MOSOVO officer

Information about the role of a MOSOVO officer, including the role purpose, key responsibilities and the skills required.

About the role

A MOSOVO officer is a public protection position within the investigation sector of policing. It's a service deliverer role in the policing professional profiles.

Role purpose

The MOSOVO officer is specially trained in the response to and management of sexual or violent offenders (MOSOVO) and active risk management (ARMS) to prevent further offending and to safeguard the public.

Key responsibilities

Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.

Collecting and gathering evidence and intelligence and recording and retaining material from a range of sources in a format that is evidentially admissible to support the investigative process.
Assessing individuals’ level of risk of harm they pose to others, to enable the development of a risk management plan to manage and mitigate this risk. Implementing and ensuring compliance with this plan to manage the offender’s impact on the public.
Identifying and implementing interventions to maintain the safety and security of offenders at risk of harm.
Interviewing witnesses and suspects, in accordance with professionalising investigation programme (PIP) 1 standards, and gathering all required evidence and information within the criminal law and the legal framework to help bring offenders to justice.
Using powers of arrest and apprehend where necessary and issue special warnings. Carrying out associated custody procedures to protect and safeguard the public in accordance with legislation and policy.
Liaising and working with other investigators and managers to share information on offenders and support potential investigations.
Ensuring all material, including exhibits, are seized, examined and retained in accordance with legislation and policy, where necessary to uphold the integrity and robustness of the investigative process.
Preparing reports on the outcome of investigations and maintaining and recording risk management plans on violent and sex offender register (ViSOR) to ensure best practice procedures are followed and that there is an accurate audit trail.
Working in partnerships with agencies, such as the national probation service, social workers and health professionals, to develop networks, enable best use of resources, enable joined up approaches to services, and drive safeguarding of victims.
Contributing to the multi-agency public protection arrangements (MAPPA), providing updates on offenders, and updating records to support and facilitate communication between partnership agencies relating to the risk management plan of the offender.

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 1: practitioner
We collaborate – Level 1: practitioner
We support and inspire – Level 1: practitioner
We analyse critically – Level 2: supervisor or middle manager
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

To achieve effective performance in the role, the following standards, training, registration, accreditation and qualifications should be met.

Previous education, qualifications and experience

To achieve effective performance in the role, the following PIP standards should be met:

successfully completed applicable entry training and PIP 1 registration by undertaking PIP 1 learning, development and portfolio submission to evidence competence against relevant assessment criteria.

The following training can also be gained once in role:

Successfully completed the College of Policing management of sexual offenders and violent offenders (MOSOVO) and active risk management systems (ARMS) courses.

Successfully completed all co-requisite training as identified in College of Policing MOSOVO and ARMS curriculum.
Successfully completed offender assessment system (OASys) sexual reoffending predictor (OSP) training.
Successfully completed violent and sex offender register (ViSOR) training.
Experience in conducting volume and priority crime investigations.
Experience in interviewing to PIP 1 standards.

In-role education, qualifications and experience

If not completed prior to entering role:

Successfully complete the College of Policing management of sexual offenders and violent offenders (MOSOVO) and active risk management systems (ARMS) courses.

Successfully complete all co-requisite training as identified in College of Policing MOSOVO and ARMS curriculum.
Successfully complete offender assessment system (OASys) sexual reoffending predictor (OSP) training.
Successfully complete violent and sex offender register (ViSOR) training.

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.