Police Initial Recruitment Test (PIRT/SEARCH) Eligibility, Vetting and Pre-Joining Requirements Syllabus

How far back does the police typically require an applicant's employment/residential history?

Forces commonly require a full account of employment, education and residential history for the last 3 years (sometimes 5), with no unexplained gaps. The full address history supports the residency requirement and the DBS/vetting checks.

What is the Job-Related Fitness Test (JRFT) used in UK police recruitment?

The JRFT is the standardised fitness assessment for officer recruits. Its core component is the multi-stage fitness test (the 'bleep test' / endurance shuttle run), and for some roles it also includes a dynamic strength test (push/pull) on a fitness machine. It simulates the physical demands of frontline policing such as a person-restraint scenario.

What is the minimum standard a recruit must reach on the bleep test for the standard police JRFT?

Recruits must reach level 5.4 (sometimes expressed as 5 shuttle 4) on the 15-metre multi-stage fitness (bleep) test. This corresponds to a VO2 max of approximately $35\ \text{ml}\cdot\text{kg}^{-1}\cdot\text{min}^{-1}$ and involves running progressively faster shuttles in time with audio bleeps.

What distance is each shuttle in the police multi-stage fitness (bleep) test, and what does the test measure?

Each shuttle is $15\ \text{m}$. The test measures aerobic/cardiovascular endurance: candidates run back and forth between markers in time with bleeps that get progressively faster, and the level reached (e.g. 5.4) indicates fitness. Failure usually allows re-tests within a set window.

What eyesight standards must a UK police applicant meet?

Applicants must meet minimum distance and near visual acuity standards (commonly distance vision of $6/12$ or better with each eye and $6/6$ or better with both eyes together, near vision around $N6$), with acceptable colour vision. Severe colour blindness (monochromatism) and certain conditions can be disqualifying. Laser eye surgery is usually acceptable after a healing period (e.g. 6 weeks/12 months depending on procedure).

How is police eyesight acuity such as '6/12' interpreted?

In Snellen notation $6/12$ means the person can read at $6$ metres what a person with normal vision can read at $12$ metres — i.e. below-normal acuity. The smaller the denominator the better; $6/6$ is normal vision. Police require at least $6/12$ in each eye unaided/aided and $6/6$ binocularly.

What hearing requirements apply to police recruits?

Applicants undergo audiometric (hearing) testing. Hearing must be sufficient to perform operational duties safely; significant unaided hearing loss may require an assessment of whether a hearing aid restores function to an acceptable standard. A practical/functional assessment is used where audiometry results are borderline.

What is assessed in the police pre-employment medical/health assessment?

A medical questionnaire and examination assess overall fitness for operational duty: cardiovascular health, respiratory function (including conditions like asthma), musculoskeletal issues, mental health history, diabetes, epilepsy, blood pressure, vision, hearing, BMI and substance use. The aim is to confirm the applicant can safely perform frontline tasks, sometimes with reasonable adjustments.

How is Body Mass Index (BMI) calculated and why does it matter for police recruitment?

BMI is calculated as $$\text{BMI} = \frac{\text{mass (kg)}}{[\text{height (m)}]^{2}}$$ It matters because the medical assessment uses it to screen fitness for operational duty. A very high or very low BMI may trigger further assessment (e.g. body-fat measurement) rather than automatic rejection.

What BMI range is generally considered acceptable for police recruitment, and what happens outside it?

A BMI in the healthy range of $18.5$ to $30\ \text{kg/m}^{2}$ is generally acceptable. A BMI above $30$ (or below $18.5$) usually does not cause automatic rejection but prompts further checks such as body-fat percentage measurement and a review of whether the applicant can still pass the fitness test safely.

What substance testing is carried out during police recruitment?

Applicants undergo a drugs test (typically a hair-strand or urine sample) screening for controlled substances. A positive result for illegal drug use is normally grounds for rejection. Some forces also test for substance misuse as part of the medical, and questions about alcohol consumption and drug history are included in the health questionnaire.

What is the National Sift in the College of Policing SEARCH/online assessment process?

The National Sift is an early online stage that screens applications against eligibility criteria and key competencies. It can include a Situational Judgement Test (SJT) and a written/competency-based exercise, used to filter candidates before they progress to the assessment centre stages.

What does the online assessment process for police recruitment typically consist of?

The College of Policing online assessment process usually includes: a Situational Judgement Test (SJT) presenting realistic policing scenarios; a Behavioural-style/competency questionnaire; and a written exercise. Together they assess the Competency and Values Framework (CVF) behaviours before the candidate proceeds to interview and force-specific stages.

What is a Situational Judgement Test (SJT) and what does it assess?

An SJT presents realistic, work-related scenarios and asks the candidate to choose or rate the most effective responses. In policing it assesses alignment with the Competency and Values Framework (CVF) — for example public service, decision-making, integrity and working with others — rather than technical knowledge.

What is the Competency and Values Framework (CVF) and why is it central to police assessment?

The CVF is the national standard describing the behaviours and values expected of everyone in policing. It is built around competencies (e.g. 'We are emotionally aware', 'We take ownership', 'We are collaborative', 'We deliver, support and inspire', 'We analyse critically', 'We are innovative and open-minded') and core values. Assessment exercises and interviews are scored against it.

What are typical force-specific stages that follow the national online assessment?

After passing the national/online stages, candidates complete force-specific stages which commonly include: a force interview (competency/values-based), the Job-Related Fitness Test, the medical and eyesight assessment, biometric vetting and substance testing, and pre-employment background checks. The exact order and content varies by force.

What format does the final police interview usually take and how is it scored?

The final interview is usually a structured, competency- and values-based interview. Candidates answer questions (often using the STAR method — Situation, Task, Action, Result) drawing on real examples, and responses are scored against the CVF competencies and values. Some forces add scenario or briefing exercises.

What does the STAR technique stand for and why is it recommended for police interviews?

STAR stands for Situation, Task, Action, Result. It structures answers to competency-based questions by setting the context, the goal, the specific actions the candidate took, and the outcome. It is recommended because police interviews are scored against demonstrable CVF behaviours, and STAR keeps answers evidence-based and concise.

What are 'pre-employment checks' in the onboarding stage of police recruitment?

Pre-employment checks are the final clearances completed before a start date: confirmation of identity and right to work, completion and approval of vetting (RV/Force Vetting), the medical and fitness pass, satisfactory references and employment history, biometric vetting (fingerprints/DNA taken for elimination), and any outstanding security clearances.

Why are recruits' fingerprints and DNA taken during the vetting/onboarding process?

Fingerprints and a DNA sample are taken for elimination purposes — so that an officer's marks found at crime scenes (left innocently while on duty) can be distinguished from those of suspects. They are held on elimination databases, not the criminal databases.

What is the typical end-to-end order of the police recruitment journey?

A common order is: 1) Online application and eligibility check; 2) National Sift / online assessment (SJT and exercises); 3) Force interview; 4) Job-Related Fitness Test; 5) Medical, eyesight and hearing assessment; 6) Substance test; 7) Vetting and references/employment checks; 8) Pre-employment checks and onboarding/start date.

Can someone with a current Individual Voluntary Arrangement (IVA) join the police?

Generally no — an applicant currently subject to an IVA is normally rejected because it indicates significant unmanaged debt and corruption vulnerability. Once the IVA is satisfactorily concluded/discharged, the person may become eligible, subject to financial vetting.

How does a discharged bankruptcy differ from an undischarged bankruptcy for police eligibility?

An undischarged (current) bankrupt is normally rejected. A discharged bankrupt — usually discharged at least 3 years previously with affairs now in order — may be eligible, as financial vetting focuses on current, ongoing financial vulnerability rather than historic resolved difficulties.

What is Force Vetting (FV) and how does it relate to national Recruitment Vetting?

Force Vetting is the local-level vetting each force conducts on applicants, covering the individual and their associates against force and national intelligence systems. It works alongside the national Recruitment Vetting (RV) standard; both must be cleared before appointment, and decisions are made by the force's vetting unit.

What happens if an applicant fails to disclose a conviction, caution or financial issue during vetting?

Non-disclosure is treated very seriously and is usually grounds for rejection in itself, regardless of the underlying matter, because integrity and honesty are core requirements. Vetting checks (DBS, PNC, credit checks) routinely uncover undisclosed information, and concealment is viewed as an integrity failure.

Are there restrictions on police applicants having a second job or business interests?

Yes. Officers must declare business interests and additional employment, which can be refused if they conflict with police duties, create a corruption risk, or bring the force into disrepute. Certain business interests of the applicant or close family (e.g. those that conflict with policing) may need to be relinquished before appointment.

What is the purpose of the dynamic strength (push/pull) element where used in the JRFT?

The dynamic strength test measures upper-body push and pull force on a calibrated machine, simulating the strength needed to restrain or control a person. Where used, candidates must achieve set minimum push and pull values; it complements the endurance bleep test to ensure all-round operational fitness.

How does a tattoo on the face, neck or hands affect a police application compared with one on the arm?

Visible tattoos on the face, neck or hands attract greater scrutiny because they cannot be covered by uniform and are more likely to be judged as undermining the dignity/authority of the office. A non-offensive tattoo on the arm that uniform covers is usually acceptable. Content (offensive vs neutral) matters as much as location.

What is the relationship between the PEQF routes and the rank of police constable?

All three PEQF entry routes (PCDA, DHEP and the pre-join Professional Policing Degree) lead to qualification and confirmation as a police constable. They differ in academic starting point and award (degree vs graduate diploma vs pre-completed degree), but converge on the same operational role and probationary requirements.

Summarise the key disqualifiers a PIRT candidate should remember across eligibility and vetting.

Key disqualifiers/risks: failure to meet age/nationality/residency rules; serious or recent convictions, custodial sentences, or relevant cautions; non-disclosure of any conviction/caution (spent or not); undischarged bankruptcy, outstanding CCJ or current IVA; positive drugs test; offensive/inappropriate visible tattoos; failing the fitness, medical, eyesight, hearing or substance assessments; and adverse vetting on the applicant or close associates.