Senior Investigating Officer DCI

Job title: Senior Investigating Officer DCI
Grade: Chief Inspector
Role code: PCO129
Status: Police
Home Office code: Operational
Limited Duties
Category: A

Main responsibilities:

• Act as Senior Investigating Officer, overseeing and commanding individual investigations carried out by Major Crime Support.
• Command an individual incident room in respect of a major, serious or series crime enquiry ensuring that the case is appropriately investigated and reaches a satisfactory conclusion.
• Provide the parameters for the policy file and ensure the file is maintained to the appropriate standard.
• Provide a contact point for the victims and/or families of victims of crime etc. concerned in the investigation.
• Manage the staffing / training / skill development issues that arise within an investigation.
• Control all resources and financial issues which arise within an investigation.
• Provide expert support, advice and direction to locally managed crime investigations, acting as a consultant to Divisions as directed.
• Liaise with all necessary internal and external agencies to ensure the smooth running of all aspects of an enquiry.
• Act as liaison officer for the media in respect of an enquiry.
• Be available on an on-call rota system, one week in three, to cover any major incident in the County.

Vetting level:

Security Check

Behaviours:

We Analyse Critically (Level 2)

I help people be more effective by sharing the best available information and professional knowledge from diverse sources. I ask incisive questions to test assumptions and separate opinion from fact. I recognise when to take decisive action with incomplete information and plan for contingencies. I draw effective conclusions from diverse sources of information and evidence and apply these to deliver results. I assess options to make the best use of resources available, applying business and financial acumen to deliver best results.

We Collaborate (Level 2)

I create a work environment that combines diverse styles, backgrounds and experiences to get better results. I build strong relationships across a broad range of stakeholders, including colleagues, partners and communities, and use these connections to accomplish goals. I work with partners to decide clear roles appropriate to each partner's remit. I include others in my thinking and understand their priorities to make collaboration more effective. I help create joined-up solutions across organisational and geographical boundaries, partner organisations and the people we serve. I manage long-term partnerships sharing information and building trust to find the best solutions.

We Support & Inspire (Level 2)

I support others to understand their aims and wider organisational goals so they can work more effectively. I help others understand organisational changes and help them adapt to and adopt these to deliver better results. I manage resources efficiently to create the most value and to deliver the right impact in my areas. I take time to understand and provide the support people need to work at their best. I show support that helps people feel safe and valued in raising concerns. I create opportunities to support the professional development of others through knowledge sharing, coaching, mentoring and feedback.

We Take Ownership (Level 2)

I delegate appropriately by giving clear direction that recognises people's strengths and potential to achieve more. I monitor progress of my team and work to ensure deadlines are met and my team are clear on their objectives. I take ownership of individual and team performance, not leaving it to others to address problems. I take personal responsibility for seeing events through to a satisfactory conclusion and dealing with any problems both promptly and openly. I am proactive in supporting actions that tackle the bias or prejudice that may be experienced by some groups of people.

We are Emotionally Aware (Level 2)

I help other people learn from their experiences and emotional responses to support and improve their performance. I monitor the wellbeing of others, taking responsibility to ensure appropriate support is provided to help colleagues stay at their best, without stigma or judgement. I provide others with confidence by staying focused and composed in stressful situations. I recognise when my colleagues are affected by the demands, stresses and traumas that can exist in policing, and support them however I can. I role model reflecting on my own emotions to promote an open environment to discuss concerns. I role model effective communication, taking into account the needs of others. I promote a culture that values understanding difference and encourages speaking up.

We are Innovative & Open-minded (Level 2)

I am flexible in my approach, changing my plans to make sure that I have the best impact. I look for good practice that is not always from policing and consider how I apply it in my role. I provide space and encouragement to help others stand back and review their objectives and approach. This helps them to adopt fresh perspectives and identify improvements. I anticipate future challenges and changes by using my knowledge of trends within and outside policing. I generate creative ways to harness opportunities or meet challenges that arise from changing trends in policing.

Values:

Courage (accredited)

This means making, communicating and being accountable for decisions, and standing against anything that could bring our profession into disrepute. When we are motivated by courage, we actively uphold the ethical standards of the police service so that we do the right thing even when the circumstances are difficult. We set good examples, challenge unprofessional behaviour and all forms of prejudice and discriminatory behaviour, and any activity which undermines the impartiality of policing. We build and maintain the confidence of the public, our colleagues and partners through the way we conduct ourselves. We maintain professional boundaries with those we serve and work with to help protect ourselves and those around us. We are open about what we have done and why and keep our promises so we can be relied on when needed. We support an environment where ethical issues or unprofessional actions can be raised, questioned, challenged, reported and addressed. We are honest and open in our interactions and decision making. We have the courage to respond to criticism with professionalism. Examples of courage We act with courage when we: Do the right thing, even when it feels difficult Act as role models to encourage professional and ethical behaviour in others Challenge behaviours, language and attitudes that undermine our profession and support others to do the same Stand up against discrimination, prejudice and hate in all its forms Engage in difficult conversations when we hear or see unprofessional behaviour Address incidents of unprofessional conduct and take appropriate action Are open and responsive to scrutiny and challenge Are honest and truthful, giving accurate representations of our actions and records.

Public service (accredited)

When we are motivated by public service, we respect the authority and influence afforded to us by our role in society and the responsibility we have in using our policing powers. We apply those powers lawfully, proportionately and when necessary. As we strive to help deliver good outcomes for the public we serve, we seek to find opportunities to learn and improve ourselves as professionals. We reflect on our actions and decisions to see what could be changed to improve the service we offer the public. We have a responsibility to ensure that we act in the best interest of society as a whole. Improving the safety and wellbeing of the public underpins all that we do. We respond to different communities, taking into account their history and experiences including trauma and adversity. Examples of public service We provide public service when we: Act in the interests of the public, first and foremost Are open and honest about our knowledge and experience with those we serve, even when it can be uncomfortable Act in ways that give others the confidence to share experiences and ideas that can improve outcomes for the public Seek to understand and address the needs and concerns of all our different communities Seek constructive feedback from a wide variety of people, avoiding being defensive Reflect on and understand our own strengths and areas for development and take responsibility for our own learning to address gaps and improve our service to the public.

Respect & Empathy (accredited)

This means encouraging, listening to and understanding the views of others, and seeking to recognise and respond to the physical, mental and emotional challenges that we and other people may face. When we are motivated by respect and empathy, we ensure people feel valued and listened to. We treat them with patience and courtesy where possible, recognising that sometimes we may need to prioritise safety and security. We give them opportunities to share their views and take these views into account. We seek to understand other people's perspectives and recognise they can differ from our own. We engage with people who have a wide range of experiences and needs and provide a service that takes into account each individual's unique circumstances. We ensure everyone, regardless of background or circumstance, is treated equally and fairly, recognising the need to tailor our responses to individual needs to ensure we are being fair and respectful. We understand and recognise that people may respond differently to the same situation. We are careful to recognise and manage our biases, so they do not stop us from engaging with people with different needs and experiences equally and fairly. Examples of respect and empathy We show respect and empathy when we: Treat everyone with dignity and respect, even in challenging circumstances Give people an equal opportunity to share their views and take these into account Recognise and manage our biases to ensure we make fair and objective decisions Take action to understand and appreciate other people's experiences, values and beliefs and how they differ from our own Promote equality and celebrate difference Respond fairly, impartially and with sensitivity to people's needs.

Technical skills:

Budget Management (Level 5)

Knows how to access and request routine financial management information, to inform decision making. Considers alternative courses of action having discussed the financial implications with the budget holders and/or Corporate Finance staff. Can accurately forecast budget outturns and produce costed options with support from Corporate Finance for consideration.

Crime Investigation (Level 6)

Supervises and/or co-ordinates the activities of a team of investigators involved in serious incidents such as armed robbery and murders. Gives accurate and clear statements to the media. Acts in a consultative role for all areas of investigation providing expert advice to authorised enquirers.

ECYPM (Level 6)

Maintains and monitors the local application of Force policing strategy for Promoting and Safeguarding the Welfare of Children and Young People. Maintains and monitors local partnership working practices and procedures that complement the local policing working practices and procedures. Ensures systems are in place to actively maintain and develop existing relationships, ensuring that all partnership activity is undertaken in a corporate manner. Works with partners to achieve common objectives. Works with partners to promote initiatives that are consistent with the achievement of both police and partners objectives. Reviews and monitors progress against aims and objectives and working with partners to identify areas for improvement and take appropriate remedial action as necessary.

Forensic - Crime Scene Management (Level 4)

Demonstrates a sound working knowledge of a broad range of forensic science services and of all relevant legislation, policies and procedures. Can identify and has practical experience of off-setting scene parameters, securing the scene, identifying, clearing and marking a common approach path. Is aware of the need to control access to the scene and is confident in enforcing this control. Understands the responsibilities of others within a scene and is able to advise colleagues as necessary.

Health & Safety (Level 5)

Has received training which enables the effective completion of risk assessments and Health and Safety inspections of premises. Identifies defects or hazards and takes action to resolve any apparent health and safety issues within an area or department. Fully accepts responsibility for the safety of members of staff, as well as visitors and contractors. Monitors the application of health and safety related procedures for the area or department. Possession of a certificate level qualification in Health and Safety is desirable.

Incident / Scene Management & Control (Level 7)

Takes overall command for the incident, sets systems and procedures in place. Able to mobilise additional resources, including those from outside of the County e.g. diving teams. Has a clear and detailed understanding of Gold-Silver Command. Conducts detailed examinations and debriefings after the event to identify good practice, useful intelligence and in order to make recommendation with regard to the incident itself and management and control processes employed.

Information Management & Technology (Level 4)

Can conduct basic computer searches and can correctly interpret data generated. Can create and amend records, according to role requirement. Knows established rules and protocols. Understands impact of data quality, and is self-monitoring on data quality issues.

Inspection (Level 3)

Is able to undertake testing of systems for compliance, using predetermined frameworks. Can report findings accurately and in the required format. Is able to conduct routine interviews on the subject under review.

Intelligence Gathering & Analysis (Level 5)

Has a good working knowledge of the intelligence function as a whole. Able to undertake intelligence gathering and analysis in conjunction with other organisations, generally involving more complex situations and/or level 2 targets. And/or supervises others who are analysing and gathering intelligence. Able to make decisions regarding the allocation of information received and when packages are put together, to make decisions as to their level of priority

Interviewing - General (Level 5)

Is a highly experienced interviewer (having accredited skills in recruitment, selection, appraisal, return to work, exit, and / or other managerial type interviews). Has an awareness of non-verbal communication. Provides feedback to colleagues to assist them with the development of their interview techniques. Identifies key issues for examination and maintains effective interview skills even in difficult circumstances and / or complex cases. Has a thorough knowledge of available interview techniques and their applications. Trains and develops others in these techniques.

Interviewing - Suspects (Level 3)

Demonstrates the skills contained within the police PEACE course. Effectively uses a good working knowledge of legislation relating to interviews significant statements and special warnings. Able to confidently prepare an interview strategy using available resources including recognising the value of intelligence, and understands the management of disclosure and no comment interviews.

Interviewing - Witnesses (Level 3)

Demonstrates the skills contained within the Police PEACE course which incorporates cognitive interviewing. Shows use of this style of interviewing and can apply it operationally giving consideration to identification and procedural issues. Successfully undertakes initial telephone investigation of crime.

Knowledge of Legislation and Policy (Level 6)

Demonstrates a complete appreciation of the responsibilities given to individuals for key decisions under the legislation, policy and procedure relevant to the current role. Able to offer practical advice and develop others on all aspects of the legislation, policy and procedure where appropriate. Able to apply detailed knowledge of law and procedure relating to the investigation and management of complaints to achieve a satisfactory resolution within reasonable timescales.

Management of Police Information (MOPI) (Level 6)

Review, monitors and produces recommendations for revisions to policies and operating procedures for specialist area/ systems. Following agreement implements changes and disseminates changes to all relevant personnel, updating all associated processes and procedures whilst ensuring compliance with force policies, procedures and any relevant legislation. Provides advice and guidance to system users from outside of own section or directorate. Directs quality assurance processes in respect of prioritisation, sanitisation, dissemination, sharing, relevancy, accuracy, adequacy and timeliness.

Risk Management (Level 6)

Able to anticipate, accurately define and establish the relative level of risk arising from events likely to affect the Force and its relationship with local communities. Responsible for addressing or accepting tactical vulnerabilities in the context of achieving local Force objectives; balancing multiple, potentially competing risks; and implement changes to policies, working practices and standard operating procedures as required. Identifies and challenges risks arising from collaborative and partnership arrangements. Has an appreciation that seizing opportunities also generates risks.

Victim Support (Level 4)

Good working knowledge of victim support techniques both internal and external to the organisation. Able to support victims and other interested parties during an investigation which may lead to a court case. Able to act as an advisor for other staff on support services available.

National Occupational Standards:

AA1 (Level Accredited)

Promote equality and value diversity.

AA2 (Level Accredited)

Develop a culture and systems that promote equality and value diversity.