Evaluation, Quality and Development Officer

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.

About the role

Evaluation Quality and Development Officer

Shape the Future of Training and Development
Are you passionate about improving performance through learning Can you inspire and develop trainers while ensuring learning meets the highest professional standards Do you enjoy using data research and quality assurance to drive continuous improvement

Were looking for an enthusiastic and innovative Evaluation Quality & Development Officer to join our Training team.

This is a unique and varied role that combines trainer development learning delivery learning evaluation and compliance management. Youll play a key role in helping us understand the impact of learning maintain professional standards and continuously improve the quality of training across the organisation

Key Responsibilities

• Deliver the College of Policing Trainer Development Essentials Programme (TEP).
• Work closely with internal and external stakeholders to improve learning quality compliance and organisational performance.
• Coordinate and develop quality assurance and compliance processes to ensure learning activities meet professional and organisational standards.
• Produce meaningful reports and management information that support decision-making at all levels of the organisation.
• Measure and evaluate the effectiveness and impact of learning interventions using qualitative and quantitative methods.
• Analyse data and research findings to identify trends provide insights and make evidence-based recommendations.
  

Click here to view the full details of the role including the Essential Desirable and any Educational Requirements for the role.

Selection Process

The selection process for this role will consist of the following elements:

• Initial application
• Shortlisting
• In-person interview

Closing date:Tuesday 14th July 2026
Interview date: Monday 27th July 2026

Important Information

Vetting: Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny 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 you successfully passing medical checks which may if required include a drugs and hearing test.

Additional Information

Location: Tally Ho and Halesowen Police Station.

Hours: Monday to Friday 08:00 - 16:00. Hybrid working 60x40 3 days onsite 2 days from home.

Contact: For any additional information or questions please contact

Benefits Statement

By choosing to join West Midlands Police you will receive an enhanced benefits package including:

• Fair remuneration with progression opportunities and access to a very competitive pension scheme.
• Enhanced annual leave in addition to public holiday entitlements.
• Discounts across travel parking daily costs of living and leisure activities.
• A comprehensive wellbeing package including 24/7 support free eye tests and flu jabs
• Comprehensive benefits including pension Blue Light Card and employee assistance programme.
  

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 note that 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 who best meet 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