How Do I Join?

• Please read through the job description and person specification carefully to ensure the job and conditions are suitable for you and your level of experience.
• All applicants are required to fully complete the Online Application Form which includes the Equality Monitoring Form which you are required to complete.  Answer every question and submit your completed application before the closing date. Applications received after the closing date will not be accepted.
• Only one submitted application will be accepted for each applicant. You will have the ability to save and resume a partially completed application using your unique application ID (e.g. 1111-1111-1111) surname and date of birth.
• Please be aware that your application session will timeout after 120 minutes, any information not saved will be lost.  We therefore recommend that you regularly save your application.
• Please note that CVs will not be accepted.
• When completing the application please do not use autofill as incorrect data not related to you may be entered.  In addition, please also ensure that you enter an e-mail address that will be unique to you.
• You will not be able to start or resume an application after the competition has closed or resume an application that is already submitted. 
  
• You will need your National Insurance number.  If you are an applicant from the Republic of Ireland, please use your Personal Public Service (PPS) number.  If you do not hold a UK National Insurance number or a Republic of Ireland Personal Public Service (PPS) number please use your country’s equivalent.
• Education/Qualifications section - If education/qualifications are not essential for the role, please select the tick box which will allow you to skip to the employment section.  However, if you do hold qualifications, we would be grateful if you could complete this section for research purposes.
• Skills/Experience section - Please note that responses to each criterion are standalone and will not be cross-referenced to other sections of the application form.  The shortlisting panel will not take account of information presented in another part of the application form, such as Education/Qualifications, Current Employment and Employment History, when they are scoring your response to a specific criterion.  It is therefore essential to provide all relevant detail in the responses section to each question. Consider using the STAR (Situation, Task, Action, Result) model as a basis for your answers. Think about what was needed, what you did and how did you it, what happened and what was the outcome.
• Declaration - This section must be completed by the applicant to confirm that the information given throughout the application form is true and complete to the best of the knowledge and belief of the applicant. If you provide any false information or omit relevant information, this may result in the disqualification from the recruitment process or withdrawal of any offer of employment or disciplinary action being taken, including dismissal. By submitting the application form, applicants confirm their acceptance of the terms of this declaration.
• Furthermore, under the General Data Protection Regulations (GDPR) by submitting these forms you are providing the Police Service of Northern Ireland with your consent to process your personal and sensitive data for the purpose of the police staff recruitment process.
  
• The application form can only be accessed via www.joinpsni.co.uk but if you have any difficulties in completing the application online, please contact PoliceStaffRecruitment@psni.police.uk for assistance stating details of the job you are applying for and Application ID if in process of applying or UID if you have submitted your application.
• When completing your online application you will be given the opportunity to declare any reasonable adjustment needs in relation to disabilities or other conditions (including hidden disabilities or conditions such as Autism Spectrum Disorder or specific learning difficulties such as Dyslexia) which you may have to enable you to participate fully in the recruitment process. Please refer to the following guidance for full details on the process to follow to request and evidence any reasonable adjustment needs: PDF Copy / Webpage Copy.

When the application form is submitted, the Equality Monitoring information will be separated from the application form.  None of the information in the Equality Monitoring section of the application form will be used to assess your eligibility to be appointed.

Please be aware that neither Police Staff Recruitment or Equality have access to the application/equality monitoring forms until after the competition has closed.

Artificial Intelligence (AI) software such as Chat GPT, Claude, Copilot and Gemini are powerful tools that can create and review text in ways that mimic what people can do.  These tools may be used appropriately to support the application process, for example to improve clarity or structure.  However, applications must reflect the applicant's own skills, experience, and understanding.  AI must not be used to generate, exaggerate, or misrepresent information.  Authenticity is essential to ensure a fair and transparent assessment process and to allow an accurate evaluation of each applicant's suitability for the role.  Please note that the inappropriate use of AI may result in applicants being withdrawn from the recruitment process.

* For those candidates who are invited to assessment stage we require proof of qualifications and if required, dependent on the requirements of the role other specific academic, professional or technical qualifications/accreditations.

If you do not have original copies of your qualifications please contact the school/college/university where you sat your examinations. If they cannot provide this information you should contact the appropriate examination board and/or relevant awarding authority NOW, in order to request either replacement certificates, or a final certifying statement of results (you will be given a period of time to try to obtain these). Please note that all certificates must be dated on or before the competition closing date (unless specified otherwise on the person specification). In exceptional cases, where the qualification has only recently been completed but not yet certified, exceptions to the certification date may be considered, providing formal supporting evidence is available.

If your certificates are in a name other than that which you applied in, you will need to provide us with documentary evidence (i.e. either your Marriage Certificate, Civil Partnership Certificate or Change of Name Deed Poll Certificate) to verify that your certificates relate to you.

Where professional qualifications are required as part of the selection criteria, candidates must hold current full membership of professional bodies prior to shortlisting taking place.  (Certificates will be validated if invited to attend interview.)

A copy of all qualification certificates and identity documents must be brought to or provided during assessment stage.  The copies of this documentation are placed on your personal file.  

Any candidate for whom it has not been possible to validate formal qualifications must have these validated as a pre-employment check before any offer of appointment can be made. If we do not receive  copies of your qualifications within the specified time frame you will not be appointed to the Police Service of Northern Ireland. 

*If your educational qualifications were obtained outside the United Kingdom, please see the guidance on equivalent qualifications at http://ofqual.gov.uk/help-and-advice/comparing-qualifications/. Please note if your qualifications are not comparable under this guidance, it is unlikely that your application will proceed beyond Assessment stage.

Please note that it is the responsibility of all candidates to ensure that their academic, professional or technical qualifications meet the criteria required, as detailed in the Person Specification of the advertised role.

Below is a screenshot from the Application Form. 

Shortlisting is carried out on the basis of the information contained in your application form.  

Only the relevant details provided by you on your application form required for shortlisting will be provided to the shortlisting panel for the purpose of determining whether you satisfy the eligibility criteria stipulated for the job you have applied for.  Please note that CVs will not be accepted.

Candidates are therefore strongly advised to provide sufficient details on the application form, using examples and relevant timelines, to demonstrate to what extent you meet each essential and desirable criteria identified in the Person Specification of the advertised role.  It is not sufficient to simply list your duties and responsibilities.  The shortlisting panel will not make assumptions from the title of the applicant’s post or the nature of the organisation as to the skills and experience gained – you must explain clearly.  

Please note that responses to each criterion are standalone and will not be cross-referenced to other sections of the application form. The shortlisting panel will not make assumptions or take account of information presented in another part of the application form, such as Education/Qualifications, Current Employment and Employment History, when they are scoring your response to a specific criterion.  It is therefore essential to provide all relevant detail in the responses section to each question in the Skills/Experience section.  Any appeal against the decision made by the shortlisting panel will be reviewed by Head of External Recruitment and their decision is final.

If your application is successful, following shortlisting, you will be invited to the next stage in the recruitment process.  

If your application is successful, you will be invited to attend assessment stage. This may be in the form of a selection test, presentation/interview or another form of assessment where appropriate. You will be informed of the form of assessment at the onset relating to the job you are applying for.

All candidates will be given an opportunity to state on their application form if they consider that a reasonable adjustment is required. Any adjustment must be in the context of an expectation that the adjustment will enable the candidate to compete on a level playing field with other candidates. 

If the date is not suitable, PSNI will try as far as possible to offer an alternative date or time for your assessment.  However, this is not always feasible.

Employers often use selection/ability tests to assess an applicant’s aptitude and skills for a particular role.  

The decision as to whether a selection test will be used as part of a recruitment process will be determined based on the nature of the role being advertised and the skillsets required.

The most common selection process we use are competency based structured interviews (sometimes referred to as a behavioural interview, or a criterion interview) where candidates are asked a series of questions based on your knowledge and experience in relation to the activities and responsibilities of the post. All candidates will be asked the same set of questions, but any probing questions may differ according to your response.

The interviewers will normally be a panel of three people, one of whom will be a subject matter expert. Remember the interview is your opportunity to provide examples of your experiences in your responses to questions, in the context of the role for which you are applying. Consider using the STAR (Situation, Task, Action, Result) model as a basis for your answers. Think about what was needed, what you did and how you did it, what happened and what was the outcome.

PSNI currently use the Competency and Values Framework (CVF)* as the structure for interview criteria assessment.  Please refer to Police Staff Guidance for Applicants for more information on the CVF* and also the next pod. 

* Source: College of Policing Ltd
Contains information licensed under the Non-Commercial College Licence 

Presentations are sometimes used in the recruitment process, especially for senior roles.  You may be asked to give either:

• A seen presentation, where you receive the topic and submission instructions in advance or
• An unseen presentation, here you are given the topic shortly before the interview and have allocated time to prepare.

In both cases, full instruction will be provided after shortlisting and before the interview stage.

On completion of the presentation, you will immediately move onto the interview phase.

Assessment Rating Scales

The following rating scale will be used to assess your performance during your interview/presentation:

5. Consistently High Demonstration

Consistently strong, comprehensive positive evidence demonstrated throughout the response. The candidate provides a fulsome, well-structured answer that fully addresses all aspects of the question. A comprehensive understanding of the task area is evident, demonstrated through accurate application of their experience/ skillset, relevant examples, and clear insight. Depth, breadth, and context are sustained across the entire response, with no material gaps. 

Substantial and consistent evidence of the competency/value is observed.

4. Good Demonstration

Clear and convincing positive evidence demonstrated. The candidate fully meets the question requirements and demonstrates a solid and reliable understanding of the task area. Responses show appropriate depth, breadth, and context, supported by relevant examples. Minor gaps or areas for further development may be present, but these do not detract from the overall quality of the response. 

Positive evidence of the competency/value is clearly observed.

3. Acceptable Demonstration

Some positive evidence demonstrated. The candidate meets most of the question requirements at the expected level and shows a general understanding of the task area. Key points are addressed, though depth, breadth, or consistency may be uneven. Some aspects of the response would benefit from further development or clarification. 

Acceptable evidence of the competency/value is observed overall.

2.Limited Demonstration

Limited positive evidence demonstrated. The candidate partially meets the question requirements but does not do so consistently or at the expected level of quality. Understanding of the task area is basic or incomplete, with important elements missing, underdeveloped, or lacking relevance. Responses are often superficial and show limited application or insight. 

On balance, more areas for development than evidence of the competency/value are observed. 

1. Insufficient Demonstration

Little to no positive evidence demonstrated. The candidate provides a very limited response or fails to address key elements of the question. There is minimal or no demonstrated understanding of the task area. Responses are largely superficial, inaccurate, or irrelevant.

No meaningful evidence of the competency/value is observed, and significant development would be required to meet minimum expectations.

The Police Service of Northern Ireland (PSNI) uses the Competency and Values Framework (CVF*) as a core element in recruitment and selection processes.   PSNI now exclusively use the 2024 version of the CVF*.  Each job advertisement and associated assessment materials will clearly state the CVF* version, and applicants should refer to that version when preparing.

For further general information on the Competency Values Framework*, please visit The College of Policing's website:

https://www.college.police.uk/career-learning/competency-and-values-framework

The CVF* outlines nationally recognised behaviours and values that guide how all PSNI employees should work.

The framework consists of six competencies, grouped into three clusters, each supported by the core values.  Competencies are structured across three levels, with each level building on the one before.  Candidates assessed at a higher level should naturally demonstrate the behaviours of the lower levels as well.

For each job, the person specification will confirm the required values and competency levels.  It is essential that all candidates familiarise themselves with the appropriate version of the CVF*, as this forms the basis of the assessment process.

To assist in your preparation, please refer to the relevant CVF* document

Competency-and-Values-Framework -for-Policing 2024

More detailed information outlining the key elements of the CVF* against which you will be assessed are included via the following link.

CVF* 2024

While preparing focus your attention on this document as follows:

Values: Pages 10-12

Clusters/Competencies: Pages 13-29

CVF* 2024

* Source: College of Policing Ltd
Contains information licensed under the Non-Commercial College Licence 

If you are successful at the assessment stage you will be placed on a merit list in order of merit.  The length of time that each merit list remains open will be determined specifically for the relevant competition and will be used to fill vacancies arising during that period

On occasion, the number of successful candidates may exceed the total number of vacancies available during the lifetime of the merit list.

All candidates, whether successful or not, will be notified of the outcome at each stage of the process.

If you are successful in a recruitment process and within the appointable band that we intend to recruit from, for a particular competition, Police Staff Recruitment will issue a provisional offer of appointment, subject to successfully completing all of the following stages in order to be considered for appointment:

• Vetting
• Health Assessment
• Substance Misuse Test
• Online Learning

All appropriate documentation will be issued to the candidate.  Please note that this is subject to successful completion of all the stages detailed above.  Please do not hand in your notice to your current employer until you receive a confirmed offer of appointment.

Please do not hand in your notice to your current employer until you have received a confirmed offer of appointment.

The Police Service of Northern Ireland (PSNI) has a responsibility to protect the public, its people, information and assets. Vetting is a fundamental part of that responsibility. 

The vetting process helps us identify, assess and manage risks relating to matters such as integrity, public safety, national security, corruption, coercion, financial vulnerability and criminal or inappropriate associations. 

Vetting is not intended to discourage suitable people from applying. We welcome applications from people who can meet the high standards expected of a police staff member. 

However, policing is a position of public trust and not every candidate will be suitable for appointment. Decisions are made carefully, fairly and on the individual circumstances of each case, with public protection as the primary consideration. 

Your honesty throughout the recruitment and vetting process is critical. 

You must answer every question fully, accurately and openly. This includes information about your personal circumstances, criminal history, police contact, finances, employment history, social media use and associations. 

A matter in your past will not automatically mean that you cannot apply or be appointed. However, lying, concealing information or deliberately withholding relevant details is very serious. It may be regarded as evidence that you are unreliable or lack integrity. This can affect your application, whether it is identified during vetting or at a later stage in your career.

If you are unsure whether something should be disclosed, you should disclose it and provide an explanation. It is always better to be open at the outset.

It is also important that you read the guidance for applicants carefully, this will not only assist you in completing the relevant forms fully, but also provide an idea of the standards that are required to become police staff. 

All applicants must provide a checkable three-year history. If you have lived outside the United Kingdom or Republic of Ireland during the last three years, you may need to provide a criminal record certificate from the country or countries where you lived. 

If PSNI cannot complete the necessary checks, your vetting application may not be able to proceed.

As part of your vetting application, you will be asked about your previous employment history as any previous misconduct or disciplinary processes in the workplace will require an assessment of your suitability. Further information relating to how these checks are conducted can be found in the Police Staff Guidance for Applicants. 

Detailed information regarding Vetting (including examples of the certain types of offences that mean you will not be considered for appointment) can be found in the Police Staff Guidance for Applicants. 

For FAQs regarding vetting, click here.

Tattoos

Having a tattoo does not automatically prevent you from joining PSNI.  However, some tattoos, particularly those that are visible, may not be acceptable. 

Careful consideration is given to tattoos on the head, face, neck and hands. This includes their size, nature and prominence. 

Tattoos will be unacceptable where they:

• Conceal a staff member's identity to a degree that may prevent them from carrying out their role:
• Could make a member of the public feel intimidated, threatened or uncomfortable;
• Are contrary to equality protections under Section 75 of the Northern Ireland Act 1998;
• Breach PSNI's Good and Harmonious Working Environment;
• Could reasonably be interpreted as offensive to the public or colleagues; or
• Indicate alignment with a particular group in a way that is incompatible with policing standards.

You must provide individual photographs and descriptions of all tattoos. Descriptions must include size, location, nature and the complete wording of any text, names or quotations. Tattoos containing non-English words, characters or representations must be accompanied by a verifiable translation. 

For FAQs regarding vetting, click here.

A Medical History Questionnaire will be issued to you which should be completed and returned to Occupational Health and Wellbeing by the date specified.

Completion of this form will enable the Occupational Health Nursing Adviser to make a general assessment as to whether you comply with the medical standards required of the job for which you have applied. If appropriate, you may also be seen by an Occupational Health Medical Adviser, who may in some circumstances carry out a physical examination.

A "Yes" answer does not mean you will be automatically rejected and you should provide as much detail to your answers as possible. In addition, provision of additional medical information as outlined in the accompanying cover letter, will ensure that all relevant medical evidence has been considered and reduce the likelihood of any delays to your application.

The Police Service of Northern Ireland is an Equal Opportunities employer and recruits on the basis of ability not perceived disability. The information you give about your medical history or any disability will assist Occupational Health and Wellbeing to assess where “adjustments” to working practice and/or working environment may be needed.

All medical information provided by you remains entirely confidential to Occupational Health and Wellbeing and shall form part of your Occupational Health record if appointed.

Following the health assessment you will be considered to be one of the following:

• Fit for full role or
• Unable to undertake full duties of the described job role and adjustments are advised, which a Pre-employment Adjustment Panel will consider.

You will be required to complete a pre-employment Substance Misuse Test.

The test uses hair samples. You will normally be asked to provide two samples, each of approximately 3cm in length and containing 50-100 strands of hair. These are known as the A and B samples. Hair will normally be taken from the head, but may on occasion be taken from the armpit, back, leg, arm or chest.

If you have medical or religious reasons which may prevent you from providing a sample, or concerns about providing sufficient hair, contact the Service Vetting Unit immediately at substancemisuse@psni.police.uk. You may be asked to provide medical evidence. 

If you take prescribed medication, bring evidence of the prescription to your appointment. You may be asked for further evidence after the test. 

Any deliberate attempt to obstruct the testing process will be treated as a failed test. A re-test will not be offered in these circumstances. 

If you attend without sufficient hair and have not contacted the Substance Misuse Manager before your appointment, you will not be tested. A further test will not be offered until you can provide an appropriate sample. 

If you have not been appointed within 12 months of your initial result, you will be required to complete a further Substance Misuse Test.

Confirmed Positive A Sample

If your A sample produces a confirmed positive result, PSNI will write to you.  You will have seven calendar days to notify PSNI if you wish to have your retained B sample tested by an independent laboratory.

This test is at your instruction and expense. You must identify and arrange the laboratory. PSNI will provide a list of accredited UKAS laboratories.

Results Indicating Historic, Occasional or Environmental Exposure.

Some results may indicate historic or occasional drug use, frequent contact with drugs or environmental exposure. For example, regular close contact with people using illicit drugs may affect a hair sample even if you have not personally used drugs. 

Where this occurs, the matter will be referred to the Service Vetting Unit. You may be invited to an interview to explain the result. Relevant information will be considered as part of vetting and your application may be referred to the Vetting Panel. 

PSNI may revoke vetting clearance granted before Substance Misuse Test results are received. 

B-Sample Results

If the B sample result is negative and does not match the A sample, a further hair test will be arranged. If that further test is negative, the original positive result will be treated as a false positive and PSNI will reimburse the cost of the B-sample analysis.

If the B sample confirms the original positive result, there is no further appeal and no reimbursement of the re-test cost. The HR Recruitment Manager will be told that the Substance Misuse Test has been failed. You will be withdrawn from the recruitment process and any offer of appointment may be rescinded. 

PSNI has collaborated with The Open University to develop an e-learning course titled “Collaborative problem solving for community safety” which offers a range of techniques for community police officers, other community-based public service professionals and members of community groups working to solve problems collaboratively and creatively. 

Successful candidates will be required to undertake and successfully complete this course prior to appointment.