GREATER MANCHESTER POLICE
JOB DESCRIPTION
POST TITLE:
Office Manager
DIVISION/DEPARTMENT:
Serious Crime Division
SECTION/UNIT:
Resource Management Unit
GRADE:
E
RESPONSIBLE TO:
Detective Chief Inspector
RESPONSIBLE FOR:
Resource Management Assistant (IT
Support)
Administrative Assistants within the Unit
AIM OF JOB:
Deliver an efficient and effective Resource
Management Unit for the Serious Crime
Division
Coordinate management of Serious Crime
Division resources and operational support
systems within the RMU to provide an
effective and efficient Resource
Management capability.
MAIN DUTIES AND RESPONSIBILITIES

Deliver an efficient and effective Resource Management Unit for the Serious Crime
Division, which provides a central function for the collation & management of SCD
resources, providing an immediate and effective capability to identify current
establishment, duty planning, abstractions and skills database to support effective
deployment of resources in order to meet demands

Manage the administration support staff within the unit who have responsibility to
maintain the operational support systems employed by the Resource Management Unit,
to include Duty Management Systems, Schedule 24, SCD Annual Leave system, SCD
Specialist skills database, NSPIS and ITA systems etc.

Responsibility for ensuring sufficient staff are on duty at all times to effectively and safely
cover policing requirements for the Serious Crime Division.

Maintain the SIO Cover Rota for Divisional Detective Superintendents.

Maintain the Rota for Detective Inspector and Detective Sergeant Force Cover night
duties.

Check and update future duties, taking into account training, court, leave and operational
commitments.
Office Manager, Resource Management Unit
August 2008

To be responsible for the design and implementation, documentation and maintenance of
quality systems, both manual and automated ensuring that they comply with force policy
and procedures and good practice guidelines in order to optimize the efficient working of
the Division.

Provide management reports and deployment data and identify performance issues for
action by the Senior Leadership Team.

Liaise with police officers of all ranks and police staff to maintain minimum resourcing
levels within SCD and to ensure sufficient duty cover and call out in relevant areas.

Provide a SPOC for deployment of SCD resources in response to critical or major
incidents.

Support Force operations e.g Operation Protector.

Provide an SCD Logistics cell in response to Operation Charger, Operation Response
and the Police National Mobilisation Plan.

Act as liaison point for force resources

Manage the production and distribution of the SCD Daily Summary.

Provide specialist advice in all matters relating to the administration and management of
resource management and allocation.

To co-ordinate and administrate the Investigative Assessment and Organisational Review
process in relation to all the Serious Crime Division investigative units.

Liaise with Narrowing the Justice Gap Units and Crown Prosecution Service in relation to
availability of officers for court.

To co-ordinate, manage the process and act as liaision in relation to Drug and Alcohol
testing for SCD staff.

To comply with the requirements of GMP's policies on Drug and Alcohol testing –
requirements in respect of specific posts/ roles are described in the policies which are
available on the Force Intranet.

Provide the SCD Senior Leadership Team with accurate information to assist in the
Tasking and Co-ordinating process to provide an efficient and effective response to
manage investigations and operations within the SCD.

Review Operational Support systems and make recommendations for improvements.

Represent the RMU at the SCD Diversity Action Group.

To represent GMP and/or the Division at meetings, seminars, conferences and other
Resource Management related forums.

Maintain links with the SCD Human Resources Unit and the Performance and
Communication Team, providing relevant and timely information regarding resources and
abstractions.

Maintain liaison with Operational Units to ensure adequate resourcing of divisional
operations.

To ensure that any faults/problems with any Resource Management Unit equipment are
actioned by the appropriate person or department.
Office Manager, Resource Management Unit
August 2008

To manage staff performance using the Performance Appraisal system, ensuring that
annual and interim meetings take place and objectives are agreed and actioned.

Maintain an awareness of welfare needs and proactively manage staff attendance.
recruitment, misconduct, discipline, grievance and health & safety issues in accordance
with Force Policy.

To participate in the recruitment and selection of staff as required ensuring that the
process runs efficiently and that the most suitable candidates are selected to fill
vacancies.

Motivate and develop staff, identifying and addressing their training needs.

To be responsible for facilitating the integration of new staff into the Division.

Coordinate staff to ensure duties are allocated fairly and consistently.

To facilitate the identification and resolution of matters which adversely affect the
efficiency and effectiveness of the Division in order to generate solutions for consideration
by unit managers and the relevant staff.

To be responsible for improving your performance by participating in the Performance
Appraisal process with your manager.

To promote and comply with GMP's policies on equal opportunities and health and safety
both in the delivery of services and the treatment of others.

To ensure staff adhere to relevant Force procedures in relation to Information
management by ensuring appropriate processes are in place to monitor compliance in
relating to the collection, recording, evaluation and sharing of information and providing
the appropriate feedback to maintain and improve information quality in compliance with
the Code of Practice on Management of Police Information 2005, Data Protection Act
1998, and the Freedom of Information Act 2005 as appropriate.

To carry out such other duties which are consistent with the nature, responsibilities and
grading of the post.
NOTES
This job description records the principal responsibilities of the job at the date shown. The job
description will be updated from time to time in conjunction with the post holder to reflect
changes.
However, there will be a requirement of flexibility and movement to other areas within the
Division, as may be required.
Office Manager, Resource Management Unit
August 2008
POST TITLE:
Office Manager
LOCATION:
Serious Crime Division, Resource
Management Unit, Bradford Park
BEHAVIOURAL COMPETENCIES TO UNDERTAKE THE ROLE
Strategic Perspective (C)
Takes an interest in the organisation beyond own role. Acts in the best interests of the
organisation as a whole, rather than just own area or department. Understands policies
and procedures and prepares for the consequences of own actions.
Maximising potential (B)
Encourages others to learn and develop, giving them clear and direct guidance and
feedback on their performance. Encourages and supports staff, making sure they are
motivated to achieve results.
Respect for race and diversity (A)
Understands other people’s views and takes them into account. Is tactful and diplomatic
when dealing with people, treating them with dignity and respect at all times. Understands
and is sensitive to social, cultural and racial differences
Resilience (B)
Shows confidence to perform own role without unnecessary support in normal
circumstances. Acts in an appropriate way and controls emotions.
Effective communication (B)
Communicates all needs, instructions and decisions clearly. Adapts the style of
communication to meet the needs of the audience. Asks probing questions to check
understanding.
Problem solving (B)
Gathers information from a range of sources to understand situations, making sure it is
reliable and accurate. Analyses information to identify important issues and problems.
Identifies risks and considers alternative courses of action to make good decisions.
Planning and organising (B)
Plans activities thoroughly for self and others. Builds milestones into plans, monitors
progress and adjusts them as necessary in response to any changes. Provides clear
direction and makes sure that staff know what is expected of them.
Personal responsibility (A)
Readily accepts responsibility for self and others. Takes responsibility for managing
situations and problems. Leads by example, showing a commitment and a determination
to succeed. Continues to learn and develop.
Explanation of competency levels:
(A), (B), (C) Indicates the level of taken from the National Competency Framework.
All behavioural competencies will be discussed in the Performance Appraisal.
Office Manager, Resource Management Unit
August 2008
SPECIALIST KNOWLEDGE / SKILLS AND ABILITIES
ESSENTIAL
DESIRABLE
Uses legal knowledge to good operational effect,
interpreting Police Regulations on a regular basis in
connection with shift and duty changes.
Effectively applies a wide range of Force operational
procedures.
Understands policing within the wider context of
social issues.
Practical experience of working with and providing
advice to colleagues/managers and building strong
working relationships with other service providers.
Demonstrates the ability to keep up to date with
changes in legislation, policies, procedures etc.
Knowledge of Force policy/procedure relating to HR
matters.
Knowledge of Divisional procedures.
Direct supervision of staff.
Experience of administration and IT systems.
TRAINING /EXPERIENCE REQUIRED
ESSENTIAL
DESIRABLE
Carried out duties that involve dealing with various
levels of management for collation, recording
analysis and disseminating of information.
Introduction to computers.*
General practical personnel experience including the
administration of recruitment and selection
procedures.
Microsoft Office system.*
Lotus Notes.*
HR computer systems*
OTHER REQUIREMENTS
ESSENTIAL
DESIRABLE
Has achieved a good attendance record.
Full UK driving licence and access to a vehicle for
business purposes.
All the essential criteria above will be discussed in the Performance Appraisal. The desirable
criteria marked with an asterisk will be desirable at the selection stage but will become
essential once in post and will be discussed in the Performance Appraisal.
Please note that we will consider making reasonable adjustments to the above, in line with
the Disability Discrimination Act.
Office Manager, Resource Management Unit
August 2008