Current vacancies

If you would like to know more about volunteering for the Office of the Police and Crime Commissioner, for example as an independent custody visitor you can find out more on our website under 'join us'. 

Alternatively, you may be interested in opportunities to work for Devon and Cornwall Police. To see their vacancies please visit their website:  www.devon-cornwall.police.uk  

We are committed to the development of our staff and we have an infrastructure in place to support learning, training and development activities. This includes funding for approved training courses and recognised qualification appropriate to the role as well as short courses and online learning.

Additionally, we believe in a continuous learning approach and through our Workforce Development Strategy, look to build in learning and development into our everyday work. This includes providing work experience and personal growth opportunities for our staff and angagement with community work supporting operational policing. 

You will usually commence employment at the first point on the salary scale advertised and be rewarded by annual increments until reaching the top of the scale. Annual increments are awareded in April of each year.

An annual pay review takes place in September each year and is nationally negotiated with the Trade Union (UNISON).

At the start of your employment, you will automatically become a member of the Local Government Pension Scheme (LGPS) administered by Peninsular Pensions. For more information about the scheme, go to LGPS Home Site 

We pay subscriptions to professional bodies where membership of that body is an essential requirement for the role.

Our normal hours of work are 37 per week, Monday to Friday. Some roles are able to operate on a '3 together, 2 wherever' hybrid working basis, which means that part of the working week can be spent working from a different location e.g., home or alternative D&C Police premises. 

Many of our roles can be considered on a part time or job share basis. The vacancy advert will specify where this is offered. 

We also operate flexible working, which means you can vary your start and finish times to support a good work/life balance, in line with business need. 

Annual leave entitlement for a full-time employee is 23 days (pro rata if you leave during the leave year and if you work reduced hours). This rises to 30 days after five years of employment. Bank holidays are in addition to annual leave and are pro rata for staff who work reduced hours.

Sick pay entitlement varies in accordance with length of service - from one month's full pay and two months' half pay after four months' service, to six months' full pay and six months' half pay after five years' service.

There are a range of facilities at our headquarters in Exeter which are available to all staff.  These include a café, gym, changing and showering facilities, lunchtime and out of hours sport clubs and activities.  There is also free onsite parking. 

All staff and their families have access to the Employee Assistance Programme (EAP). It is a confidential counselling and information service which advises on personal or work-related issues and is available 24/7 and 365 days a year. 

The EAP service is free to employees and their immediate family. Contact is by way of a confidential telephone service. Short term, face-to-face counselling with a professional psychologist or counsellor close to where you live or work can also be arranged at no cost to the individual. 

Blue Light Card provides those working in the emergency services with discounts online and in-store. 

They offer a range of official discounts from large national retailers to local businesses in a wide range of categories including holidays, cars, days out, fashion, gifts, insurance, phones and much more! 

Access to the Blue Light Card Scheme for discounts and services requires a payment of £4.99 for a two year subscription. 

We are committed to assisting staff achieve a healthy work-life balance by considering flexible working arrangements, offering career breaks and special paid and unpaid leave. 

We are happy to consider applications for flexible working patterns unless the role has been objectively justified as being unsuitable for flexible working arrangements. 

We are dedicated to providing a working environment which values the skills of all our staff irrespective of gender, ethnicity, disability, sexual orientation, age or religious belief. Our focus is on the abilities of the individual.

OPCC staff have access to a number of support groups and networks. These groups offer mutual support and enable us and the Police Force to get feedback on issues affecting staff in minority groups.