Nominal Management Co-ordinator
Are you looking for a new challenge, or an opportunity to develop your skills and knowledge in the field of working with diverse communities also safeguarding / offender management?
We have a unique opportunity for a resilient individual to take on the role of Nominal Management Co-ordinator within our newly created team.
The team deal with ways to improve the way that the Counter Terrorism Network does Nominal Management. To put simply, it is protecting the public from individuals who have had involvement or engagement in terrorist activity. Working collaboratively and in partnership to adopt a balance of intervention and enforcement.
Your role will be to provide an efficient administration and technical support service to the team, including the maintenance of systems and processes. You will be the key point of office contact and develop and maintain close working relationships with internal/external partners including the Prison and the Probation service.
The location of this role will be either be based in Weston super Mare, or Exeter, depending on the successful applicant.
In this role, your main responsibilities will be:
• Distributing and allocating reports from the Joint Counter Terrorism Prison and Probation Hub (JCTPPH)
• Collating and co-ordinating data inputs from JCTPPH.
• Co-ordinating and arranging meetings and being a point of contact, ensuring actions are updated and progressed in line with priorities set.
• Providing administrative support to the Nominal Management lead and managers.
• Contributing to the Nominal Management Performance Framework, by providing effective support to the wider team, making requests for information and data, collating information from the nominal management system and organising performance meetings.
Skills, experience and qualifications required:
• Experience and understanding of working with diverse communities.
• Applying problem solving methodology.
• Effective communication skills, both verbally and in writing.
• Skilled computer user including the use of Microsoft Office packages.
• Partnership working around safeguarding and or offender management.
To be eligible to apply for this role you must have a 5 year ‘checkable history’ in the UK – ideally this means that you would have been resident in the UK for the last 5 years.
Two Teams drop in sessions with DCI Alastair Stenner and DI Jo Vassalli will be run on 21 September 2021 from 10:00am-12:00pm and on 22 September 2021 from 13:00-15:00pm. The sessions will include more information about Nominal Management and an opportunity for you to ask questions. If you would like to join one of the sessions please email CTNMSouthWest@avonandsomerset.police.uk and we will send you the Teams meeting invitation.
For further information regarding the national CT Nominal Management project please visit http://www.ctnet.apps.police.uk/project-semper/
You must be a British citizen to work for the department. If you hold dual nationality, one component of which is British, you may also be considered. However, if successful, you may be asked to relinquish your non-British nationality (and any entitlement you may have to a foreign nationality) as a condition of your confirmation of appointment with the department. One of your parents should also be British or have substantial ties to the UK. In the latter instance; substantial ties means that your parent is a citizen of a British Overseas Territory, a Commonwealth citizen, US citizen, EEA citizen, British national or citizen overseas, and they would need to have demonstrable connections with the UK by way of family history or have been resident here for a substantial period of time.
If you’re already married to, or cohabiting with, a person who isn’t a British citizen, you may still be eligible for employment at the discretion of the department. You should note however, that marriage to, or cohabitation with, a person who isn’t a British citizen after appointment may, in some circumstances, result in the withdrawal of security clearance and subsequent transfer to another department, or (if this is not possible or the officer does not wish to transfer) dismissal. Each case will be considered on its merits, taking into account the ties between the person involved and the United Kingdom.
Does this sound like the role for you? Click the link below to apply.
Why work for Avon and Somerset Police?
Avon and Somerset Police has gained a reputation as a pioneering and innovative force, responsible for policing a large diverse, multi-cultural population.
If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people’s lives, variety and the chance to broaden your experience, then Avon and Somerset is the force for you.
Equality, diversity and inclusion
Avon and Somerset Police are committed to equality, diversity and inclusion.
We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic (BAME) communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.
All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for.
All requests for flexible working patterns will be considered and will be dependent on the role.
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
Avon and Somerset Police 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.