BECOMING A POLICE OFFICER IN MERSEYSIDE WELCOME………………………………………………………….. 2 Application Process ABOUT US ………….……………………………….................... 3 EQUALITY & DIVERSITY ……………….………………........... 4 OUR POLICING PRIORITIES………………….………………... 6 BECOMING A POLICE OFFICER ....…………………………... 7 RECRUITMENT PROCESS ………………….……..………..... 10 BREAKDOWN OF RECRUITMENT PROCESS ...……….…. 11 APPENDIX A CAUTIONS & CONVICTIONS ………............ 20 APPENDIX B COUNTRIES OF THE EEA ………................... 21 APPENDIX C TATTOOS ….…………………………..………... 22 APPENDIX D RECOMMENDED MEDICAL STANDARDS ... 23 FREQUENTLY ASKED QUESTIONS …………………….…... 36 BECOMING A POLICE OFFICER IN MERSEYSIDE POLICE ABOUT US WELCOME WELCOME ABOUT US FROM THE CHIEF CONSTABLE OF THE EQUALITY & DIVERSITY MERSEYSIDE POLICE OUR POLICING PRIORITIES Thank you for taking the time to read this brochure, and for being interested in becoming a Police Constable. This guide will help you to BECOMING A POLICE OFFICER understand the breadth of the role that you are applying for and will give you an insight into the selection process that you will be asked to undertake. THE RECRUITMENT PROCESS Make no mistake, this is not an easy process and I make no apology for that. The public of Merseyside demand the very highest standards of BREAKDOWN OF RECRUITMENT behaviour and service from their police officers and I am determined that we will meet these expectations. In order to do so, we have to ensure APPENDIX A (Cautions/Convictions) that we select the very best people to serve the people of Merseyside. In return, you will receive excellent training and unrivalled development APPENDIX B (Countries of EEA) opportunities working alongside regular and experienced officers. You will be able to make a real difference to people in crisis and help to make APPENDIX C (Tattoos) our communities a safer place for people to live and work. I hope that you are inspired to take up the challenge. I know that you will APPENDIX D (Medical Standards) find it rewarding, and I look forward to working with you in the future. FREQUENTLY ASKED QUESTIONS Andy Cooke QPM Merseyside Police Chief Constable 2 BECOMING A POLICE OFFICER IN MERSEYSIDE POLICE ABOUT US WELCOME ABOUT US ABOUT US Merseyside Police was formed in 1974 and serves a EQUALITY & DIVERSITY population of around 1.5 million people, covering an area of 647 square kilometres. We currently employ over 6,000 people in a variety of roles including Police Officers, OUR POLICING PRIORITIES Police Community Support Officers, Police Support Staff, Special Police Officers and Volunteers. BECOMING A POLICE OFFICER Merseyside Police local level is divided into 5 Local Policing Teams that contain both a Community Team and THE RECRUITMENT PROCESS Targeted Team. Each local Policing Team will have its own HQ, Police stations and Patrol Hubs which will house our Police Officers. Merseyside Police force level will contain BREAKDOWN OF RECRUITMENT specialist departments (Matrix, Investigation, Response & Resolution, Intelligence and Criminal Justice & Custody). Both Force and Local Levels will be supported by various APPENDIX A (Cautions/Convictions) Corporate Services (such as HR, Training, Estates and ICT.) At Merseyside Police, we believe in putting our APPENDIX B (Countries of EEA) communities first in everything we do. We are proud to deliver an excellent policing service and we will continue to work with our communities to tackle the issues that APPENDIX C (Tattoos) concern them most. Merseyside Police is made up of many different departments. Each department has a different focus, but they APPENDIX D (Medical Standards) all work together towards the vision of providing the region with excellent policing. FREQUENTLY ASKED QUESTIONS Our services include helping to create a safer Merseyside by using our expertise to design out crime. We are also responsible for preparing for emergencies, involved in the policing of all the major events across Merseyside and making sure people studying or working here keep their registration up to date. 3 BECOMING A POLICE OFFICER IN MERSEYSIDE POLICE EQUALITY & DIVERSITY EQUALITY & DIVERSITY WELCOME ABOUT US Everyone regardless of gender, race, belief, sexual orientation or disability, should be treated equally in terms of their access to opportunities and their value within society. We serve a EQUALITY & DIVERSITY diverse community, and we encourage positive, friendly relations between the Police and all members of our communities. The Force recognises that all individuals are unique and that each individual is valuable to the organisation. By recognising and embracing diversity the OUR POLICING PRIORITIES Force is creating an environment where people feel included, able to be themselves and can then contribute to their full potential. BECOMING A POLICE OFFICER Our commitment to equality and diversity runs through our everyday policing as well as within the organisation in terms of meeting the needs of our employees. Our activities and THE RECRUITMENT PROCESS guidelines are reviewed regularly to make sure they take account of changing needs both within the organisation and our communities. We work with trade unions, staff associations and other to make sure our actions meet the needs of the whole community. BREAKDOWN OF RECRUITMENT Merseyside Police is firmly committed to the principles that underpin the Equality Act 2010 and the Equality Duty 2012. APPENDIX A (Cautions/Convictions) Eliminate unlawful discrimination, harassment and victimisation APPENDIX B (Countries of EEA) Advance equality of opportunity between different groups Foster good relations between different groups APPENDIX C (Tattoos) Our Vision To build positive internal and external working relationships to APPENDIX D (Medical Standards) ensure that all staff and members of the public are treated with dignity and respect and their differences are valued. FREQUENTLY ASKED QUESTIONS The Equality and Diversity Officers can be contacted by emailing [email protected] 4 BECOMING A POLICE OFFICER IN MERSEYSIDE POLICE POSITIVE ACTION WELCOME *Underrepresented groups in Merseyside Police POSITIVE ACTION include Disabled, Ethnic Minority Groups (i.e Asian, Black, Chinese, Polish etc.), Females, Minority ABOUT US Merseyside Police is committed to developing a Police Service that is Religious groups (i.e. Jewish, Hindu, Muslim, Sikh, reflective of the diverse communities that we serve, in order to Buddhism etc.), Gay, Lesbian, Bisexual (Sexual achieve this we are proud to use Positive Action and have a Positive Orientation), Transgender (Gender Identity). Action Recruitment Team who assist in facilitating the recruitment of EQUALITY & DIVERSITY Police officers, Special Constables, Police staff, Volunteers and Cadets from under-represented groups by providing appropriate advice, encouragement and support, specifically for people who are OUR POLICING PRIORITIES underrepresented* within the current make-up of our force, with the aim of developing a diverse workforce which meets the needs of our multi-cultural society. BECOMING A POLICE OFFICER The team also provide assistance and guidance in relation to progression for Officers and staff from underrepresented groups THE RECRUITMENT PROCESS particularly within specialist roles and departments. What is Positive Action? BREAKDOWN OF RECRUITMENT The positive action provisions in section 158 of the Equality Act 2010, enables public sector organisations to take proportionate steps to help people overcome their disadvantages or to meet their needs. “up until the recruitment and appointment decisions APPENDIX A (Cautions/Convictions) are taken”. If you qualify as an underrepresented group you may be invited by Positive Action to attend a seminar/workshop. APPENDIX B (Countries of EEA) Why should we use it? There are clear and obvious advantages to be gained from employing a diverse workforce; an organisation with a diverse range of employees is well placed to understand the needs of the community and can interact with a wide range people leading to APPENDIX C (Tattoos) improved community cohesion. Embedding diversity of thought throughout an organisation also means that talent can be properly recognised and nurtured - wherever it may be. A diverse workforce brings with it advantages such as: APPENDIX D (Medical Standards) Providing more adaptability in terms of problem solving by offering a wider array of possible solutions; Multi-cultural organisations are better positioned to serve multi-cultural communities, by overcoming language and cultural barriers. FREQUENTLY ASKED QUESTIONS Having a Police service that is reflective of the community will ensure that Merseyside Police has a service of skilled Police Officers and staff with the core values required to meet the highest standards and expectations of the public of Merseyside. For further 5 information, please contact the Positive Action Recruitment Team by emailing [email protected] BECOMING A POLICE OFFICER IN MERSEYSIDE POLICE OUR POLICING PRIORITIES WELCOME OUR POLICING PRIORITIES ABOUT US Police and Crime Plan 2015/17 EQUALITY & DIVERSITY The Police and Crime Plan for Merseyside has been developed by Jane Kennedy (Police and Crime Commissioner for Merseyside) following an extensive period of consultation with Andy Cooke QPM OUR POLICING PRIORITIES (Chief Constable of Merseyside Police) and other key stakeholders. This plan outlines how the Office of the PCC intend to continue to BECOMING A POLICE OFFICER work with Merseyside Police