• To determine if you are eligible, you will need to answer a series of questions in the Eligibility Assessment form. This form serves as an initial, self assessment of eligibility for prospective Queensland Police recruit applicants. You need to carefully read each question, review the information on the relevant website (including the health standards and integrity guidelines), and ensure that you answer each question honestly. If you provide incorrect or misleading information, it may be an integrity issue.
• If you are eligible, you will be able to submit the form as an ‘expression of interest’. QPS Recruiting Section will review the information. If you are eligible, you will be sent further advice regarding your next steps. For example, you may receive a voucher code to waive the cost of the QPS Entrance Assessment (QPSea), or a link to the application form if exempt from the QPSea.
• It is important that you discuss your suitability and the potential benefits and impacts with family and friends before applying to become a police officer.
   

• You must successfully complete the QPS Entrance Assessment (QPSea) OR meet one of the exemption criteria before you will be invited to submit an application. For more information, visit the QPSea page.

• Before applying to become a police recruit, you must be eligible and have either successfully completed the QPS Entrance Assessment (QPSea) OR meet one of the exemption criteria.
• Recruiting will provide you with a link to the online application form. Please ensure that you fully and accurately disclose all relevant information which may impact on your eligibility and suitability to become a police officer. If you fail to declare or provide misleading information (intentionally or un-intentionally), it may be considered an integrity matter, and may result in you being deemed ‘unsuitable’.
• You will be required to upload SDA supporting documents at time of application submission.
• For applicants with policing experience, you will need to provide additional information at time of application submission regarding your policing experience, including a completed Policing Service History Form and any additional policing experience documentation. International applicants will need to provide proof of English Proficiency.

• Recruiting will review/process your SDA documentation to ensure compliance.
• This step of the process is used to determine if you are eligible to continue with an application to become a police recruit/officer. As part of this step, Recruiting may require additional information from you to make an informed decision regarding your eligibility to continue to the next stage of the recruitment process.
• Following completion of this stage, you will then be considered an applicant.

• Applicants will undertake an interview with 1 or 2 QPS members, including at least 1 QPS police officer. The interviews are conducted using Microsoft Teams.
• The interview for standard applicants is approximately 30 minutes. For applicants with policing experience, it is approximately 45 minutes and comprises 2 parts. The first part is the formal interview, and the second part is an informal discussion to clarify experience, expectations and address any questions.
• The interview questions are based on: QPS values, responsibilities,key accountabilities of a general duties officer, and key policing priorities.
• Applicants are encouraged to research the above points. It is important that applicants are prepared to provide relevant personal examples relating to the desired qualities and characteristics. As part of your preparation, you are encouraged to speak to police officers about policing, research the QPS website and official QPS social media pages, and watch the nightly news.
• Undertaking volunteer work may be another way of gaining further work experience and demonstrating your commitment to the community.
• Practise the interview process with family and friends (including the use of Microsoft Teams, and answering interview type questions in a timed period); this may assist you with structuring your responses and managing your time.
• If ‘suitable’, your panel interview result will remain valid for 2 years. If you are ‘unsuitable’, you will be excluded for a period of time. In general, this will be between 1 and 6 months; however, it can be longer in certain circumstances, based on the advice from the panel members and a review by the Recruiting team.
• Before the interview, you will be provided with additional information, including the format of the interview. Note, you will not be permitted to refer to reference material during your panel interview.
• Following the successful completion of your panel interview, you will be invited to provide SD1 & SD2 documentation.

In preparation for the interview, it is recommended that you:

• Identify examples where you have demonstrated the QPS values.
• Identify examples where you have demonstrated the appropriate key accountabilities. If you do not have policing experience, your examples do not need to be specific to policing knowledge and skills.
• Familiarise yourself with the roles, responsibilities and key accountabilities of a General Duties police officer. The General Duties Police Officer - Position Description and the Operational Procedures page will assist. You are also encouraged to speak to police officers about general duties and frontline policing, including key policing priorities.
• Ensure you read the additional information, including interview tips, which you will receive when your panel interview invitation.

Once you receive your invitation, please note the below:

• Within your invitation, you will be provided with a link to an online booking platform and advised when bookings will close. It is the responsibility of the applicant to book a suitable time.
• Please contact Recruiting as soon as possible if any of the following circumstances apply:
  • You are unavailable for any of the available time slots.
  • You were unable to make a booking before the cut-off time.
  • All time slots are fully booked.

The Queensland Police Service is committed to selecting people who display the attributes of integrity, fairness, equity, professionalism and accountability. People applying to be appointed as a police recruit must meet very high standards of past behaviour and conduct and will be assessed against the Recruiting Integrity Guidelines. Police officers are granted powers and responsibilities that exceed those afforded to other citizens. However, in order to properly pursue these statutory functions, they must have the confidence of the community. The systematic integrity screening of police recruit applicants is an important mechanism for the QPS to maintain and advance its organisational integrity. 

• Following progression from Step 5, you will be requested to submit the online Integrity Vetting Form. As part of this form submission, you will need to supply SD2 documentation. 
• It is important to read all the questions carefully and answer them honestly. In cases where you are unsure of how much information to provide, it is best to over-declare than under-declare. It is expected that you provide all information to the best of your ability.
• You need to fully and accurately disclose all relevant information which may impact on your suitability to become a police officer. If you fail to declare or if you provide misleading information (intentionally or un-intentionally), it may be considered an integrity matter, which may result in you being deemed ‘unsuitable’. 
• If there are any issues which may impact on your suitability, you may be asked to provide further information for consideration. Please respond to this in a timely and professional manner. The way you communicate with staff involved in the recruiting process is incredibly important. 
• If you are ‘unsuitable’, you will be advised of the exclusion period. Please note that an exclusion may be a particular time frame or up to unsuitable.
• If you were previously excluded on an integrity matter and submit a new application, your new application will be reassessed against the guidelines current at time of assessment. Although an exclusion period may have lapsed, you may be subject to further exclusions pending a new integrity assessment if necessary. 

• Following progression from Step 5, you will also be invited to commence the Pre-Employment Medical Screening (PEMS) process. Your details will be referred to a PEMS service provider. The PEMS provider will contact you directly to arrange a medical appointment and instructions associated with this assessment (including SD3 documentation).
• To become a police recruit, you must be ‘fit for policing’, and be able to meet the genuine occupational requirements and demands of a general duties police officer in the QPS. Extracts of the associated QPS Health Standard are located on the Health Standards page. Note: The information on the website is limited as it is an extract.
• The QPS has two approved PEMS providers. These providers have clinics (and affiliates) around Australia and the world. The medical screening will be conducted and assessed in accordance with the QPS Health Standard.
• You may be required to provide the PEMS provider with additional relevant information/documentation, including specialist reports, clearance reports, etc.
• The QPS will pay for your first medical assessment*, excluding any additional examinations or specialist assessments/reports.
• If ‘suitable’, your PEMS remains valid for 12 months from the date of oversighting. If you are ‘unsuitable’, you will need to provide supporting information to re-apply to show the associated issue/s have been addressed.

*The applicant is required to pay for any subsequent/additional medical assessments.

Police officers are required to perform operational duties under unpredictable, psychologically demanding, and sometimes dangerous conditions.

Prior to your file progressing to the Psychological Assessment step, you must have submitted your SD1 & SD2 documentation, passed Integrity Vetting and the PEMS.

The Recruit Psychological Assessment process is designed to ensure that police recruits have the necessary skills, abilities, and attributes necessary to perform the inherent occupational requirements of general duties policing. The Recruit Psychological Assessment is facilitated by the QPS Psychological Assessment Unit.

• You will complete standardised written psychological assessments, which are designed to establish your personality profile. These tests can be done at select venues or remotely. Answer the questions honestly – do not try to ‘guess’ what is the ‘right’ answer. The tests are designed to identify where a person may NOT have provided an honest or consistent response. This will result in an ‘uninterpretable’ result. Applicants will be able to undertake a second test, and if the result is also ‘uninterpretable’, you will be deemed ‘unsuitable’ and excluded for 12 months.
• If required, you may need to undertake an interview with an occupational psychologist, who will consider all relevant information in your file to determine your suitability.
• You cannot prepare for the written psychological test or psychological interview. Just be honest.
• To maintain the integrity of the process, you will not be provided with any feedback, which is acknowledged as part of the associated ‘informed consent’.
• If ‘suitable’, this assessment is valid for 12 months. If you are ‘unsuitable’, you are excluded for 12 months.

Following progression from Step 8, you will be invited to:

• Submit SD4 documentation (including your fitness assessment and swimming assessment forms), 
  • You can start completing this documentation at any stage within the application process however, Recruiting will only accept submission once application has reached the final stage. The fitness assessment is valid for 6 months, while other assessments are valid for 12.
• Provide details of referees for reference checks. Recruiting will require referee reports from your current and previous employers. A minimum of three references required, with the last three years of employment considered.
• Have your fingerprints taken at QPS LiveScan site (note, if you reside in Queensland, you must have your fingerprints taken before your file can progress from this stage. Interstate and international applicants will need to have their fingerprints taken once they arrive in Queensland prior to commencement as a recruit). More information will be provided when your application progresses to this stage. There are no costs involved with this task. For the purpose of being a QPS police officer, you are not able to get your fingerprints taken in another state or country.

Fitness Assessment:

You must demonstrate a reasonable degree of aerobic fitness to perform duties as an operational police officer involving periods of intense and strenuous physical exertion. All applicants are required to meet the same fitness requirement.

The fitness assessment activities applicants are required to complete include:

• Prone Bridge Test - applicants are required to hold their body in a straight line from shoulders to ankles (down position of a push up) for at least 90 seconds, watch Prone Bridge video.
• Push-ups - applicants are required to demonstrate at least 10 standard push-ups (toes will support the weight of the legs) to a cadence (one every two seconds), watch Push-ups video.
• Beep Test – (20 metres) - applicants must achieve the minimum level of 5/7 (the Beep Test is also known as a Shuttle Run), watch Beep Test video.

Note:

• The physical assessment can be complete at a Queensland Police Citizens Youth Club (PCYC) or assessed by an accredited personal trainer. There are no costs associated if the physical fitness assessment is undertaken at a PCYC, however any costs associated with a personal trainer will be incurred by the applicant. Additionally, you will need to provide the personal trainers accreditation details.
• If you undertake the assessment outside of a Queensland PCYC, you will need to provide Recruiting with the credentials of the assessor.
• You must pass all of the fitness requirements before you can be offered a position as a recruit.
• If you pass the physical fitness requirements, your results will be valid for 6 months.
   

Swimming Proficiency

Applicants are required to demonstrate their ability to swim in any stroke (or combination of strokes) 100m untimed without stopping or allowing your hands or feet to touch the side or bottom of the pool. Applicants will be required to produce swimming proficiency verification by an approved swimming instructor. You are required to complete the Swim Proficiency with a registered Swimming Organisation.

Note:

• There is no dress requirement for this assessment, suitable swim attire will suffice.
• 'A registered Swimming Organisation' includes Council Public pools.
• Each swimming organisation has different testing arrangements and will charge a fee. You are required to meet the cost of this assessment.
• On your assessment day, please ensure you bring photo identification and the assessment form with you for completion.
   

Referee Checks

If your application reaches the final stages, you will be required to supply referee information of your current and past employers.

• The Queensland Police Service uses an online reference platform (Xref) to complete referee checks.
• A minimum of three references are required, with at least one reference from each employment within the last 3 years.
• Your referees must be direct supervisors or managers, with no personal connections to you.
• When submitting your referee details, Xref will require the following:
  •    Full name of referee
  • Name of organisation
  • Job title of referee
  • Contact email address and phone number of referee
• If you are self-employed, work within a family business, or do not have a direct supervisor, Recruiting may accept a reference from a client or contractor. 
   

Hepatitis B

As part of the application process, you will be required to address your Hepatitis B immunity status. QPS Supporting Documents page (SD4 – Due at Fitness Test & Referee Checks). 

Before you can graduate as a police officer, you are required to provide evidence that you are either Hep B immune or a Hep B ‘non-responder’. You may be approved to commence recruit training if you are undertaking the Hep B vaccination program, however, you must have received at least one shot of the vaccination program before being allocated and offered to an intake. At least four weeks prior to the intake graduation, you will be required to provide evidence of being immune or a confirmed ‘non-responder’, with the associated serology report.

Further information regarding Hep B can be found by:

• Researching the Australian Government website in terms of Hepatitis B, including being a ‘non-responder’.
• Researching the Queensland Government website in terms of Hepatitis B. 
• Seeking advice from relevant medical professionals.

Defence/Military Service Medical History & Confirmation of Discharge

If you are currently or were previously employed by a Defence/Military Australian Defence Force (ADF) or New Zealand Defence Force (NZDF), you will be required to supply a copy of your last defence force medical examination.

It is recommended that this is requested from the appropriate service before this document is requested by us due to the wait times associated with the retrieval of these documents.

You are also required to complete a statutory declaration, confirming that you have not altered the defence force medical documentation provided to QPS Recruiting. Each state/territory has its own template.

You will also be required to provide proof of your discharge date or the date you will be eligible to discharge from the defence force.

Following progression from Step 9, your application will progress to Quality Assurance. This quality assurance check ensures that all previous stages have been completed accurately. In some cases, an application may need to be returned to a previous stage of the process to ensure compliance.

If you are deemed successful through Quality Assurance, your file will be presented to the Recruiting Manager for final approval.

Prior to your application reaching this stage, you be invited to provide Region and District allocation preferences, and any extenuating circumstances which need to be considered. You will be invited to submit any documentation (SD5 documentation) to support your allocation preferences.

The Allocation Committee considers your request on a case-by-case basis. The committee considers the operational needs of the QPS, identifying where officers need to be allocated throughout Queensland, and any extenuating circumstances that may require an applicant to remain in a specific Region/District.

Applicants will receive an offer call* and followed by a “Letter of Offer” which outlines:

• The recruit intake, Academy commencement and graduation dates
• The campus to undertake the recruit training (Oxley or Townsville)
• The Region and District/s you will be allocated to ( See District Region and Station Map (PDF)**)
• Your salary as a recruit

*If you are unable to take the offer call, Recruiting will leave a voicemail requesting a call back at a more suited time.  

**Please note: A majority of the positions are outside of South East Queensland, but a vast majority of people apply for South East Queensland. As a result, allocation numbers for South East Queensland are only applied to applicants with extenuating circumstances. Those applicants without extenuating circumstances are allocated throughout greater Queensland. The Sunshine Coast District is not available for posting.

This step is only relevant to international applicants applying through the International Recruitment Pathway.

• Recruiting will request additional information prior to completing the Visa Nomination application.

Before the commencement of your intake, the Integrity Vetting team will do a final assessment of your application to assure that there have been no issues since the original integrity check.

Note: If there are any changes to your circumstances which may impact on your suitability and/or ability to commence Recruit Training, you are required to advise Recruiting as soon as possible. There will be a further integrity vetting checks conducted before commencing as a recruit. Failure to disclose changes in circumstances (intentionally, or un-intentionally) may impact your suitability.

An applicant will take approximately 10 weeks to progress from submitting their application to being offered a recruit position.

Application timeframes can vary. There are many factors that can impact on application timeframes, for example, your availability to attend testing/complete assessments and documentation, external agency requests (interstate/international authorities, where required), resided in another state/territory or country, intake positions and availability.

In general, your application will take longer to process if you have lived interstate and/or overseas, or have had employment with other policing jurisdictions, government departments or defence/military services/forces. Recruiting is unable to control timeframes where information is requested from other organisations. If you have a complex medical history, reports may be requested from your treating specialist. Should you have integrity matters that require further information, you may be asked to provide additional information, including a show-cause in some circumstances.

Check your email account to ensure you have not missed any correspondence regarding your application. It is very likely that Police Recruiting have everything required from you, and are busy processing your application. 

If you are concerned regarding the progression of your application, please contact QPS Recruiting on the details below to request an update.

Applicants can be deemed unsuitable and excluded for a period of time (up to ‘unsuitable’), for a range of reasons. Applicants may request an appeal of the decision. As part of the request, the applicant must provide the grounds for the appeal. This may include:

• The information provided was not taken into consideration and/or accurately interpreted.
• There is additional information which was not provided but is relevant.
• The processes were not implemented in a fair or transparent manner. 
• Simply disagreeing with the decision, without any grounds or supporting information, is not considered as reasonable grounds for review.

The appeal process involves the following steps:

• Applicant to email Recruiting.Appeal@police.qld.gov.au with the grounds for the appeal and all relevant information to be considered.
• The relevant Recruiting Senior Sergeant will review the information to determine if the grounds are reasonable. An officer may contact the applicant to clarify: the process used to determine an applicant’s suitability; and/or the ‘relevant information’ provided by the applicant.
• As part of the process, you may be ‘show caused’ for failing to declare as part of the recruitment process, which is an integrity matter. An example is not declaring health or integrity related information which MAY impact on your eligibility/suitability in the application form. 
• If there are reasonable grounds, the matter may be:
  • Referred to the relevant area for advice; and/or
  • Considered by the Recruiting Appointment Board (RAB). 
• The applicant will be advised of the decision via an email.