PS/581/H A4 Business Development Analyst

****Please note that this vacancy has now closed and is available to redeployees only; it will not be checked on a regular basis by the recruitment team. It is therefore essential that if you apply for this role, you e-mail BCHCareers@herts.pnn.police.uk to notify us that you have submitted an application. We will then process it for shortlisting. If you do not notify us by e-mail that you have submitted an application, it will not be picked up. Please also ensure that you notify your allocated Change Advisor of any redeployee applications that you have submitted.****

The Constabulary’s busy Crime and Business Performance Department provides information, analysis and advice to colleagues and partners, across a wide spectrum of policing activities that help the organisation manage and improve performance and further its understanding of the causes of, and remedies for, local crime and disorder.

Within the department, colleagues in the Performance Analysis Team have a specific responsibility to hold the Constabulary to account and help it flourish through the provision of timely, accurate and insightful performance analysis.

Reporting to the Performance Analysis Team Manager, and by working closely with colleagues within this team, the Department and across the Constabulary and wider police family, the successful post holder will be responsible for;
• Managing routine and ad-hoc enquiries for performance analysis from within the force, from the Police and Crime Commissioner and from external bodies such as the Home Office, the HMIC and in response to requests received via Freedom Of Information

• Agreeing, developing and delivering timely, accurate, insightful performance analysis in support of a developing Performance Management Framework

• Conducting research into areas of strategic and tactical importance in order to identify opportunities for business improvement

• Undertaking high-quality analysis using a range of robust statistical and analytical techniques

• Presenting findings to colleagues, including at performance meetings

• Representing the Performance Analysis Team / Constabulary on occasion at meetings and external events

The following entry requirements are important for the role:

• Experience in developing, implementing and managing performance analysis
• Experience in applying data collection methodologies and statistical and research analysis skills and techniques
• Ability to prepare performance reports and papers and deliver presentations to varied audiences
• Proven ability in a wide range of computer systems, databases and spreadsheet packages

For more information on this role and its responsibilities, please refer to the Role Profile and Role Context Sheet.

For further information or an informal discussion please contact Pav Flora on 01707 35(5794).

For the purposes of the application you will be expected to provide evidence against the four personal qualities below and the entry requirements:

• Service Delivery
• Professionalism
• Decision Making
• Working With Others

There is a word count limit of 500 words per section.

Please note, if you are shortlisted for interview you will be expected to evidence against all personal qualities and the entry requirements stipulated in the role profile.

All applications must be received by the closing date.

All internal staff from Hertfordshire Constabulary (including Agency Workers, but excluding Specials and Volunteers) are eligible to apply for this post.

Please note that in the first instance priority will be given to any applicants in a redeployment situation.

Any individuals in a redeployment situation who are interested in applying for the role should contact the HRST (HREnquiries@herts.pnn.police.uk) and request the redeployee application form.

Please note that with immediate effect: Police Staff at risk of redundancy (redeployees) are given priority for all vacant posts. This means that if a candidate is successful for a position following an interview/assessment, the role will still be available to redeployees up until the successful candidate has received a final offer of employment. Therefore it is possible that a redeployee could be offered and given priority to the vacant post up until the point that the successful candidate has received their final offer letter.

If you are currently protected under the multiple impact mechanism, please contact your HR Advisor prior to applying for this post to see how it may affect your salary.

Police Officers who accept an offer of a Police Staff role will need to retire as an Officer and if they are currently on the 30+ Scheme, will need to leave that Scheme.

Police Officers considering retirement and being re-employed as Police Staff are required to read the attached Briefing Note as it contains important tax information regarding retirement and pension payments.