Information about the role of an investigation support officer, including the role purpose, key responsibilities and the skills required.
About the role
An investigation support officer is an investigation position within the investigation sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
The investigation support officer provides support to investigating officers by undertaking administrative and evidence gathering functions that relate to criminal investigations and judicial processes.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Actively supporting the investigation team by undertaking a wide range of evidence gathering activities as directed by the investigator to ensure compliance with legislation, regulations, processes and procedures.
- Assisting investigators by carrying out non-contentious statements or continuity witness statements, for example losers/property loss, to support investigations.
- Providing administrative support to investigators by maintaining records and systems, and submitting documents, files and form to support investigations.
- Liaising with other police forces and external agencies and partners to gather material and to support investigative objectives.
- Maintaining the continuity of material, evidence and exhibits, where appropriate ensuring correct handling and storage to adhere to relevant procedures and policies.
- When required, providing an evidential statement and/or attending court to give evidence in relation to evidential matters.
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 1: practitioner
- We take ownership – Level 1: practitioner
- We collaborate – Level 1: practitioner
- We support and inspire – Level 1: practitioner
- We analyse critically – Level 1: practitioner
- We are innovative and open-minded – Level 1: practitioner
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 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
Previous education, qualifications and experience
- Experience of complex information gathering.
In-role education, qualifications and experience
- Completed or working toward introduction to investigation development programme.
- Knowledge of relevant legislation, policy and guidelines.
- Understanding of the criminal justice system.
- Working knowledge of the disclosure principles (Criminal Procedures Investigations Act 1996).
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
- Complete all core training as required by the 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:
- keeping up to date with new approaches to evidence-based policing and applying these to working practices
- maintaining knowledge of the local and national guidance around the seizure, recording, processing, handling, and use of property seized as part of an investigation
- maintaining knowledge of the investigative process and any changes to local and national guidance and legislation relating to investigation
- ensuring that case file management follows current best practice
- regularly sharing best practice for investigations with colleagues e.g. contributing to relevant knowledge hub communities or delivering informal briefings
- attending and participating in both formal and informal learning and development events e.g. peer teaching opportunities, force-led training
Related roles
You can find other service deliverer roles in the: