There are four stages to the recruitment process for police staff:
The application form is the first stage of the recruitment process, and we’ve prepared Guidance Notes (293.67 kB) to help you give it your best shot.
The application form[+ / -]
Why is it important to follow these guidance notes when completing my application?
South Wales Police wishes to make sure that the people it interviews are the most suitable for the job, so we have used a specially designed application form for this purpose. Reading these guidance notes will help you complete the application form correctly.
Please note if this form is not completed correctly your application may be rejected.
The following points should always be taken into consideration as they are particularly important:
- We do not accept Curriculum Vitaes (CVs) and we will not consider any received.
- Please do not send references or other prepared material as these will not be accepted at this stage.
- Please complete all sections of the application form in black ink or you may, if you wish, complete the form in typed format.
Interview – practical test[+ / -]
If you are successful in stage one of the application process, you wil be invited to attend an interview. You may also be required to complete a practical test depending on the job for which you are applying.
Background checks[+ / -]
We will write you to you informing you that you have been recommended for appointment, enclosing security vetting, financial vetting and medical questionnaire forms. All applicants are subject to extensive pre-employment checks. Any offer of appointment will be made on satisfactory completion of all medical, reference and vetting procedures.
Supplementary vetting checks will also be carried out on applicants’ partners, family, associates etc. if appropriate. You must therefore advise them that these enquiries will be made. However, results of all vetting enquiries will not be disclosed. Due to the level of access and sensitivity of some roles/ posts within South Wales Police, they are designated as requiring an enhanced level of vetting. If appropriate, you will be notified of this requirement during the recruitment.
We will then write to the referees you provided at application stage as this forms part of our vetting process.
In accordance with Home Office guidance and the Association of Chief Police Officers’ National Vetting Policy, candidates are reminded that they must meet minimum residency criteria for specific periods immediately before an application is made. For roles that require basic level vetting the minimum period is 3 years; for roles that require MV/SC level the minimum period is 5 years; for roles that require DV vetting the minimum period is 10 years. This is to satisfy the requirement to vet all applicants in an equitable manner and the UK Police service does not currently have any means of facilitating vetting checks overseas, to the extent required of those who have been resident in the UK. Applicants who cannot be vetted, cannot be appointed.
South Wales Police also operates a ‘Business Interests Policy,’ which essentially means that if you intend to continue with an existing business or other employment then it will be necessary to seek, upon appointment, written permission from the Chief Constable. The Chief Constable reserves the right to refuse such a request. If necessary, further information can be obtained from the Employee Resourcing Team on the number provided.
Induction[+ / -]
Appointment and induction is the final party of the recruitment process. All new recruits must complete a 6 month probationary period when their employment begins.