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  • 1. Information Pack Process Owner Band M January 2010 1
  • 2. INTRODUCTION TO THE METROPOLITAN POLICE The Metropolitan Police Service is famed around the world and has a unique place in the history of policing. It is by far the largest of the police services that operate in greater London (the others include the City of London Police and the British Transport Police). Policing the largest capital city in the European Union, inhabited by over 7.2 million people, presents a range of challenges. To meet these challenges successfully, the MPS employs over 31,000 Police Officers, 14,000 Police Staff, 4,000 Police Community Support Officers and 270 traffic wardens. The MPS budget of £3.5 billion represents nearly a third of the total national police expenditure, with workforce costs (including pensions) accounting for nearly 80% of that spend. All of these resources are employed in working towards the corporate vision of making London the safest major city in the world. To complement the corporate vision the MPS has a set of Values and Behaviours, which drive daily performance at all levels. The service provided by the MPS is vital to the millions of people who live, work and visit London. The MPS Commissioner, Sir Paul Stephenson, is assisted by a Deputy Commissioner and four Assistant Commissioners. Senior Police Staff span the organisation, but are primarily situated in, and have responsibility for, Information Technology, Human Resources, Public Affairs and Resources. The delivery of direct operational policing predominately takes place from 32 Borough Operational Command Units (BOCUs), as well as the Operational Command Unit at Heathrow Airport, with a senior police officer in charge of each area. As well as day-to-day policing the MPS has a range of specialist units that work to support operational policing. The MPS has national responsibilities on matters related to counter-terrorism, as well as other specialist crime areas, and so therefore maintains close working relationships with the Home Office. More information is available on the MPS Internet site at 2
  • 3. DIRECTORATE OF INFORMATION The fast and timely provision of accurate information is essential to front line policing and the functions that support it. The Directorate of Information (DoI) is dedicated to achieving this objective. This requires a flexible and reliable technology and communications infrastructure, as well as effective information systems. Coupled with our exploration of new opportunities provided by developments in information and communications technology and our role in applying technology to policing, this allows us to deliver efficient and effective services and solutions to the MPS. Miss Ailsa Beaton, MPS Director of Information and Chief Information Officer, heads the DoI. Our services cover: • Technology and communications infrastructure • Information management and security • Information systems and services • Emerging technologies • Technology deployment in policing activities • Evidential analysis services • Delivery of major information and technology-enabled business change programmes • IT Training within the MPS and, to the people of London • Information strategy and policy The work of the Directorate of Information can be seen on the Metropolitan Police Service website at 3
  • 4. ROLE Page Role and Advert Salary Band Competency Framework Appendix one Process Owner £40,878 M Middle Manager Appendix two Job description COMPETENCY FRAMEWORK Appendix Three Band M Competency framework 4
  • 5. WHAT YOU CAN EXPECT FROM US • The normal hours of work are 36 per week excluding meal breaks. However, there will be occasions when you will be required to work in excess of these hours to achieve personal and branch objectives. • You will be on probation during your first year. • In deciding your suitability for appointment, the period of service you will be able to give (having regard to the normal retirement age of 65) will need to be sufficient to complete the period of appointment and to recoup any training and induction costs. • Candidates will be asked to complete a security questionnaire, if short-listed for interview • Certain posts might require a higher level of security vetting. Details will be provided if applicable. • For this appointment you must be able to give regular and effective service. • You will be asked to complete a health declaration - For this appointment you must be able to give regular and effective service. Therefore you will be required to complete a health declaration form, if short-listed for interview • Termination of Employment - Monthly paid staff; all staff in Senior Band S and L and equivalent; not less than three months notice, prior to the last day of service. All other Bands; not less than one month’s notice, prior to the last day of service. YOUR REWARDS On appointment of your standard contract, you will receive a starting salary applicable to the role (Please refer to the previous page). In Annual incremental spine points will achieve progression from minimum to maximum of the pay scale Credit transfer to your bank or building society account will pay you monthly. • In addition to public holidays, the paid annual leave entitlement will be 28 days on appointment, rising to 32 days after 7 years service. Metropolitan Police Civil Staff Pension Scheme - The Civil Service offers a choice of pensions. Further information is available upon request. Interest Free Season Ticket Loan - After two months you can apply for an advance for the purchase of a quarterly or longer period, season ticket loan. Repayment is by deduction from salary. Family Friendly Policies - Details available upon request Maternity Leave - full pay for 30 weeks (after one year's completed paid service) with a further 26 weeks unpaid leave available. 5
  • 6. Adoptive leave – 26 weeks at Statutory Maternity Pay rates (after 26 weeks service) with a further 26 weeks unpaid leave available. Paternity Leave – full pay for 2 weeks (after 26 weeks service). The MPS offers Flexible Working opportunities, for example: flexi-time, part-time, job share, compressed hours, voluntary reduced working time, term time and annualised hours. All of these options can be requested and will be considered by line managers. The business needs of the Directorate however, must also be met and there may be situations where some flexible patterns cannot be accommodated. WHAT WE EXPECT FROM YOU Before applying, please double check that you meet our basic eligibility criteria, as well as the role specific criteria detailed in the appendices. Skills & personal qualities These criteria vary according to the role you are applying for. Please check that you have carefully read and understood the job description and that you are able to demonstrate the required competencies. Qualifications & experience All Police Staff vacancies advertised by the Met should come with a list of competencies/skills required to undertake the role. You will be required to show in your application how you meet these requirements. In view of this, qualifications are no longer a requirement for each post, unless there is a specific need attached to the post, in which case the qualifications will be stated on the advert. NATIONALITY RULES To qualify for employment, you must be either a: • British Citizen; • Citizen from the European Economic Area (current members are Austria, Belgium, Cyprus, Czech Republic, Denmark, Estonia, Finland, France, Germany, Greece, Iceland, Ireland, Italy, Latvia, Liechtenstein, Lithuania, Luxembourg, Malta, The Netherlands, Norway, Poland, Portugal, Slovakia, Slovenia, Spain, Sweden, the United Kingdom of Great Britain and Northern Ireland, Cyprus, Czech Republic, Estonia, Hungary, Latvia, Lithuania, Malta’ Poland, Slovakia and Slovenia) and; • Commonwealth Citizen (must have the indefinite right of abode) • Other foreign national (must have the indefinite right of abode) Any applicant who is not a British Citizen or a member of the European Economic Area must have leave to enter or leave to remain in the United Kingdom for an indefinite period. This means that the applicants must be resident in the United Kingdom free from all restrictions or have an entitlement to do so and be in possession of a work permit. Any applicant who does not have leave to enter or leave to remain in the United Kingdom for an indefinite period free of all restrictions or who does have a work permit cannot be proceeded with. 6
  • 7. Residency If an applicant has not resided in the United Kingdom for the 3 years prior to submitting an application, their application cannot be proceeded with. EQUALITIES STATEMENT The Metropolitan Police Service seeks to employ a workforce which reflects the diversity of backgrounds and cultures within which we operate and to provide a working environment free from any form of harassment, intimidation, bullying, victimisation or unjustifiable discrimination. We shall treat individuals openly and fairly with dignity and respect. We shall value their contribution towards providing a quality service to the people of London. All members of the Service will demonstrate their commitment to these principles and will challenge behaviour which is unacceptable, in particular on the grounds of gender, race, colour, nationality, ethnic or national origin, disability, religion, sexual orientation or marital status. We shall ensure that our policies and procedures reflect these principles. 7
  • 8. RECRUITMENT PROCESS We hope that when you complete the application form you will have received with this information pack and for your information when we receive your application form the following will happen: • Your application form will be initially sifted against MPS criteria such as convictions and nationality • Following the initial sift your application will be assessed by the manager of the department to which you are applying against the advert criteria and the information supplied about the role within this pack • If successful at this stage we will contact you regarding an interview date for, if you are unsuccessful at this stage we will also write to you and advise you of this • The interview will be a competency-based interview and questions will be posed around the criteria identified for the role in question as detailed in the advert and information pack. • If successful at interview we will send you an initial offer of employment with details of ‘what happens next?’ • If unsuccessful we will also advise you in writing but will be unable to offer feedback COMPLETION OF AN APPLICATION FORM Objective • The objective is to provide the assessors with evidence of where you meet the criteria for the role as stated in the advertisement and person specification. What to include • You should include relevant (preferably work) experience, knowledge and skills to support your suitability for the role • If possible, you should demonstrate with examples, where you have carried out same or similar responsibilities as advertised (and included in role profile) • If you are unable to provide work examples, you may use them from outside work, but keep them relevant, and fairly recent • If you use old examples, it gives the impression that you do not have any recent ones Sell yourself • Ensure that you sell yourself to the assessor. Don’t leave gaps for the assessor to fill in for you. You can only be given credit for the evidence you include in your application Remember the assessor does not know your capabilities and how effectively you may perform on a daily basis • If you do not have specific examples to include, to highlight your ability to carry out the role – link the experience you do have to the role you are applying for. Illustrate your willingness and ability to learn new skills or to refresh old ones Avoid generalisations • Don’t state “I have good communication skills…” instead, be specific “My strong written communication skills were demonstrated when I…” 8
  • 9. Information on the role • Ensure that you read and understand the information in the supporting paperwork provided (person specification and role profile), before you start to complete your application Organising your evidence • In order to focus your evidence – we have included some specific questions as part of the application. Ensure that you read the question and answer it fully. If there is a specific sized area provided for your answer – do not exceed it • Where the application asks for one (or an) example – do not use more • Tailor your evidence to give examples of where you meet these competencies and behaviours. To ensure that you answer all parts of the question, you could organise your evidence by using a bullet point or sub-heading style, relating to each part of the question – the style is your choice Do and Don’ts Do • Ensure that handwriting is legible (or font is not too small to comfortably read – size 10 minimum) • Ensure that grammar and spelling is checked • Avoid jargon • Describe your own role • Say what you actually did • Describe how you did it • Say what the outcome was, i.e. what difference did it make, who felt the benefit, you, the team or a wider audience? • Consider using a bullet point format if appropriate for your examples Do Not • Use your CV as an application– CV’s will not be considered • Assume that the assessor will understand local practices and procedures – but don’t waste space with too much detail about the circumstances and background Finally • Do not rush the preparation of the application form. • Once completed – ask a manager, colleague or partner to read and discuss your application with you. Ensure that any questions raised by them about the evidence, (gaps etc.) are re-worked. • Ensure that you return your completed application on time. 9
  • 10. WHAT TO DO NEXT Please complete the application form and the equal opportunities monitoring form. A recent passport sized photograph * (please put your name on the back of it) should be attached to the application form and all forms should be returned by 5pm on the closing date to or DOI Recruitment, 3rd Floor, Metropolitan Police Service, Edinburgh House, 170 Kennington Lane, London SE11 5DP Please do not e-mail and send an application by post as this causes duplication. * The photograph will not be submitted with your application at the short-listing stage. All completed applications received will be acknowledged in writing. Proposed dates for each stage of the selection process will be included in that letter. Until an offer of appointment is confirmed in writing, you should not assume your application has been successful. • The recruitment process is therefore thorough and consequently can be quite lengthy. • Short-listing and interviews will be based on the behaviours listed in the Person Specification and the MPS Values and Beliefs • All completed applications received will be acknowledged in writing. Until an offer of appointment is confirmed in writing, you should not assume your application has been successful 10
  • 11. APPENDIX ONE Implement the processes for secure police communications ITIL Process Owner £40,878 * Birmingham (some travel may be required) No police service can operate in isolation and the Metropolitan Police Service (MPS) is working in collaboration with West Midlands Police and other forces to ensure a secure ICT infrastructure on a national scale. If you’re a talented and motivated individual with a service management background, this is a chance to play a vital support role and develop your career in a challenging yet rewarding environment. Your objective will be to design, implement and manage ITIL-based processes in line with our overall strategy and strict governance requirements. Key elements of your role will be to update team members on policy or procedures that affect them, and produce and present regular reports to senior management. Naturally you will need strong hands-on experience of ITIL process management and implementation, plus the ITIL Foundation Certificate. Experience of VoIP networks, Cisco infrastructures and Microsoft Applications is required, as is knowledge of customer services operations. Commercially astute, you should be a proven team leader, fluent writer and confident presenter. The position is based in Birmingham, although you will be employed directly by the Met. This means you’ll enjoy a range of benefits that includes choice of pension scheme, interest-free season ticket loan and generous holidays. This role requires a higher level of security vetting. To apply, please download a role specific information pack and application form. If you have any queries, please contact our Recruitment Team at quoting job reference DOI/ACPO/421. Completed applications must be returned by 25 January 2010. The Metropolitan Police Service is an equal opportunities employer. APPENDIX TWO 11
  • 12. Organisation Chart Job Purpose The objective of this role is to ensure that ITIL based processes are fully implemented and adhered to at all times. Due to the nature of the services being delivered auditing and governance is of significant importance. The implementation of ITIL based processes is in line with the DoI strategy and the MPS Secure Services medium term strategy for aligning service operations to ITIL based practices. 12
  • 13. Knowledge, Skills and Experience • Hands on ITIL process management and implementation experience • Strong interpersonal skills • Sound business skills • In depth knowledge and experience of implementing ITIL processes • Experience of managing ITIL processes • In depth knowledge of customer services operations, policies and procedures • Working knowledge and understanding of multiple technical architectures • Experience in public sector organisations • Previous experience of managing staff • ITIL Foundation Certification • Previous experience working with Police Forces • Experience with VoIP networks • Experience with Cisco infrastructures • Experience with Microsoft Exchange • Previously security cleared by a UK government body • ITIL V2 /3 • Prince 2 • ISO 20000 • ISO 27000 • Cobit Communications and Working Relationships • Strong presentation skills and the ability to effectively communicate new policies and procedures to organisation • Good written and verbal skills • Strong client facing and negotiation skills reflecting a service culture. • Ability to take the initiative in incident resolution and prioritise activities. • Excellent interpersonal and communications skills. • Clear verbal communication. 13
  • 14. Key Result Areas • Design appropriate ITIL based process to support the organisational requirements • Implement new policies and procedures to support organisational requirements • Coordinates the start-up of the implementation of new policies and procedures • Provide ongoing information and updates to team members where policy and or procedure affect their work stream. • Review the efficiency of all ITIL processes on an ongoing basis • Manage ITIL processes e.g. Problem, Change, Release. • Ensure that all business requirements are met and delivered to SLA’s • Provide relevant information to business as and when required • Produce and presents regular reports to senior management • This role will cut across all ITIL process disciplines and is not confined to any one specific process. • Solid background in use of MS Office based applications. • Ability to solve practical problems. • Ability to interpret client requirements in order to provide incident resolution. APPENDIX THREE Middle Manager Role Profile [Page Break] Core Activities Responsibilities The role holder should effectively deliver these key requirements: 14
  • 15. Managing and Carry out performance reviews - 226 Developing People Complete a fair and objective review of individual performance, recognising personal achievements and identifying areas for future development. Delegate work to others - 223 Give responsibility and authority to others for discrete pieces of work, agreeing with them the targets they need to achieve, advising and supporting them in what they do. Develop individuals and teams to enhance performance - 219 Develop the knowledge and skills of both team members and individuals to ensure the best possible results at work by identifying needs, planning their development and using a variety of activities to improve performance. Monitor and evaluate performance reviews - 227 Monitor the completion of performance reviews to ensure that they are fair, balanced, timely and have been carried out in compliance with local policy. Supervise the work of teams and individuals - 221 Supervises short and medium term objectives, develops plans, monitors work activities and regularly assesses the performance of teams and individuals to ensure that team objectives and performance indicators are achieved. Managing the Chair meetings - 237 Organisation Ensure adequate preparation, actively lead the meeting and encourage the exchange of information to enable the objectives of the meeting to be achieved. Contribute to policy formulation - 1021 Draft policies that are fair, support organisational strategy, aims and objectives and comply with relevant legislation. Ensure effective consultation with stakeholders. Review and amend policies taking into account organisation changes. Evaluate information to support action - 1055 Evaluate and assess the value of information identifying relevant patterns and trends. Use the information to take appropriate action and achieve desired outcomes. Implement change plans - 1081 Ensure adequate communication of proposed changes, implement the change plan effectively, and encourage involvement of all individuals affected by the changes. Human Resources Enable the organisation to retain personnel from all communities - 142 Enable the organisation to retain personnel from all communities by contributing to the fair treatment of staff and supporting staff in promoting equality, diversity and rights in the working practices. Ensure the correct handling of disciplinary and unsatisfactory performance procedures - 254 Ensure a fair and balanced approach has been taken to address performance which is below standard, and that the actions taken have been proportionate, legal, accurate, necessary and in line with organisational procedures. Ensure the correct handling of grievance procedures - 252 Ensure that the grievance has been correctly handled and that actions have been taken in accordance with organisational procedure. Select required personnel - 235 Select the most appropriate candidate(s) for the position(s) whilst complying with Equal Opportunities policy and legislation. 15
  • 16. Health, Safety and Manage the welfare needs of individuals - 1160 Welfare Recognise any welfare needs that a member of staff may be experiencing, assist them in identifying the cause and agree a suitable way forward, acting at all times in accordance with organisational policy. Supervise Health and Safety - 205 Ensure that all team members are aware of health and safety requirements, continually seek ways to improve the work environment and take effective action in response to breaches in health and safety requirements. Personal Responsibility Complete administration procedures - 216 Ensure that all matters relating to the process of information are carried out in a prompt, efficient manner and in accordance with legislation, policy and procedure. Maintain standards for the management of information - 660 Maintain personal responsibility for collection, recording, evaluation, information sharing, review, retention and disposal of information in compliance with codes of practice and Guidance in the Management of Information, information security policy, procedures and legislation. Maintain standards of professional practice - 217 Ensure your behaviour complies with organisational values and organise your own work effectively to meet the demands of your role. Identify, implement and monitor development activities to enhance your own performance. Make best use of technology - 242 Make best use of technology in support of your role, ensuring correct operation and compliance with organisational and legal requirements. Promote equality, diversity and Human Rights in working practices - 141 Promote equality, diversity and Human Rights in working practices by developing and maintaining positive working relationships, ensuring that colleagues are treated fairly and contributing to developing equality of opportunity in working practices. Work as part of a team - 224 Work co-operatively with team members and colleagues, contributing positively and constructively to the achievement of team and organisational objectives. Behaviour Area Behaviour Leadership Strategic perspective - B Understands external expectations and influences on the organisation or unit. Identifies common goals, interests and perspectives with other agencies. Creates a vision for the future and a strategy for how it can be achieved. Maximising potential - B Puts systems and strategies in place that develop people at all levels of the organisation. Creates an environment where staff are motivated to achieve results. Working with others Respect for race and diversity - A Understands other people's views and takes them into account. Is tactful and diplomatic when dealing with people, treating them with dignity and respect at all times. Understands and is sensitive to social, cultural and racial differences. Community and customer focus - B Maintains a broad understanding of social trends and identifies what effect they will have on the organisation. Creates processes that make sure stakeholders' and customers' views and needs are clearly identified and responded to. Puts in place strategies for media and community relations. Effective communication - B Explains complex issues, making them easy to understand. Makes sure that important messages are being communicated and understood throughout the organisation. 16
  • 17. Achieving results Problem solving - B Applies a range of analytical techniques to understand complex information issues. Considers a range of options and their effects. Makes strategic decisions by logically analysing all the relevant factors. Planning and organising - B Develops structured plans across a range of activities that may be complex. Monitors progress towards strategic objectives. Makes sure all activity is in line with efficient and effective policing. Personal responsibility - A Readily accepts responsibility for self and others. Takes responsibility for managing situations and problems. Leads by example, showing a commitment and a determination to succeed. Continues to learn and develop. [Page Break] Role Profile : Middle Manager Date created : 04/12/2000 Last updated : 04/12/2000 17