Police Officer

Insight Booklet

March 2021

Positive Action Recruitment Team

Author: PS 1158 Andrew Pardy

Welcome Chief Constable Charlie Hall | Police & Crime Commissioner David Lloyd

Introduction Contents | The Role of a Police Constable | Diversity | Wellbeing and Support

Application Form Competencies | The Questions | Helpful Tips

University Eligibility Entry Routes | PCDA | DHEP | Eligibility Criteria

Final Interview The Interview

Final Offer Formal Offer of Employment | References

The Competencies & Values Framework About the CVF | The Four Core Values | The Clusters and Competencies

Welcome From the Chief Constable I would like to thank you for your interest in becoming a Police Officer with Hertfordshire Constabulary. I am extremely proud of the work that our officers undertake every day and there is no doubt that the strength of the Constabulary lies in its people. On a daily basis, Police Officers provide a vitally important role in helping to keep people safe, reduce crime and catch criminals. Being a Police Officer is an experience like no other. There will be highs and lows and no two days will ever be the same. You will experience the amazing feeling of knowing that you have truly made a difference to someone else’s life. Throughout your service, you will be fully supported by your colleagues who you will soon come to see as your extended family. The strong bonds and friendships you build with your colleagues will remain for life. Hertfordshire is a fantastic place to live and work, providing a mix of rural and urban communities, thriving businesses and some of the best transport links in the country. The county is full of contrasts that blend together to create a superb quality of life for both residents and visitors. We are responsible for policing an area starting just twelve miles north of central London and that has a resident population of 1.2 million plus many more who commute through and around the county on a daily basis. I very much hope you will be interested in joining us as we strive to make Hertfordshire an even safer place. Charlie Hall QPM, Chief Constable

Thank You From the Police & Crime Commissioner Thank you for your interest in joining Hertfordshire Constabulary. It is one of the highest regarded forces in the country by its residents, and respected nationally as a professional and progressive service. We are currently recruiting hundreds of extra officers with the aim of building the largest ever Constabulary in the history of Hertfordshire. Our county is a great place to live and work, and although generally safe and secure, officers face challenges every day. The diversity of demand is reflected in the crime effecting our large rural districts, to that found in our high-population boroughs neighbouring London. When you are a police officer, people will be drawn to you for help during their darkest times of need. Policing is one of the most exciting and rewarding careers you can embark on, with a breadth of specialisation opportunities not found in any other job. As one of the few forces in England and Wales to maintain a neighbourhood policing model, officers get the opportunity to really get to know the communities they serve and make a lasting difference. I am proud to be the Police and Crime Commissioner of Hertfordshire, and I know that if you are successful you will strive to uphold the exemplary standards expected. Good luck with your application and I look forward to welcoming you as a Hertfordshire officer. David Lloyd, Police and Crime Commissioner

Introduction Contents This booklet has been designed by the Positive Action Recruitment Team to give you an overview of the recruitment and training processes when joining Hertfordshire Constabulary as a Police Officer; in it you will find further information regarding eligibility, hints and tips for completing your on-line application form, and what to expect from your training. The Role of a Police Officer A Police Officer is an individual who brings their own set of skills and experience to the role; they underpin their practice and service with the same Code of Ethics as their colleagues no matter what their rank. A Police Officer places safety and ethical practice at the heart of their contact with the community they serve. The impact of the work carried out by Police Officer is publicly visible, extremely rewarding and for most will be experienced by family, friends and neighbours. It is worth considering that a Police Officer may be many things to the community they serve. There will be people to whom you will be a fixer, problem solver or mediator; for others you will be the eyes and ears they desperately need during the worst times of their lives. There will be those who recognise your heroic and brave actions and others who will perceive you as a threat and will challenge your ability to connect with them when they need support the most. At times people will celebrate success with you and thank you for your response, meanwhile there are those who remain suspicious of your presence and still need your support. Therefore, it will come as no surprise that a Police Officer is someone who thrives on challenge and who possesses the highest level of commitment to serving the public. They operate with the knowledge that their actions and intentions are crucial to the safety of the community and can respond positively to scrutiny every day. A Police Officer has the flexibility and awareness to adapt their approach dependant on the situation or person(s) they are supporting. The reward is seeing and knowing they have done the best job possible. Diversity At Hertfordshire Constabulary we know that when our workforce reflects the community we serve, we make stronger connections with people, build trusting relationships and gain a better understanding of what is important to the diverse communities that make up our county. The Constabulary recognises the importance of increasing the diversity of our police family to better serve residents. Actively seeking this diversity means we recognise the range of skills each person brings, how an individual’s experiences and insight underpins our ability to build trust and connect with communities. The Positive Action Recruitment Team ensures the application process is equal for all applicants. The recruitment team provide fair, and innovative opportunities to support

candidates from under-represented backgrounds during their police officer recruitment processes. More information can be found on our website. Wellbeing and Support We want to ensure that Hertfordshire Constabulary represents the diverse and vibrant community we serve. To that end, we’ve devised values that support our strategy, main aims and vision. Recognising and drawing on our differences makes us better as a police force, so we actively look to bring out the best in each other, as individuals and as teams. We’re committed to providing the best service we can for the people of Hertfordshire. We place a high value on our position as a local organisation, and do everything possible to support the community in whatever way we can. We are a richly diverse workforce, and we aim to care for all employees by providing access to a wealth of support networks and groups. Wellbeing Champions Our Wellbeing Champions have undergone specialist awareness training and their role involves acting as a point of contact, challenging stigma and encouraging colleagues to talk about mental health. Although they are not counsellors, Champions are trained to identify the signs that a person may be experiencing a mental health challenge and identify pathways where that person could receive more assistance/advice. ► [email protected] TRiM The aim of Trauma Risk Management (TRiM) is to assist and support individuals exposed to critical incidents. It also provides advice to supervisors/managers with regards to the needs of their staff after critical incidents. When an incident involves death or significant injury, the personal impact can be great, particularly if a colleague, friend, child or other vulnerable individual is involved. ► [email protected] Employee Assistance Programme The Employee Assistance Programme is a free and confidential service which offers short term counselling, and financial and legal advice as well as information for line managers and general wellbeing information. The EAP is available 24 hours a day, 7 days a week. You do not need a log in to access information on the EAP. ► 0800 0328101 ► https://bch.helpeap.com

Oscar Kilo Oscar Kilo is designed to host the Blue Light Wellbeing Framework and bring together those who are responsible for wellbeing. It is a place to share learning and best practice from across emergency and blue light services so organisations can invest the very best into the wellbeing of their staff. ► https://oscarkilo.org.uk Blue Light The Blue Light information line offers confidential, independent and practical support, advice and signposting around mental health and wellbeing. ► 0300 123 3393

► https://www.mind.org.uk/news-campaigns/campaigns/blue-light-support Menopause Action Group The Hertfordshire Menopause Action Group (HMAG) is a support network responsible for steering the force’s menopause-related strategy, as well as managing and monitoring delivery of associated plans, ensuring that managers are aware of the guidance available to help them support any of their staff who are struggling to manage at work because of menopausal symptoms.

► [email protected] Chaplains Chaplains provide confidential and independent support to all staff and officers whether they have a faith or not. CSP and HQ based, your local Chaplain’s contact details can be found on the Herts Intranet.

► [email protected] Hertfordshire Black and Asian Police Association The Hertfordshire Black and Asian Police Association (HBAPA) is a support group for all Black, Asian and minority ethnicity (BAME) police officers and staff.

► [email protected] Hertfordshire Police Women’s Network The Herts Police Women's Network (HPWN) is a dedicated support group for female colleagues working within the force.

► [email protected]

Hertfordshire Emerald Society The Hertfordshire Emerald Society has been formed to bring together all police staff and officers who have a connection to Ireland or have an interest in its culture and history.

► [email protected] Hertfordshire LGBT+ Network The Herts Police LGBT+ Network supports all staff on LGBT+ matters, provides support with operational matters affecting the LGBT+ community and gives advice to the force's senior management teams on LGBT+ issues.

► [email protected] Hertfordshire Association of Muslim Police The Herts Association of Muslin Police (HAMP) endeavours to provide a support network for Muslim and non-Muslim members of staff.

► [email protected] Hertfordshire Disability and Carers Network The Herts Disability & Carers Network is a support network that represents the views of disabled colleagues, those who have carer responsibilities or those affected by disability.

► [email protected] Police Pagan Association The Police Pagan Association is a national organisation supporting Pagan police officers and staff, working towards improving and maintaining the relationship between the Pagan community and the police.

► [email protected] Gypsy Roma Traveller Police Association The Gypsy Roma Traveller Police Association is a support network for police personnel who are from a Gypsy, Roma or Traveller background.

► www.grtpa.com Christian Police Association The Christian Police Association (CPA) has been supporting police and staff since 1883 and it does this through meetings, emails, prayer and bible studies.

► [email protected] Black and Minority Ethnic Support Network The tri-force Black and Minority Ethnic (BME) Support Network campaigns for BME issues across the three forces.

► [email protected]

Hertfordshire Police Federation The Police Federation is the staff association for officers from the rank of Constable to Chief Inspector. Members receive support and advice from elected workplace representatives offering guidance on police regulations and many other issues.

► [email protected] Hertfordshire Credit Union The Credit Union aim to improve the financial resilience of those who serve and protect. They offer flexible saving accounts and affordable loans with repayments made straight from your wages.

► [email protected] Hertfordshire Police Welfare Fund The Welfare Fund provides relief to those going through hardship. Further information found on the Herts intranet.

► [email protected] Unison Hertfordshire Police Branch The Herts Police branch of UNISON represents non-sworn employees of the force on matters relating to their employment.

► [email protected] Sports and Social Club The club hosts a variety of events and trips for members and their friends/families.

► [email protected]

The Application Form Competencies The Hertfordshire Constabulary application form consists of 10 questions; the first 4 are competency based, and the last 6 are about your motivations and values. You will also have to provide evidence of your academic attainments. The competencies covered in the application form are those that we look for in our police officers; you will need to provide a brief example that demonstrates that you have the necessary skill, aptitude or ability in that competency. The first 4 questions have several sub- questions that request more information about the example that you use in you use. These questions are assessed by a qualified assessor who will assign a score. The pass mark is 9/19. Question 1 Please describe a specific occasion when you have intervened to take control of a situation. As a police officer you will be expected to deal with anything from a minor dispute to large- scale violent disorder. • You may have dealt with drunk patrons at a bar whilst working as a bar tender. • You may have dealt with a road rage incident. • You may have dealt with a dissatisfied customer. Why was it necessary to intervene in the situation? Consider: • Were you or others at risk? • Would damage have been caused? • Were you in a position of responsibility? • What may have happened if you had not intervened? What did you do to take control of the situation? Consider: • Using your authority • Using suitable communication • Splitting up those involved • Asking others to assist • Explaining What did you consider when intervening in the situation? Consider: • The safety of yourself and/or others • The best outcome • The worst outcome • The purpose of your intervention

What was particularly good or effective about how you intervened to take control of the situation? Consider: • What people responded positively to • The way you communicated • Your suggested resolution • How you de-escalated the conflict What difficulties did you experience and how did you overcome them? Consider: • If people did not respond to your intervention • If there was a language barrier • External complications such as background noise or others getting involved • Other factors such as injury or the environment Question 2 Please describe a specific occasion when you have encouraged a person to view an issue more positively. As a police officer you will be expected to work with others to solve problems. • You may have been involved in a neighbour dispute. • You may have been involved in a team project or exercise. • You may have had to impart bad news to someone. Why was it necessary to encourage the person to view the issue more positively? Consider: • Was the person being disruptive? • Were there long-term implications? • Was there a deadline? • The potential outcome had you not acted • Did the issue require a different approach? What did you consider when encouraging the person to view the issue more positively? Consider: • The reason for their negative outlook • Their previous experiences • Your relationship with the person • Whether your view was correct

What was particularly good or effective about how you encouraged the person to view the issue more positively? Consider: • Your communication style • Your body language • Your ability to put someone at ease • Understanding their view What difficulties did you experience and how did you overcome them? Consider: • If the person did not respond to your intervention • If there was a language barrier • External complications such as others getting involved • Other factors such as injury or the environment

Question 3 Please describe a specific occasion when you have considered a number of options before making a decision. As a police officer you will be expected to make sound decisions. • You may have had to choose a university. • You may have had to make a medical decision. • You may have been offered a promotion or a new job. Why was it necessary to consider a number of options before making a decision? Consider: • The people affected by the decision • The potential outcome of each decision • The financial implications • The outcome had you not decided What did you consider when identifying the options? Consider: • The people affected by the decision • The potential outcome of each decision • What impact those options would have on others? • What options were not available, and why? What was particularly good or effective about how you identified the options and made the decision? Consider: • Did you think ‘outside the box’? • Were the options holistic?

• Was the decision beneficial to you and/or others? • Did you consult with others? What difficulties did you experience and how did you overcome them? Consider: • Did others disagree with your choice? • Were others affected by your choice? • Did the available options change? • Did external factors affect our choice? Question 4 Please describe a specific occasion when you have had to manage your time effectively in order to complete a task. As a police officer you will be expected to manage a workload alongside other duties and demands. • You may have had to consider someone else’s availability • You may have had to complete a time-sensitive project • You may have had multiple demands on your time Why did you have to manage your time effectively in order to complete the task? Consider: • Did you have multiple deadlines to meet? • Was the task time-sensitive? • What were the consequences of not meeting the deadline? How did you manage your time effectively in order to complete the task? Consider: • Did you break down larger tasks into smaller ones? • Did you delegate? • Did you assign time parameters to the task? • Did you utilise programmes or formulae? What did you consider to make sure you completed the task? Consider: • The quality of the final product or result • The reputation of you and or others • Whether the time parameters were realistic • Your existing skills and capabilities • External factors

What was particularly good or effective about how you managed your time? Consider: • Did you delegate? • Did you utilise programmes or formulae? • Did you identify an effective strategy? • Did you use or establish best practice? What difficulties did you experience and how did you overcome them? Consider: • Resistance from others • Not understanding the task • Unrealistic time restraints • The impact on other tasks

Question 5 Why do you want to become a police officer? You have 50 words in which to answer this question. • Do you have family in the police service? • Do you want an exciting and dynamic job? • Do you want to help others? • Do you want a rewarding career with a variety of roles? Question 6 Why have you chosen Hertfordshire Constabulary? You have 35 words in which to answer this question. • Do you know Hertfordshire well? • Have you researched our performance figures? • Was Hertfordshire Constabulary recommended by a friend, colleague or family member? • Did our inclusive approach to diversity appeal to you? Question 7 What tasks do you expect to undertake as a Police Officer in Hertfordshire Constabulary? You have 70 words in which to answer this question. • Are you aware of the many varied tasks and roles that police officers carry out? • Are you aware of the dynamic and demanding nature of policing? • What else do police officers do other than patrol, take statements and arrest suspects?

Question 8 What effect do you expect being a Police Officer with Hertfordshire Constabulary will have on your social and domestic life? You have 45 words in which to answer this question. • Are you aware of the unexpected nature of policing? • Will shift work affect your relationships? • Will you lose friends? • Will your hobbies suffer? Question 9 What preparation have you undertaken before making this application to ensure you know what to expect and that you are prepared for the role of Police Officer? You have 35 words in which to answer this question. • Have you looked at the role profile? • Have you come out on a ride along with officers? • Have you spoken to a friend or family member in the police? • Have you attended any of our online recruitment events? Question 10 If you have previously applied to be a Police Officer, Special Constable or Police Community Support Officer, what have you done since your last application to better prepare yourself for the role of Police Officer? You have 35 words in which to answer this question. • Have you looked at the national role profile? • Have you come out on a ride along with officers? • Have you attended any of our recruitment events? Helpful Tips Here are some helpful tips, to help you avoid common mistakes: • Give specific examples, explaining ‘how’, ‘why’ and ‘what’ • Your evidence should be relevant to the competency • Avoid being vague and ambiguous • Describe what you did • Ensure what you are writing adds value • Get a friend or family member to proof read your application • Provide a conclusion, whether the outcome was good or bad • Consider what you would do differently next time • Check your spelling and grammar • Provide context in a brief summary • Make sure your example makes sense

• Avoid jargon • Use the STAR model to structure your examples: A brief description of the Situation or Task Details of the Action you took – use action verbs The Results or the outcome achieved by your actions Here are some tips on how to provide a good example: • One good example is better than two weak examples • Describe what part you played in the example you use • Explain what you did • Rather than saying “it is important that we engage with the community” tell us how you engaged with the community • Demonstrate your awareness of the factors relevant to the example you are providing Here are some examples of how to use Action Verbs; remember to use ‘what’ plus ‘how’: • I tasked _ to _ • I decided to _ • I gained the support of _ by _ • I recognised _ • I established _ by _ • I took responsibility of _ by _ Here are some tips on writing results and outcomes: • Ensure that you include a result or a conclusion • Supply any facts or statistics that support your outcome • The outcome does not have to be positive • Consider what you learnt from the outcome • Consider what you may do differently next time Here are some tips on avoiding jargon and ambiguity: • If you have to use jargon, ensure that it is explained • If you have to use an acronym, ensure that it is explained • Avoid ambiguous statements such as ‘I have an awareness of’ • Ensure that the use of jargon does not prevent your example from making sense • Remember to contextualise your use of any jargon or acronyms

Eligibility Initial Checks On receipt of the application form initial basic eligibility checks are made by Hertfordshire Constabulary and Anglia Ruskin University; these will include: • Your residency status • Your financial position • A full DVLA check • An assessment of your tattoos • Your academic attainments • A Police National Computer (PNC) check Age Candidates aged 17 and above may apply to become a police officer and may take up appointment on reaching the age of 18 or above, if successful. There is no upper age limit for appointment, but because police officers retire at 60, and have to undergo a 2 to 3-year probationary period dependent on entry method, applications received from those over the age of 55 years will be assessed by our Human Resources department. Financial checks Schedule 1 (of regulation 6, paragraph 4) of the Police Regulations 2003 states that a member of a police force shall not wilfully refuse or neglect to discharge any lawful debt. All members of the police service are in a privileged position with regard to access to information and are considered potentially vulnerable to corruption. Upon application Hertfordshire Constabulary will carry out checks with financial authorities to ensure that you are not in debt; this does not include agreed overdrafts. Criminal history The public is entitled to expect that Hertfordshire Constabulary recruits police officers with proven integrity. Convictions, cautions must be revealed by police officers and others in the evidential chain to the Crown Prosecution Service (CPS) on every occasion that they submit a statement of evidence in a criminal case. This information will be used by the CPS to assess the strength of the police officer’s evidence and is likely to be disclosed to the defence and may be used in open court to challenge the credibility of the police officer, undermining the integrity of the evidence, the witness and the police service. Police forces do not habitually recruit those with cautions or convictions which may call into question the integrity of the applicant or the police service. If the offence is deemed

sufficiently serious, the applicant will be rejected, irrespective of their age at time of offending. However, having a caution or conviction does not necessarily prohibit application to Hertfordshire Constabulary, but all cautions or convictions, including spent convictions, must be declared on your application form. All applications will be considered on a case by case basis. Nationality You may apply to become a member of Hertfordshire Constabulary irrespective of your nationality or place of birth. To be eligible for appointment, you must be a British citizen or a citizen of a country that is a member of the European Economic Area (EEA) or Switzerland. Commonwealth citizens and foreign nationals are also eligible but only if they are resident in the UK free of restrictions. If you are a Commonwealth citizen or other foreign national, you must provide proof that you have no restrictions on your stay in the UK. You should therefore send a copy of your passport showing that your stay is free of restrictions. You need to be sufficiently competent in written and spoken English and numeracy, demonstrated by undertaking and successfully completing the current Online Assessment Process. Right to work Under the Immigration, Asylum and Nationality Act 2006, candidates who are subject to immigration control must not be employed unless that person has been given valid and subsisting leave to be in the UK by the government and that leave does not restrict them from taking up employment. Specific documents will need to be checked and recorded before you can apply to be a Police Constable. Tattoos Hertfordshire Constabulary candidates are allowed to have tattoos however we have to ensure that they could not be interpreted as discriminatory or offensive or indicate attitudes or views inconsistent with the Code of Ethics. All tattoos must be declared when applying to become a police officer with Hertfordshire Constabulary, and any tattoos on the face, neck, arms or hands will be considered on a case by case basis, taking into consideration the size, nature and prominence of the tattoo. There is separate guidance available in relation to tattoos and how to declare them on your application to Hertfordshire Constabulary. Swimming In some police force areas, the ability to swim is considered an essential part of a police officer’s duties.

Applications to Hertfordshire Constabulary will not be rejected due to an inability to swim, however this may affect your ability to apply for certain positions within the Constabulary as your career progresses. Driving Candidates without a driving licence can apply, but they must obtain a full manual driving licence prior to being offered a starting date on an intake. If you pass all other entry requirements before you pass your driving test your placement and start date will be placed on hold until you can provide proof of having attained a licence. Police officers are required to have a manual licence as the nature of police response, pursuit and advanced driving requires the use of a manual gearbox. Academic Attainments The level of your academic achievements, and the amount of UCAS points you have accrued affect the recruitment paths available to you, and the processes you will have to undertake. You will be asked to provide evidence of your academic qualifications for assessment by Anglia Ruskin University. In anticipation of this, please ensure that you have evidential certificates available, for all qualifications. If you do not have copies of your GCSE, O Level, CSE or A-Level you can request a certified statement of results from this site:

► https://www.gov.uk/replacement-exam-certificate If your certificates are not supplied when requested, this will either result in us being unable to continue with your application or delays to your progress.

University Eligibility Entry Routes Hertfordshire Constabulary, in partnership with Anglia Ruskin University offer two entry routes for the role of police constable which are delivered through a combination of practical experiential front-line duties and academic work. Police Constable Degree Apprenticeship (PCDA) The PCDA is a three-year apprenticeship resulting in a Degree in Professional Policing Practice. Candidates will undertake a comprehensive practice-based programme of learning and development, in which they will be assessed against the national assessment criteria to demonstrate that they have achieved Independent Patrol Status (IPS) and Full Operational Competence (FOC). Degree Holder Entry Programme (DHEP) The DHEP is a two-year entry programme which operates as a conversion programme to the profession of policing, resulting in a Level 6 Graduate Diploma in Professional Policing Practice. Candidates will undertake a comprehensive practice-based programme of learning and development, in which they will be assessed against the national assessment criteria to demonstrate that they have achieved Independent Patrol Status (IPS) and Full Operational Competence (FOC). Eligibility Criteria If a candidate passes the initial Hertfordshire Constabulary recruitment shortlisting and has between 32 and 63 UCAS points then they will have to pass an online Academic Aptitude Test, followed by an admissions interview, the board of which will consist of representatives from Hertfordshire Constabulary and Anglia Ruskin University. Upon successful completion the candidate will proceed to the assessment centre (SEARCH). A candidate with 64 or more UCAS points who passes the initial Hertfordshire Constabulary recruitment shortlisting and the Anglia Ruskin University eligibility criteria will proceed to the assessment centre (SEARCH).

The Assessment Centre About the Process Once your eligibility and academic attainments have been accepted, you will receive an email informing you to complete stage 1 of the online assessment process, which is hosted by the College of Policing using a platform called LaunchPad. You will receive 3 emails in total, inviting you to complete all 3 stages of the assessment process. On the assigned date of your assessment process, please allow the full day to receive your invitation email, remember to also check your email junk/spam folder. The Competencies and Values Framework The online assessment process is a series of exercises that test the key Competencies and values that are important for police constables. The Competency and Values Framework (CVF) sets out the Behaviours expected of everyone working in policing; the CVF is covered at the end of this booklet. The four Values are beliefs which are important to an individual and which guide and motivate particular behaviours and actions. The six Competencies are behaviours (knowledge, skills or abilities) related to effective job performance. More information on the CVF can be found on page 32. What does it involve? The online assessment process consists of four exercises over three stages: • The Situational Judgement Test (SJT) • A competency-based video interview • A written exercise • A briefing exercise No prior knowledge of the role of a police officer or any policing knowledge is required to complete the exercises The Situational Judgement Test The Situational Judgement Test (SJT) measures your ability to choose the appropriate action in situations similar to those you are likely to face as a police constable. The SJT will measure your judgement and ability to make effective decisions against the CVF • You only need a laptop, desktop computer or mobile device with a microphone, webcam and Google Chrome installed. • You have up to 2 hours to complete the SJT, but usually takes approximately 30 minutes

• You must complete the SJT in one sitting without breaks Before you take the Situational Judgement Test you should: • Ensure that you are in a quiet room where you won’t be disturbed or distracted, so you can concentrate • Download the LaunchPad app if using a mobile device or tablet • Make sure you have a good wi-fi connection • Ensure that you have the latest version of your chosen internet browser installed • Ensure that your device is in ‘do not disturb’ mode The Situational Judgement Test (SJT) will present you with twelve different questions, each with four response options. • After each question you will be prompted to say what you would do in the situation described • Read each question carefully, and then select the response that you think is best • You must complete this exercise in one sitting, you cannot pause or restart the exercise once you begin When you take the Situational Judgement Test you should: • Answer all of the questions in the order they are presented before moving on to the next question • Not close or ‘refresh’ your browser or the app during the SJT as you may lose time during timed exercises • Use the ‘need help’ button on your screen or directly if you have any technical issues • Not finish the SJT if you are experiencing technical issues. You can expect a response within 5-15 minutes of your query The competency-based interview The Competency-Based Interview will assess you on the following Competencies and Values from the CVF: • Integrity • Public Service • Transparency • We Take Ownership • We are Innovative and Open-Minded The Competency-Based Interview asks a series of questions about how you have dealt with specific situations in the past. You can use examples from both your work and your personal life. • You only need a laptop, desktop computer or mobile device with a microphone, webcam and Google Chrome installed.

• The interview will take up to 45 minutes; for each of the 5 questions you will be given 1 minute to consider the question and 5 minutes to record your response. • You must complete the interview in one sitting without breaks Before you take the Competency-Based Interview you should: • Ensure that you are in a quiet room where you won’t be disturbed or distracted, so you can concentrate • Download the LaunchPad app if using a mobile device or tablet • Make sure you have a good wi-fi connection • Ensure that you have the latest version of your chosen internet browser installed • Ensure that your device is in ‘do not disturb’ mode The Competency-Based Interview will present you with 5 different questions, each with 4 response options. • Each question and subsequent prompts will be presented as text on-screen. A pre-recorded video will also appear with an assessor reading the questions to you • You will have 1 minute to consider the question and prepare your answer, and then 5 minutes to record your answer • You will not be able to re-record your answers • Once you have completed a question, you will move onto the next until you have completed all 5 When you take the Competency-Based Interview you should: • Refer to the online guidance given on the platform including use of prompts to structure your answer • Scroll to view prompts • Express yourself clearly and concisely • Use the ‘need help’ button on your screen or directly if you have any technical issues • Not finish the SJT if you are experiencing technical issues. You can expect a response within 5-15 minutes of your query More information on the competencies can be found on page 32. The written exercise The Written Exercise will assess you on the following Competencies and Values from the CVF: • Impartiality • We Analyse Critically • We Deliver, Support and Inspire • We are Collaborative

In the Written Exercise, you will assume the role of a police constable and will have to complete an urgent written task for your line manager. You will be provided with 4 items of information to help you with this task. • You only need a laptop, desktop computer or mobile device with a microphone, webcam and Google Chrome installed. • You will have up to 40 minutes to read the information provided. You have up to 2 hours to complete the exercise • Make sure that you do not let the time run out as if you do, your response will not be submitted Before you take the Written Exercise, you should: • Ensure that you are in a quiet room where you won’t be disturbed or distracted, so you can concentrate • Download the LaunchPad app • Make sure you have a good wi-fi connection • Ensure that you have the latest version of your chosen internet browser installed • Ensure that your device is in ‘do not disturb’ mode The Written Exercise will present you with 4 items of information to help you complete an urgent written task. • Only use the information provided and do not add or invent any additional information • You will have up to 2 hours to complete the exercise but it should take approximately 40 minutes to complete • You must complete this exercise in one sitting. You cannot pause or restart the exercise once it has started. • Please only visit the link to the exercise when you are ready to complete it. When you take the Written Exercise, you should: • Make a note of the timer displayed in the top left of your screen to manage your time • Make use of the information that is provided to you within the exercise • Use the ‘need help’ button on your screen or directly if you have any technical issues • Not close your browser, not click ‘refresh’ nor click ‘back’ during your exercise as you may lose time and your typed response The briefing exercise The Briefing Exercise will assess you on the following Competencies and Values from the CVF: • Public Service • We Are Emotionally Aware • We Take Ownership • We are Innovative and Open-Minded

In the Briefing Exercise, you will assume the role of a police constable and will have responsibility for dealing with some issues presented to you. You will be provided with preparation materials to consider your answer. • You only need a laptop, desktop computer or mobile device with a microphone, webcam and Google Chrome installed. • This exercise is split into 3 parts, and will take approximately 1 hour to complete • You must complete the interview in one sitting without breaks Before you take the Briefing Exercise, you should: • Ensure that you are in a quiet room where you won’t be disturbed or distracted, so you can concentrate • Download the LaunchPad app • Make sure you have a good wi-fi connection • Ensure that you have the latest version of your chosen internet browser installed • Ensure that your device is in ‘do not disturb’ mode The Briefing Exercise will present you with some initial information about the exercise that you need to use to consider your response to part 1 of the scenario. • This initial stage is not timed nor assessed • You will then have approximately another further 50 minutes in which you will be given questions to answer. This will be split into three parts • You will then be asked to answer 4 questions in part 1. You will have up to 1 minute to prepare your response to each question. You will then have 3 minutes to provide your response to each question The Briefing Exercise will then present you with some new information that you need to use to consider your response to parts 2 and 3 of the scenario. • For parts 2 and 3 you will be asked to answer 4 questions. You will have up to 1 minute to prepare your response to the question. You will then have 3 minutes to provide your response to the question • For each question, you will be presented with a video where the question is read aloud. The question will also appear on your screen so you can also read it When taking the Briefing Exercise, you should: • Consider the issues raised and how the police can build positive relationships • Refer to the online guidance given on the platform including use of prompts to structure your answer • Scroll to view prompts • Express yourself clearly and concisely • Answer all of the questions, ensuring you consider the relevant competencies and value

Preparation tips This booklet will help you know what to expect on the Online Assessment Process and how to prepare effectively. • It may also be useful to consider your experience in relation to each of the Competencies and Values being assessed • You may find it useful to carry out a self-assessment in order to think of any competencies you could develop or get more experience of • You may also consider talking to your colleagues, family and friends about the assessment FAQs Frequently asked questions about the Online Assessment Process: What do I need to take the exercises? • You only need a laptop, desktop computer or mobile device with a microphone, webcam and Google Chrome installed; you will need to download the LaunchPad app on mobile devices Is there a deadline? • You have up to midnight on the day of your Online Assessment Process to complete the exercises Am I at a disadvantage if I have limited knowledge or experience using technology compared to other applicants? • You will not be assessing your technical skills in any way. You will solely be marked against the Competencies and Values that are required for the role of a Police Constable • What if I have technical issues? • Use the ‘need help’ button on your screen or contact: [email protected] Am I able to use prepared notes? • You will not be able to bring prepared notes into any of the exercises as part of the online assessment process. Everything you will require to answer the questions appropriately will be available on the LaunchPad system • You will be able to refer to notes that you have written during the exercises. What accommodation or reasonable adjustment can be provided? • Should you have any condition, temporary or otherwise, that might cause you to be disadvantaged during the assessment you may be entitled to an accommodation or reasonable adjustment • If you believe you may have a condition that could disadvantage you at the assessment, please contact the Hertfordshire Constabulary recruitment team at: [email protected]

The Final Interview The Interview Once a candidate has successfully passed the online assessment process, they will receive confirmation from the College of Policing and an email from the Hertfordshire Constabulary Positive Action Recruitment team inviting them to an in-force interview. The interview will be held over Microsoft Teams and will consist of two interviewers and the candidate. There are 5 sections to the interview, each of which is scored on a 7-point scale; to pass the interview individuals musts score 3’s and 4’s or above in each section and must gain an overall score of at least 20 out of 35. If a candidate scores a 2 or less in any area this is an automatic fail, even if they score highly in other areas. The interview covers the current issues and demands in policing, and is designed to explore the candidate’s values and motivations, their knowledge of the role of Police Constable and of Hertfordshire Constabulary, and their understanding of the Code of Ethics. It is recommended that candidates research into policing in Hertfordshire before the interview. The current Hertfordshire Police & Crime Plan 2019-2024 is published by the Hertfordshire Police & Crime Commissioner, and can be found here: ►https://www.hertscommissioner.org/police-and-crime-plan-herts-pcc.

Pre-Employment Checks Conditional Offer Once a candidate has successfully passed the in-force interview, they will receive a conditional offer of employment from the Human Resources department, the condition being that they pass the subsequent pre-employment checks. Candidates must complete or pass the following: • Full vetting • Biometrics test • Medical • Drugs testing • Fitness test • Uniform fitting Vetting Police officers are vulnerable to pressure from criminals and others to disclose information. Therefore, Hertfordshire Constabulary undertakes thorough checks to ascertain whether anything is known to the detriment of the candidate, their spouse or partner, or close relatives such as parents, in-laws, siblings or others residing or associating with the applicant. Further checks will take place of any self-declared or discovered criminal associations which could heighten vulnerability, bring discredit upon, or otherwise cause embarrassment to the police service. Where relatives or the associates of an applicant are found to have unspent convictions or cautions for recordable offences, the following will be considered: The likelihood the candidate’s performance and discharge of duty will be adversely affected through adverse pressure or a conflict of interests; the nature, number and seriousness of the offences or involvement in criminal activity and the time over which these took place; whether the circumstances are likely to bring discredit to, or embarrass the police service. Where an individual discloses an outstanding charge or summons, the application should be put on hold until the outcome is known, at which point it will be considered in accordance with existing procedures. Any criminal convictions or cautions accrued whilst serving as a member of the armed forces will be considered in accordance with existing procedures. Organisational membership The Police Regulations 2004 amended paragraph 1 of Schedule 1 of the Police Regulations 2003 (restrictions on the private lives of members of police forces) and this came into force on 1 January 2005.

The Home Secretary also issued a determination setting out the specific organisations of which membership is banned. These are, British National Party (BNP), Combat 18, and National Front. If a candidate is a member any of these or a similar organisation, their application will be rejected. Biometric Tests All candidates will be expected to provide a DNA sample, have their fingerprints recorded, and have their photograph taken. These samples will be checked against and stored on the Police National Computer (PNC). Medical Tests Candidates will be provided with a work health questionnaire and an eyesight form that must be completed and sent directly to the Occupational Health Department. The work health questionnaire will need to be signed by the candidate’s GP and the eyesight form by an optician. A full medical history must be disclosed as failure to do so may result in the application being rejected or employment terminated. The information provided in the questionnaire will be assessed by medical personnel who will provide an opinion on the candidate’s medical suitability for the role. All candidates will have to attend an appointment with the Occupational Health Unit. Home Office Guidelines advise that if a candidate has a history of mental health problems, e.g. depression, anxiety, PTSD, and seeks appointment while still on medication any decision should be deferred until the candidate has been off medication and remained well in a normally stressful environment for at least 24-months. Hertfordshire Constabulary adheres to these guidelines however each application is assessed individually and should not prevent candidates from applying. Candidates who are less than 24-months medication free, will have their case will reviewed by the Force Medical Advisor, accounting for any relevant specialist reports and psychological assessments. In certain specific or extraordinary circumstances, such as medication having been prescribed for what appears to be a one-off reactive episode of mental ill-health with no prior mental health history, an exception might be made. The required eyesight standard requires that you be able to read down to the 7th line or further (equates to 6/6), with both eyes, corrected if necessary, and read down to the 4th line or further (equates to 6/12) with either the left or right eye. You also need at least 120 degrees horizontal field of vision. Abnormal colour vision may be acceptable in some cases, but those that can only see in black and white will be rejected.

The body mass index (BMI) standards for Police Officers are currently set by the Home Office as between 18 to 30. Applicants who do not meet this standard may find their application delayed and/or will not be appointed. Being athletic or very muscular can give you a higher BMI even if you have a healthy level of body fat. In these cases, we will be able to provide a simple test to assess the percentage of your body fat. You can calculate your BMI here: ►http://www.nhlbi.nih.gov/health/educational/lose_wt/BMI/bmicalc.htm You will also undergo a general health check involving a range of tests including blood pressure, urinalysis, hearing test and lung function test. The following is the link to the Home Office standards that Hertfordshire Constabulary uses: ►http://policerecruitment.homeoffice.gov.uk/documents/hoc-59-2004.html Drug Tests All candidates are swab tested for drugs; hair and urine samples will also be analysed for the presence of drugs. The Fitness Test For the Fitness Test candidates are required to run to and from along a 15-metre track in time with a series of bleeps. Candidates arriving at the end line before the bleep sounds you need to wait for the bleep before resuming running and adjust your speed. The timing between bleeps is slow at first but the bleeps become faster as the test progresses and it becomes more difficult to keep up with the required speed. Candidates are expected to run until you can no longer keep up with the set pace, and will need to reach a minimum of level 5.4 to pass. It is important you start working on your fitness as early as possible in the process as failure to pass this can lead to delay of appointment. A copy of the 15 metre police Bleep Test can be found here: ►https://www.youtube.com/watch?v=3WBdhlZC_bo Uniform Fitting All candidates will receive an invitation to book an initial uniform fitting at the BCH Uniform Stores at Huntingdon.

Final Offer Formal Offer of Employment Once a candidate has successfully passed the pre-employment checks they will receive a formal offer of employment from the Human Resources department including a proposed intake date which will consider any required notice period. The email will also include the Final Offer booklet, a document created by the Positive Action Recruitment team, which includes all of the information and forms required when starting training as a police constable with Hertfordshire Constabulary. At this point candidates will be allocated their posting and their warrant number, and be invited to book a final uniform fitting at the BCH Uniform Stores at Huntingdon. References References should be the candidate’s previous employer and their current employer, school or university, as appropriate, and cover a minimum of three years. The purpose of obtaining references is to verify the statements made in in the candidate’s application and to obtain an indication of whether there is any reason why they should not be employed as a police officer. These checks will also ascertain whether the candidate attended work regularly and punctually, performed satisfactorily and are not subject to any disciplinary proceedings. If a candidate applies to Hertfordshire Constabulary directly from serving as a member of the armed forces, a discharge certificate or a letter from a commanding officer for service personnel will normally be satisfactory proof of good conduct. Although character references (other than from employment) are not used as a matter of course, voluntary work or other activities can give a good indication of whether a candidate is likely to have the qualities to become an effective police officer. In the absence of employers’ references, we may, where appropriate (and with the candidate’s permission), seek references from individuals who would be in a position to provide this information. If a candidate belongs to, or has previously belonged to a professional body, Hertfordshire Constabulary will make enquiries to ascertain if you have been involved in any disciplinary proceedings or have been struck off.

The CVF About the Competencies & Values Framework As mentioned earlier in this booklet, the Competency and Values Framework (CVF) sets out the Behaviours expected of everyone working in policing, and is central to the recruitment process and throughout the career of every police constable. The four Core Values are beliefs which are important to an individual and which guide and motivate particular behaviours and actions; you will be expected to demonstrate how you apply these values in your daily duties. The six Competencies are behaviours (knowledge, skills or abilities) related to effective job performance. The three Clusters describe ways of working that relate to the Competencies that they encompass.

The Four Core Values Integrity I always act in line with the values of the police service and the Code of Ethics for the benefit of the public. I demonstrate courage in doing the right thing, even in challenging situations. I enhance the reputation of my organisation and the wider police service through my actions and behaviours. I challenge colleagues whose behaviour, attitude and language falls below the public’s and the service’s expectations. I am open and responsive to challenge about my actions and words. I declare any conflicts of interest at the earliest opportunity. I am respectful of the authority and influence my position gives me. I use resources effectively and efficiently and not for personal benefit. Impartiality I account for individual needs and requirements in all of my actions. I understand that treating everyone fairly does not mean everyone is treated the same. I always give people an equal opportunity to express their views. I communicate with everyone, making sure the most relevant message is provided to all. I value everyone’s views and opinions by actively listening to understand their perspective. I make fair and objective decisions using the best available evidence. I enable everyone to have equal access to services and information, where appropriate. Public Service I act in the interest of the public, first and foremost. I am motivated by serving the public, ensuring that I provide the best service possible at all times. I seek to understand the needs of others to act in their best interests. I adapt to address the needs and concerns of different communities. I tailor my communication to be appropriate and respectful to my audience. I take into consideration how others want to be treated when interacting with them I treat people respectfully regardless of the circumstances. I share credit with everyone involved in delivering services. Transparency I ensure that my decision-making rationale is clear and considered so that it is easily understood by others. I am clear and comprehensive when communicating with others. I am open and honest about my areas for development and I strive to improve. I give an accurate representation of my actions and records. I recognise the value of feedback and act on it. I give constructive and accurate feedback. I represent the opinions of others accurately and consistently. I am consistent and truthful in my communications. I maintain confidentiality appropriately The Clusters and Competencies Resolute, Compassionate & Committed We are emotionally aware I treat others with respect, tolerance and compassion. I acknowledge and respect a range of different perspectives, values and beliefs within the remit of the law. I remain calm and think

about how to best manage the situation when faced with provocation. I understand my own emotions and I know which situations might affect my ability to deal with stress and pressure. I ask for help and support when I need it. I understand the value that diversity offers. I communicate in clear and simple language so that I can be easily understood by others. I seek to understand the thoughts and concerns of others even when they are unable to express themselves clearly. We take ownership I actively identify and respond to problems. I approach tasks with enthusiasm, focusing on public service excellence. I regularly seek feedback to understand the quality of my work and the impact of my behaviour. I recognise where I can help others and willingly take on additional tasks to support them, where appropriate. I give feedback to others that I make sure is understandable and constructive. I take responsibility for my own actions, I fulfil my promises and do what I say I will. I will admit if I have made a mistake and act to rectify this. I demonstrate pride in representing the police service. I understand my own strengths and areas for development and take responsibility for my own learning to address gaps. Inclusive, Enabling and Visionary Leadership We are collaborative I work cooperatively with others to get things done, willingly giving help and support to colleagues. I am approachable, and explain things well so that I generate a common understanding. I take the time to get to know others and their perspective in order to build rapport. I treat people with respect as individuals and address their specific needs and concerns. I am open and transparent in my relationships with others. I ensure I am clear and appropriate in my communications. We deliver, support and Inspire I take on challenging tasks to help to improve the service continuously and support my colleagues. I understand how my work contributes to the wider police service. I understand it is part of my collective responsibility to deliver efficient services. I take personal responsibility for making sure that I am working effectively to deliver the best service, both individually and with others. I am conscientious in my approach, working hard to provide the best service and to overcome any obstacles that could prevent or hinder delivery. I support the efficient use of resources to create the most value and to deliver the right impact. I keep up to date with changes in internal and external environments. I am a role model for the behaviours I expect to see in others and I act in the best interests of the public and the police service. Intelligent, Creative and Informed Policing We analyse critically I recognise the need to think critically about issues. I value the use of analysis and testing in policing. I take in information quickly and accurately. I am able to separate information and

decide whether it is irrelevant or relevant and its importance. I solve problems proactively by understanding the reasons behind them, using learning from evidence and my experiences to act. I refer to procedures and precedents as necessary before making decisions. I weigh up the pros and cons of possible actions, thinking about potential risks and using this thinking to inform our decisions. I recognise gaps and inconsistencies in information and think about the potential implications. I make decisions in alignment with our mission, values and the Code of Ethics. We are innovative and open-minded I demonstrate an openness to changing ideas, perceptions and ways of working. I share suggestions with colleagues, speaking up to help improve existing working methods and practices. I constantly reflect on my own way of working and periodically review processes and procedures to make continuous improvements. I adapt to change and am flexible as the need arises while encouraging others to do the same. I learn from my experiences and do not let myself be unduly influenced by preconceptions.