Pre-employment vetting

It is our policy to carry out checks to confirm the details on the application form.  False information which results in an appointment may render the individual liable to dismissal without notice.

References

The references offered will be taken up and appointment will not be confirmed until satisfactory references are received.

Medical

Successful applicants will be required to complete a medical questionnaire and may be required to meet with out occupational health adviser if required.

Security

 In the interest of national security, safeguarding Parliamentary democracy and maintaining the proper security of the Government's essential activities the NPIA will carry out security checks on all individuals prior to any offer of employment being made. 

You will need to complete a declaration form, on this form you will need to disclose ALL previous convictions, cautions, conditional discharges, probation orders,  bind-over's or any action pending against you.  This includes offences which are considered spent for other purposes or that you may believe to have been removed from your record.  All information given will be treated as strictly confidential and will be stored securely. 

There are certain levels you have to be security vetted to depending on the nature of the role.  If you already hold security clearance please ensure that this is declared on the application form.  

For further information see Prevention of Illegal Working: Asylum and Immigration Act 1996 - Advice For Applicants

Proof of qualifications

You will be asked to produce certificates confirming your qualifications or membership of professional bodies that are stated in your application form.  Normally these are requested if you are invited to interview.

Disability Discrimination Act 1995

This act protects people with disabilities from unlawful discrimination.  The council operates a "Guaranteed Interview Scheme" for applicants who declare they have a 'disability' (as defined by the Disability Discrimination Act 1995 & 2005). Any 'disabled' applicant who meets the essential criteria for the job will be offered an interview. To enable the scheme to operate, managers compiling shortlists will be informed when a candidate has a 'disability'.

Definition of disability

The definition of disability, as outlined in the Disability Discrimination Acts (DDA) 1995 & 2005 is as follows:
"A physical or mental impairment which has a substantial and long term adverse effect on a person's ability to carry out normal day-to-day activities".
To be protected under the acts:

• An individual must have, or have had, an impairment which can be physical or mental
• It must have adverse effects which are substantial, that is something more than minor or trivial
• It needs to be long term, i.e. the impairment has lasted or is likely to last in total for at least twelve months or is likely to last for the rest of the life of the person affected And
• It must affect day-to-day activities at work on a regular basis

The effect an impairment may have on day to day activities is defined in the act as falling within the following categories:

• Mobility
• Ability to lift, carry or otherwise move everyday objects
• Manual dexterity
• Speech, hearing or eyesight
• Physical co-ordination
• Memory or ability to concentrate, learn or understand
• Continence
• Perception of the risk of physical danger
• Some examples now covered by the DDA include: mental illness or mental health problems, learning disabilities, diabetes, epilepsy, cancer, HIV and Multiple Sclerosis.
  

Feedback

Feedback can be arranged to be given, please email the relevant HR department as stated in the advert quoting the job title and reference number.

Data Protection Act

The information you provide will be processed in accordance with the Data Protection Acts 1998 and subsequent legislation.  Under this act you have a right of access to information we hold about you.  The application form is used for selection and monitoring purposes and if appointed will form part of your employment record.  The information will not be used for any other purpose and will not be disclosed to any third party.  Recruitment records will be destroyed ion accordance with NPIA policy on retention of information (except for information on successful applicants). 

Diversity Statement

The National Policing Improvement Agency is committed to the principles of equality, diversity and human rights. Our vision of driving continuous improvement across policing can only be achieved by making full use of the talents and resources of all our staff.  By recognising and valuing individuals' unique differences, we will be better placed to develop understanding and confidence amongst all groups of people within the NPIA, the police service and the communities we serve.

We aim to develop the NPIA as an organisation which represents and reflects the diversity of backgrounds and cultures in which the organisation operates.  We aim to ensure that in our organisational structures, decision-making processes, our ways of working, communicating and managing, diversity is welcomed and embraced.

We will treat all individuals both within and outside the NPIA with whom we associate openly, fairly, with dignity and respect.  We will provide a working environment free from any harassment, bullying, victimisation and unlawful discrimination, ensuring equality of opportunity throughout all our processes and practices.

All members of staff, contractors and suppliers will be expected to actively demonstrate their commitment to these principles and be encouraged to challenge unacceptable behaviour in relation to issues of gender, race, ethnic or national origin, marital status, disability, mental health, religion, age, sexual orientation, or for any other reason of difference.

We will ensure that all our policies and procedures reflect these principles.