Inspection Officer – His Majesty’s Inspectorate of Constabulary, Fire & Rescue Services *Secondment*
Job summary
Location – Summary
His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) is a national organisation with a Head Office in Birmingham and regional offices in London, Salford and Leeds. In line with the Places for Growth Programme HMICFRS will relocate more roles based outside London and the Southeast over the next six to seven years.
For administrative purposes, you will be attached to one of our offices (Birmingham, London or Salford).
To note: being attached to the London office does not guarantee a London salary. Should you have any queries in relation to this, please contact the recruitment team: recruitment@hmicfrs.gov.uk
Summary
HMICFRS independently assesses the effectiveness and efficiency of police forces and fire and rescue services – in the public interest. We promote improvements in policing and fire and rescue services to make everyone safer.
We are independent of the Government, police and fire and rescue services. We ask the questions that we believe the public wish to have answered and produce major reports that shine a light on issues at the very heart of policing and fire and rescue services.
Our reports are widely covered by the media and help inform the public of the performance of their local police forces and fire and rescue services. You can find out more about HMICFRS on our website and see some of our recent reports.
Working at HMICFRS gives you an opportunity to make a real difference to the quality of local police and fire and rescue services and the lives of the public.
HMICFRS is a unique organisation with staff seconded or loaned from across the Civil Service, police forces and fire and rescue services. We set ourselves high standards, taking great pride in the quality of work we achieve and the opportunities we create for our staff.
Find out more
If you would like to talk to someone about this role and what it’s like working for HMICFRS, we would be pleased to hear from you. Please contact neil.monk@hmicfrs.gov.uk, who would be happy to answer any questions.
We are holding two dial-in Teams sessions about these roles, where you can hear more about them (including from some of our current inspection officers), and ask questions. These will be on 14 May from 12:00-13.00; and 18th May from 15:00-16:00.
Access the links below to reserve your spot:
14 May from 12:00-13.00: https://www.eventbrite.co.uk/e/1988836198608?aff=oddtdtcreator
18th May from 15:00-16:00: https://www.eventbrite.co.uk/e/1988839342010?aff=oddtdtcreator
Job description
Inspection Officers play a vital role in assessing how police forces operate, examining their efficiency, effectiveness and legitimacy. The role involves gathering and analysing evidence, identifying good practice and areas for improvement, and contributing to the inspection judgments and reports that help improve policing and public safety.
Some of our Inspection Officers are attached to particular police forces, and so do most of their inspection activity there, mostly on our flagship PEEL inspections (although they can be deployed in other forces, and in other inspections across HMICFRS). This means they build detailed understanding of policing in these forces.
We are now expanding our cadre of Inspection Officers to include those who work more broadly across forces, in support of the new focus put on police performance through the Government’s programme of police reform. These Inspection Officers are deployed to gather information, follow up on inspection findings, and support inspection teams in all elements of their work as needed across forces (normally within a region).
All Inspection Officers play a key role in assessing force progress against HMICFRS recommendations.
We are recruiting for both types of Inspection Officers, and also seeking to build a reserve list.
These roles are not suitable for part-time working or job sharing.
This role is being advertised on a national basis and is Remote Access Working (RAW). Inspection officers spend a significant amount of time on inspection activity in police forces. These roles are home-based, but you should therefore anticipate frequent overnight stays away from home.
These roles are open only to serving members of police staff or police officers. We are also advertising for these roles as permanent (civil service) roles; more details on this route of applying are given below.
Responsibilities
- Plan, prepare and conduct inspection activity in line with HMICFRS inspection methodologies and processes.
- Be deployed across HMICFRS and force areas to support the assessment of police performance.
- Support inspections in police forces and other inspected sectors.
- Collect, analyse and assess evidence using a range of methods, including:
- interviews
- focus groups
- reality testing
- document and data analysis
- Present information clearly and effectively so it is understood by a range of audiences.
- Contribute to the design, delivery and reporting of inspections.
- Represent HMICFRS at meetings with internal and external stakeholders, building effective working relationships.
- Support and, where required, deputise for Force Liaison Leads or Assistant Portfolio Directors (the Grade 7 inspection roles in HMICFRS).
- Work independently while contributing as part of a supportive inspection team.
Person specification
Essential Criteria
- Strong communication skills, with the ability to explain complex information clearly.
- Sound understanding of one or more of policing, the criminal justice system, inspection or audit functions.
- Ability to build effective relationships with senior stakeholders across the policing sector.
- Strong analytical skills and the ability to make evidence‑based judgments.
- A commitment to working with professionalism, independence and integrity, in line with HMICFRS values.
Behaviours
We'll assess you against these behaviours during the selection process:
- Making Effective Decisions
- Communicating and Influencing
- Working Together
- Delivering at Pace
We only ask for evidence of these behaviours on your application form:
- Making Effective Decisions
Benefits
- Learning and Development tailored to your role
We are committed to investing in our staff and providing all staff with opportunities to maximize their skills and achieve their potential. We offer a range of work-based training and development opportunities including access to coaching and mentoring, and five days volunteering per year.
HMICFRS has an Inspection Development Programme and linked accreditation process that all inspection staff undertake in our organisation. The scheme is approved by Skills for Justice and is based on you demonstrating competencies against a framework of role-specific tasks. The expectation is that all new inspection staff will complete a portfolio of evidence within agreed timescales (normally 12 months) and once this is complete it will be assessed by a trained assessor.
- An environment with flexible working options
We promote flexible working that balances professional and personal commitments. We support virtual and smart working, making best use of our technology and building collaborative working models to help all staff to work from home and/or in the office in a ‘hybrid’ way.
- A culture encouraging inclusion and diversity
The diversity of our people is a real asset to HMICFRS. We are committed to creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best. We particularly welcome applications from candidates from ethnic minority groups and people with disabilities, as they are currently under-represented within this grade level.
Things you need to know
Artificial intelligence
Artificial intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our candidate guidance (opens in a new window) for more information on appropriate and inappropriate use.Selection process details
This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.
As part of the application process, you will be asked to complete:
- A CV detailing job history/qualifications/skills. (The CV is for information purposes only and will not be marked).
- Personal Statement (maximum 1250 words).
- Evidence of the following behaviours:
- Making effective decisions
- Communicating and influencing
- Working together
- Delivering at pace
The Personal Statement should demonstrate how you meet the skills and experience set out in the essential criteria, detailed in the job description. Please ensure you reference in your Statement the force in which you are currently employed. Failure to make this clear in your application form may result in your application being withdrawn.
For guidance and information on how to construct your application (CV, Personal Statement and Behaviours), you are encouraged to visit Civil Service Careers website.
An initial sift will be conducted on the Personal Statement, assessed against the essential criteria listed above. Where we receive a high number of applications, a further sift will be carried out using the lead behaviour, Making Effective Decisions (word limit 250 words).
If you are successful at sift stage, you will be invited to an interview. Questions will be based around behaviours and also ask about your experience.
For full guidance and information on what to expect and how to prepare for an interview, you are encouraged to visit Civil Service Careers. Some tips are in the next section.
Behavioural statements
You need to provide specific examples of when you have demonstrated particular skills or qualities for each of the four Civil Service behaviours listed.
We recommend that you use the Situation, Task, Action and Result (STAR) method to help make sure your examples are clear and highlight your skills and qualities. Each example should set out what you have done, how you completed the task and the results of this action to allow the panel to assess how you meet the required behaviours.
Please make sure you have provided sufficient information – it is not enough to submit a list of bullet points. Please refer to the Success Profiles (opens in a new window)to make sure you are familiar with what is required for each behaviour. You will not be expected to meet every single aspect of every behaviour, but must show a good range or depth for each behaviour to be successful at the sift stage.
Sift & Interview Dates
We will endeavour to conduct the selection process in line with the dates indicated below, but cannot guarantee that these will not, where necessary, be revised.
Sift – week commencing 08 June 2026
Interviews by video link – week commencing 29 June 2026
Reserve list
Reserve lists will be held for a for a period of up to 12 months by each location. Candidates will be appointed in merit order by location.
Candidates judged to be a near miss at interview may be offered a post at the grade below the one advertised without the need to go through a further selection process, providing the role has the same Success Profiles elements and essential skills. There is no guarantee that further such vacancies will arise.
Please be aware that this role can only be worked within the UK and not overseas.
Important information please read before applying on secondment:
These roles are only open to serving police officers or police staff equivalent. (If you are not in either of these two categories and you would like to apply for the HMICFRS Inspection officer role, you can apply for the permanent job vacancy we are currently advertising job reference number 461189).
These are Remote Access worker posts. These posts will be attached to one of the office locations. You will be required to attend HMICFRS offices, forces or other locations on a regular basis and your travel, accommodation and subsistence costs will be reimbursed according to HMICFRS policy.
The role will involve regular travel and overnight stays.
Secondees can be appointed to HMICFRS for a maximum of 4 years – this includes new and previous postings. Candidates who have served for the maximum tenure length cannot be reappointed for 12 months from the date their previous secondment ended.
Allowances:
Your full-time employer will continue to pay your salary as well as any allowances including compensatory grants and pension contributions to which you are entitled. Your force will then invoice HMICFRS for the amount. While on secondment, you will be entitled to a central service allowance of £1,260 per annum (non-pensionable).
Please note: As part of our pre-employment checks, if you have previously worked within HMICFRS and your proposed start date falls within 12 months of a previous exception appointment, we are required to seek prior approval from the Civil Service Commission.
Additionally, if your proposed salary exceeds that of a Senior Civil Servant Pay Band 2 (SCS PB2), we must also seek prior approval from the Commission before confirming your appointment.
Any provisional offer of employment will therefore be subject to this approval, in addition to the successful completion of all relevant pre-employment checks.
Further information
Please be aware the levels of national security clearance are changing which may impact on the level needed for this role by the time of appointment. All efforts will be made to keep candidates informed of any changes and what that will mean in terms of vetting criteria. For more information please See our vetting charter
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.
If you are invited to an interview you will be required to bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.
Please see the attached list of acceptable ID documents.
You will need to meet the nationality requirements for this role and obtain the necessary security clearance to take it up. For meaningful
security checks to be carried out, individuals need to have lived in the UK for a sufficient period of time. Learn more on our website. Security Checks - Home Office Careers
For further information on National Security Vetting please visit the Demystifying Vetting website.
Transfer Terms: Voluntary
Any move to the HMICFRS from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.
In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service on your behalf. However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct.
If you will be doing this, please advise Government Recruitment Service of your intention by emailing Pre-EmploymentChecks.grs@cabinetoffice.gov.uk stating the job reference number in the subject heading.
Plagiarism
The ideas and experience provided by candidates during the recruitment process must be their own. Where plagiarism has been identified (which could include content generated by Artificial Intelligence), candidate applications may be rejected. Existing Civil Servants found to have plagiarised may be subject to disciplinary action.
Reasonable Adjustments
If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk
- as soon as possible before the closing date to discuss your needs
- Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional
If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.
Feedback
Feedback will only be provided if you attend an interview or assessment.
Security
Successful candidates must undergo a criminal record check.Successful candidates must meet the security requirements before they can be appointed. The level of security needed is counter-terrorist check (opens in a new window).See our vetting charter (opens in a new window).People working with government assets must complete baseline personnel security standard (opens in new window) checks.
Nationality requirements
This job is broadly open to the following groups:
- UK nationals
- nationals of the Republic of Ireland
- nationals of Commonwealth countries who have the right to work in the UK
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
- nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
- individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
- Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service
Working for the Civil Service
The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window).The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.
Diversity and Inclusion
The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see theCivil Service People Plan (opens in a new window) and the Civil Service Diversity and Inclusion Strategy (opens in a new window).Apply and further information
This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.Contact point for applicants
Job contact :
- Name : Neil Monk
- Email : Recruitment@hmicfrs.gov.uk