Australian police force applications generally combine a formal recruitment process — fitness testing, psychological assessment, background checks — with a written component addressing core values like integrity, community engagement, and sound decision-making under pressure. Because most applicants haven't worked in policing before applying, panels expect examples drawn from any part of your life: work, study, sport, or community involvement — what matters is the judgement and character the example demonstrates.
| Typical Criterion | What Panels Are Looking For |
|---|---|
| Integrity and ethical decision-making | A situation where doing the right thing had a real cost to you — socially, financially, or otherwise — and you did it anyway. |
| Communication and community engagement | Building trust or rapport with someone very different from you, or de-escalating a tense situation through communication. |
| Teamwork and working under pressure | A high-pressure or time-critical situation where you had to work with others and stay level-headed. |
| Problem-solving and sound judgement | A decision you made with incomplete information, and how you weighed the options available to you. |
Criterion: "Integrity and ethical decision-making"
While working as a duty manager at a retail store, I discovered a discrepancy in the till reconciliation that pointed toward a colleague I had a good working relationship with, and who was going through a difficult financial period.
I needed to follow the store's process for reporting the discrepancy accurately, despite the personal discomfort of potentially getting a colleague I liked into serious trouble.
I documented what I'd found factually and reported it to store management through the correct channel, without speculating about intent or discussing it with other staff, and offered to support whatever follow-up process management decided on.
Management investigated and resolved the matter appropriately and confidentially, my report was handled without unnecessary escalation for the colleague involved, and my manager specifically noted my professionalism and discretion in handling a sensitive situation correctly.
Criterion: "Communication and community engagement"
As a volunteer at a community sports club, I was approached by a parent who was upset and confrontational about a decision made regarding their child's team placement, raising their voice in front of other families.
I needed to de-escalate the situation and address the parent's concern without the conversation continuing to disrupt the event or embarrass the family further.
I calmly asked the parent to step aside with me to a quieter area, listened fully to their concern before responding, acknowledged what they were upset about, and explained the placement process clearly, offering to follow up in writing with more detail.
The parent calmed down significantly during the conversation and thanked me for taking the time to explain the process properly, the incident didn't escalate further, and the club committee asked me to help with a written explanation of the placement process to prevent similar situations in future.
Use these as a guide for structure and depth — your own response should be built from your own situation, task, action, and result.
Police recruitment applications typically ask for shorter written responses than other public sector roles — often 200–300 words per value or competency — because the written statement is only one part of a longer assessment process that includes interviews and scenario-based testing. Keep your written examples concise and let the interview stage carry more of the depth.
Give the AI your real experience and let it structure the STAR response for you.
Write My Response — FreeBrowse All ExamplesCommon questions about Police selection criteria.