Information about the role of a regional cybercrime coordinator, including the role purpose, key responsibilities and the skills required.
About the role
A regional cybercrime coordinator is a digital and cybercrime position within the investigation sector of policing. It's a manager role in the policing professional profiles.
Role purpose
The regional cybercrime coordinator is key to the delivery of an effective cyber network at the local, regional, and national levels. Serving as the linchpin for communication, collaboration, deconfliction and connectivity, they are the cornerstone bringing together local, regional, and national capabilities.
They enable the management and oversight of operational activity within force cybercrime units (FCCU) by the regional cybercrime unit (RCCU). They enhance the victim response by ensuring FCCU accountability against performance objectives, such as the National Police Chiefs' Council (NPCC) cybercrime performance framework.
The regional cybercrime coordinator works with FCCUs to increase capability in tackling Computer Misuse Act 1990 (CMA) offending, through:
- regional 4P (prepare, prevent, pursue and protect) meetings
- budget management
- facilitating training
- promoting good practice
They provide the NPCC cybercrime team with timely performance, budget, resource and asset data, enabling central governance and oversight of the national cybercrime network (NCCN).
Key responsibilities
Key responsibility statements show the accountabilities for someone in this role. They focus on what is done, not how it is done.
- Developing and maintaining relationships with national, regional and force colleagues, and other partners within the cyber ecosystem to drive collaboration across the NCCN.
- Providing oversight on the FCCU response to all CMA offenses across the 4Ps to ensure adherence to the target operating model.
- Ensuring force and regional performance responsibilities are adhered to and agency and partner management information system (APMIS) and national fraud intelligence bureau (NFIB) returns are quality assured and submitted in a timely manner to understand performance and manage risk to the network.
- Analysing and evaluating regional FCCU performance across the 4Ps, highlighting good or unsatisfactory performance and suggesting ways of improving to understand performance and manage and mitigate risk to the network.
- Providing specialist advice and support to staff engaged across the 4Ps when required and escalating to regional teams when necessary to protect the public, mitigate the risk of offenders’ ability to commit crime and bring offenders to justice.
- Ensuring intelligence is gathered, developed, deconflicted and disseminated appropriately to protect the public, mitigate the risk of offenders’ ability to commit crime and bring offenders to justice.
- Providing quality assurance on force-led investigations to ensure a high quality of service to the public and that appropriate learning is disseminated.
- Capturing lessons learned, identifying and promoting best practice within FCCUs and to the wider network to ensure a high quality of service to the public and appropriate learning is disseminated.
- Reviewing and reporting on force expenditure within the region, to ensure the efficient use of available budgets and maximise value for money
- Coordinating and administering regional training requirements and providing oversight on attendance to ensure staff have the skillsets to deliver required outcomes.
- Providing the NPCC cybercrime team with timely performance, budget, resource and asset data when required to provide assurance at the national level.
- Acting as the regional conduit for all requests for support from other law enforcement agencies, including the National Cyber Security Centre (NCSC) and National Cyber Crime Unit (NCCU), to protect the public, mitigate the risk of offending and bring offenders to justice.
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 2: supervisor or middle manager
- We support and inspire – Level 2: supervisor or middle manager
- 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 skills are split into levels that represent the different levels of policing.
This role should be operating at, or working towards, the following levels:
- Communicating and influencing – Level 3
- Problem solving – Level 3
- Performance management – Level 3
- Relationship management – Level 3
- Change management – Level 3
- Managing people – Level 3
- Managing resources – Level 3
- Planning – Level 3
- Use of IT – Level 2
Education, qualifications and experience
To achieve effective performance in the role, the following standards, training, learning and qualifications should be met.
Previous education, qualifications and experience
- Operational knowledge and application of the Computer Misuse Act 1990.
- Experience in offender management.
- Understanding of multi-agency public protection arrangements (MAPPA) or youth offending diversion processes and youth safeguarding.
In-role education, qualifications and experience
- Successfully complete the NPCC cyber foundation course or equivalent.
- Successfully complete the NPCC cyber incident management course or equivalent.
- Successfully complete training in neurodiversity for managers provided through the NPCC cybercrime pathway.
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.
Learning and accreditation
- Complete all core training and learning required by the force.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- engaging in regular reflection on personal performance and associated impacts with particular reference to the competency and values framework
- maintaining knowledge and understanding of the threats of cybercrime
- maintaining knowledge on local safeguarding processes and ensuring own practice adheres to national good practice
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