Vetting Manager
Role Purpose
Vetting Managers are responsible for planning and managing the delivery of vetting services, acting as a decision-maker for highly complex or contentious cases and any appeals and revocations. They ensure that vetting services are delivered in line with the College of Policing Code of Vetting Practice, associated guidance, and with local force vetting policy, including the development of strong working relationships with partner agencies to facilitate an effective vetting service.
Key Accountabilities
• Plan, manage and monitor vetting activities, managing competing demands and priorities to make informed deployment decisions and ensuring best use of available resources.
• Lead, motivate, develop and engage vetting staff, protecting and promoting workforce wellbeing to uphold professional standards and enable a high performing team.
• Set, monitor and assess KPIs for individual team members in alignment with wider objectives, taking corrective action as necessary to ensure that they effectively contribute towards the achievement of force goals.
• Analyse performance data and information against team objectives in order to report against performance management measures and inform workforce planning.
• Provide advice and guidance to senior line managers; to resolve complex vetting and the vetting process issues and ensure that vetting services appropriately meet their needs.
• Act as final decision maker for the vetting service, deciding highly complex or contentious cases including appeals and all revocations, and liaising with staff associations, human resources and line managers to ensure that appropriate follow-up actions are taken.
• Develop, recommend and implement force vetting policy and related processes, to ensure that local practices are compliant with the Code of Practice and local and national guidance.
• Monitor the impact of vetting on the recruitment and retention of individuals who have protected characteristics as defined by legislation, to take, support and promote positive action in respect of all under-represented groups within the police service.
• Liaise with force colleagues in Counter Corruption and Professional Standards departments to share relevant information and to ensure appropriate risk mitigations are implemented.
• Build and maintain cooperative working relationships with other forces and national agencies, to facilitate the exchange of information and enable timely and effective vetting decision-making.
• Participate in consultations at regional and national level on new developments in vetting policy and recommended practices, to contribute to such developments and to ensure that the local force’s needs are met.
Behaviours
All roles are expected to know, understand and act within the ethics and values of the Police Service.
The Competency and Values Framework (CVF) has six competencies that are clustered into three groups. Under each competency are three levels that show what behaviours will look like in practice.
It is suggested that this role should be operating or working towards the following levels of the CVF:
Resolute, compassionate and committed
Inclusive, enabling and visionary leadership
Intelligent, creative and informed policing
Education, Qualifications, Skills and Experience
Prior education and experience:
• Thorough knowledge and understanding of the College Vetting Code of Practice, College of Policing guidance and associated legislation.
• Thorough understanding of the force’s Professional Standards control strategy and the role and contribution of vetting in this.
• Experience of managing people in the delivery of quality work to demanding deadlines.
• Thorough understanding of policing procedures and terminology.
• Thorough understanding of the organisation’s operational priorities, risks and vulnerabilities.
• Trained and experienced in interviewing.
• Experience of conducting research, validating and corroborating evidence.
Skills:
• Able to develop and implement a stakeholder relationship plan; to develop trust; and to ensure that stakeholders’ needs and concerns are fully understood and responded to in an appropriate way.
• Able to plan to short and medium-term cycles, to coordinate a range of activities appropriately within the function, to match these to available resources, and to identify and mitigate known risks to delivery.
• Able to develop and motivate a team and create strong engagement of individuals with their personal and team objectives and with Force values, behaviours and strategic priorities.
• Skilled in setting team and individual performance objectives, monitoring performance, assessing progress, identifying emerging risks, issues and opportunities, and taking corrective steps as required to ensure that the right results are achieved.
• Able to contribute to resource planning, to manage financial budgets and utilise commercial acumen to make risk-based decisions that deliver effective outcomes within the resources allocated.
• Able to engage a variety of audiences through a range of media to inform and/or persuade.
• Able to identify potential applications of new or improved practices related to own area of work to improve ways of working.
Continuing Professional Development (CPD)
• Maintain an up to date understanding of the College of Policing Vetting Code of Practice and associated guidance.
• Maintain knowledge and understanding of the Code of Ethics and the applicable decision models, and their application in vetting.
• Maintain knowledge and understanding of behavioural risk factors and mitigations.
• Maintain knowledge and understanding of force vulnerabilities to behavioural risks.
• Maintain knowledge and understanding of performance management and assessment processes and ensure they are implemented effectively when leading and managing the vetting team.
• Keep up to date with guidance and best practice on health, safety and welfare.
Professional Registration/Licenses
• Not Applicable.
Links to other Profiles
• Vetting Supervisor
• Vetting Officer