New Zealand Police. Nga Pirihimana O Aotearoa.

  1. 1. Do you qualify?

    Want to be a recruit? First, try our quick quiz… ten questions that will tell you if you can join the New Zealand Police.

  2. 2. The Assessment

    There are some assessments you need to complete before you enter training at the Royal New Zealand Police College. You can complete them in any order.

Our core competencies and values

You will be assessed throughout the recruitment process on a range of skills including physical and academic ability. You will also be assessed on our core competencies and values which are briefly outlined below.

  • Integrity

    All Police members are committed and loyal to the vision, values and goals of the organisation. They inspire trust and behave honestly and ethically.

  • Professionalism

    All Police members are aware of the impact of their behaviour at all times. They maintain self-control, are resilient and present a professional image. They uphold the rule of law and maintain the guidelines, standards, policies and procedures set by the organisation.

  • Respect

    All Police members understand that their role is to acknowledge and respond to our diverse society and to serve all people with dignity. In doing so they recognise the rights, values and freedoms of all people.

  • Commitment to Maori and Treaty

    New Zealand Police have a commitment to the Treaty of Waitangi principles and as such, are responsive to Maori needs and aspirations. All Police members recognise this commitment and follow through by integrating Maori values and principles into their work. They recognise that by being responsive they are promoting good police practice.

  • Accountability for Performance

    Effective performers take personal responsibility for achieving personal and team goals and targets. They set clear objectives and are committed to their work. They plan, prioritise and use their time and energy effectively to achieve desired outcomes. They promote accountability in others and take responsibility for their own actions and decisions.

  • Building Partnerships

    Effective performers work co-operatively with others to build partnerships and achieve desired outcomes. They actively network, create and maintain relationships that inspire trust amongst all stakeholders in order to share information and co-ordinate action effectively.

  • Challenging for Continuous Improvement

    Effective performers are flexible and responsive to the changing needs of the community and organisation. They constantly seek improvement to ensure effective and efficient service delivery. They demonstrate the ability to adapt to new situations and promote and encourage initiatives for personal and organisational improvement.

  • Exercising Judgement

    Effective performers seek out and make full use of all available information and experience to resolve a situation. They analyse the options and associated risks while considering possible solutions within time constraints. Once the analysis has been completed, they make sound decisions or recommendations.

  • Influential Leadership

    Effective performers communicate a vision, provide direction, coordinate and develop individuals and teams. They inspire and motivate others through personal example, while enabling colleagues to maximise potential. They use a combination of authority and influence at all levels of the organisation.

  • Strategic Development

    Effective performers think strategically when planning for the future. They develop national, district or service centre strategy that determines business and operational planning and policy.