Role profile library
Predefined role profile
Police officers (sergeant and below)
The behaviours this profile measures, drawn from the great{with}talent job library and occupational research. Download the full competency-based interview guide to assess them.
The full interview guideCompetency-based questions, follow-up probes and a 1–5 rating form for each behaviour — ready to print or run on screen.
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Behaviours assessed — 5 priority competencies
1
Personal Leadership
Takes responsibility for their own actions. Proactively takes on additional responsibilities and drives their own performance. Lives their own values, actively acknowledges and seeks feedback from others.
Why this matters for Police officers (sergeant and below): The College of Policing CVF puts 'We take ownership' at the heart of the framework, alongside the Integrity value. Personal Leadership captures taking personal responsibility for actions, fulfilling promises, admitting and learning from mistakes, and demonstrating pride in representing the police service.
2
Decision Making
Understands critical success factors and assesses a range of possible options before making a decision. Steps back and seeks alternative perspectives when faced with unfamiliar scenarios. Willing to make decisions without access to all the information. Considers the implications of their decisions beyond the immediate issue.
Why this matters for Police officers (sergeant and below): The CVF competency 'We analyse critically' requires officers to combine evidence, weigh risks, and make decisions in alignment with the Code of Ethics. Decision Making captures structured assessment of options, willingness to act under uncertainty, and considering consequences beyond the immediate issue.
3
Collaborative Working
Looks to understand others’ perspectives and objectives. Respects different styles/approaches, whilst adapting their own style to enable them to work effectively with others.
Why this matters for Police officers (sergeant and below): The CVF competency 'We are collaborative' is fundamental: working with colleagues, partner agencies, and communities to achieve outcomes that no single organisation can deliver alone. Collaborative Working captures the ability to adapt one's style and build genuine partnerships.
4
Customer Focus
Builds effective customer relationships to ensure needs and expectations are understood. Understands the importance of the customer to the business, seeking regular feedback whilst being prepared to say no when needed.
Why this matters for Police officers (sergeant and below): The CVF Public Service value — 'I act in the interest of the public, first and foremost... seek to understand the needs of others to act in their best interests' — maps directly to GWT Customer Focus. The public is the customer, and policing succeeds when officers genuinely understand and serve them.
5
Resilience
Remains calm and maintains a positive attitude when faced with difficult circumstances. Thrives under pressure, remaining focused despite distractions. Quickly recovers from setbacks.
Why this matters for Police officers (sergeant and below): While Resilience is not a CVF competency in name, the framework requires officers to remain calm under provocation, manage stress and pressure, and maintain composure across challenging situations. Resilience captures this — particularly relevant given the volume of confrontational and emotionally-charged situations frontline officers face.