Information about the role of a specialist interviewer – suspects, including the role purpose, key responsibilities and the skills required.
About the role
A specialist interviewer – suspects sits within the investigation sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
The specialist interviewer – suspects undertakes interviews with suspects usually for major crime investigations or those conducted by specialist units. They have a specialist skill set which allows them to maximise and manage the volume and complexity of the investigative material involved in such interviews.
This can include multiple offences and/or complex offending, interviews involving multiple perpetrators or linked investigations. They will frequently work in partnership with an interview advisor, depending on the complexity or scope of the investigation.
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Providing specialist interview support to investigations by conducting the interviewing of suspects to ensure that interview techniques and products are in line with all relevant guidance, legislation and policy.
- Liaising with relevant others to ensure the assessment of the suspect contributes to the production of specialist interview plans, ensuring compliance with legal requirements, to support investigative objectives.
- Using appropriate specialist suspect interviewing methodologies to interview suspects who may have committed multiple and/or complex offences.
- Liaising with an interview advisor to establish the nature of the allegation, identify information important to the investigation, explore and consider tactical options for the interview and discuss any provisions required to support the suspect.
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 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 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 2
- 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 training, registration and learning should be met.
Previous education, qualifications and experience
- Successfully completed the PIP 2 investigator programme including relevant portfolio.
- Successfully completed specialist suspect interviewing training.
- Extensive suspect interviewing experience, including interviewing knowledge, in at least one specialist area such as: major crime, serious and organised crime (SOC), child sexual exploitation (CSE) and/or public protection.
- Knowledge of relevant law, guidance, policy and process for interviews with witnesses and suspects, including the Police and Criminal Evidence Act 1984 (PACE) and the Criminal Justice and Public Order Act 1994.
- Knowledge of the criminal justice system.
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.
To achieve effective performance in the role, the following registration, training and learning should be met.
Learning and accreditation
- Assessed competence against relevant assessment criteria for this role is required to achieve PIP 2 specialist registration. Maintenance of this registration requires the demonstration of continued competence against assessment criteria as well as evidence of CPD, in line with the College of Policing guidance.
- Complete all core training and learning as required by the force.
- Any exemptions to learning and registration requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- maintaining PIP 2 registration by keeping a record of recent experience of conducting different types of specialist interviewing which evidences the knowledge and skills gained
- keeping up to date with new and developing legislation (including current guidance on disclosure) and current national policing priorities, for example, vulnerability, that may impact on investigations and interview advice provided
- ensuring that case file management follows current good practice
- keeping up to date with new approaches to evidence-based policing, including engagement with academics and others to support research if requested, and apply the learning
- ensuring knowledge and application of PACE is maintained and developed
- maintaining and updating knowledge of law, practice and procedure relating to investigative interviewing
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