National Police Chiefs' Council - Personal Assistant - Hydrant Programme Vacancy Reference Number 21567 Number of Vacancies 1 (B) OCU National Police Chief Council HQ Location Remote working nationally within UK. The Hydrant Programme is currently based in Moss Way Police Station, Sheffield S20 7XX and therefore frequent travel will be required to this premise and other Police locations across the UK. Band Band D Part/Full Time Full Time Hours per Week 36 hours per week Type of Contract Fixed Term Contract Duration 8 Month Job Advert Job Title: National Police Chiefs' Council - Personal Assistant - Hydrant Programme Salary: The starting salary is £37,510 The salary is broken down as £37,510 basic salary, which will increase annually until you reach the top of the scale £40,141. Location : Remote working nationally within UK. The Hydrant Programme is currently based in Moss Way Police Station, Sheffield S20 7XX and therefore frequent travel will be required to this premise and other Police locations across the UK. We encourage applications from candidates living across the UK. Further details on flexible arrangements will be discussed at interview stage. Contract - Fixed Term Contract until 31/03/2027 (with the potential for further extension subject to funding and performance). This role is not available as a secondment opportunity. THE NATIONAL POLICE CHIEFS' COUNCIL (NPCC) Policing is operating in a time of global change and uncertainty, the public and our staff need a service which is responsive, able to tackle future challenges and embrace opportunity. The National Police Chiefs' Council (NPCC) brings UK police leaders together to set direction in policing and drive progress for the public. We achieve this through: Coordination - by joining up the operational response to critical national policing issues to deliver policing today and shape the future. Collaboration - by working in partnership as part of the whole policing system and beyond to improve public safety. Communication - by sharing the collective expertise, views and action of UK police chiefs. NPCC HYDRANT PROGRAMME The Hydrant Programme is a national policing programme supporting the work of the National Police Chiefs' Council (NPCC) Child Protection and Abuse Investigation Working Group. Originally established in 2014 to coordinate the response to non-recent child sexual abuse but now supporting forces across all child protection and abuse investigation issues. Hydrant develops policy and strategy on behalf of the NPCC, develops and delivers best practice advice including a learning, review and improvement function, provides a strategic analysis capability and partnership engagement with key stakeholders and partners. THE ROLE The Personal Assistant is responsible for providing high level and confidential secretarial and administrative support to the National Police Chief's Council (NPCC) Director and Deputy Director Hydrant Programme. The post holder will be instrumental in ensuring engagement, collaboration and participation nationally and across governmental bodies. The successful candidate would need to have the following experiences and skills: Excellent strategic planning and organisational skills to provide leadership and standards regarding diary management, agenda planning, minute taking, identification of actions and decisions for all meeting and boards Excellent written and oral communication and interpersonal skills with the confidence and ability to brief senior colleagues and partners High level of attention to detail, with a methodical approach to ensure the notes, papers and decisions from corporate boards are accurate and auditable Prior office manager and/or Personal Assistant experience to senior officers and/or staff Experience in using Microsoft office O365 programs, Outlook, Excel, Word, PowerPoints, and Teams EMPLOYEE BENEFITS - If you join and work for us, you will get access to: A competitive salary with yearly increments. Support networks, free Employees' Assistance Programme, Occupational Health and wellbeing services. Flexitime, with the ability to undertake your hours flexibly and in line with business need. Hybrid working, with the ability to work remotely dependent on role. Competitive pension scheme. Company sick pay. Job related equipment supplied Specialist equipment supplied, under Occupational Health referral Access to the Blue Light Card Scheme for discounts and services (requires a one-off payment of £5). Development, coaching and mentoring opportunities available. Supportive and flexible onboarding plan, including regular check-ins throughout your initial period of joining us to ensure you are up to speed with the role and getting the support you need. VETTING Applicants must hold or be prepared to undergo MV/SC level before taking up the post. APPLICATION REQUIREMENTS Please provide a CV and evidence against the following competencies, ( 350 words maximum per competency) which are based on the knowledge, skills and experience set out in the job description and the competencies in the Competency and Values Framework (CVF). Please note, CV's will not be assessed within the initial application, answers to the CVF questions alone determine next steps. Once candidates identified for interview has been confirmed, CV's will then be shared with the appropriate Hiring Manager. Please note, the job description is used as a framework to review and manage performance when an individual is in post, and therefore not all knowledge, skills and experience are required from the outset. We are looking for someone who can demonstrate some of these and is willing to learn and achieve objectives set. We take ownership, Level 2 - Describe a situation where you were faced with a difficult task or setback. How did you ensure you delivered what was required, and what did you learn? We are innovative and open-minded, Level 2 - Describe a time you introduced a new idea, approach, or improvement to a process. What prompted the idea, and how did you implement it? We analyse critically, Level 2 - Tell me about a situation where you identified a pattern, trend, or root cause that helped resolve a problem. How did your analysis influence the final outcome? Should you want to know more about the role, we would strongly encourage you contact to arrange an informal conversation. Please do not attach 2 copies of your CV. REASONABLE ADJUSTMENTS With all recruitment processes, we support reasonable adjustments. This aligns with the Equality Act 2010 and reflects best practice in inclusive recruitment. Please let us know in advance so we can support you appropriately. See the following examples of adjustments recommended by Optima Medical Team for prior candidates. Assistive technology e.g. transcription software Advance access to interview questions Extra time for assessments and interviews IMPORTANT NOTICE FAIR RECRUITMENT COMMITMENT / INTERVIEW CONDUCT To ensure a fair and authentic recruitment process, the use of Artificial Intelligence (AI) tools during the interview process is strictly prohibited. We ask all candidates to complete interviews and assessments independently, without the use of AI, automated tools, or external assistance. However, we recognise that AI can be a helpful tool in the preparation phase of the application process. Candidates may use AI to help structure their thoughts and refine their CVs providing the content remains truthful and accurately reflects their own experiences and capabilities. Should you require assistive technology as part of a reasonable adjustment (e.g. transcription software), please let us know in advance so we can support you appropriately. Any candidate found to be using unauthorised tools during the interview process will be withdrawn from consideration. We value honesty, integrity, transparency, and personal accountability. Demonstrating these qualities throughout the recruitment process is essential. ADDITIONAL INFORMATION Occasional national travel may be required. Travel expenses will be paid if location allowance is not being received, or when travel falls outside of the home to work journey. NPCC will pay for overnight accommodation if required. The Metropolitan Police manage HR for NPCC recruitment. Completed applications must be submitted by 23:55 on 7th June 2026. Once received, your application will be reviewed against eligibility criteria, following this, your application will be reviewed by the hiring manager. The application review for this vacancy will commence 10th June 2026 Following application review, successful candidates will be invited to interview. Interview dates will commence from 17th June 2026 This role is open to external candidates as a fixed term contract, anyone who is an existing Met employee will be processed as a fixed term contract. If you are external to policing, please ensure you apply through the External Oleeo link available via -. The Met is committed to being an inclusive employer with a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from ethnic minority groups and females. As a Disability Confident employer, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term health conditions have the opportunities to fulfil their potential and realise their aspirations. If you consider yourself to have access, workplace or reasonable adjustment requirements that need to be accommodated, we ask that you include this information within your application form. All matters will be treated in strict confidence and will not affect any recruitment decisions. Required Languages English Reports To Band C Additional Information The following competencies will be tested against during sift: We take ownership at level 2 We are innovative and open-minded at level 2 We analyse critically at level 2 Disability Confident Statement The Met is committed to being an equitable (fair and impartial) and inclusive employer for disabled people, striving to have a diverse and representative workforce at all levels. We encourage applications from people from the widest possible range of backgrounds, cultures and experiences. We particularly welcome applications from people with disabilities and long-term conditions, ethnic minority groups and women. As a Disability Confident Leader, the Met has committed to making disability equality part of our everyday practice. We ensure that people with disabilities and those with long term conditions have the opportunities to fulfil their potential and realise their aspirations. The Met is committed to making reasonable adjustments to the recruitment process to ensure disabled applicants can perform at their best. If you need any reasonable adjustments or changes to the application and recruitment process, we ask that you include this information within your application form. All matters will be treated in strict confidence. Please note, if you are applying for a police officer role or to become a police community support officer (PCSO) or designated detention officer (DDO), there is a minimum requirement that you must pass a job-related fitness test (JRFT) at point of entry. This does not apply to police staff roles. Find out more about .