If you looking to understand exactly how the role-plays work, the skills and behaviours you are required to evidence, or perhaps you are concerned about the written exercises and how to layout a written proposal? All the answers can be found at:

police-recruitment-exercises.co.uk a website owned by David Vidgen, Recruitment Director of policeapplication.co.uk

A 200 page+ course manual containing practice exercises is provided – includes material that have been written to simulate the current assessment centre exercises

Over 90% of clients who attend an assessment centre course with policeapplication.co.uk are successful. These results speak for themselves…

All attendees will also each receive a FREE Police Fitness Training Programme and Bleep Test CD worth £20.00 to aid in your preparations for the police fitness test.

Full course details at: www.policeapplication.co.uk/services/1-day-course/

Alternately, if you would prefer a one to one police assessment centre training course, further details can be found at: www.policeapplication.co.uk/services/1-to-1-coaching/

The most common reason for candidates to fail is that they are not prepared. Initially they fail to read any of the pre-read documents made available to them prior to police assessment centre. This alone though, will not be enough, you need to do more and undertake some research and training. Nearly every candidate I have taught, at the end of the training course states “had they not attended, they are sure they would have NOT been successful.” Many ask, just how would anyone pass, without attending a course?

The assessment centre process is a tick-box exercise where the answers are predetermined. Assessors are looking at your ability to demonstrate these answers, so in simple terms you either state what they are looking for and pass, or you don’t and fail. On my course, you learn exactly what skills are required and why…

Another reason for failure is that candidates are just not used to having to perform under exam conditions. This again can be overcome by attending a course. On my policeapplication course you practice with myself (David Vidgen) under exam conditions. (TIP:) This helps alleviate anxiety and fears, plus prepares your body and mind for what’s coming up. You also leave the course with materials that you can again simulate exam conditions when practicing at home.

Another major reason for rejection can be found where applicants serve as Special Constables or PCSO’s. In the case of serving Specials, many believe they are doing the role, so will fail to prepare or give the assessment process the attention it requires. This is most certainly going to result in rejection. (TIP:) The assessment process does NOT test your police knowledge or your understanding of the role. It tests transferable skills such as Community and Customer Focus. For example: how many meetings have you ever attended where the chair of the meeting asks you what you want to achieve from today’s meeting? I’m guessing never…it just doesn’t happen in the real world – although actually this is a very good approach to meetings, as the outcome is put on the table, and you spend the meeting talking about how to achieve such outcomes, and managing any expectations. (TIP:) In the assessment process, in three of the four role plays, you are expected to ask the role-actor what they want to achieve from the meeting or see happen?

Another skill that is in short supply is the ability to apologise when required. In fact many companies train their staff not to apologise as this can be portrayed as admitting liability. This of course is not the case, you are merely just apologising and sympathising that they feel errors have been made, or (TIP:) more should have been done.

With few forces recruiting because of government cuts, and competition for places at an all time high, it is strongly recommended that you take my advice, attend a course, it will save you a lot of time and will significantly reduce the risk of failing. A full list of available police recruitment courses can be found at: policeapplication.co.uk

(TIP:) = Coaching tip and recommend action you should take

In relation to Problem Solving, there will be 4 or 5 appropriate questions to ask in 3 of the current role-play exercises, each also marked against the Scalar for thoroughness. If you fail to ask any appropriate questions, you would be awarded a grade D.

For example:

If a role-actor states ‘I am unhappy with what was said to me’ – the appropriate clarifying question would be to ask ‘what was said to you that has made you unhappy?’ this would score 1 on the Scalar (1 being highest). If you were to ask ‘was something said to you?’ this would score 5 on the Scalar (5 being lowest), because the question is not thorough.

It is the combination of both how many behaviours (appropriate questions) you asked and the thoroughness of your questioning on the Scalar that dictates your final grade. Clearly if you ask all appropriate clarifying questions and each of them are thorough and score 1 on the scalar, this would result in an A grade.

In short, it is vital you you listen to the role-actor and word your question to reflect / mirror using similar words that the role-actor just used. Here are some further examples:

Statement: ‘That’s okay, I just wanted to let someone at the centre know how the guard’s behaved’
Appropriate Question: ‘Please tell me how the guard’s behaved?’

Statement: ‘That’s okay, I just wanted to let someone at the centre know what’s happened’
Appropriate Question: ‘Please tell me exactly what has happened?’

Statement: ‘Security are not doing their job’
Appropriate Question: ‘Please tell me exactly how security are not doing their job?’

Statement: ‘This is a serious matter and I want something done about the security team’
Appropriate Question: ‘Please tell me what you would like done about the security team?’

If you are in a customer service role, try and practice this the next time someone wishes to make a complaint…

If you want to learn the skills vital to become a police officer, David Vidgen Police Recruitment Director, runs regular courses for those wishing to join the police service. Full details can be found at: www.policeapplication.co.uk

Example 1

You are dealing with a complaint from a customer about the actions of the security team. A child was recently lost in the centre. The security team then acted in accordance and followed the ‘lost child’ policy. They were all dispatched with the appropriate description to look for the child and all CCTV cameras were used. The child was eventually found by another member of the public. The customer wants the security team disciplined for not finding the child. Do you think the security team should be disciplined?

The answer is ‘NO’. Given that they acted in accordance and followed the ‘lost child’ policy it would be unfair to suggest or agree for disciplinary action to be considered. Thus, if you agreed with the customer and suggested that action would be taken against the security team, this could result in a ‘D’ grade for diversity.  Clearly, although the policy was followed, perhaps a review of the policy is required…

Example 2

You are dealing with a complaint from a customer about the actions of a Customer Service Officer. The Customer Service Officer recently approached the child of the customer in the centre as they were climbing on a temporary wall. The centre has a policy that does not permit anyone climbing on walls. A statement from the Customer Service Officer confirms the situation took place and they did ask the child to remove themselves. During the course of the role-play the role actor informs you that the Customer Service Officer shouted at the child and asked them to remove themselves from the wall for Health and Safety reasons. The customer wants the Customer Service Officer sacked. Do you think the Customer Service Officer should be sacked?

The answer is ‘No action will be taken at this time’. Although they have enforced the policy, you should be concerned that the Customer Service Officer shouted (this is unprofessional), so you will want to speak to them before any decision is made. Again, if you agreed that they should be sacked, or completely defend the actions of guard, you run the risk of being awarded a grade ‘D’ in Race and Diversity for being biased. Clearly, although the policy was followed, it would be advisable to speak with the Customer Service Officer about the allegation of ’shouting’ before any decision is made. You should apologise and then reassure the role-actor that action will be taken if the guard’s behaviour, following your investigation is found to be inappropriate. But until they have been spoken too, no action will be taken.

Example 3

You are dealing with a complaint from a storeowner about a member of public. The storeowner is accusing a member of public of causing damage to their window recently. The member of public has recently threatened the storeowner. You question the storeowner and they inform you that they didn’t see the member of public cause the damage because they were in the stockroom at the time of the incident. They are however adamant that the individual they suspect is the culprit because they have made previous threats and they want the individual banned from the centre. Do you think the customer should be banned from the centre?

The answer is ‘No action will be taken at this time’. Although they may have threatened them previously, at this time there is insufficient evidence to ban anyone from the centre. You will however investigate the incident and take the necessary action to resolve the matter. Whoever the culprit is will be dealt with but at this time no action will be taken.

Example 4

You are dealing with a complaint from a customer about a vendor in the centre. The vendor has been given permission to be in the centre. The vendor is from Eastern European background and is allowed to provide eyebrow treatments to customers in the allotted area and on specific days. You question the customer and they inform you that they feel that this type of vendor is not good for the reputation of the centre and wants them removed. Do you remove the vendor?

The answer is ‘No’. All vendors are welcome in the centre regardless of their background. The centre will not act with prejudice and will certainly not remove anyone because of his or her ethnicity. You should ask the customer politely to stop their behaviour, change their views and suggest in the future they abide by the equality policy as this supports the centre.

Example 5

You are dealing with a complaint from a storeowner about a customer service officer. The storeowner recently approached the customer service officer when they were passing, about problems they were having with a group of Asian youths. You question the storeowner and you are told that the customer service officer stated that they didn’t want to get involved, because the group were Asian. The storeowner wants the group banned from the centre. The main duties and responsibilities state that customer service officers are to investigate and deal with complaints from those who are unhappy. The storeowner feels that some disciplinary action should be taken against the customer service officer. Do you ban the youths, and do you take disciplinary action against the customer service officer?

The answer is ‘No’ you do not agree with the vendor on their views.  The centre will not act with prejudice and will certainly not ban any groups on the basis of their ethnicity. You should however apologise for the customer service officers behaviour and state that just because the group were Asian was no reason to dismiss their concerns. You will of course be speaking to the customer service officer about their behaviour, but no action will be taken at this time. Action will be taken if the behaviour of the Customer Service Officer is deemed inappropriate. You should then ask about what problems they have been experiencing. If they are genuine and not prejudice, you will take action to resolve this matter. But you will certainly not take action just because the group were Asian.

Finally, you should then remind them that as a storeowner they cannot be prejudice. Ask them politely to stop, change their behaviour and in future abide by the equality policy as this supports the centre on equality matters.

Note: It is absolutely vital that you are polite throughout your role-plays. Under no circumstances should you be aggressive or need to raise your voice. When challenging colleagues or storeowners remember you are merely a concerned colleague helping them with issues and making suggestions.

Our workbook will teach you all the skills necessary to be successful at this stage. In particular four* of the role-plays in the workbook test exactly the same skills as those required in the current role-play exercises. Two* of the written proposal exercises test the required skills, and there is a interview module which outlines how to select your own appropriate interview answers and include the necessary competency behaviours.

Full details of the police assessment centre workbook can be found at: http://www.policeapplication.co.uk/services/practise-book/

Alternately, if you prefer to buy individual police assessment centre exercises these can be purchased at: http://www.police-recruitment-exercises.co.uk/ (Role-Plays 5, 6, 7 and 8 – Written Exercises Suspicious Vehicle and Park and Ride)

If you have any questions please call David Vidgen – Recruitment Director on 07890 607967

*The workbook contains ten role-play exercises, six written proposal exercises and a complete set of interview questions and appropriate answers.

A significant benefit of a one to one session is that there is no limit to the number of role-plays that can be practiced – absolutely essential because role-plays account for 53% of all assessment centre marks. A one to one is also ideal if you lack confidence or you are really worried about the assessment process.

Available sessions can be viewed at: http://www.policeapplication.co.uk/services/1-to-1-coaching/

Each exercise has been carefully written to reflect the same skills as those required to evidence at assessment centre. The role plays come complete with exercise brief (the information you read prior to entering the room); the role actor scripts, so you can gain an insight into their behaviour and responses; plus the behavioural checklist (answers) so you can identify which skills are lacking and then of course work on those that need attention.

The written exercises again contain the exercise brief, plus we also provide you the behavioural checklist (answers) and a fully completed proposal document to give you an idea of layout and how to keep it simple…

It’s absolutely vital if you are going to pass you understand how this process works. Either prepare, or prepare to fail!

To find out more please visit our police recruitment exercises website at: http://www.police-recruitment-exercises.co.uk

40 Great Answers to the Police Application Form Competency Questions will shortly be available for candidates applying to the police service who want to make sure their application form meets the required competency standard.

10 answers to each of the competency questions (40 in total), these flash cards are ideal to help you understand how to meet the required standard. They will stimulate your own minds and help you identify and relate to situations where you have used such skills effectively.

To register your interest in this product, visit: http://www.policeapplication.co.uk/police-application-form

Dispatched via Royal Mail within 24-48 hours

If you are going to be appointed as a police officer, you are going to have to evidence sufficient skills during the 4 role play exercises. It is not possible to not perform in these exercises and still be appointed because there is insufficient marks elsewhere to meet the required overall pass mark (50-60% depending on force).

There is very little accurate advice on the market about the role-plays – so in this article we will dispell myths and seek to provide 100% accurate advice about this section of the assessment centre.

During the role plays you will perform the duty of a customer service officer working at a shopping centre. Your responsibility is to investigate complaints and deal with issues relating to policies and behaviour in the centre. You are expected to question individuals about what happened, said, done etc and then make decisions about which course of action will be taken. Some policies are included in the exercises so these will be available for you to explain. An example of such policy is the Equality Statement.

You will undertake 4 role play exercises, each lasting 10 mins. 5 mins preparation time, whereby you will read an exercise brief containing a memo/email from a senior manager, plus any additional information such as the policy on such matters. At the end of the 5 mins a buzzer will sound, there will now be a 90 second wait outside the entrance to the role-play room. At this stage you can read your notes and prepare to enter the room. A further buzzer will sound and you will then enter the room for a 5 min activity phase (you take your notes with you into the room). You will be greeted by a role actor whom always speaks on your entry.  An example would be: Hello, my name is… I hope you are going to do something about that security team?

Candidates are then expected to ask appropriate clarifying questions about the incident/concern that the role actor witnessed/have. During this time, in many cases the role-actor will be testing your resilience so will try to provoke you and test your ability to remain calm, focused and follow through with the right decision.

Remember during the activity phase you have access to your notes and you have an identical copy of the brief in the room with you. You do not have access to a pen or pencil so it is very important you listen and take a mental note of what is being said, so if necessary you can ask clarifying questions later in the 5 mins.

Role actors have set scripts, approx. 14 lines that they can deliver to you during the 5 mins. They will only respond when you ask specific questions and state specific things. If for example, in the brief it told you the incident took place last ‘Thursday at 09:30′, if you were to ask the role actor when this happened you will be met with silence. You have already been told this information so why the need to ask? Your aim is to establish new information about what happened, said, done etc. If it said in the brief it happened ‘last week’ then of course you need to ask when last week did this happen? Once all questions have been asked, you now need to decide an appropriate course of action and explain it to the role actor.

At the end of the 5 mins a further buzzer will sound and this will signal the end of the role play exercise. You will be required to hand your notes to the assessor on exit, this is to prevent you from sharing your notes with other candidates whom have yet to undertake the role play exercise you have just completed. You are not allowed to leave the room until the buzzer sounds, so if you complete the exercise in less than 5 mins you will simply stay seated and wait for the buzzer. You now have 90 seconds to vacate the room and take your seat at the next preparation stage. A candidate co-ordinator will be present on the corridor, ensuring you are undertaking the exercises in the correct order (each candidate completes the exercises in a different order).

A buzzer will sound at the end of the 90 seconds and you will now begin a further 5 min preparation phase for another role play exercise. You only have 90 seconds from when you end the activity phase of one role play exercise before you begin the preparation phase for the next. No time at all to reflect on your performance!

All four role play exercises will be completed in 45 mins. The remaining 4 hours + at assessment centre will be spent trying to accrue the remaining 47% of the marks available.

To help you understand this process we have devised a complimentary role-play exercise for you. To obtain this please visit: http://www.policeapplication.co.uk/sample_role_play/ – and complete the required fields. This service is not automated so it may be 48 hours before you receive the email with the document attached. By requesting the complimentary role play exercise you are agreeing to our privacy policy and we will contact you by email providing further advice and content of our training courses.

Author: David Vidgen, Recruitment Director – www.policeapplication.co.uk