National Police Chiefs' Council - Data Analyst

Metropolitan Police; Sheffield; Remote; GBP 46,000 - 55,000; Full time

Benefits offered by this job

Hybrid working

Pension scheme

Employee Assistance Programme

Flexible hours

Developments and mentoring

Job summary

National Police Chiefs' Council (NPCC) Hydrant Programme seeks a Data Analyst to collaborate in a national analytics team, modelling large datasets and delivering insightful reports to support policing responses.

You will develop dashboards using Power BI for stakeholders, ensure data accuracy, and contribute to evidence-based decision-making while occasional travel to premises across the UK is required.

Qualifications

• BSc in Science/Technology/Engineering/Mathematics or equivalent practical data analysis experience.
• Understanding of Python/Java/Scala or other programming languages, statistics/ML, or Agile with version control.
• Ability to provide accurate, timely data and support evidence-based decision-making.

Responsibilities

• Work within a national analytics team to model and deliver large data sets.
• Create meaningful reports and dashboards for non-technical stakeholders.
• Ensure data accuracy and integrity across relational/POLE databases.

Skills

Programming languages (Python/Java/SQL

Agile & version control

Data analysis & reporting

Education

BSc in STEM or equivalent practical data analysis experience

Tools

Power BI

SQL

Job description

National Police Chiefs' Council - Data Analyst

Vacancy Reference Number

22807

Number of Vacancies 1

National Police Chief Council HQ

Location Remote working nationally within the UK. The Hydrant Programme is currently based in Moss Way Police Station, Sheffield, therefore occasional travel will be required to this premise and other Police locations across the UK as required.

Band Band C

Part/Full Time Full Time

36 hours per week

Type of Contract Fixed Term

Contract Duration 4 Month

Job Advert

Job Title:Data Analyst

Band C:The starting salary is £45,986.

The salary is broken down as £45,986 basic salary, which will increase annually until you reach the top of the scale £54,863.

Location:Remote working nationally within the UK. The Hydrant Programme is currently based in Moss Way Police Station, Sheffield, therefore occasional travel will be required to this premise and other Police locations across the UK as required.

We encourage applications from candidates living across the UK. Further details on flexible arrangements will be discussed at interview stage.

Contract– Fixed Term Contract until 31/03/2027(with the potential for further extension subject to funding and performance).

THE NATIONAL POLICE CHIEFS’ COUNCIL (NPCC)

Policing is operating in a time of global change and uncertainty, the public and our staff need a service which is responsive, able to tackle future challenges and embrace opportunity.

The National Police Chiefs’ Council (NPCC) brings UK police leaders together to set direction in policing and drive progress for the public.

We achieve this through:

• Coordination – by joining up the operational response to critical national policing issues to deliver policing today and shape the future.
• Collaboration – by working in partnership as part of the whole policing system and beyond to improve public safety.
• Communication – by sharing the collective expertise, views and action of UK police chiefs.

NPCC HYDRANT PROGRAMME

The Hydrant Programme is a national policing programme supporting the work of the National Police Chiefs’ Council (NPCC) Child Protection and Abuse Investigation Working Group. Originally established in 2014 to coordinate the response to non-recent child sexual abuse but now supporting forces across all child protection and abuse investigation issues.

Hydrant develops policy and strategy on behalf of the NPCC, develops and delivers best practice advice including a learning, review and improvement function, provides a strategic analysis capability and partnership engagement with key stakeholders and partners.

THE ROLE

To work within the Hydrant Programme Analysis and Research Team to deliver evidence based, high quality, insightful analysis to support the delivery of national policing response to Group Based Child Sexual Exploitation (CSE)/Child Sexual & Abuse Exploitation (CSAE).

As a Data Analyst, you will be a key member of an agile national multi-disciplinary analytics team, collaborating with Analysts, to initially model and deliver large data sets and assist in analytical reports. A focus on modelling data in its rawest form, ensuring data/statistics are accurate and suitable to meet the reporting requirements of the Hydrant Programme thematic and its stakeholders by utilising a variety of applications to deliver the informative outcomes alongside in-depth insight.

The successful candidate would need to have the following experiences and skills:

• BSc in Science, Technology, Engineering or Mathematics (STEM) subject OR equivalent practical experience in data analysis or related field.
• An understanding of Python/Java/Scala or other programming languages or statistical/Machine Learning or working in an Agile team using Version control
• Provide the business with accurate, relevant and timely data, research and performance information that contributes to required frameworks and a culture of continuous improvement, enhanced efficiency and evidence-based decision-making in the police.

• Experience of or commitment to learn Structured Query Language (SQL) to be able to write and optimize Structured Query Language (SQL) queries to extract and manipulate data from relational and/or POLE (Person, Object, Location, Event) databases, ensuring data accuracy and integrity.

• Create meaningful and engaging reports and dashboards, using tools such as Power Business Intelligence (PowerBI) and visualisations to effectively communicate data analysis results to non-technical stakeholders.

EMPLOYEE BENEFITS - If you join and work for us, you will get access to:

• A competitive salary with yearly increments.
• Support networks, free Employees' Assistance Programme, Occupational Health and wellbeing services.
• Flexitime, with the ability to undertake your hours flexibly and in line with business need.
• Hybrid working, with the ability to work remotely dependent on role.
• Competitive pension scheme.
• Company sick pay.
• Job related equipment supplied
• Specialist equipment supplied, under Occupational Health referral
• Access to the Blue Light Card Scheme for discounts and services (requires a one-off payment of £5).
• Development, coaching and mentoring opportunities available.
• Supportive and flexible onboarding plan, including regular check-ins throughout your initial period of joining us to ensure you are up to speed with the role and getting the support you need.

VETTING

Applicants must hold or be prepared to undergo RV & CTC level before taking up the post.

APPLICATION REQUIREMENTS

Please provide a CV and evidence against the following competencies, (350 words maximum per competency) which are based on the knowledge, skills and experience set out in the job description and the competencies in the Competency and Values Framework (CVF).

Please note, CV’s will not be assessed within the initial application, answers to the CVF questions alone determine next steps. Once candidates identified for interview has been confirmed, CV’s will then be shared with the appropriate Hiring Manager.

Please note, the job description is used as a framework to review and manage performance when an individual is in post, therefore not all knowledge, skills and experience are required from the outset. We are looking for someone who can demonstrate some of these and is willing to learn and achieve objectives set.

• We collaborate, Level 2– Describe a time when you worked with stakeholders from different teams to understand a business problem and develop an analytical solution. What was your role and what was the outcome?
• We analyse critically, Level 3– Describe a time when you analysed a large or complex analytical dataset to identify patterns, trends or risks. Explain the analytical tools and techniques you used, how did you ensure the data was accurate, and what impact did your analysis have on decision-making and what was the outcome?
• We are innovative and openminded, Level 2– Describe a time when you introduced a new approach, tool or methodology to improve the quality, efficiency or usefulness of analysis.

Should you want to know more about the role, we would strongly encourage you contact [e-mail] to arrange an informal conversation.

REASONABLE ADJUSTMENTS

With all recruitment processes, we support reasonable adjustments. This aligns with the Equality Act 2010 and reflects best practice in inclusive recruitment. Please let us know in advance so we can support you appropriately. See the following examples of adjustments recommended by Optima Medical Team for prior candidates.

• Assistive technology e.g. transcription software
• Advance access to interview questions
• Extra time for assessments and interviews

IMPORTANT NOTICE FAIR RECRUITMENT COMMITMENT / INTERVIEW CONDUCT

We ask all candidates to complete interviews and assessments independently, without the use ofAI, automated tools, or external assistance.

However, we recognise that AI can be a helpful tool in the preparation phase of the application process. Candidates may use AI to help structure their thoughts and refine their CVs providing the content remains truthful and accurately reflects their own experiences and capabilities.

Should you require assistive technology as part of a reasonable adjustment (e.g. transcription software), please let us know in advance so we can support you appropriately.

We value honesty, integrity, transparency, and personal accountability. Demonstrating these qualities throughout the recruitment process is essential.

ADDITIONAL INFORMATION

Occasional national travel may be required. Travel expenses will be paid if location allowance is not being received, or when travel falls outside of the home to work journey. NPCC will pay for overnight accommodation if required.

The Metropolitan Police manage HR for NPCC recruitment.

This role does not attract Shift Disturbance Allowance. If you are currently in a shift-working role, SDA should cease upon appointment to this job.

Completed applications must be submitted by 23:55 on 18th October.

Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 19th October.

Following application review, successful candidates will be invited to interview. Interview dates will commence from w/c 2nd November.

Please note that if you are applying as a secondee from another national police force or government organisation, please contact [e-mail] ,do not apply online. Online applications will only be accepted for external candidates, or existing Met employees. If you are external to policing, please ensure you apply through the External link available via - https://www.met.police.uk/police-forces/metropolitan-police/areas/c/careers/police-staff-roles/police-staff-vacancies/ .

The following competencies will be tested against during sift:

• We collaborate at level 2
• We analyse criticallyat level3
• We are innovative and open-mindedat level2

Disability Confident Statement

The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from people with disabilities and long-term conditions, ethnic minority groups and women.

As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations.

The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence.

Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about police fitness standards .

Read our full disability confidence statement.