• Evaluating the Recruitment Process

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The Policy and Procedure outlined above will be subject to regular review by the Police Force. At the end of the recruitment process, the efficiency and effectiveness of the recruitment process should be.
1) Quality of process (evaluation questionnaire to be completed by candidates is attached in Appendix 10).

2) Validity of recruitment process (comparison of ‘scores’ from selection centre with ‘score’ from Training Academy)

3) Targets for new female recruits achieved.

4) Positive coverage by media.

  • Equal Opportunities

It is the policy of the RSLPF to provide employment opportunities for employees and applicants.
All recruitment announcements shall indicate that the force is an equal opportunity employer and encourages females to apply.
All female members of the force are given equal opportunities as their male counterparts and enjoy similar employment benefits structured for each rank.

  • Appendix 1 – Selection Criteria

It takes a special blend of skills and qualities to become an effective police officer because it is a career unlike any other. It is one that combines variety and physical exertion with extensive public contact and a high level of personal responsibility and accountability. While some skills can be taught at the Training Academy, we can only build on the existing strengths and aptitudes of the individual.

1. Age
Between the ages of 18 – 35 years old.

2. Attainment (verbal, numerical & reasoning)
From application form: - Five C.X.Cs (General level) Grades 1 - 3, (Basic) Grade 1 or five GCE O' levels - English Compulsory Achieve pass mark in the aptitude test.

3. Character
Individuals are expected to be law abiding and have a high standard of personal behavior and social conduct. Generally, a history that indicates a disregard or disrespect towards law or society will cause the application to be rejected
The background check entails a thorough enquiry into the general conduct of the individual. It will also carry out character references from past or current employers, schools and other relevant parties.
Details of the background check are set out in appendix 2.

4. Health and Fitness
Candidates must successfully complete all elements of the fitness test. This aims to evaluate the candidate’s level of strength, agility, stamina and co-ordination. The minimum levels are as follows:

- 4 squat thrust in 8 seconds

- 15 press ups

- 25 sit ups

- run 1 mile in 10 minutes

- run 6*25m in 30 seconds

Details of the fitness test are set out in Appendix 8

An applicant to the RSLPF must be certified fit for duty by a certified medical adviser. The medical examination aims to assess whether individuals have the physical and emotional capacity to cope with the demands and pressures of police duties. Further details are set out in appendix 10.

5. Ethical Standards (relates in Value Charter to ‘Integrity & Honesty’ and ‘Fairness & Equality’

- Acts with integrity and impartiality

- Avoids all forms of harassment, victimization and unreasonable discrimination

- Maintains confidentiality

- Stands up for what is right even if it puts them under pressure

- Takes action when they think someone is acting in an inappropriate way

- Performs all duties in a spirit of fairness and complying with the law

- Maintains good order and propriety through personal adherence to the highest standards of conduct, character and duty

- Values human life, dignity and rights above anything else

- Endeavors to create an environment free from discrimination

- Treats everyone with respect and in a fair, equitable manner, regardless of age, sex or economic status.

- Does not use verbal and non-verbal communications which promote prejudice and sterotypes

6. Professionalism & decision making (relates in Values Charter to ‘Professionalism’)
- Collects and analyses information using sound judgment to make decisions

- Takes responsibility and defers decisions to others when appropriate

- Demonstrates a high level of interest

- Perseverance and commitment to the task

- Able to organize work and time effectively and focuses energy on achieving priorities

- Holds a professional attitude dedicated to quality, timeliness and excellence

- Is punctual

- Demonstrates required skills and knowledge and seeks opportunities for professional development to increase skills and expertise

7. Communication Skills (relates to Value Charter ‘Working with Others’)
- Listens attentively to others and creates positive impact when speaks

- Effective use of grammar and vocabulary

- Effective written skills

- Good standard written and oral communication skills

- Encourages participation and two-way communication. Consult others about ideas and encourages contributions, ideas and views.

8. Team Skills (relates to Values Charter ‘Working with Others’)
- Works as an effective team member

- Manages under performance of others

- Supports colleagues and participates even when the issue is of low personal interest

- Manages conflict between individuals within a team

- Publicly celebrates the success of others and recognizes the efforts and contributions of others

9. Enthusiasm, pride and confidence (relates to Value Charter ‘Enthusiasm, pride and confidence’)
- Enthusiastic and committed

- Presents smart, tidy and professional appearance

- Strong personal impact

- Is confident, assertive and displays natural authority

- Demonstrates enthusiasm for work and is conscientious, always seeing a job through to completion

- Pursues objectives and task energetically, despite setbacks

- Actively seeks to improve image of the Force

- Is proud to be a member of the force and values work as a source of satisfaction.

10. Community Partnership (relates to Value Charter ‘Community Partnership)
- Anticipates community problems

- Understand the principles of the community policing strategy

- Demonstrates an understanding of the importance and relevance of good relations with the community

- Remains calm and co-operative even when under pressure

- Provides examples of providing excellent customer service.

- Provides service to the public in a prompt, courteous and helpful manner.

- Continually seeks to improve service provided.

  • Appendix 2 – Character and Background Check

In the police service, the character of an applicant is a matter of utmost concern. The integrity of the police service must always be preserved. The character checks aims to ensure that the candidate’s character, is acceptable for the police service in order to operate effectively, and to promote a desirable relationship with the community.
The RSLPF will not employ individuals who are or have recently been:

1) A member or associated with an organization which raises reasonable doubt about his or her reliability.

2) Is susceptive to pressure of improper influence.

3) Has shown dishonesty or a lack of integrity which shows doubt on their reliability.

4) Has demonstrated behaviour or is subject to circumstances which may otherwise indicate unreliability.

As regards to the above, The RSLPF will conduct a background check on all candidates whose applications have met the minimum criteria (age and attainment). This will consist of:

1) A criminal record check at the Criminal Records Branch.

2) A thorough background investigation to gather information on the individual’s character. This information will be gathered through references from people who are familiar with the person’s character at home, school or work. This is likely to include enquiries with past and present employers, schoolteachers, and other persons who may have some information.


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