Job description

Title: Disclosure Manager x 2

Reports to: Investigation Support Unit Manager
Location: Canary Wharf
Grade: 10
Salary: £30,032 (plus London Weighting £4,438)
Contract: Permanent / 12 months FTC

Purpose
As a Disclosure Manager, you will be welcomed into a dynamic and inclusive
Operations Directorate. The IOPC is on a journey to develop its culture, perspectives
and ethos to support the organisation’s core outcomes and this is your opportunity to
enter into the varied world of IOPC Operations, allowing you to develop your mindset
and approaches to contribute to improving the police complaints system in England
and Wales.

The principle function of this post will be to provide support and guidance to
investigations regarding all matters of disclosure. Review and quality assure the
disclosure work of investigators and when required, perform the role of Disclosure
Manager for any particular investigation. This would include the review and
assessment of all retained material from a disclosure perspective with regard to
Criminal, Misconduct or Coronial proceedings.
Organisational context

We work in the context of our agreed values which inform the way we do things at
the IOPC. The Disclosure Manager will need to be commited to managing in the
context of these values.

2
The IOPC is committed to promoting equality and valuing diversity in everything
we do. Our vision is to be, and to be seen as, a leader in inclusive employment and
services, demonstrating this ethos in everything that we do.

• As a silver standard Stonewall employer, we continue to commit ourselves to

being a LGBTQ+ employer through the work of our Pride LGBTQ+ Staff
Network, creating welcoming environments for lesbian, gay, bi and queer
people.
• We are pleased to share we are a signatory of the Business in the Community
Race at Work Charter. The Charter is composed of five calls to action for
leaders and organisations across all sectors.
• Being a Disability Confident employer, the IOPC is dedicated to removing the
barrier for disabled people to thrive in the workplace.
• Our Staff Networks are constantly working to make the IOPC the leaders of
inclusive employment, from our Allyship Programme to Operation Hotton, to
Welsh Language Standards and Know the Line Policy, we are constantly
seeking new ways to create an environment for all to develop and thrive.

Main duties and responsibilities

• To examine all material within a criminal investigation by applying the
guidelines and the Code of Practice as set out in The Criminal Procedures
and Investigation Act 1996 (as amended by the Criminal Justices Act 2003),
the Disclosure Manual, The Disclosure Protocol, and the Attorney General’s
Guidelines on disclosure and in accordance with agreed IOPC policy and
guidelines
• To examine all material within a Misconduct investigation by applying the
legislation as set out, but not restricted to, the Police Reform Act 2002 (as
amended from time to time), The Police (Complaints and Misconduct)
Regulations 2012 or 2020 as applicable and the Police (Conduct) Regulations
2012 or 2020
• Assess all material retained within the investigation to ascertain its relevancy,
evidential value, sensitivity and ability to undermine the prosecution case or
assist the defence
• Identify deficiencies and problems with continuity or other evidence related
matters, inform the Case Supervisor and ensure best evidence is obtained
• Identify any material that is subject to Public Interest Immunity (PII),
completing the relevant documentation

3
 • Liaise with the Crown Prosecution Service (CPS), Appropriate Authority,
Coroner, other agencies and counsel at case conferences and discuss
disclosure, PII issues and possible defence arguments, as necessary
• Prepare disclosure schedules ensuring they are presented in the required
format and submitted within statutory time limits
• Provide advice and guidance to others preparing disclosure schedules.
• Review the disclosure work of others, making recommendations where
appropriate.
• Liaise with Lead Investigator regarding existence, handling and scheduling of
sensitive material
• Maintain security of all sensitive material, including source or surveillance
material
• Prepare reports and presentations to investigators, legal representatives and
the judiciary as required.
• Produce MG disclosure schedules using the HOLMES database or manual
schedules where material exists on other Case Management Systems
• This work may be completed whilst part of a disclosure team and each
individual DTM is responsible for their assessment of the material and is
accountable in proceedings
• Perform the role of case Disclosure Manager, when required.
• Contact identified third parties that hold material which may be relevant to the
investigation and request them to hold the material for inspection or for its
production to the court
• Ongoing assessment of material as the case develops and / or on receipt of a
defence statement
• Ensure that necessary care for victims and witnesses is provided in an ethical
and empathic manner and in accordance with legislation, policies and
procedures
• Keep up to date with and understand and apply all changes to recent
legislation and case law
• Respond appropriately to any relevant authority and take appropriate action to
address any issues that arise as a result of hearings
• Attend Court or hearings as required
• Identify actions taken, lesson learned and good practice, sharing details with
appropriate personnel
• In conjunction with the Lead Investigator manage the closure of the
investigation to ensure that the judicial processes and continuity needs are
met in accordance with relevant legislation and policies

Person specification

Essential
• Proven experience of undertaking the role of Disclosure Manager in criminal
investigation
• Recent experience using the HOLMES database or other case management
system to produce disclosure schedules

4
 • Experience of having been a case builder who has completed files of
evidence for criminal trials at the Magistrates and Crown Courts
• A sound knowledge and understanding of the Criminal Procedures
Investigations Act 1996 and relevant amendments to disclosure requirements
• Proven experience of making appropriate and effective decisions based on
assessment and analysis of existing and emerging information
• Evidence of effective oral and written communication skills including report
writing
• Experience of engaging effectively with a diverse range of individuals and
stakeholders
• Delivering a high standard of work within demanding timescales
• Working effectively in a changing environment.

Experience
• Practical knowledge of DPA, FOI, PRA and GPMS
• The post holder may be requested to support operational requirements across
the IOPC regional locations and as such a degree of flexibility is required
• Current UK DVLA Driving Licence
• Necessity to travel to various locations to achieve operational objectives
• Requirement to stay away from home to achieve operational requirements
when deemed necessary
• Experience In conducting investigative actions on investigations in the public,
private or third sector within the last three years
• Experience in conducting investigative interviews, evidence gathering,
analysis and presentation.

Skills and Abilities

Reasonable adjustments
The IOPC is a diverse and inclusive workplace and we want to help you demonstrate
your full potential whatever type of assessment is used. We are open to providing
you with the tools you need to succeed, from extra time to formatting changes, to
name a mere few. If you require any reasonable adjustments to our recruitment
process, please email humanresources@policeconduct.gov.uk

Working conditions
Making the IOPC a great place to work is one of our key priorities. We are pleased to
offer a unique hybrid working model based on business needs, balanced with the
needs of our colleagues. Our business need framework guides our decisions about
when it is best to work onsite (in our offices or other appropriate locations) to
complete tasks most effectively or when to work remotely, offering colleagues

5
flexibility to work where they feel most productive and supporting work-life balance.
The model also encourages staff to feel welcome at the IOPC by ensuring we have
opportunities to work face-to-face as teams.

Preparation checklist

☐ Review the full job description

☐ Review the behaviours and the descriptors for each behaviour

☐ Review the Strengths dictionary

☐ Review the IOPC values

☐ Consider your Strengths (if applicable)

☐ Consider drafting example answers that cover the specific elements

☐ Prepare some questions to ask the interviewers