Sergeant to Inspector Promotion Process
Sergeant to Inspector Promotion Process
Employer Active
Job Alert
You will be updated with latest job alerts via email
Share
Job Alert
You will be updated with latest job alerts via email
Not Disclosed
Salary Not Disclosed
1 Vacancy
Job Description
Inspector Promotion
Applications are invited from internal and external substantive Sergeants on promotion as well as transfer opportunities for external substantive Inspectors. Applicants must be suitably experienced competent and credible for immediate promotion to rank of Inspector in the West Midlands Police.
To be eligible to apply for this promotion process you must have held your current rank for at least two years. This period is calculated from the date of your first posting following a promotion process and does not include any time spent in a temporary rank.
In addition to having at least two years of experience (not including any temporary or acting up) you must also have had your portfolio for NPPF Level 4 signed off.
Applicants must not have a live sanction from misconduct proceedings. Applicants under investigation can still apply but if they are successful cannot be posted until the investigation has been concluded and would also be dependent upon the outcome of the investigation.
Please ensure that you add your posting history for the past 5 years. This needs to be added to the previous employment section.
The opportunities
West Midlands Police are looking for Inspectors to fill roles across the force area and functions.
On applying for promotion you accept that your new role and rank may be performing any function anywhere across the West Midlands Force area. Please read the Force Promotions Posting Principles of which will be strictly adhered to on the below link:
Please advise of any limited duties when applying for the process. All flexible working arrangements will be reviewed before posting.
To be successful in these roles you must have real strengths in:
Performance
Driving performance and high standards leading team key performance indicators and ensuring professional standards and ethical behaviours which effectively deliver sustained outcomes.
People
Operational leadership to lead motivate and engage diverse teams and promote workforce wellbeing
Partners
Collaboration to develop and maintain relationships with colleagues communities and partners to drive collaboration across policing and wider public services provision.
Operational Briefing/Interview Arrangement
Moving forward candidates will be allocated a date and time to interview. Candidates will only be able to rearrange if the following:
- If they are out of the country
- If there is exceptional circumstances agreed with head of HR
- If there is a conflict with the panel
Operational Briefing Topic:
As a newly promoted Inspector how will you embed a problemsolving mindset into your work and that of your teams. What would your considerations be and how will you know you are successful
The dates for the Operational Briefing and Interviews are below so please ensure you are available on/around those dates.
The Selection Process
The Selection process will consist of the following stages:
- Candidates will be required to completea written application which will then be followed by the operational briefing both of which will be considered in shortlisting with only the successful candidates being invited for interview.
- The main interview willlast approximately 1 hour.
Timeline:
Please note the below dates are guidelines.
- Advert closing date 18th May 2025 at 23:59
- Candidates notified of Operational Briefing task subject week commencing 19th May 2025
- Operational Briefing Task: From the 2nd June
- Interviews date TBC.
- Interview dress will be your usual police uniform or business attire.
If you would like to discuss this opportunity more please contact the Promotions Team by emailing:
Reasonable Adjustments
If you want to apply for reasonable adjustments for the application and interview process under the Equality Act 2010 please complete the Reasonable Adjustment Formand send your Reasonable Adjustment Passport to:
Location: Various West Midlands
Vetting: Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearancescrutiny 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 successfully medical checks which may include a drugs test and if required a fitness test.
Prospective officers and staff 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.
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 notethat 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 highvolume seasonal and highpeak times the employer may wish to limit the overall numbers of interviews offered to both disabled people and nondisabled these circumstances the employer could select the candidates whobestmeet the essential criteria for the job as they would do for nondisabled 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
Employment Type
Full-Time
