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I worked on a team of five people that was tasked with changing the software of all 150+ computers in our company. Each member of the team was from a different department and a specialist in different aspects of the changeover, so we needed to work together to ensure that the changeover occurred during the specified three-week period with as little disruption as possible.
The task was very challenging, so it was important to involve people with expertise in different areas to make up the team. I considered my own abilities and skills and how they would fit in with the various tasks we had to complete. I also looked at the skills of the team and which people would be best suited to specific jobs. I made sure everyone knew what they were doing and helped when people were unsure. I also checked on the progress of the team so that we would meet our deadline.
I concentrated on making sure the team worked together on the job, and tried to provide help if any problems occurred. I did this by organising regular weekly meetings to discuss any problems and monitor our progress against our plans to ensure we were working to the timescales we set. The meetings were also a good opportunity for us to get to know each other better. We also developed a website where team members could raise questions or ask for help.
The changeover was very successful, with the team completing its task two days ahead of schedule, which is something I was very proud of. The website that was developed for the changeover was kept to help deal with other IT related problems.
Unfortunately, officers wishing to apply must have successfully completed their probationary period at the rank they are transferring. (This includes Step 4 of the NPPF process).
We are looking for officers with various skills including detectives from constable to inspector rank so that we can fill a variety of future vacancies as they arise. We do not have a timescale for appointments at the moment. Appointments will depend on applicants’ skills and vacancies across the force area and cannot be guaranteed.
Please note that existing vacancies are across Gwent.
If successful we will ask you to attend a medical appointment, which includes an eyesight test. Minimum standard is currently 6/36 unaided vision (without glasses/contact lenses).
We will contact your HR department to verify sickness, PDR, training, salary and pension. Please provide a direct email.
Provided training courses are nationally accredited, they follow national guidelines and there is evidence of competence (i.e. certificate of completion of courses and refreshers) they would be transferrable.
Officers who have OSPRE qualification would need to apply for promotion after appointment - when we have a promotion recruitment process open at Gwent Police. You will transfer on your current grade.
We are not currently accepting applications from officers serving with:
A competency is a quality used to measure how well you can do something. An example is 'taking ownership' or ‘innovative and open minded'.
We use competency based interviews as they’re a good way to make sure you can show you have the skills needed to perform the job well.
Every job we advertise comes with a list of competencies, and those that are really important for the role are highlighted on the job description.
Each competency is described in detail so you understand exactly what it means.
You should think of examples from your own background – whether from a previous job, a voluntary role or school – that show you can demonstrate each competency.
Yes, there are no restrictions on how many vacancies you are able to apply for.
Feedback is available for candidates from interview stage. We are not able to provide shortlisting feedback due to the number of vacancies and applicants. Please e-mail to request a copy of your interview notes.
References will be requested after interview, while we also process vetting. Please ensure you have provided valid e-mail addresses for your referees. Employment references are preferred. Any delays in receiving satisfactory references will delay your start date.
We will require personal details and that of those you live with, along with immediate family. As a police service we need to ensure we understand what risks there may be. Each role will have a different vetting clearance level you will be required to meet. Cautions, convictions and charges will be looked at on a case-by-case basis.
Level 1
Can say place names, personal names, can use greetings appropriately in person or on the telephone, can open and close meetings bilingually.
Level 2
Can understand a basic conversation and can convey simple information, can respond to simple requests, can understand requests for assistance, can use Welsh to transfer telephone calls, can introduce oneself and others.
Level 3
Can take and pass on messages likely to require attention during a working day, can converse partly in Welsh but turns to English in discussion and to give detailed information, can describe people and locations, can respond to general enquiries over the telephone and face to face, can take details or make a note from a Welsh conversation.
Level 4
Can contribute effectively in meetings within own area of work, can argue a case for or against an idea, can converse in Welsh in most situations but turns to English when using policing or technical terminology, can deal with enquiries effectively, can understand dialect differences, can chair a meeting and respond to questions in Welsh, can describe a situation or event in Welsh.
Level 5
Can interview applicants for Welsh speaking posts and assess their suitability, can deal effectively with complex enquiries or confrontations in Welsh, can interview and question in Welsh in the course of an investigation, can deal with complex or sensitive enquiries, complaints and hostile questions to the extent of their specialist knowledge, can deliver presentations in Welsh.