Reducing crime, particularly violent and serious organised crime Tackling hate crime and sectarianism Supporting victims and witnesses Increasing public confidence and reducing fear of crime For further information about COPFS please visit our website - Click here for information regarding COPFS Recruitment Privacy Notice Vacancy Information Procurator Fiscal Depute Salary Year 1 - £31,624, rising to £35,760 in year 2 while undertaking accreditation. Salaries then move to the standard Procurator Fiscal Depute main scale commencing at £39,780 and rising in annual increments to £49,705. All salaries are pro rata for part-time staff. Job Description As a Procurator Fiscal Depute you will play a key role in the criminal justice system. You will take decisions on criminal proceedings, conduct courts and work closely with the police and other criminal justice partners to improve the efficient delivery of justice for local communities. This is demanding role, acting in the public interest as one of the Lord Advocate’s local representatives, requiring common sense, flexibility, good advocacy skills and a sound knowledge of the criminal law system in Scotland. Whilst there may be an opportunity to undertake a variety of duties within COPFS, the main essence of the role is to prepare and present cases effectively in court and deal sensitively and appropriately with victims and witnesses. You must be passionate about serving the public interest at all times; confident in making complex decisions, based on independent assessment of all the available evidence; and enthusiastic about meeting the needs of victims and
Competencies COPFS Competency Framework The COPFS Competency Framework applies to all staff. The Competency Framework has been developed to recognise the general range of skills and behaviours expected across all job roles within COPFS. It is based on the same competency framework used by nearly all other Civil Service organisations. The COPFS Competency Framework is central in understanding how best to use the considerable resources available in Civil Service Learning. This includes access to National Occupational Standards (NOS), recognised nationally in industry and Government as indicators of how professionals should be performing. COPFS Learning & Development can provide advice about management development in particular to a level 7 of the Chartered Management Institute standard. The Competency Framework enables COPFS to recruit and select staff by considering evidence on how an individual achieved an objective or completed a task. It further allows selection based on specific past occurrences which can be indicators of future behaviours or performance. The Competency Framework should give all candidates an equal opportunity to describe their behaviours when working towards an objective or performing a task. Competency Levels Competency levels determine the level that someone would be expected to demonstrate indicative behaviours in their day to day work and interaction with others, these differ by grade. The levels go from level one up to level six. It would be assumed that someone performing at level six would be aware of and routinely performing at levels one to five. For the purposes of this exercise, you are asked to provide examples and evidence against the following key competencies.