WMP Heritage Museum Marketing Volunteer

Skills and Competencies

Essential:

• Friendly and approachable
• Good communications skills & a good level of written and spoken English
• Reliable with good time-keeping skills
• Happy to work independently or as part of a team
• Attention to detail and good observational skills
• Administration skills (Microsoft Office, Internet)

Essential information:

• Applicants are considered on their merits and regarded equally
• We will induct and train you to carry out the role
• For relevant roles, we will apply for an Enhanced Disclosure Barring Service check – having a criminal record isn’t a barrier to volunteering, this is simply to protect children/vulnerable people we work with
• Where appropriate, volunteers should use public transport. We will cover travel expenses to a maximum daily limit of a 1 day network Zones 1-5 Unlimited regional bus*, tram and train travel within the specified West Midlands rail zones (https://ticketing.networkwestmidlands.com/Home/ShowTicket/38)
• Mileage will be in reimbursed at 45p per mile using the Michelin guide https://www.viamichelin.co.uk/
• Volunteers are eligible to claim £5.00 towards their lunch if they volunteer over 4 hours on given day.
• This role description is intended as an indicator of general areas of activity and will be amended with any changing needs of West Midlands Police It is expected that the volunteer will be flexible, using this document as a framework

Hours:

We are looking for volunteers to commit at least 16 hours per month ideally for a minimum of 3 months. Time and date to be agreed with the department supporting the volunteer.

West Midlands Police is a Disability Confident Leader - the highest level an organisation can achieve under the scheme run by the Department of Work and Pensions. As part of our commitment we operate a ‘Disability Confident Interview Scheme’ - all candidates who declare a disability and meet the essential criteria for the role will be offered an interview.

It is important to note that there may be occasions where it is not practicable or appropriate to interview all disabled people who meet the essential criteria for the job. For example: in certain recruitment situations such as high-volume, seasonal and high-peak times, the employer may wish to limit the overall numbers of interviews offered to both disabled people and non-disabled people. In these circumstances, the employer could select the candidates who best meet the essential criteria for the job, as they would do for non-disabled applicants.

"Diversity and Inclusion Vision: Maximise the potential of people from all backgrounds through a culture of fairness and inclusion to deliver the best service for our communities"