimbursed.
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Things you need to know
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Operational Roles
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The National Crime Agency is a law enforcement agency and as such we are part of the Criminal Justice System. Therefore if you are going into an operational role we need to be aware if any of our officers have, either before they join us or afterwards, any of the following:
Any criminal conviction (including Court Martial), or caution or fixed penalty notice for disorder or theft;
Any adverse judicial findings;
Any charges or summonses where the proceedings are not complete;
Any misconduct or gross misconduct findings or where proceedings are not complete.
You will be asked to complete a declaration covering the above if offered a role with the NCA.
Each case will be considered on its merits and a positive declaration does not automatically mean that your application will not be progressed. However, should you fail to disclose a relevant matter then your application or employment will be adversely affected. If in doubt, please declare it at this stage.
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Multi Location
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Where multiple locations are advertised, appointments will be made in merit order for each location.
Please indicate up to three location preferences clearly. Only your first three preferences will be considered. You may be allocated to any of the locations you select. If you decline an offer for a location you have selected as a preference, a further offer may not be made.
If you choose to reject an offer and no alternative preferred location can be offered, you will not be able to return to the process or be placed on a reserve list.
Only the advertised locations are available; any additional notes added to the application will not be taken into account.
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Near Miss
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If you meet the criteria for a lower grade, you may be offered that role if not appointable at the advertised grade.
Conversely, if found appointable at a higher grade but no posts are available, you may be offered a lower-grade role.
All offers are made based on merit.
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Hybrid Working
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The NCA supports hybrid working. The extent of remote working will depend on the role and can be discussed at the offer stage.
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Reasonable Adjustments
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We’re proud to be a Disability Confident Leader and an inclusive, equal opportunities employer.
We’re committed to creating a workplace where everyone can be their authentic self. If you’re neurodiverse, have a disability, or live with a long-term health condition, we encourage you to let us know about any reasonable adjustments you may need during the recruitment process.
If you experience accessibility issues with the advert or require reasonable adjustments, please contact our Recruitment Team at
[email protected] before the advert closing date.
Please ensure you complete the ‘Equal opportunities’ and 'Reasonable Adjustments' sections in the application form to inform us on what support you may need in the recruitment process.
For more on our Disability Confident commitment, visit Disability Confident Scheme | Civil Service Careers.
Visit NCA Benefits and Support for more details.
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Inclusion
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The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy
In order to monitor the effectiveness of the National Crime Agency's Diversity & Inclusion strategy, we require certain personal details about you on submission of your application for statistical and monitoring purposes only. Please note that this will be treated in confidence and will not impact your application.
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This vacancy is part of the Great Place to Work for Veterans initiative.
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Working for the Civil Service
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The Civil Service Code sets out the standards of behaviour expected of civil servants.
We recruit on merit through fair and open competition, in line with the Civil Service Commission's Recruitment Principles.
The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
If you believe your application has not been treated fairly, email:
[email protected] (quoting the vacancy reference).
If unresolved, you may escalate your complaint to the Civil Service Commission.
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Working for the NCA
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The National Crime Agency is a 24/7 organisation, and working patterns must support business requirements. Some roles may require you to respond at short notice or outside of core hours.
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If preferable, alternative contract types may be available. Please review the green bar of this advert to view all available contract types for this role. Where Loan or Secondment options are available, these would be for existing Civil Servants (Loan) and applicants from accredited Non-Departmental Public Bodies (NDPBs) or any other employer (Secondment). Prior agreement to be released on a loan basis must be obtained before commencing the application process. In the case of Civil Servants, the terms of the loan will be agreed between the home and host department and the Civil Servant. This includes grade on return.
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If you have any specific queries about the role that are not covered by the advert, please contact:
Name : Central Recruitment Team
Email : [email protected]
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