NZ Police Exam flashcards

33 cards. Read the term and the definition here. The deck at the top of this page is optional.

Minimum application age

Applicants must be at least 17 years old to apply to become a New Zealand Police constable. There is no upper age limit, so older candidates are not excluded by age.

Citizenship or residency requirement

You must be a New Zealand citizen or hold New Zealand permanent residence to be a constable. Holding only a temporary work or student visa does not meet the eligibility requirement.

Driver licence requirement

A full New Zealand driver licence, or an equivalent overseas licence, is required at application. A restricted or learner licence alone does not satisfy the standard for constabulary entry.

Academic entry standard

The usual academic threshold is NCEA Level 2 in numeracy and literacy, or an assessed equivalent. Overseas qualifications are evaluated for equivalence before the application proceeds.

Tattoo policy

Tattoos are assessed case by case on visibility and content. Offensive, gang-related, or extremist imagery is disqualifying, while other tattoos may be approved after review.

Security clearance

Applicants must be able to obtain and maintain a security clearance. Checks cover criminal history, associations, and financial integrity, and undisclosed matters are treated more seriously than disclosed ones.

Fitness and medical checks

Eligibility includes passing medical, eyesight, hearing, and physical fitness assessments. Standards vary by age band and gender, and colour vision is also tested.

Police College location

Initial recruit training takes place at the Royal New Zealand Police College at Porirua. Recruits live residentially during the training wing before moving to district field training.

Recruit training duration

Recruit training runs approximately 16 weeks at the College. It is followed by supervised field training in a district before the constable works independently.

Sworn versus non-sworn

Sworn constables hold police powers from attestation. Non-sworn Police Employees, such as analysts and communicators, work alongside officers without sworn powers or constabulary status.

Rank progression path

The sworn rank structure runs Constable, Sergeant, Senior Sergeant, Inspector, Superintendent, and Commissioner. Promotion occurs through assessment and interview rather than automatic time-based advancement.

Detective pathway

Detective is a designation rather than a rank. Officers apply for selection to the Criminal Investigation Branch and complete the detective qualification to be designated a detective.

Specialist units

Specialist pathways include Criminal Investigation Branch, Armed Offenders Squad, Organised Crime, Road Policing, Dog Section, and Search and Rescue. Entry usually follows service in general duties.

Shift work in response

General duties constables work rotating shifts covering nights, weekends, and public holidays. Rosters are set at district level and include penal payments for unsocial hours.

Collective employment agreement

Sworn pay and conditions are set by the collective agreement between New Zealand Police and the Police Association. Salary schedules and allowance rates are published within that agreement.

Recruit training salary

Recruits are paid a training salary while at the Police College. On attestation they move onto the constabulary salary scale and begin step progression.

Step-based salary progression

Constable pay advances through defined steps tied to service and satisfactory performance. Movement between steps is governed by the collective agreement rather than individual negotiation.

Shift and penal allowances

Shift work attracts penal payments for nights, weekends, and public holidays. Overtime or time in lieu applies where extra hours are worked, subject to agreement terms.

Leave and superannuation

Benefits include annual leave, superannuation contributions, and access to police welfare and wellness services. Exact entitlements are specified in the current collective employment agreement.

Pay review cycle

Pay and conditions are renegotiated at each collective agreement renewal. Candidates should check the current agreement date, because published figures change between settlements.

Part-time policing roles

Part-time and flexible working arrangements exist in some roles and are negotiated at district level. Availability depends on the position and operational requirements of the station.

Five core values

New Zealand Police values are Professionalism, Respect, Integrity, Commitment to Māori and the Treaty, and Empathy. They form the behavioural framework used in recruitment and performance assessment.

Integrity in vetting

Integrity means being honest and transparent, including disclosing adverse information during vetting. Concealing past matters is treated as a more serious failure than the matter itself.

Empathy in policing

Empathy means understanding the impact of policing on victims, whānau, and communities and acting with compassion. It is assessed through scenario-based interview questions.

Treaty commitment value

Commitment to Māori and the Treaty reflects obligations under the Policing Act 2008 and the Police's Māori responsiveness strategy. It shapes how officers engage with iwi and communities.

Values-based assessment

Assessment centre exercises and interviews score behaviour against the core values. Candidates are tested on balancing competing values in realistic scenarios, not on reciting the list.

Application to offer sequence

The process runs from online application through screening, testing, assessment centre, interview, and medical and reference checks to an offer. Stages must be passed in order.

Physical Fitness Assessment

The fitness test includes a shuttle run, press-ups, and a grip test. Standards differ by age band and gender, and a pass is required before progressing.

Literacy and numeracy testing

Applicants complete literacy and numeracy testing online or at an assessment centre. A pass is required before moving to later stages such as the assessment centre.

Assessment centre exercises

The assessment centre uses group exercises and role-plays scored against police values and competencies. Trained assessors observe behaviour and record evidence against each competency.

Vetting and references

Vetting includes criminal record checks, reference checks, and interviews with people who know the applicant. Overseas residence or travel extends the time required to complete checks.

Wing pool and start dates

Successful candidates join a recruit wing pool before a College intake begins. Waiting time between offer and Wing start varies with intake scheduling and district demand.

Re-attempt stand-down

A failed stage can usually be re-attempted after a stand-down period. The number of permitted attempts is limited and specified by the recruitment officer handling the application.