Police staff

Our corporate support and development strand covers a range of teams and business areas. It’s a complex department with lots of different roles.

Our Analytics and Evaluation team focuses on providing high quality, relevant and actionable research and analysis support to enable informed decision making and manage resource deployment.

Our News and Communication team produce accessible and timely communications via a range of channels to support the Force’s strategic priorities. As well as shaping how the force communicates with the public, they are also responsible for our internal communication, ensuring all our staff are kept informed and up to date.

The Response and Resolution strand or ‘R and R’ for short operate 24 hours a day, seven days a week. They make up what people often think of as the ‘front line’ of Merseyside Police.

Our Contact Centre team handle all emergency (999) calls as well as 101 non-emergency calls, emails online crime reports and also deal with social media sites such as Facebook and Twitter.  Contact Handlers create incident reports and compile and update crime reports from members of the public and Police Officers, conducting an initial investigation based upon the details provided.

People Services support the force by ensuring we have the right people, with the right skills, in the right place, at the right time. People Services recruit the best and most diverse talent, and nurture the talent already within the force.

Occupational Health is part of this section, as is our Wellbeing team, Employee Relations, Training & Learning and our Diversity, Equality and Inclusion team.

Our force intelligence officers are responsible for monitoring strategic, tactical and emerging issues so that they can keep senior police officers briefed and help guide police priorities. They have the complex job of collating and gathering all of the force intelligence which comes from a variety of different sources and using it in the most productive way to help the force reduce serious and organised crime.

Being part of Investigations is all about the challenge of problem-solving and this strand is driven by the need to detect and solve the devastating crimes that can affect individual lives and whole communities across Merseyside.

This strand has people in roles as varied as detention officers (the people who look the welfare of prisoners in our custody) case file builders (the experts who make sure the cases our investigators have worked on are as good as they can be and are ready to take to court) and coroners officers (those who liaise with the families of people who have died suddenly and support the work of the coroner).

The quality of the service we give to anyone relying on us in their time of need is paramount and it’s in criminal justice where the work done on the streets or during an emergency is turned into the protection of vulnerable victims and witnesses and the pursuit and prosecution of criminals.

This strand is the clockwork that keeps us all ticking. The public might only see the clock-face, but it’s Resources that keeps the dial turning. From the roofs over our heads to the tech at our fingertips – they make it happen.

Our Transport and Fleet team make sure everyone has access to state-of-the-art vehicles so we can always have the right car/van/horse carrier at the right location.

Our cleaning services and estate and facilities management teams help make sure our buildings are fit for purpose and cost-effective.

ICT are responsible for maintaining our communications systems, applications and networks. Our ICT specialists make sure we have the latest telecommunications and technology to support a highly mobile and flexible workforce and help us meet the demands of policing in the 21^st century.

Our finance team are responsible for the preparation and control of the Force’s revenue and capital budgets and includes areas such as procurement, supplies and accounting. They help to keep our finances in check and order all our uniforms and specialist equipment so all our staff have the tools they need to get the job done.

The minimum age of recruitment for most staff roles within Merseyside Police is 16, unless the position requires shift work, when the minimum age increases to 18.

Applicants must be either a British Citizen, a citizen of the EU or other states in the EEA, or a Commonwealth citizen or foreign national with indefinite leave to remain in the UK, with no restrictions on your stay in the United Kingdom. Applicants will be expected to provide appropriate documentation to confirm this.

Applicants must have been resident in the UK (including Northern Ireland but not the Republic of Ireland) for 3+ years prior to applying to the Force, and for ‘Management Vetting’ level and above (Intelligence/ ICT/some managers) applicants must have been resident for 5+ years. If within this time applicants have been outside the UK for a period of over 12 months, Merseyside Police will not be able to accept an application.

*The only exceptions to this are for British Military Personnel service abroad (i.e. Army, Navy and Royal Air Force), diplomatic services, or where students are overseas for a twelve-month period as a part of a UK University accredited course (satisfactory documentation will be required to support this).

Police staff are in a privileged position with regards to accessing information and could be considered potentially vulnerable to corruption. Applicants should not therefore be under pressure from un-discharged debts or liabilities and should be able to manage loans and debts sensibly.

• Applicants who have existing County Court Judgments (CCJs) or who have been registered bankrupt and their bankruptcy debts have not been discharged will not be considered.
• Applicants who have discharged CCJs may be considered. Applicants who have been registered bankrupt and their bankruptcy debts have been discharged will only be considered after 3 years from the discharge of the debt.
• Where financial checks reveal that applicants have defaulted credit accounts, it is our policy not to proceed with the application until the defaults have been satisfied.

Applicants who have been convicted or cautioned, depending on the nature and circumstances of the offence, may still be eligible for appointment.  However, Merseyside Police will not recruit people with cautions or convictions which may call into question the integrity of the applicant or the Police Service.

• Certain convictions will preclude individuals from becoming a member of staff in Merseyside Police.
• An applicant must declare any convictions for any past offences on their application form. Formal cautions by the police (including cautions/reprimands as a juvenile, i.e. under 18 years) and any bind-overs imposed by any court.
• Applicants should include traffic convictions such as speeding, drink-drive offences, fixed penalties for motoring or disorder offences and any appearances before a court martial. 
• Applicants must also declare any charges or summons currently outstanding against and spent convictions under the Rehabilitation of Offenders Act 1974 or any involvement with civil, military or transport police.
• An applicant must declare if they have ever been involved in any criminal investigation whether this led to prosecution (either of themselves or others).
• Failure to disclose details will result in an application being rejected, and if appointed, may lead to dismissal.

The appearance of police staff should be in keeping with our Standards of Professional Behaviour. The nature, location, prominence and appearance of tattoos and/or piercings will be carefully considered in relation to the impression they may give to members of the public or colleagues.

• Tattoos and piercings become relevant if they could reasonably cause offence to members of the public or colleagues. An applicant with a tattoo that is considered to be rude, lewd, crude, racist, sexist, sectarian, homophobic, violent or intimidating will not be accepted.
• Applicants with tattoos and/or piercings are required to submit photographs of any existing tattoos and/or piercings as part of the recruitment process.
• Applicants with tattoos and/or piercings applying for non-customer facing roles will be progressed if they are considered to be non-offensive by Merseyside Police but should be kept covered where possible.
• However, please note that for those staff in public facing roles, such as PCSO, Investigative Assistant, Operational Support Officer, we will only progress applicants with tattoos that are considered non-offensive by Merseyside Police, provided they can be covered by uniform or clothing whilst on duty, (for example, any tattoo on the forearm will need to be covered by long sleeves).

The Police Regulations 2003 prohibit any of their staff from becoming members of organisations whose aims and objectives may contradict the duty to promote race equality (including the British National Party (BNP), Combat 18, National Front or similar).

Before recruiting anyone to work in Merseyside Police Force, thorough checks must be undertaken to ascertain whether anything is known to the detriment of that applicant, their spouse or partner, or close relatives such as parents, in-laws, siblings, or others living or associating with the applicant.

• All applicants will have to complete detailed vetting forms to enable these checks to be made.
• We will also check whether any close family or associates are involved in criminal activity, and we will therefore search for any criminal convictions or cautions recorded against an applicant's family.  Applicants must advise people that these enquiries will be made.  Merseyside Police cannot disclose the results of these enquiries.
• Our enquiries will reveal any recent and historical incidents, and failure to disclose these will lead to the application being rejected.
• Merseyside Police will not recruit people with cautions or convictions which may call into question the integrity of the applicant or the Police Service.
• Applicants who have been convicted or cautioned may still be eligible for appointment, depending on the nature and circumstances of the offence against them.
• There may be circumstances where an individual does not fall within the criteria, but whose suspected involvement in crime, or criminal association make an offer of employment inappropriate.
• In addition, applicants for some roles will be required to provide fingerprints and DNA samples, which will be used to speculatively search against local and national databases prior to appointment.  This is to ensure that applicants have not previously come to adverse police attention and are not linked to any outstanding crime scenes.

You are required to declare any business interests and the extent of your involvement, which you intend to continue should you be successful in applying for the role.  However, the chief constable reserves the right to reject an applicant at any stage of the recruitment process without disclosing the reasons for rejection.

• Competitive Salary
• Annual Leave – 25 days rising to 30 days after 5 years’ service (plus standard bank holidays)
• Local government pension contributions The Local Government Pension Scheme has a range of benefits and employee contribution; rates are tiered from 5.5% to 11.5% according to your pensionable pay.

We are very proud to promote healthy work-life balance policies:

Merseyside Police operates a ‘smarter working policy’, and our management teams will be happy to talk to you about how we could meet both your flexible working needs whilst matching the requirements of the role applied for.

• Flexi working – 36.5 hours worked between 7am – 7pm Monday - Friday (core working hours are 10am -3pm)
• Hybrid and office working – 2 days working from home for fulltime staff and 1 day for part time staff.

Wider Employee Benefits:

• Training and Development, including mentoring and leadership programmes.
• Blue Light Cardprovides the opportunity to save online and in-store with hundreds of retailers.
• 10% Discounted Gym Memberships redeemable at Brio Leisure Centres.
• On site Gym at our Head Quarters and OCC – Membership £5 per month.
• Free onsite parking.
• On site bistro.
• Access to supportive and active staff groups, networks, and associations.
• Wellbeing programme
• Employee Assistance Programme, services available – Legal Information, Bereavement Support, Medical Information.
• Cycle to work scheme.
• Occupational Health & Physiotherapy Services,Wellbeing Zones & Services.
• Continuing Professional Development(CPD) Career progression professional training that gives you skills for life.
• Career opportunities available in various locations across the force.