About the job

Job summary

The Home Office has one of the most challenging and critical jobs in Whitehall: to keep Britain safe and secure. We operate at the heart of the Government's agenda, leading on immigration and passports, drugs policy, crime policy, counter-extremism and counter-terrorism and work to ensure visible, responsive, and accountable policing in the UK. The challenges the Department faces are significant and can change rapidly in the global environment in which we operate, making this one of the most exciting and stimulating Government Departments in which to work.

The Forensic Information Databases Service (FINDS) provides a national service that manages the inputs, outputs, and data integrity of the forensic information databases, namely the National DNA Database, the National Fingerprint Database (IDENT1), and the National Footwear Database. Each of these databases identifies links between DNA or marks found at scenes of crime with DNA, ten prints or shoe impressions acquired from arrestees (and on occasion other individuals such as vulnerable persons and missing persons).

Within the National Fingerprint and PNC Office (NFPO), the main responsibility of the Fingerprint Services Team is to maintain the accuracy and integrity of IDENT1, and the related fingerprint data held on the Police National Computer (PNC). Providing a central customer base for fingerprint and system expertise supplying advice, support, and problem resolution to UK policing. Using fingerprint expertise, ensuring the intelligence provided to UK forces via the information stored on these databases is not compromised.

Job description

The Tenprint Identification Officer provides operational support to police forces and key stakeholders, researching and performing essential updates on the IDENT1 and PNC systems, and monitors occurrences of data anomaly to make corrective actions. These responsibilities help to assure the quality and integrity of the data held on both national systems. 

This is a critical role for maintaining public confidence in the national forensic databases in supporting policing in reducing crime, maintaining order, and bringing criminals to justice.

Responsibilities

Main responsibilities will include:

Act as a central customer provider for all UK police force fingerprint bureaux, IDENT1 and PNC users and their suppliers, offering expert knowledge and experience in the day-to-day processing of fingerprint data.  

Provide timely support and clear guidance to users, ensuring the integrity and quality of the fingerprint related data held on IDENT1 and PNC is maintained by identifying and rectifying data anomalies.

Work to the data assurance strategy for the fingerprint database in line with customer requirements agreed by the FIND Strategy Board: -

•    Working with stakeholders within the fingerprint supply chain, the role holder puts in place improvement and corrective actions to ensure continual improvement of the integrity of the records resulting from said supply chain.
•    Communicating the impact of the national fingerprint database both in terms of issues, but also in terms of continual improvement and good practice.
•    Ensuring the NFPO can respond to ministerial submissions, Parliamentary Questions (PQs) and Freedom of Information (FOIA) requests and ensuring that the management of information feeding into these responses is accurate.

Provide advice and knowledge to the NFPO Operations and Assurance Manager, and the FINDS Head of Unit to aid the improvement and accuracy of IDENT1.

Maintain effective relationships with Home Office colleagues, law enforcement agencies in England and Wales, Northern Ireland and Scotland and system suppliers.
 
Have responsibility for undertaking any other duties that may be reasonably required commensurate with the grade of the post.

Due to the nature of the role, this is full-time only.

Due to the complex nature of the work conducted as part of the role, any successful candidate must be prepared to attend the office on a full-time basis whilst undergoing training. It is expected that training will take up to 1 year to complete.

Following this and where business needs allow, some roles may be suitable for a combination of office and home-based working. This is a non-contractual arrangement where all employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estates capacity, by Spring 2024.  Applicants can request further information regarding how this may work in their team from the Vacancy Holder.

Recruitment and Retention Allowance (RRA)

Successful candidate may be eligible for an annual RRA of £1,600. This allowance is subject to review and Head of Profession approval, and could be reduced or withdrawn at any time.

Person specification

Essential criteria

•   You should currently hold, or be willing to undertake, NPPV 3 vetting (including financial checks). This is essential for this role.

•    Successfully completed the National Fingerprint Learning Programme at an accredited Fingerprint training school and successful completion to the level of National Tenprint Operator.

•    Knowledge of maintaining a fingerprint collection.

•    Experience of working in a Police Force Fingerprint environment.

•    Educated to degree level or equivalent in a relevant subject or has experience and working knowledge of the role of fingerprints in law enforcement.

•    Demonstrates good knowledge of the policies and procedures impacting on the police, system suppliers and Criminal Justice System to ensure that data obtained is accurate and interpreted correctly, in the context of the environment of the database.

•    In depth understanding of current legislation relating to taking, processing and retention of fingerprints and fingerprint data and their associated data on other national systems.

•    Possesses excellent communication skills (both written and verbal), which convey key issues, information, and solutions effectively to an audience from a range of backgrounds.

•    Able to analyse and interpret large amounts of information effectively and present findings from it clearly and concisely.

•    Has excellent judgement and decision-making skills; is able to assess what the impact of releasing sensitive information will be and is able to manage that impact.

•    Demonstrable track record of establishing the best course of action from a range of established alternatives resulting from the analysis of information.

•    IT competent and proficient in the use of MS office.

Desirable criteria

•    Understanding and experience in quality management and project management methodologies.

Benefits

• Learning and development tailored to your role
• An environment with flexible working options
• A culture encouraging inclusion and diversity
• A Civil Service pension with an average employer contribution of 27%

Things you need to know

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

This gives us the best possible chance of finding the right person for the job, drives up performance and improves diversity and inclusivity.

As part of the application process, you will be asked to complete: 
 
•    A CV detailing qualification/ job history/ skills 
•    A statement of suitability (personal statement) (maximum 750 words) 
•    Provide evidence of the lead behaviour Making Effective Decisions (250 words maximum) 

Further details around what this will entail are listed on the application form.

The statement of suitability should be aligned to demonstrate your skills and experience for the role and how you meet the essential criteria as detailed in the job description.

The sift will be held on the CV, behaviour and the statement of suitability. 

However, if a large number of applications are received, the initial sift will be conducted on the statement of suitability.

The statement of suitability will be scored first for all candidates. Those candidates who achieve the minimum pass score for the statement of suitability, will progress to a further sift where the CV and lead behaviour (Making Effective Decisions) will be scored. These candidates will therefore receive a sift score for all elements. Candidates who fail to meet the minimum pass score for the statement of suitability will not have their CV or lead behaviour scored and will therefore only receive a sift score for the statement of suitability.

If you are successful at sift stage, you will be invited to an interview which will consist of behaviour-based questions on all the behaviours listed in the advert.

Sift and Interview dates
 
Sift is expected to take place week commencing 15th April 2024.

Interviews are expected to take place week commencing 6th May 2024.

We will try to meet the dates set out in the advert, however on occasions these dates may change. 

Interviews will be carried out via video. Candidates will be required to have access to:

• A laptop (personal or work) with a working webcam
• Good internet connection
• Microsoft Teams
 
PLEASE NOTE: Due to time constraints we may not be able to offer alternative interview date(s). It is therefore expected that candidates who are successful at sift stage will make themselves available during the above time frame given.
 
A reserve list may be held for a period up to 12 months from which further appointment may be made.

Further information

For meaningful checks to be carried out, individuals need to have lived in the UK for a sufficient period of time to enable appropriate checks to be carried out and produce a result which provides the required level of assurance. You should normally have been resident in the United Kingdom for the last 3 years if the role requires CTC clearance, 5 years for SC clearance and 10 years for DV.  A lack of UK residency in itself is not necessarily a bar to a security clearance and applicants should contact the Vacancy Holder/Recruiting Manager listed in the advert for further advice.

For further information on National Security Vetting please visit the following page https://www.gov.uk/government/publications/demystifying-vetting

A reserve list may be held for a period up to 12 months from which further appointment may be made.

Please ensure that all examples provided in your application are taken directly from your own experience and that you describe the examples in your own words. All applications are screened for plagiarism and copying and generating of examples/answers from internet sources including Artificial Intelligence. If any is detected the application may be withdrawn from the process. Further action, including disciplinary action, may be considered in such cases involving civil servants. Providing false or misleading information would be contrary to the core values of honesty and integrity expected of all Civil Servants.

Visa sponsorship    

We are unable to sponsor any individuals via Skilled Worker Sponsorship / Tier 2 (General) work visas as we do not hold a UK Visa & Immigration (UKVI) Skilled Worker License.   

Every day, Home Office civil servants do brilliant work to develop and deliver policies and services that affect the lives of people across the country and beyond. To do this effectively and fairly, the Home Office is committed to representing modern Britain in all its diversity, and creating a welcoming, inclusive workplace where all our people are able to bring their whole selves to work and perform at their best.

We are flexible, skilled, professional and diverse. We work to recruit and retain disabled staff and area Disability Confident Leader. We are proud to be one of the most ethnically diverse departments in the civil service. We are a Social Mobility Foundation top 75 employer.

New entrants are expected to join on the minimum of the pay band.

Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued. Any applicant's details held on the IFD will be refused employment.

For further information please see the attached notes for candidates which must be read before making an application.

Existing Civil Servants should note that some of the Home Office terms and conditions of employment have changed. It is the candidate’s responsibility to ensure they are aware of the Terms and Conditions they will adopt should they be successful in application and should refer to the notes for candidates for further details.

Transfer Terms: Voluntary.

If you are invited to an interview you will be required to  bring a range of documentation for the purposes of establishing identity and to aid any pre-employment checks.

Please see the attached list of Home Office acceptable ID documents.

Any move to the Home Office from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare. Determine your eligibility at https://www.childcarechoices.gov.uk

Reasonable Adjustments

If a person with disabilities is at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes. 

If you need a change to be made so that you can make your application, you should:

• Contact Government Recruitment Service via HOrecruitment.grs@cabinetoffice.gov.uk as soon as possible before the closing date to discuss your needs
• Complete the “Assistance Required” section in the “Additional Requirements” page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a language service professional

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the ‘Contact point for applicants’ section.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window). People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

Working for the Civil Service

The Civil Service Code (opens in a new window) sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles (opens in a new window). The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria. The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.