All content is available under the Open Government Licence v3.0, except where otherwise stated, If you use assistive technology (such as a screen reader) and need a 14. Direct Entry Inspector programme opens up the Police Service to people who can bring new perspectives and diverse backgrounds to support the continuous development of policing. In the absence of employers’ references, forces may, where appropriate, (and with the agreement of the applicant) seek references from individuals who would be in a position to provide information which would assist the assessment of an applicant’s suitability for appointment. If you are applying to one of the Direct Entry programmes, we recommend you take a good look through the Police Recruitment The role of a police officer is a calling — a vital task of public safety that affords peace and security to our communities. * Security checks on applicants who have lived abroad Convictions for ABH should be examined to see if they would now be classed as common assault. There is no upper age limit for applying to the police service. List of Police Recruitment and Retention for the New Millennium Wi lson, Dalton, Scheer, and Grammich The supply of and demand for qualified police officers are changing in a time of increasing attrition, expanding law-enforcement responsibilities, and decreasing resources. refuse or neglect to discharge any lawful debt. This circular encloses amended guidance on eligibility criteria for the police service and updates HOC 48/2001. must be considered on its merits. Queries Any queries relating to this policy should be addressed to the Head of Resourcing and Recruitment. It should present call to actions that are needed to be done by the people who are tasked to approve the decision on whether an applicant will be hired or not. If so, they should be considered under the common assault criteria. Police recruitment is handled by each individual police force, although there are national standards of entrance tests. These skills should not form part of the selection criteria. Applicants who cannot be vetted cannot be appointed. In England & Wales this is the 'Police Initial Recruitment Test' or 'PIRT', and in Scotland it is the 'Standard Entrance Test. Checkout the NSW Police Force policy. This policy explains how Monitor makes sure it recruits the best candidates that meet … All content (excluding logos and photographs) is available under the, Recruit Assessment Centre for police constables, Fast Track Programme for Serving Constables, College of Policing Online Assessment Process Overview, If you have any questions around these entry routes into policing, be sure to refer to the, Search and apply for vacancies and opportunities, Police Education Qualifications Framework learning to date report. Introduction This policy applies to the recruitment and selection of all police staff posts and police officer specialist posts. In order for the policy and procedure to be effective it is essential that any employee who is involved in any aspect of the recruitment and/or selection of staff is aware of this document and follows it. the duties of a police constable. Applicants who have been registered bankrupt and their bankruptcy debts have not been There is no upper age limit for appointment but it should be borne in mind that the normal retirement age is 55 years and that new recruits are required to undertake a two year probationary period. Police Staff Recruitment & Selection Policy & Procedure P14:2002 v1.14 4 1 Policy Section 1.1 Statement of Intent – Aim and Rationale The purpose of this policy is to provide guidance to managers in relation to a successful recruitment and selection process. If, however, you would like to understand the different routes into the service before you apply, we have included an overview below. To manage potential conflicts of interest, we will disclose such connections with potential applicants or candidates of whom we are aware. Withdrawn applications may be resurrected if withdrawal was within the last six months. 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