Metropolitan Police Service (MPS)

National Police Chiefs’ Council (NPCC)

Police Staff

Information Pack

NPCC Digital Communications Officer

Origins

Founded by Sir Robert Peel in 1829, the Metropolitan Police Service (MPS) is one of the oldest police services in the world. The original Metropolitan Police District (MPD) covered a seven mile radius from Charing Cross containing a population of less than two million. This was policed by 1,000 officers.

Today, the MPS is made up of 50,000 officers and staff, which includes over 5,000 volunteer police officers from the Metropolitan Special Constabulary (MSC) and its Employer Supported Policing (ESP) programme.

The current MPD includes the whole of the Greater London Area, covering 620 square miles and over 8.3 million people. Since April 2000, the boundaries of the MPD have mirrored the 32 London boroughs as shown below.

ABOUT THE METROPOLITAN POLICE SERVICE

Organisation

From the beginning, the purpose of the MPS has been to serve and protect the people of London by providing a professional police service; this remains our purpose. The Commissioner of Police for the Metropolis is appointed by the Queen, in consultation with the Home Secretary. The Mayor’s Office for Policing and Crime (MOPAC) supervises the police service and publishes an annual policing plan, including performance targets. It reports back to the Mayor, the London Assembly and the community.

We have an annual net budget of £3.6 billion – more than 25% of the total police budget for England and Wales. We are one of the largest employers in London and the South East of England.

ABOUT THE METROPOLITAN POLICE SERVICE

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The previous Commissioner has outlined his vision of Total Policing with a total war on crime, total care for victims and total professionalism from our staff at its core. We are committed to delivering excellent policing from tackling anti-social behaviour and other crime in neighbourhoods, through to dealing with terrorists and the most serious criminals often ‘behind the scenes’. We rely on the work of warranted officers, police community support officers (PCSOs), special constables and police staff to tackle the range of policing challenges facing London.

MPS Values, Mission and Priorities

Our success depends on us all working towards the same goals. Our strategy, led by the previous Police Commissioner, Sir Bernard Hogan-Howe, is called Total Policing. It consists of a set of priorities, set out below, supported by key values. Total Policing ensures that we are on the front foot in tackling criminality in all its forms. Where new techniques or new technology can help in that war, we will maximise use of it. Total Policing also means Total Care for victims – preventing people from becoming victims in the first place where possible but, where we have victims, ensuring that the MPS gives the best possible support. And we will do that with Total Professionalism, so that the MPS continues to foster the support and trust of law-abiding Londoners, while ensuring that it is an organisation that all criminals fear. All of this will be underpinned by our values of Courage, Compassion, Integrity and Professionalism.

Total War on Crime

We are crime fighters. This is a vital part of policing. Tackling crime, arresting criminals and bringing them before a court is the core of what we do, doing whatever we can to arrest criminals and stop crime as long as it is legal and ethical.

Total Professionalism

It is important that when a victim reports a crime that we tell them how that crime is being progressed and that they have confidence in those dealing with their case. We also need to ensure we are sensitive to the victim’s needs, understanding what is unique about them and how we tailor our service to meet their needs. We must always remember that we have a duty of care to our victims.

ABOUT THE METROPOLITAN POLICE SERVICE

Our commitment to transform – ‘Met Change’

We’re determined to offer the best police service possible for Londoners. But we must change with it:

• We want all communities in London to have high levels of confidence and satisfaction

• We need to keep cutting crime as a more connected world creates new security risks and criminal threats

• We must invest in our people and modernise our technology so we can offer the public a better service. Our officers and staff deserve great tools to fight crime and support victims

• We need to be better at recognising great performance and challenging poor behaviour

• We want to be a Met that looks and feels like London by having officers and staff who can relate to the diverse communities of London.

As a result our goals are ambitious; to cut Neighbourhood crime by 20%, cutting costs by 20% and increase public confidence by 20% by 2016. To achieve this we will need a step change in the way we operate and how we are structured.

To achieve a step change in performance, cost and satisfaction the Met is undertaking a portfolio of change. Met Change is establishing the One Met Model. Four further programmes – the Commercial Strategy, Total Technology, Corporate Real Estate, and Total Professionalism – will build on the One Met Model, embedding the principles first established through Met Change.

Total Technology is a transformational programme of work that will provide modern IT for our workforce. Changes will enable us to use more technology out of the office, reduce re-keying of information and improve the IT systems and hardware all at a lower cost.

Corporate Real Estate (CRE) is reducing our estate by a third and cutting operating costs. By rationalising our estate we will be able to deliver savings but also, as importantly, free up capital to invest in new buildings and technology that are fit for purpose for the future of the Met.

Commercial Strategy manages both the renewal and market testing of some services. The programme will ensure the Met has effectively identified service requirements and is well positioned with the market to be an effective and intelligent client.

Total Professionalism focuses on our people, values and behaviours. These are central for ensuring all the changes are successful. We are adapting our systems of reward and recognition to ensure we support the right behaviours to make change successful.

ABOUT THE METROPOLITAN POLICE SERVICE

THE NPCC: WHAT WE DO AND WHY

The NPCC brings police forces in the UK together to help policing coordinate operations, reform, improve and provide value for money.

Some of the biggest threats to public safety are national and international. We have a collective strength by coordinating the operational response across forces.

Crime is changing and so are citizens’ needs and expectations of policing. We’re constantly adapting and reforming to keep people safe.

Public confidence and support is essential. We’re always striving to improve the way we work and learn from when things go wrong to build people’s confidence in us.

It’s more important than ever that our service is efficient and effective providing best value for money.

Our key functions:

• Co-ordination of national operations including defining, monitoring and testing force contributions to the Strategic Policing Requirement working with the National Crime Agency where appropriate

• Command of counter-terrorism operations and delivery of counter-terrorist policing through the national network as set out in the S22A agreement;

• Co-ordination of the national police response to national emergencies and the mobilisation of resources across force borders and internationally;

• National operational implementation of standards and policy as set by the College of Policing and Government;

• Working with the College, development of joint national approaches on criminal justice, value for money, service transformation, information management, performance management and technology;

• Working with the College (where appropriate), development of joint national approaches to staff and human resource issues (including misconduct and discipline) in line with chief constables’ responsibilities as employers.

The NPCC is hosted by the Metropolitan Police Service (MPS) but is independent of it.

Job title: Digital Communications Officer

Location: Victoria Street, London

Responsible to: Communications Manager

Purpose

Responsibility for developing and managing the NPCC’s digital and social media engagement strategy contributing to the NPCC’s communications activity, which includes media relations management, public affairs, public and stakeholder engagement and internal communications.

Knowledge, Skills and Experience

• Experience of delivering and evaluating high quality corporate communications contributing to an excellent reputation for that organisation and achieving organisational priorities

• Experience of delivering high quality reactive and proactive digital media engagement strategies including preparing, planning and managing compelling, creative content for social channels, website and/or internal channels

• Up to date professional knowledge of best practice in relation to corporate communications and knowledge of a broad range of current communication practices, tools and techniques

• An excellent understanding of digital and news media and the social media landscape

• A good understanding of digital evaluation approaches and statistical analysis skills to interpret, present and make sound recommendations on data

• Experience of filming and editing high quality video content and creating digital content such as infographics and the ability to quickly pick up new tools and techniques

• Excellent knowledge of Microsoft Word and Powerpoint, including drawing tools

• Excellent communication skills with the ability to influence and persuade and maintain good working relationships within the NPCC and with a wide range of stakeholders

• Knowledge of the structure of UK policing and the role of the NPCC’s strategic partners

• Evidence of success in the preparation of clear, concise and well-written content for a range of different audiences

• Ability to operate in a fast-paced, pressurised environment and meet tight media deadlines

• Understanding of working in a confidential and/or politically sensitive environment

JOB DESCRIPTION – DIGITAL COMMUNICATIONS OFFICER

JOB DESCRIPTION – DIGITAL COMMUNICATIONS OFFICER

• Well-developed analytical and organisational skills, including the ability to plan and manage projects and competing priorities; solve complex problems; evaluate, analyse and swiftly summarise information gathered from a range of sources to identify important issues and problems

• A strong ethos of continual improvement and proven experience of using industry best practice

• Resilience and willingness to respond positively to challenges and change, encouraging others to do the same

• The job holder will have a degree or equivalent or relevant work experience in a communications team.

Communications and Working Relationships

Excellent communication skills are vital to this role. The job holder will have regular daily communications with chief officers in England, Wales, Scotland and Northern Ireland and their staff, the national and international media, government departments and key stakeholders providing advice, guidance and support managing controversial issues on behalf of the leadership of the police service.

The role requires the job holder to engage with a variety of national bodies and individuals in order to support the Chair and Chief Constables’ Council in achieving the aims of the organisation and making sure the voice of the leadership of the service is heard and relationships with key influencers are built and maintained over the short, medium and longer term. These people and organisations include, but are not restricted to:

• Home Office Ministers and Officials• Shadow Home Secretary and Shadow Police Minister• Foreign and Commonwealth Office on international policing issues• Association of Police and Crime Commissioners (APCC)• Police and Crime Commissioners (PCCs)• The College of Policing (CoP)• The National Crime Agency (NCA)• Her Majesty’s Inspectorate of Constabulary (HMIC)• The Independent Police Complaints Commission (IPCC)• Crown Prosecution Service (CPS)• Police Federation(s)• Police Superintendents Association of England and Wales• Police staff associations and unions• Other relevant partner organisations and stakeholders.

The job holder will be required to manage contact with members of the media (national and international) on the whole range of policing issues, many of these will be contentious and unique issues. While the job holder will consult with chief officers as and when possible and appropriate, they will be expected to respond to enquiries on their own volition, using their own judgement and at short notice acting as an official NPCC spokesperson.

Key Result Areas

• Manage and develop the NPCC’s digital engagement through effective use of our channels - NPCC website, intranet and social channels - and compelling content

• Delivery of internal and external communications to communicate the work of the NPCC and its priorities

• Work with the Communications Manager to ensure digital and social media expertise is shared across the communications team

• Editorial responsibility for the NPCC website, developing it so it acts as an effective window on the NPCC’s work, contributing to positioning the NPCC as an open and transparent organisation

• Editorial responsibility for the NPCC intranet working with the intranet administrator to provide information and insight that is useful, relevant and timely and enabling communication between chiefs

• Editorial responsibility for NPCC social channels, planning and developing creative content to support NPCC’s communications and growing and engaging our audiences

• Manage effective monitoring of social channels and respond appropriately.

• Provide monthly evaluation of our digital engagement, tracking performance and driving improvements

• Develop and manage a digital content planning grid aligned with NPCC’s communications grid

• Provide communications and public relations advice to the Chair, chief officers, police forces and communications staff at force level including providing handling advice in relation to national policing issues and at times of major crisis and international events

• Manage a portfolio of NPCC committees and projects, problem solving and undertaking activities that lead to the effective positioning and promotion of the NPCC and the police service

• Build and maintain effective working relationships with national, international, trade and broadcast media. Speaking with authority and persuasively to explain NPCC work and positions

• Develop and maintain effective relationships with a range of stakeholders including Government departments, other agencies, police forces and members of the public and respond to enquiries

• Seek external insight, research, best practice and new ideas to contribute to the development of the department

• Monitor own and office output and act quickly to ensure that activity stays on track and meets the standards outlined in department guidance

JOB DESCRIPTION – DIGITAL COMMUNICATIONS OFFICER

• Contribute to office management including maintaining contact lists, logging calls and enquiries, forward planning and other ad hoc tasks

• Be part of a 24/7 on call rota and be prepared to work outside of office or normal expected hours if circumstances demand it

• Provide input where required to the planning of key NPCC events which exemplify and communicate its values and to provide communications support at conferences

• Promote the highest standards of integrity, professional conduct and equality at all times.

Scope for Impact

Effective communications is crucial to the delivery of national operational policing and keeping the public safe. The job holder will play an essential role in ensuring the delivery of effective communications for national operational policing through supporting chief officer and force communications teams.

The post holder will regularly manage high profile, politically sensitive issues where decisions and delivery have national implications with the potential to impact on the reputation of the whole police service.

The post-holder will have responsibility for managing and developing the NPCC’s digital communications and engagement.

The Digital Communications Officer will deputise for the Communications Manager when required.

Dimensions

The job holder has no direct line management responsibility, but will assist with day to day management of the team’s output – advising on responses, checking drafting.

The job holder has no direct financial responsibility. However, they may be responsible for aspects of budget monitoring in terms of expenditure relating to campaigns and projects and have occasional responsibility for the direct and indirect management of specific campaign and project budgets as the need arises.

This is a demanding role, the job holder will take part in an on-call duty rota that will require the job holder to be readily available outside normal office hours and at weekends.

JOB DESCRIPTION – DIGITAL COMMUNICATIONS OFFICER

MANAGER PERFORMANCE FRAMEWORK

Operational Effectiveness

Delivers quality outcomes to meet objectives

Works in partnership to support the delivery of relevant objectives. Ensures a high quality service, balancing the needs of customers and stakeholders. Manages a range of tasks, delivering to time and quality, and monitoring the performance of others where relevant. Adapts and responds to shifting priorities. Deals with challenges and generates solutions. Reviews working practices and acts to improve service delivery.

Manages work through informed and reliable judgement

Implements plans and considers contingencies. Gathers and evaluates information to inform decision-making, and minimise risk where practicable. Provides guidance and support, seeking it where appropriate. Takes responsibility to promote improvement by identifying, sharing and applying lessons learnt.

Organisational Influence

Provides strong leadership

Provides visible, approachable leadership and leads by example. Values and motivates colleagues, dealing with their concerns in a consultative way. Actively demonstrates the promotion of equality and valuing of diversity and helps others to do so. Develops from own experience and supports the development of others where relevant. Takes account of how own behaviour affects others.

Ensures professional standards are upheld and that senior decisions are acted upon. Manages performance and staff issues appropriately and fairly where relevant. Shows initiative, personal resilience and motivation to deliver a quality service, demonstrating ownership over area of responsibility. Upholds legislation, regulations and policy, acting with integrity, and challenging those who do not.

Develops effective communications and working relationships

Builds effective relationships with customers, colleagues and stakeholders. Communicates effectively and inclusively with customers, senior managers and team members. Ensures clear, two-way communication through listening and responding appropriately, learning and sharing information. Works collaboratively across and outside of the organisation where practicable, upholding organisational reputation.

MANAGER PERFORMANCE FRAMEWORK

Resource Management

Manages the right resources to enable effective working

Plans and prioritises work, aligning resources to achieve local objectives. Distributes work fairly according to capacity, knowledge and skills where relevant. Uses the organisation’s resources ethically and appropriately, ensuring others do the same.

Ensures efficient working

Ensures and encourages efficient working. Makes sound workload and deployment judgements to maximise efficiency appropriately. Reviews working practices and strives to improve efficiency.

By joining the Metropolitan Police Service, you will be helping to protect the lives of over seven million people. There’s nothing more rewarding than knowing that your efforts are having an impact on such a large and diverse community.

In return, you will receive a starting salary of £32,341 gross per annum, a 12.5% Shift Allowance (where applicable) and a London Location Allowance of £3,216. Annual incremental spine points will achieve progression from minimum to maximum of the pay scale.

As a member of our team, you will also have access to Met Benefits - an external website, offering MPS employees (staff and officers) guaranteed savings at major high street stores and retail outlets nationwide. These benefits are obtained and co-ordinated by Human Resources. You can save money on everything from food, clothes, furniture, electrical and DIY products to hotels, restaurants, cinemas and theatre tickets.

All staff are eligible to join the Metropolitan Police Athletic Association (MPAA) and the Metropolitan Police Sports and Social Association (known as the ‘Comets’) and enjoy taking part in sporting and social events. The MPS has four well-equipped Sports clubs at Bushey, Chigwell, Hayes and Imber Court, available to all staff as well as family and friends.

For further information regarding the terms and conditions offered by the MPS and assistance in completing your application, please download the guidance notes for Police Staff applications available on the MPS Careers website.

YOUR REWARDS

For further information regarding the eligibility criteria for joining the MPS, please refer to the guidance notes available on the MPS Careers website or contained in the application.

The MPS is committed to safeguarding the welfare of children and vulnerable adults. As part of these safeguards, the MPS adopts a consistent and thorough process of safe recruitment in order to ensure that all MPS staff and volunteers are suitable. Posts that involve a high level of contact with children and vulnerable adults will additionally require a Criminal Record Bureau (CRB) check.

Applicants with previous MPS service

Please note that individuals with previous MPS service who left the MPS as a result of a corporate Early Departure Scheme [where compensation was awarded e.g. redundancy] are not eligible to submit an application to re-join the MPS in any police staff role for a period of 5 years from their date of leaving the organisation. Any applications received that do not comply with this will be automatically rejected.

ELIGIBILITY CRITERIA

• Your application form will be initially sifted against MPS criteria such as convictions and residency

• Following the initial sift your application will be assessed against the role criteria

• If successful at this stage we will contact you regarding an interview date. You will receive a minimum of 7 days’ notice. 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 for the role in question, as set out in the advert and information pack

• If successful at interview we will send you an initial offer of employment which sets out what happens next

• If unsuccessful we will also advise you in writing but will be unable to offer feedback.

Please note any correspondence received from us will be via e-mail and sent to the address you provide on your application form.

MAKING AN APPLICATION

Please submit your completed application, CV and personal statement by the advert closing date.

• For an informal conversation about the role, contact Nicola Growcott, Communications Manager at the NPCC on 0203 276 3806 or Nicola.growcott@npcc.pnn.police.uk

• The recruitment process is thorough and consequently can be quite lengthy

• Shortlisting and interviews will be based on the criteria listed

• Until an offer of appointment is confi rmed in writing, you should not assume your application has been successful.

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