Police staff

As well as a good starting salary, there’s also:

• 22 days per year annual leave, rising to 30 days (based on a working 40 hours a week) a year depending on your length of service.
• Opportunities to progress through the ranks and/or specialise in an area of policing that interests you most.
• A progressive approach to flexible working.
• A competitive package that includes highly competitive pension scheme, flexible benefits, an Employee Assistance Programme for advice and counselling, Chaplaincy support, Mental Health First Aiders, Diffusers for post-incident trauma support.
• Access to discounts, savings and cash back rewards.
• Enhanced maternity and paternity leave and potential for a career break (after two years’ service).
• Support networks and advice for members from Sussex Police Charitable Trust, staff associations.
• Sports clubs, on-site gyms and activities.

Our dynamic force embraces tolerance, trust, empathy, openness, patience and teamwork. The force’s many staff networking groups promote belonging, safety, inclusivity and make sure our people’s voices are heard. To reflect and protect the communities we serve, we employ individuals from all backgrounds and experiences, and actively promote equality, diversity and inclusivity.

We have worked hard to create a safe, open and inclusive culture. To find out more visit our culture visit our Inclusion page.

If you’re determined, compassionate, empathetic, resilient, you’re who we’re looking for to help keep Sussex safe. Not only is this a diverse and challenging career, but it’s also incredibly rewarding because we’re the change we want to see in our community. Our staff members are often the people behind the scenes, the faces you don’t see but who work tirelessly to support the the front line, to protect the vulnerable, catch criminals and deliver outstanding service.

When you first start with Sussex Police you’ll have a lot of new things to learn. A significant amount of this will be ‘on the job’ training as you learn about your role and what you need to do to work effectively, but at other times you’ll need a formal course or be required to undertake some form of training. Learning & Development are here to help you throughout your career.

Unless you’ve started on a formal initial course, such as those provided for new officers, PCSOs and Contact Centre staff, your line manager will arrange to book you on a one day Induction Course. The aim of the Sussex Police Induction Course is to explore with new members of police staff the knowledge, understanding and attitudes required to deliver the highest professional standards in service to the public.

Our Learning & Professional Development team are here to support, develop and guide our staff and help them to be the best they can be in their role and to encourage a capable and confident workforce.

You may also be supported for partial payment of professional qualifications as well as study leave to undertake a course that will enhance the skills, knowledge or ability of the individual either in their current or future role.

The application process for each role varies. As a minimum you can expect the following stages:

Stage One: Application form

Your personal details will be checked and that all eligibility criteria has been met.

Stage Two: Force interview

Interview conducted by a panel of Sussex Police representatives. This interview will be based upon the competency and values framework.

Stage Three: Pre-employment checks

This is when we begin our pre-employment checks which consist of a medical questionnaire, references and vetting. Other pre-employment checks may apply depending on each role.

• Medical: you will be required to complete a questionnaire with your medical history.
• References: We'll ask for references from each of your previous employers and/or educational establishments for the last five years. Any gaps in employment will need to be explained and verified. If you haven't been in employment for five years, we'll ask for a character or educational reference.
• Vetting: this will assess you and your families’ criminal record, financial status and business interests.
• References: we'll ask for references from each of your previous employers and/or educational establishments for the last five years. Any gaps in employment will need to be explained and verified. If you haven't been in employment for five years, we'll ask for a character or educational reference.

If you have any questions about any roles or the recruitment process, please contact [email protected]. 

If you have questions about the recruitment process, entry requirements, training, or progression get in touch. You can meet us at one of our recruitment events or email [email protected]

To join Sussex Police in any role you will need to prove your right to work in the UK.

Do I have right to work in the UK?

Your right to work in the UK depends on your immigration status - this is also called your ‘leave’. If you don’t have the right to work, you might be able to apply for it.

You automatically have the right to work in the UK if:

• you’re a British or Irish citizen.
• you have pre-settled or settled status from the EU Settlement Scheme - or you’ve applied and you’re waiting for a decision.
• you have a family permit from the EU Settlement Scheme.
• you have indefinite leave to enter or remain in the UK.
• you have right of abode in the UK.

You might have a right to work in the UK if you have a visa with a time limit. This is called having 'limited leave to enter or remain’. 

If you entered the UK illegally or your leave has ended, you don’t have the right to work in the UK.

Proving your right to work in the UK

You might be able to prove your right to work online or by showing your employer certain documents. Any document you show your employer must be:

• valid - you can’t use a document that’s expired unless it’s a British or Irish passport.
• the original document - you can’t use a copy, however you can use a replacement birth certificate if you have lost the original.
• If your document is expiring soon and you’ve applied to extend your leave, you can still prove your right to work. You might need to use a different document or ask your employer to contact the Home Office Employer Checking Service (ECS) - it depends what kind of leave you have.

For further information about Right to work in the UK, please refer to the gov.uk website.

There really is a role for everyone. Whether you’re interested in a public-facing role or playing your part within a support function, there are a number of potential career options. Responsibilities vary from entry-level to directors. You could be working shifts, office hours or flexi-time. Based at Headquarters or any of our stations throughout Sussex.

Here are some examples of roles that support us in our policing duties:

Force Duty Planner

Our Planners are responsible for the resourcing and duties management of all police staff and officers. Managing abstractions, attendance and resourcing for normal policing activity together with pre-planned and spontaneous operations, both at Divisional and Force Level.

Camera Technician/Enforcement Officer

Service and maintain fixed speed camera and red light enforcement technology sites and provide mobile speed enforcement across Sussex. Other duties include completion of disclosure files, representing Sussex Police at Magistrates and Crown Court as well as giving presentations and attending public events. Although based at Shoreham, you will be required to travel around both East and West Sussex on a daily basis.

Corporate Communications Officer

Communications Officers are multi-skilled and able to operate across a variety of communication channels and disciplines both internally and externally. You will be part of a team that manages everything from social media content and news desk queries to internal communications and direct community messaging. 

Service Desk Operator

A business critical team within the IT department, acting as the entry point for ICT support work. Providing customer-focused first line support, you will also be responsible for the allocation and escalation of any unresolved calls to the wider ICT Department as appropriate, working closely with second line support teams.

People Resolution Centre Assistant

Providing advice and guidance on policy, procedure and legislation, updating records, and administrative support for general Human Resources.