Inspector to Chief Inspector Promotion Process

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Please ensure you apply with the email address you wish to be contacted on throughout the process.

***We do not require a resume***

The opportunities:

Applications are invited from internal and external substantive Inspectors on promotion as well as transfer opportunities for external substantive Chief Inspectors.

Applicants must be suitably experienced competent and credible for immediate promotion to rank of Chief Inspector 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:

Posting Principles

Please note: flexible working and/or Reasonable Adjustments will not automatically preclude an application. This will be discussed with you in line with force policy if successful.

To be successful in these roles you must have real strengths in:

• Operational Command. Delivering complex frontline operational policing including the identification and management of critical incidents the planning and commanding of complex events and operations and relentless focus on the sustained delivery of outcomes for the public.
• Leading organisational change and embracing innovative ways of working to achieve our vision of being recognised as a police service that is big enough to cope with everything that is asked of us whilst showing we are small enough to care about the things that really matter to our communities.
• Motivating developing and unlocking the potential of large and diverse teams to create an inclusive environment where everyone is committed to the delivery of a service we are proud of.

Requirements:

• Candidates are no longer required to have been substantive at rank for 2 years
• Candidates are no longer required to have had at least 2 roles before applying
• Candidates must have signed support from their Head of Department and Direct Line Manager (Head of Department Approval Form below)
• 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.

Head of Department Approval Form:

• Candidates must have the below form signed by their HoD confirming their support for you to apply for Promotion.
• The form must be attached as an attachment candidates will need to download the form and have it completed before applying.
• Each criteria should contain no more than 500 characters (not including spaces)
• Candidates are to complete the form first before sending to their Direct Line Manager and Head of Department
• All forms must be signed by your Head of Department (Chief Superintendent in rank or staff equivalent)
• Download form here - Head of Department Approval Form

***If you have any queries or concerns about the process please contact the Promotions Team***

The Selection Process:

The Selection process will consist of the following stages:

• All applicants supported by their Head of Department will be progressed to interview
• At the start of their interview candidates will be asked to deliver a 10-minute operational briefing followed by probing questions.
• Following the operational briefing an interview will be conducted by a Chief Superintendent and Superintendent which will last approximately 1 hour.
• Interview will be made up of 5 questions.

Briefing Session:

The Promotions Team will be hosting a briefing session for all potential candidates via Microsoft Teams. If you would like to attend please email and we will send you a link. The Briefing Session will take place on Monday 23rd March at 23:59

Timeline:

• Application Open: 18^th March to 15^th April 2026 at 23:59
• Operational Briefing Topic Release Date: w/c 20^th April
• Interview booking: w/c 20^th April
• Operational Briefing submission deadline: 30^th April at 23:59pm
• Interviews (Lloyd House): 5^th May to 12^th May

Interview booking:

The Promotions Team are responsible for booking candidates on for interview. Please email with any dates you would not be able to attend an interview between the 5th & 12th May.

Reasonable Adjustments:

If you want to apply for reasonable adjustments for the application and interview process under the Equality Act 2010 please complete theReasonable Adjustment Formand send your Reasonable Adjustment Passport to:

Location:Various Locations 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 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 these circumstances the employer could select the candidates whobestmeet 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