Detective Constable – Transferee/ Re-joiner - Cambridgeshire

Cambridgeshire Constabulary
Full Time
Local Policing Command

Please note, if this is a paid role and the role is part time then the salary quoted will be pro rata based on the hours worked per annum.


30/06/2024, 23:55

This is a very exciting time for policing. Cambridgeshire Constabulary is facing unprecedented levels of demand for our services and new and emerging crimes such as human trafficking, child sexual exploitation and cyber-enabled fraud bring new policing challenges. Investigations are becoming more complex and requiring different investigative approaches, we are working hard to ensure we have the right officers with the right skills to bring about a swift resolution for victims of crime.

Cambridgeshire has a very engaged, caring and outward facing approach to policing. We value local partnership working to effectively tackle crime and the fear of crime. We are very proud of the mature and active partnership problem solving work which takes place right across the county. Ensuring a quality service to the victims of crime is important to Cambridgeshire Constabulary and we are looking for committed and confident investigators and officers who can engage positively with victims and effectively manage crime related risks.

Cambridgeshire Constabulary has a North/South operating model for policing. This provides the Force with a Northern policing hub based around Peterborough and a Southern policing hub based around Cambridge. In the Northern hub officers deploy from reactive bases at Thorpe Wood in Peterborough, and also from Wisbech and from March, In the Southern hub reactive officers deploy from Parkside in Cambridge and also from Ely and Huntingdon. This new model will help ensure that policing activity is focused on reducing threat, risk and harm and that the Force allocates policing resources based of the demand profile.

The Protecting Vulnerable People Command includes Child Abuse Investigations (CAISU) and Rape Investigations (RIT). The CAISU teams have hub’s based in Cambridge and Peterborough, whilst the RIT is centrally located in Huntingdon alongside the Cambridgeshire Sexual Assault Referral Centre (SARC). The Child Abuse and Rape Investigation teams manage serious and complex investigations, working closely with multi agency partners to safeguard the most vulnerable.

As part of this new model we will be encouraging officers and support staff to work closely with partner agencies to identify and resolve local problems and to design community engagement plans that take into account the increasing diversity of local communities and the needs of vulnerable people and hard to reach groups. An ethos of protecting the vulnerable underpins all our policing activity. Neighbourhood officers and investigators can build trust and confidence with young people and improve community relations by handling encounters sensitively, using interpersonal skills to resolve conflict and to develop improved engagement via social media. Research shows that the quality of routine police encounters with the public are more important to improving public confidence than formal mechanisms of engagement such as public meetings. This is particularly evident with street-based encounters with young people, black and minority ethnic groups and other marginalised groups. The experience of individuals stopped and/or searched can profoundly influence attitudes towards the police and can seriously undermine trust and legitimacy. We would like you to champion our positive engagement with young people and vulnerable people.

At Cambridgeshire Constabulary we recruit, retain and develop talented people. We are actively building a diverse workforce representative of the community that we serve. If you can help us to create a safer Cambridgeshire and are a female officer, from a BME background or can speak another language aside from English, then we are particularly interested in hearing from you.

Cambridgeshire Constabulary is looking to recruit re-joiners and transferees who are existing Detective Constable, trainee Detective Constable or Police Constables looking to join the T/DC pathway and train as a Detective from Home Office police forces only to join our Force.

We will not be considering applications from officers at Sergeant or higher ranks.

We currently hold multiple transferee intakes a year, the upcoming dates are – 22nd April, 30th September and 24th March 2025..

For an informal conversation about transferring to Cambridgeshire, Please register your interest

In order for your application to be considered you will need to complete both the online application and also the attached skills audit form and submit this to and if you have any other question, please email to where you are also able to submit any questions about the process. Please quote the vacancy title in your email title.

To enable us to deliver outstanding policing for everyone, we need people from all backgrounds with a range of professional and life experiences so that we are truly representative of our communities.

Why work for Cambridgeshire Constabulary?

We have gained a reputation as a pioneering and innovative force, responsible for policing a large diverse, multi-cultural population.

If you are looking for a fresh challenge which offers a genuine opportunity to make a real difference to people’s lives, variety and the chance to broaden your experience, then we are the force for you.

Benefits include:
•    Access to the local government pension scheme (police staff) or Police pension scheme (Police officers) including career average, employer contributions and death in service. 
•    Paid leave days depending on force and length of service (police staff - 24 to 33 days, police officers 22 to 30 days).
•    Paid sick leave of six months full pay and six months half pay (depending on service).
•    Occupational maternity, adoption, and paternity pay (dependent on service).
•    Carers and discretionary leave.
•    Flexible working arrangements including compressed hours, flexible shifts, job share, annualised hours and agile working (depending on role requirements).
•    Gym facilities, weekly yoga classes, exercise classes, squash facilities, exercise space etc. are available (depending on location).
•    Each force has its own sports or sports and social club, offering discounts, trips, and events.
•    Cycle to Work scheme.
•    Access to Blue Light Card providing discounts to Emergency Services on the high street and online.
•    Access to Police Mutual providing financial support including savings plans, insurance, breakdown cover, loans and independent financial advice.
•    Employee Assistance Programme.
•    Various support groups including Black and Minority Ethnic (BME) Support Group, Christian Police Association (CPA), Disability Awareness Network (DAWN), Lesbian, gay, bi-sexual & transgender (LGBT), Menopause Action Group, Police Chaplains.
•    Access to a Trade Union (UNISON)/Staff Association (Federation).
•    The Backup Buddy Police Support app is designed to help with mental health issues and gives practical advice and support as well as a range of podcasts.
•    Opportunities for development and further study including Further You Talent Management, Be You BCH Senior Leadership Programme, and supervisory leadership workshops.

Equality, Diversity and Inclusion

We are working hard to increase diversity and inclusion within the Constabulary, where communities are under-represented, including those from Black, Asian and Minority Ethnic communities, people of all ages, abilities, faiths, religions and gender, LGBT communities and those from other disadvantaged or marginalised backgrounds, who share our values and wish to make a difference to the communities we serve.

All applications will be treated on merit, based on the evidence provided in your application and suitability for the role you have applied for.

Flexible Working

All requests for flexible working patterns will be considered and will be dependent on the role.

Recruitment and Selection Policy

Internal applicants who are at risk of redundancy or in need of redeployment and pass the selection process, will be offered the role over the remaining internal and external applicants.

Police Barred and Advisory Lists

Individuals placed on the Police Barred and Advisory lists will not be considered for employment by the police for a minimum of 5 years from the date of listing in the case of gross misconduct, or 3 years from the date of listing in the case of poor performance.

Vetting and Safeguarding

We are committed to safeguarding and operate safer recruitment processes, to ensure a police service that employees are proud to work for because they feel safe, valued and part of a happy and supportive work environment. All employees and volunteers therefore will be subject to background checks including vetting and references.

Useful information before you commence an application

You will require the following detail to complete this application form:

  • National Insurance Number
  • Identification Detail e.g. passport
  • Address information including proof 
  • Referee information
  • Full employment history including dates and any qualifications you may have attained. 

You will also be requested to provide photos of any visible tattoos you have.

If the role requires you to drive you will also be required to upload details from your full driving license including photos.