Police Firearms Transferee

To apply, applicants must be:

• Substantive in the rank of Constable

• Serving (or have served) with a Home Office Force

• Be an Armed Response Vehicle Officer, Specialist Firearms Officer or a CT Specialist Firearms Officer or trained to the National ARV Role Profile Standard in-line with the current National Police Firearms Training Curriculum

• Be able to pass the 15 metre JRFT to bleep level 9.4 to 10.5 dependent on role profile

• Be able to provide a fully auditable training record

• Be able to evidence occupational and operational competence at interview

• Be able to pass the necessary vetting and medical health and assessment screening

• Have no outstanding discipline or integrity issues

Additional Information

From April 2023 CBRN will become part of the ARV role profile, as such all officers not subject to Equality Impact Assessment (EQIA) or reasonable adjustment must be clean shaven when on operational ARV duties. Examples of EQIA protected characteristics include:

• Religion or Belief. The complete removal of facial hair may be incompatible with certain religious beliefs and observance of that faith. The wearing of religious headwear may not be possible with CBRN PPE, and therefore a requirement to wear CBRN PPE may be incompatible with observance of certain religions or faith.

• Disability and medical reason.

If you have any questions relating to this role or what it is like to work for WMP, please contact a member of the recruitment team at careers@westmidlands.police.uk

West Midlands Police reserve the right to close applications earlier than the date advertised.

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities".