Information about the role of an economic crime investigative manager, including the role purpose, key responsibilities and the skills required.
About the role
An economic crime investigative manager is a financial crime position within the investigation sector of policing. It's a manager role in the policing professional profiles.
Role purpose
The economic crime investigative manager leads and co-ordinates teams of investigators working on economic crime investigations. They plan, monitor and manage economic crime investigations, including the issues surrounding threat, risk and harm. They direct the deployment of resources in an effective and efficient manner.
Economic crime investigative managers will also lead on the most serious and complex economic crime investigations. They use their own specialist knowledge, skills and experience to ensure an effective outcome in the investigation(s).
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Managing a team of investigators to ensure that investigations are carried out thoroughly, quickly and ethically, in line with relevant legal requirements and investigation, diversity, inclusion and partnership policies.
- Planning, delivering and managing change to effectively and efficiently embed improvements and contribute to the organisational development of the force.
- Assessing and analysing investigations to set parameters for how they should be conducted, and to ensure that crimes are referred to the correct team.
- Driving developments, improvements, and professional standards. Maintaining a detailed awareness of economic crime investigations to ensure efficiency, consistency and effective use of resources.
- Identifying and allocating resources, and negotiating additional resources, to ensure that economic crimes are investigated effectively.
- Assessing threat, harm and risk to develop and implement plans and strategies to investigate economic crime.
- Providing leadership and direction to staff, including mentoring and coaching, empowerment, guidance and support to maximise their development, efficiency, and morale.
- Applying the fraud investigation model (FIM) to ensure that all elements of prevention, disruption, partnership working and victim management are at the forefront of any economic crime investigation.
- Developing and building partnerships across other agencies to improve investigative opportunities and the application of legislation and regulatory sanctions at relevant proceedings.
- Gathering, managing, and analysing intelligence within policy and legislation to achieve economic crime and disorder reduction objectives and support operational policing.
- Overseeing and making decisions where appropriate for all economic crimes to drive consistency in investigations.
- Working with appropriate organisational expertise in the development and implementation of strategies. Using the media to share information with the public and aid investigations.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 2: supervisor or middle manager
- We take ownership – Level 2: supervisor or middle manager
- We collaborate – Level 2: supervisor or middle manager
- We support and inspire – Level 2: supervisor or middle manager
- We analyse critically – Level 2: supervisor or middle manager
- We are innovative and open-minded – Level 2: supervisor or middle manager
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 3
- Problem solving – Level 3
- Performance management – Level 3
- Relationship management – Level 3
- Change management – Level 3
- Managing people – Level 3
- Managing resources – Level 3
- Planning – Level 3
- Use of IT – Level 3
Education, qualifications and experience
To achieve effective performance in the role, the following standards, training, registration, accreditation and qualifications should be met.
Previous education, qualifications and experience
- Significant experience in conducting economic crime investigations as an investigator (PIP 2).
- Completion of the College of Policing investigative supervisor and manager development programme (ISMDP) and manager’s portfolio or previous equivalent.
- Knowledge of economic crime investigations, including provision of support and protection for victims of economic crimes.
- Knowledge of the use of regulatory sanctions in economic crime investigations.
- Experience of making challenging decisions using the national decision model (NDM).
- Knowledge and understanding of relevant legislation, policies, procedures and the Code of Ethics criminal and common law.
- Experience of managing parallel proceedings.
- Knowledge and understanding of City of London Police Economic and Cyber Crime Academy specialist economic crime courses and College of Policing guidance.
In-role education, qualifications and experience
- Successfully achieve the National Crime Agency Proceeds of Crime Centre senior appropriate officer qualification.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence. CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR) conversations.
Learning and accreditation
- Assessed competence against relevant professional standards for this role is required to achieve accreditation as a PIP 2 investigative manager. Maintenance of this accreditation requires the demonstration of continued competence against professional standards as well as evidence of CPD, in line with the College’s model.
- Complete all core training and learning as required by force.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- maintaining a record of recent experience of conducting different types of investigations (such as serious fraud and other serious economic crime investigations)
- providing evidence of the knowledge and skills gained as part of maintaining PIP accreditation
- continually seeking to enhance team and individual skills to ensure competence in role, identifying individual needs and opportunities for development and using a variety of activities to improve performance
- offering own skills, knowledge and expertise as a ‘critical friend’ to investigation officers leading on different investigations, where relevant
- regularly sharing good practice for investigations with colleagues, by contributing to relevant Knowledge Hub communities or delivering informal briefings in force
- maintaining a working knowledge of how other government agencies, such as the National Crime Agency (NCA) and His Majesty’s Revenue & Customs (HMRC), can assist in the investigation of cases and working to develop networking skills
- ensuring representation at relevant partnership and/or multi-agency meetings where necessary and contributing where appropriate
- working closely with colleagues in intelligence to develop strong procedures relating to turning intelligence into investigative material
- coaching and/or mentoring less experienced colleagues, such as fraud investigators, and delivering training sessions to support learning and development
- keeping up to date with new and developing legislation (including current guidance on disclosure) and current national policing priorities, such as vulnerability, that may impact on investigations
- keeping up to date with all technological advances that might facilitate offenders in committing crimes
- understanding the impact of the Independent Office for Police Conduct (IOPC) Learning the Lessons reports relating to investigation, such as the importance of case file management
- familiarising self with other relevant IOPC reports, such as police use of force: evidence from complaints, investigations and public perception
- familiarising self with relevant His Majesty’s Inspectorate of Constabulary and Fire and Rescue Services (HMICFRS) reports, such as the PEEL assessments
- keeping up to date with guidance on conducting the performance development review (PDR) process and applying this to own work
- maintaining knowledge and skills relating to work-based assessments to conduct these when necessary
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