Police Initial Recruitment Test (PIRT/SEARCH) Situational Judgement and Decision Making Flashcards

24 sample cards from the Situational Judgement and Decision Making deck

Sampled from the end of the deck, so these are different cards from the ones shown on the syllabus page.

1. In the NDM, what does the 'Assess threat and risk and develop a working strategy' stage involve?

   Judging the level of threat, harm and risk to people and the situation, and forming a flexible strategy/plan to manage it before committing to specific actions.

2. In the NDM stage 'Consider powers and policy', what is an officer checking?

   Whether they have the legal powers, and what laws, policies and guidance apply, ensuring any action taken is lawful and within authority.

3. Define 'proportionality' as it applies to police decision making.

   Ensuring that any action or use of power is no more than is reasonably needed to achieve a legitimate aim - the response must be balanced against the seriousness of the situation and its impact on people's rights.

4. Define 'necessity' in the context of police powers and decisions.

   That the action is genuinely required to achieve the policing aim and that a less intrusive means would not suffice - if the aim can be met another way, the action is not necessary.

5. How do risk, proportionality and necessity work together in a decision?

   An officer assesses the risk/threat, then chooses a response that is necessary (genuinely needed) and proportionate (no more than required) to that level of risk, balancing public protection against individual rights.

6. What does it mean that policing decisions should 'balance risk' rather than eliminate it?

   Some risk is inherent in policing; good decisions manage and reduce risk to an acceptable level proportionate to the threat, rather than taking excessively cautious or excessively forceful action to remove all risk.

7. When safety/welfare conflicts with completing paperwork or procedure in an SJT, which takes priority?

   The safety and welfare of people (the public, victims, colleagues and the vulnerable) always takes priority over administrative or procedural convenience.

8. What is the 'threat to life' or 'preservation of life' principle in policing priorities?

   Protecting life and preventing serious harm is the highest policing priority; where there is a risk to life or safety, that response should come before lower-priority tasks.

9. What is the Code of Ethics in UK policing?

   A code published by the College of Policing setting out the principles and standards of professional behaviour expected of everyone who works in policing, underpinning ethical decision making and the CVF.

10. How many policing principles does the Code of Ethics set out, and can you name several?

    It sets out nine principles: accountability, fairness, honesty, integrity, leadership, objectivity, openness, respect, and selflessness.

11. What are the standards/expected behaviours covered by the Code of Ethics (Standards of Professional Behaviour)?

    Areas including honesty and integrity; authority, respect and courtesy; equality and diversity; use of force; orders and instructions; duties and responsibilities; confidentiality; fitness for duty; discreditable conduct; and challenging and reporting improper conduct.

12. Under the Code of Ethics, what positive duty do officers have regarding wrongdoing?

    A duty to challenge and report improper conduct - they must report, challenge or take action against the conduct of colleagues that falls below the standards expected, even when it is uncomfortable.

13. What is the difference between misconduct and gross misconduct in policing?

    Misconduct is a breach of the Standards of Professional Behaviour; gross misconduct is a breach so serious that dismissal would be justified. Both must be recognised and reported appropriately.

14. What should you do if you suspect or witness misconduct by a colleague?

    Report it promptly through the appropriate channels (supervisor, professional standards department, or confidential reporting line), following your duty to report, regardless of the colleague's rank or your friendship with them.

15. Why is reporting misconduct important to public confidence?

    Policing operates by consent and trust; allowing misconduct to go unreported erodes integrity, transparency and accountability, damaging the public's confidence in the whole service.

16. What is the rule on confidentiality of police information?

    Information obtained in the course of duty must be treated as confidential and only accessed, used or disclosed for legitimate policing purposes - never for personal reasons, curiosity or to benefit others.

17. Give an example of inappropriate use of police information that would breach standards.

    Looking up a friend's, relative's or your own record on police systems out of curiosity, sharing case details on social media, or disclosing information to someone not entitled to it - all are misuse of information.

18. What principle governs accessing police databases and records?

    The 'policing purpose' / need-to-know principle: you may only access information you are authorised to and genuinely need for your role; every access can be audited and must be justifiable.

19. What does 'equality and diversity' require of an officer in their behaviour?

    Acting with fairness and impartiality, treating all people with respect and without prejudice, and not discriminating against anyone based on a protected characteristic or any other improper ground.

20. Name the nine protected characteristics under the Equality Act 2010.

    Age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.

21. In an SJT, what is the appropriate response if a colleague makes a discriminatory comment or joke?

    Challenge it appropriately and do not condone or join in; depending on seriousness, report it - showing the 'inclusive' value and the duty to uphold equality and diversity standards.

22. What is the difference between direct and indirect discrimination?

    Direct discrimination is treating someone less favourably because of a protected characteristic; indirect discrimination is applying a policy or practice that appears neutral but puts people with a protected characteristic at a particular disadvantage without justification.

23. Why must officers avoid acting on stereotypes or unconscious bias when dealing with the public?

    Because the values of impartiality and fairness require decisions based on facts and behaviour, not assumptions about a person's group; bias undermines legitimacy, trust and the lawful, proportionate use of powers.

24. Summarise the overall mindset that scores highest across the police SJT.

    Acting with integrity and impartiality, prioritising safety, welfare and public protection, making lawful, necessary and proportionate decisions via the NDM, communicating with empathy, taking ownership, and reporting/challenging wrongdoing - consistently reflecting the Code of Ethics and CVF.

What this deck covers

Situational Judgement and Decision Making flashcards FAQ