Sustainability Strategic Lead

You will be reporting to the Director of Finances & Resources and working with Heads of Departments, as well as representatives at all levels from other police forces and major organisations. Every day is different whatever your role in policing, so here's an overview of your day-to-day responsibilities:

• Develop policies and plans and embed new procedures for a delivery model for sustainability that will become business as usual, measuring progress against key objectives and targets relating to the successful delivery of the strategy.


• Assist the Director of Finances & Resources in the delivery of the Force's strategic direction on sustainability, ensuring it aligns with the force's wider plans and objectives.


• Work with various teams on all matters relating to carbon reduction and sustainability measures including but not limited to CO2 emissions, single use plastics, resource consumption e.g., paper, energy, waste, water, biodiversity, adapting to climate change, travel and reducing environmental impacts and maintaining sustainable environments.


• Provide an integrated support to all services in understanding sustainability obligations, planning and implementing initiatives, monitoring, and reporting results.


• Promote staff awareness on the importance of their contribution to achieving improvements in the sustainability footprint and journey to Net Zero Carbon by 2035.


If you think this could be the role for you, we definitely encourage you to apply today. If you have any queries, you can contact the recruitment team via Karen.strapps@cambs.police.uk

About Cambridgeshire Constabulary

The constabulary employs over 1700 officers and more than 900 staff to cover a resident population of over 700,000. Our vision is to 'Create a Safer Cambridgeshire'. We pride ourselves in delivering a service with integrity, sensitivity and respect.

We are now hiring for a Sustainability Strategic Lead to develop, implement, manage, and monitor the Force's Sustainability Strategy and our drive towards achieving our sustainable goals and environmental aim of causing minimal adverse environmental impact.

It is important to us that we represent our local communities within Cambridgeshire.

Everyone at Cambridgeshire Constabulary takes personal responsibility to help create an inclusive workplace, where police officers and staff respect one another, feel valued for their differences and can be themselves. We are committed to providing workplace adjustments, wherever needed so everyone feels welcome and can flourish.


• Starting pay of £ 57,024 rising with service up to £ 62,670


• 37 hours per week, Monday to Friday. Flexible and/or part time working, compressed hours, flexible shifts, job sharing, term time working, annualised hours, home, or remote working arrangements can be considered


• Annual leave allowance of 28 days


• Local government pension scheme


• Opportunities for development and further study


• A great Employee Assistance Programme providing free and confidential counselling, financial and legal advice


• Blue Light Card


• Cycle 2 Work scheme


• Employee Welfare Fund


• Access to Unison


• And more!, 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.