Home Office

Public Safety Group - Intelligence Officer

Home Office

Sep 18th, 2022
£ 36,000 - 39,600 / Year
The Home Office is the lead UK government department for immigration and passports, drugs policy, crime, fire, counter-terrorism and police.
Croydon
https://careers.homeoffice.gov.uk

Details

Reference number

237087

Salary

£36,000 – £39,600

Grade

Higher Executive Officer

Contract type

Permanent

Business area

HO – Public Safety Group

Type of role

Intelligence
Operational Delivery
Policing

Working pattern

Flexible working, Full-time, Homeworking, Job share, Part-time

Number of posts

2

Contents

    Location

    About the job

    Benefits

    Things you need to know

    Apply and further information

Location

Croydon, London

About the job

Summary

The United Kingdom Football Policing Unit (UKFPU) was established in November 2005 and is part of the Home Office Crime Directorate. It is accountable to the Home Office and the National Police Chiefs Council Lead for Policing Football. The unit consists of 15 members of staff and two seconded police officers.

The UKFPU will be moving next year from the Home Office into the National Police Chiefs Council (NPCC). Staff will move from being Home Office Civil Servants to MET Police Staff seconded to NPCC. This move is anticipated to take place around April 2023. Until the move, the UKFPU will remain a Home Office team based in Lunar House Croydon.

Job description

This is an exciting opportunity to work in a national unit, working closely with the police and partners with the aim of “Working in partnership to make football safer”.

There are two posts being advertised. The successful applicants will be placed in the most suitable role based on their skills and experience:

The post holders will transfer to the Met Police under TUPE arrangements from 1 April 2023.

Responsibilities

The two posts are; UKFPU Domestic Officer and the UKFPU International Officer.

UKFPU Domestic Officer

Oversight of all incidents, identify trends, patterns, issues, forecast upcoming risk fixtures etc. Plan and implement proactive work with police forces across England and Wales

Lead on identifying emerging trends/issues with police forces/ football clubs

Assist National Dedicated Football Officers across the UK with the football clubs risk matrix

Assist with providing statistics for the UKFPU Mid and end of-season national football report.

Lead on all the National UK Ports Policing Operations.

Provide support to Dedicated Football Officer / Spotters accredited training courses.

Provide assistance to the NPCC National Lead as directed by the UKFPU management team – such as support for National Conference, provide briefing papers for National Briefings and other tasks as relevant to the role.

Present at UK Policing Events Courses to Police Officers off all ranks.

Provide resilience to other HEO roles.

Provide resilience to the Football Banning Orders Authority Team Leader role.

Conduct regular audits of the national football policing database, highlighting poor performance by Police Forces and identifying missing information, ensuring the database is GDPR compliant.

Input intelligence onto the UKFPU Intelligence System (I-Base) and assess and manage it.

Work with customers from all levels and be able to confidently deal with conflict and negotiate positive outcomes for the UKFPU.

UKFPU International Officer

Act as the UK National Football Information Point (NFIP)

Manage NFIP database

Responsible for Section 26 Authorities (for overseas deployments)

Present at UK Policing Events Courses to Police Officers off all ranks.

Provide resilience to the other HEO roles

UKFPU Mercury Lead

Provide Operational Support

Both roles will involve working unsocial hours during operations, and the work will entail ad hoc weekend working. The role may also entail travel around the UK to ad hoc meetings.

Essential Criteria

Experience and/or knowledge of operational policing within football.

In-depth working knowledge of all football legislation and guidance.

Knowledge of how police forces are structured and run.

Be experienced in police tactics in order to provide context when providing police training which will form part of this role.

Knowledge of Authorised Professional Practise in the area of football policing.

Experience of managing complex information, and providing accurate summaries, identifying key points and producing management reports.

Experience of managing competing workloads.

Evidence of managing customer relationships.

Desirable Criteria

PTLLS Trained – Teacher Training Qualification.

Trained in social media research.

De-brief qualified.

Experience of planning large scale operations.

Have experience of using the National football policing database.

Trained PNC and PND operator.

Experience of giving presentations to a large audience.

Experience of line management.

Behaviours

We’ll assess you against these behaviours during the selection process:

  • Making Effective Decisions
  • Delivering at Pace

Benefits

  • Learning and development tailored to your role
  • An environment with flexible working options
  • A culture encouraging inclusion and diversity
  • A Civil Service pension with an average employer contribution of 27%

Things you need to know

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check.

See our vetting charter.

People working with government assets must complete basic personnel security standard checks.

Selection process details

This vacancy is using Success Profiles, and will assess your Behaviours and Experience.

As part of the application process candidates will be required to submit a CV and Statement of Suitability (Max Word Limit: 750).

Further details around what this will entail are listed on the application form.

Please note your Statement of Suitability should be aligned to the essential Criteria as set out in the job advertisement.

In addition candidates will be required to provide evidence of the behaviours listed.

The sift will be held on the Statement of suitability.

CVs will not be scored.

In an event where a high volume of applications are received, an initial sift will take place using the lead behaviour ‘Making Effective Decisions’. Candidates who pass the initial sift will be either progressed to a full sift or straight to interview.

Successful candidates shortlisted for interview will be tested on experience against the essential criteria and all the behaviours outlined in the job advertisement.

In addition candidates will asked to prepare a presentation to be delivered at interview (details to be disclosed closer to the interviews).

Sift and interview dates:

The sift will take place week commencing 06th / 07th October 2022.

Interviews will take place week commencing 3rd November 2022.

Interviews will be held in Croydon, further details and instructions will be provided closer to the scheduled interview.

Further Information

We often have similar roles available at different grades. If a candidate is suitable for a similar role or a lower grade than they have applied for, we may offer the candidate that role without the need for them to go through a further selection process.

The successful candidates will be required to hold or be willing to secure Security Check clearance.

For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV. A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.

Hybrid working enables employees to work partly in their workplace(s) and partly at home. A hybrid working pattern may be available, where business needs allow. Applicants can discuss what this means with the vacancy holder if they have specific questions.

A reserve list may be held for a period up to 12 months from which further appointment may be made.

Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.

We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant’s details held on the IFD will be refused employment.

For further information please see the attached notes for candidates which must be read before making an application.

Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.

Transfer Terms: Voluntary.

If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.

Please see the attached list of Home Office acceptable ID documents.

Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

  • Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs
  • Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you’re deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Nationality requirements

This job is broadly open to the following groups:

  • UK nationals
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the Republic of Ireland
  • nationals from the EU, EEA or Switzerland with settled or pre-settled status or who apply for either status by the deadline of the European Union Settlement Scheme (EUSS)
  • relevant EU, EEA, Swiss or Turkish nationals working in the Civil Service
  • relevant EU, EEA, Swiss or Turkish nationals who have built up the right to work in the Civil Service
  • certain family members of the relevant EU, EEA, Swiss or Turkish nationals

Further information on nationality requirements

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission’s recruitment principles.

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

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.

Apply and further information

This vacancy is part of the Great Place to Work for Veterans initiative.

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

Recruitment team :

Further information

If you feel that your application has not been treated in accordance with the recruitment
principles, and wish to make a complaint, then you should contact in the first instance
[email protected] If you are not satisfied with the response that you receive, then you can contact the Civil Service Commission.

If you require alternative methods of application or screening, you must approach Home Office directly to request this, as we're not responsible for the employer's application process.

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