Deputy Director Portfolio, PEEL Inspections (HMICFRS)
| Dyddiad hysbysebu: | 10 Chwefror 2026 |
|---|---|
| Cyflog: | £81,000 i £91,000 bob blwyddyn |
| Gwybodaeth ychwanegol am y cyflog: | Standard Cabinet Office rules on pay will apply to civil servants appointed on level transfer or promotion. Their salary will increase to the minimum of the SCS PB1 range or by a promotion award of up to 10% more than their current basic salary excluding all allowances (whichever is the greater). Individuals appointed on level transfer will retain their existing basic salary excluding all allowances. |
| Oriau: | Llawn Amser |
| Dyddiad cau: | 12 Mawrth 2026 |
| Lleoliad: | London, UK |
| Gweithio o bell: | Ar y safle yn unig |
| Cwmni: | Government Recruitment Service |
| Math o swydd: | Parhaol |
| Cyfeirnod swydd: | 448307 |
Crynodeb
Key responsibilities include:
The Portfolio Director will be responsible for:
Leading the design, implementation and reporting of the PEEL inspection programme;
Supporting and providing advice to HM Chief Inspector, HMIs and the Chief Operating Officer;
Acting in accordance with HMICFRS’ stated values;
Contributing to the overall effectiveness of the organisation as an active member of the HMICFRS Senior Leadership Group, providing strategic leadership, collaboration, and support across all areas of the inspectorate;
Building and maintaining strong, influential relationships with senior leaders in policing, government and other relevant bodies;
Maintaining a sound understanding of the UK policing and law enforcement landscape, including relevant government strategy and policy objectives;
Providing line management, direction and support to deputy portfolio directors, the portfolio manager, and teams responsible for developing methodology and carrying out inspections;
Leading the PEEL programme and working collaboratively with multiple teams across the inspectorate, including oversight of resourcing, budgets, and inspection quality;
Ensuring inspection processes enable effective assessment of inspection evidence and that graded judgments are robust;
Ensuring our reports are well-evidenced with recommendations that are easily understood by the public and policing stakeholders;
Ensuring national themes and positive practice identified in our inspections are shared with the policing system nationally to support improvements;
Contributing to organisational decision-making by the senior management team, HMICFRS Board and other fora, sharing collective responsibility for the decisions made and acting in accordance with them;
Working effectively across HMICFRS, with other portfolio directors and senior staff as part of an integrated team, to meet the organisational purpose and objectives; and
Taking an active role in leading, managing and developing staff, including the use of mentoring and coaching techniques.
The Portfolio Director will be responsible for:
Leading the design, implementation and reporting of the PEEL inspection programme;
Supporting and providing advice to HM Chief Inspector, HMIs and the Chief Operating Officer;
Acting in accordance with HMICFRS’ stated values;
Contributing to the overall effectiveness of the organisation as an active member of the HMICFRS Senior Leadership Group, providing strategic leadership, collaboration, and support across all areas of the inspectorate;
Building and maintaining strong, influential relationships with senior leaders in policing, government and other relevant bodies;
Maintaining a sound understanding of the UK policing and law enforcement landscape, including relevant government strategy and policy objectives;
Providing line management, direction and support to deputy portfolio directors, the portfolio manager, and teams responsible for developing methodology and carrying out inspections;
Leading the PEEL programme and working collaboratively with multiple teams across the inspectorate, including oversight of resourcing, budgets, and inspection quality;
Ensuring inspection processes enable effective assessment of inspection evidence and that graded judgments are robust;
Ensuring our reports are well-evidenced with recommendations that are easily understood by the public and policing stakeholders;
Ensuring national themes and positive practice identified in our inspections are shared with the policing system nationally to support improvements;
Contributing to organisational decision-making by the senior management team, HMICFRS Board and other fora, sharing collective responsibility for the decisions made and acting in accordance with them;
Working effectively across HMICFRS, with other portfolio directors and senior staff as part of an integrated team, to meet the organisational purpose and objectives; and
Taking an active role in leading, managing and developing staff, including the use of mentoring and coaching techniques.
Aelod balch o'r cynllun cyflogwyr Hyderus o ran Anabledd
Hyderus o ran Anabledd
Gwybodaeth am Hyderus o ran Anabledd
Yn gyffredinol, bydd cyflogwr Hyderus o ran Anabledd yn cynnig cyfweliad i unrhyw ymgeisydd sy'n datgan eu bod yn anabl ac yn bodloni'r meini prawf lleiaf ar gyfer y swydd fel y diffinnir gan y cyflogwr. Mae'n bwysig nodi, mewn rhai sefyllfaoedd recriwtio fel nifer fawr o ymgeiswyr, cyfnod tymhorol ac amseroedd prysur iawn, efallai y bydd y cyflogwr am gyfyngu ar y niferoedd cyffredinol o gyfweliadau a gynigir i bobl anabl a phobl nad ydynt yn anabl. Am fwy o fanylion ewch i Hyderus o ran Anabledd.