Vacancy Reference Number
22255
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Number of Vacancies
1
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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 in Moss Way Police Station, Sheffield S20 7XX
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Band
Band E
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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 - Partnership Support Assistant
Salary: The starting salary is £33,219. Basic salary, which will increase annually until you reach the top of the scale £35,541.
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. 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
The Partnership Support Assistant is responsible for the development and maintenance of comprehensive administration, project support and management information systems and procedures to support the effective operation of the Partnership Team
The job holder will be the first point of contact to the Partnership Team and must present a professional, efficient and effective manner to maintain the image and reputation of the organisation.
The successful candidate would need to have the following experiences and skills:
Excellent communications and interpersonal skills with the ability to create impact and communicate effectively with people at all levels establishing credibility.
Excellent organisational, IT and communication skills fully conversant with Outlook, Excel and Teams.
Ability to deal effectively with any administrative errors/problems that occur, seeking guidance where necessary to ensure the team administration process is delivered timely, effectively and to the required service.
Experience of providing comprehensive secretariat and business support within a public or private sector organisation (including maintaining accurate records, preparation of relevant documentation for use.
Knowledge of project management and records and information management is important and an understanding of the structure of UK policing would be a distinct advantag
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 1 - Can you tell us about a time when you had to work with colleagues or partner organisations with differing priorities to organise a piece of work, such as a meeting, event or shared activity? How did you ensure effective communication and create a positive working relationship?
We analyse critically, Level 1 - Can you give an example of a time when you received information from multiple sources, such as emails, calls or documents, and had to decide what was relevant and what action was needed? How did you ensure you decision was appropriate?
We take ownership, Level 1 - Please describe an example where you were responsible for managing confidential or sensitive information, such as safeguarding or person data or restricted correspondence. How did you ensure it was handled correctly, and what action did you take if there was an error, delay or unexpected issue.
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 7th August.
Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence w/c 10th August.
Following application review, successful candidates will be invited to interview. Interview dates will commence from w/c 17th August.
Met candidates applying for a secondment opportunity must also make the Met HR Secondments Unit aware via
[email protected] so they can track applications made by their staff.
This role is open to external candidates as a fixed term contract, anyone who is an existing Met employee will be processed as a secondee.
Please note that if you are applying as a secondee from another national police force or government organisation, please contact
[email protected], do not apply online via Oleeo. Online applications will only be accepted for external candidates, or existing Met employees. If you are external to policing, please ensure you apply through the External Oleeo link available via - https://www.met.police.uk/police-forces/metropolitan-police/areas/c/careers/police-staff-roles/police-staff-vacancies/.
Anyone applying on a secondment basis, must seek Chief Officer Group and HR Business Partner support before applying. Applicants must also discuss with their Senior Leadership team their intentions to apply for a role within NPCC.
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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Additional Information
CVF Staff Band.pdf – 971KB 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 1
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We analyse critically at level 1
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We take ownership at level 1
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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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