Job Description
Please ensure you add your 5 year posting history to the ‘Previous Employment’ section. After clicking 'apply', at the top page there is an option to 'update profile'. Please add your 5 year employment history in the 'previous employment' tab.
Please ensure you apply with the email address you wish to be contacted on throughout the process.
***We do not require a resume***
Inspector Promotion
Applications are invited from internal and external substantive Sergeants on promotion, as well as transfer opportunities for external substantive Inspectors. Applicants must be suitably experienced, competent and credible for immediate promotion to rank of Inspector in the West Midlands Police.
Candidates must be fully substantive to the rank of Sergeant and have had their portfolio for NPPF Level 4 signed off.
Applicants must not have a live sanction from misconduct proceedings. Applicants under investigation can still apply but if they are successful, cannot be posted until the investigation has been concluded and would also be dependent upon the outcome of the investigation.
Please ensure that you add your posting history for the past 5 years. This needs to be added to the previous employment section.
The opportunities
West Midlands Police are looking for Inspectors to fill roles across the force area and functions.
On applying for promotion, you accept that your new role and rank, may be performing any function, anywhere across the West Midlands Force area. Please read the Force Promotions Posting Principles, of which will be strictly adhered to, on the below link:
Please note: flexible working and/or Reasonable Adjustments will not preclude an application. This will be discussed with you in line with force policy if successful.
To be successful in these roles you must have real strengths in:
- Performance: Driving performance and high standards, leading team key performance indicators and ensuring professional standards and ethical behaviours which effectively deliver sustained outcomes.
- People: Operational leadership, to lead, motivate and engage diverse teams and promote workforce wellbeing
- Partners: Collaboration, to develop and maintain relationships with colleagues, communities and partners to drive collaboration across policing and wider public services provision.
Requirements:
- Candidates are no longer required to have been substantive at rank for 2 years
- Candidates are no longer required to have had at least 2 roles before applying
- Candidates must have signed support from a member of their SLT and Direct Line Manager (SLT Approval Form below)
- Applicants must not have a live sanction from misconduct proceedings. Applicants under investigation can still apply but if they are successful, cannot be posted until the investigation has been concluded and would also be dependent upon the outcome of the investigation.
- Applicants must be fully substantive Sergeants and have completed and passed the NPPF Step 2 Inspectors exam or OSPRE equivalent.
SLT Approval Form
All candidates must provide a signed copy of the below document. All Approval Forms must be signed by an Officer at the rank of Chief Inspector or a staff member at equivalent rank. Failure to provide signed support will result in your application bein rejected.
Download Form Here: SLT Approval Form
***If you have any queries or concerns about the process, please contact the Promotions Team***
The Selection Process
The Selection process will consist of the following stages:
- Candidates will be required to receive signed support from their SLT. For this process candidates must have their SLT Approval Form signed by a Superintendent and Chief Inspector or staff equivalent
- Candidates will be assigned a date and time to attend an Operational Briefing.
- All eligible candidates will complete a 10 minute operational briefing followed by 5 minutes of questions from assessors relating to the candidates briefing.
- Successful candidates at the Operational Briefing stage will be assigned a date and time for interview.
- Interview will be made up of five questions
***We ask that all candidates provide any dates they can not attend an Operational briefing between the 24th June and 3rd July***
Briefing Session:
There will be a Briefing Session taking place via Microsoft Teams on Thursday 4th June at 10:30am. If you would like to attend the session you can join the call via this link
Timeline:
Please note the below dates are guidelines.
- Advert closing Date: 14th June at 23:59
- Operational Briefing Task: 15th June (via email sent from the system)
- Operational Briefing: 24th June to 3rd July
- Interviews date: 13th July to 24th July
If you would like to discuss this opportunity more, please contact the Promotions Team by emailing: [email protected]
Reasonable Adjustments
If you want to apply for reasonable adjustments for the application and interview process under the Equality Act 2010, please complete the Reasonable Adjustment Form and send your Reasonable Adjustment Passport to: [email protected] .
Once the request has been declared a member of the Promotions Team will be in touch to discuss the adjustments available. Please note, all Reasonable Adjustment decisions will be assessed on a case by case basis by the Reasonable Adjustment Panel.
For those that are successful you will be required to complete a 12 month work-based assessment (WBA) which is a requirement under the NPPF for you to become substantively promoted.
Online induction sessions for WBA will take place on the following dates and you will be required to attend one of these, therefore please take these into consideration with your planning:
- 21st August 2026
- 25th August 2026
- 3rd September 2026
Links to self book onto the sessions will be sent out by the Professional Development Team closer to the time
Location: Various, West Midlands
Vetting: Successful applicants will be required to pass Recruitment Vetting and Counter Terrorism Clearance scrutiny prior to commencing their role, this will include a full background & financial disclosure as part of the vetting process.
Medical: Appointment to this role will be dependent upon successfully medical checks, which may include a drugs test and if required a fitness test.
Prospective officers and staff must be held to a higher standard of behaviour and accountability than members of the public, and that therefore their right to privacy can be fettered in certain circumstances. This is to ensure that members of the police are fully aware and accountable for the unique powers entrusted to them and the standards of professional behaviour they swear to uphold.
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"
West Midlands Police is the second-largest police force in the country, serving the three major cities of Birmingham, Coventry, and Wolverhampton, alongside the districts of Sandwell, Walsall, Solihull, and Dudley.
Against this backdrop, the force handles more than 2,000 emergency calls every day, while patrolling the streets and responding to incidents 24 hours a day, seven days a week. We have made significant improvements in reducing overall crime, improving call response times, and increasing arrest rates. This work can only continue with the right people, therefore as an employer of choice, we are looking for the right people who can serve and protect our communities.