Force
Cambridgeshire Constabulary
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HIDDEN - Role Type
Police Staff
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Contract Duration
Permanent
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Contract Type
Full Time
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Department
Authorities & Standards
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Location
Headquarters, Huntingdon, Cambs
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Grade
SO1
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Salary
£37,020
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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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Allowance
Call Out/ Standby
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Hours / Week
37
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Closing Date
30/08/2026, 23:55
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Job Description
Are you ready to embark on a new adventure? The Covert Authorities Bureau are on the lookout for 5 enthusiastic and dedicated individuals to join our team as Communications Data Investigators.
The department processes all applications under Part 3 of the Investigatory Powers Act (IPA) 2016 in relation to Cambridgeshire Constabulary and ERSOU Regional Teams. You will be involved in the quality assurance of communications data applications prior to their submission to the Investigatory Powers Commissioners Office (IPCO). You will receive results and update applicants as well as provide advice and training inputs to departments where required. You will be expected to liaise with other partners, internally and externally including other SPOC units and the College of Policing.
You will be working in a small busy team in a challenging but rewarding role where you will play an important part in protecting and safeguarding individuals. There will be a requirement for some shift and weekend working. Full training will be provided and you will need to attend an accredited SPOC course at the College of Policing. You will be expected to keep up to date with industry updates as part of your continuous professional development.
The full role profile is attached but your responsibilities will include:
Processing applications for communications data.
Ensuring Cambridgeshire Constabulary remains compliant with relevant legislation by quality assuring applications prior to submission to IPCO.
Providing advice, guidance and training inputs to officers and staff.
Application of the force policy in relation to the management of communications data including its review, retention and disposal.
Liaison with other partners both internally and externally.
Preparation and involvement in yearly compliance inspections conducted by the Investigatory Powers Commissioners Office (IPCO).
The successful applicant will be able to demonstrate:
The highest level of personal integrity
High motivation with excellent interpersonal skills
Able to work accurately with close attention to detail
Good IT skills
Decisiveness and a proactive and inquisitive mindset
A sound knowledge of IPA
The ability to work both independently and, as part of the team
Successful candidates will be required to undertake and pass vetting to ‘SC’ and ‘MV’ level (essential)
A good knowledge of internet and social media communications apps
Required to attend and pass the National Communications Data Investigator (SPOC) course and to attain and maintain a level of expertise when they become an effective member of the team.
If you think this could be the role for you, we encourage you to submit an application.
For further details on the role, contact Alison Sutton via email:
[email protected]
Additional Advert Information
Internal Applicants
To apply for this role, internal applicants must have successfully completed their probationary period.
If you qualify as an internal candidate within the advertising force, you may upload either your CV or the internal role summary form attached to this advert.
Vetting Process
Please note that, as part of the vetting process, the BCH Vetting Unit may need to contact your current line manager for a Supervisor Appraisal. This requirement aligns with the 2025 National Guidelines for Vetting (APP 6.5.18).
Examples of when this may apply include:
Transferring to another force
Renewing vetting clearance
Moving into a role requiring MV clearance (even if you currently hold MV clearance)
Moving into or working in a role involving close contact with vulnerable individuals
If any of the above apply to you, please expect your line manager to be contacted when you submit your vetting application.
Redeployment and Redundancy
This vacancy is open to employees at risk of redundancy and will remain available to redeployees until a final offer has been agreed and accepted.
Redeployees at risk of redundancy will take priority over all other applicants at any stage of the recruitment process. If successful, redeployees will remain on their home force’s terms and conditions.
Role Profile
We recommend downloading and saving a copy of the role profile, as it will no longer be accessible once the advert closes.
Commitment to Inclusion
As a Disability Confident Leader, we are committed to creating an inclusive workplace where everyone feels respected, valued, and able to be themselves. We provide workplace adjustments wherever needed so that all colleagues can thrive.
If you have a disability and meet the minimum criteria for the role, you will be guaranteed an interview under the Offer an Interview Scheme.
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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?
Cambridgeshire 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 Local Government Pension Scheme, with employer contributions and death-in-service benefits.
Generous Annual Leave: 24 to 33 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.
Trade Union Membership: Access to UNISON.
Career Development: Opportunities for progression, promotion, and leadership 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
Recruitment and Selection Policy
Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.
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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