Job Description

An exciting new opportunity has arisen within WMP's Training department!


We are seeking an Accredited Digital Media Trainer to deliver high-quality training in the examination, handling, and evidential use of digital media within policing. The successful candidate will play a key role in developing the capability of officers and staff involved in digital investigation, ensuring compliance with legislation, national guidance, and best practice


This role supports operational effectiveness by equipping learners with the knowledge and skills required to lawfully and proportionately manage digital media in criminal investigations.

Key Responsibilities:

Design, deliver, and assess training in digital media and digital investigation practices. Deliver accredited and non-accredited learning in line with College of Policing guidance, force policy, and national standards. Provide instruction on topics including (but not limited to): Digital media handling and continuity Legal frameworks (PACE, CPIA, GDPR, RIPA/IPA where relevant) Digital evidence recovery, review, and disclosure Use of digital extraction and review tools Maintain accurate training records and assessment outcomes. Quality-assure learning products and contribute to continuous improvement. Provide subject-matter advice to operational teams where appropriate. Maintain professional accreditation and continuous professional development.

Skills, Knowledge and Experience

Essential:

Accredited Digital Media / Digital Investigation qualification (e.g. College of Policing-aligned accreditation or equivalent). Proven experience working with digital media in a policing or law-enforcement environment. Experience delivering training or learning interventions to adult learners. Sound knowledge of legislation and national guidance relating to digital evidence. Strong communication and presentation skills. Ability to adapt learning to different roles and levels of experience.

Desirable:

Recognised training qualification (e.g. Level 3 Award in Education and Training or equivalent) and TEP. Experience of curriculum or learning product development. Knowledge of current and emerging digital technologies and platforms. Experience working within a learning and development or training unit. Hold PIP 2 accreditation.

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.

Probationary Policy:

Under the Probation Policy, if you are currently in your probation period, "during your probationary period you will not be permitted to apply for alternative police staff roles within the Force unless there are exceptional circumstances. In such cases, you would require the support of your line manager prior to applying for alternative roles, and if successful, your probationary period will start over."- Policies - Probation Period (Police Staff) (wmpad.local)

Secondment Policy: (paragraph 7.3)

For the duration of the secondment, you will be paid at the appropriate rate for the role that you are seconded into. In general terms, the expectation is that this will be the bottom spinal column point for the appropriate grade, as per our standard recruitment process.


The only exception to this is where you are seconded to a role of the same grade, in which case your substantive spinal column point should continue to be paid. Where you or your manager feel that you have relevant skills and experience for the role which would require consideration of a higher spinal column point, a salary justification form will need to be completed and sent to the Reward Team for review and consideration in line with usual recruitment processes.


If you are seconded into a role of a lower grade than your substantive post, you will receive the maximum spinal column point for that grade. Shift allowances and payments for unsociable or weekend working will only be paid as applicable to the role that you are seconded into (at the applicable rate). In other words, if you receive shift allowance in your substantive role, however the role that you are seconded into doesn't attract a shift allowance you will not receive this for the duration of the secondment.


To view the full Secondment Policy please visit: https://es-one-stop-shop.custhelp.com/app/hubs/policy#acting_up

If you are considering applying for this secondment opportunity, please discuss it with your line manager to ensure that you will be released from your current role, should you be successful.

What We Offer

Opportunity to influence and improve digital investigative capability across the force. Ongoing professional development and support to maintain accreditation. Flexible working options (subject to operational requirements). Competitive police staff benefit package.

Vetting:

Successful applicants will be required to pass Management 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 successfully medical checks, which may include a drugs test and if required a fitness test.

Interviews:

Interview dates to be confirmed.

Contact:

For further information regarding this role, please contact DI Jason McMahon at jason.mcmahon@westmidlands.police.uk.

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 people. In 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"