Disclosure Officer - DSU

• Experience of working within a covert intelligence role.
• Experience of working in an intelligence/information field.
• Experience of working with sensitive products and knowledge of sensitive and highly sensitive material, CPIA 1996.

Prospective staff/officers must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances.

This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.

The selection process for this role will consist of the following elements:

• Initial application
• Shortlisting
• In-person interview

Vetting: Successful applicants will be required to pass Management Vetting and Security Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.

Medical: Appointment to this role will be dependent upon you successfully passing medical checks, which may include a drug and hearing test.

Reference Checks: You will need to provide details covering at least five years of employment, education or other relevant activity history.

Hours/Location: Office hours Monday to Friday but flexibility is essential.

Contact: For further information email careers@westmidlands.police.uk

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions.

As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job.

For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people.

In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"