Be prepared when applying for jobs with the police with this comprehensive guide to the various police vetting levels, covering the various types of vetting you may be required to undergo, why this matters and tips for making the process as easy as possible.
Working with the police can be an incredibly rewarding career. But you don’t have to be an officer to achieve this. There are also a range of civilian roles to consider, which range from administrative support and project management to actively assisting in investigations in areas such as forensics. Whatever the position, it’s a chance to make a real difference in your community, support public safety and be part of a team dedicated to helping others.
Because of the sensitive nature of police work, it’s essential for employers to make sure applicants are trustworthy and suitable. This is why vetting is a key part of the recruitment process.
It’s something every candidate will be required to go through before they are offered a position. Therefore, knowing what this will involve and what you need to do to complete the process is essential in giving you peace of mind and confidence when making an application.
Vetting is a vital part of the recruitment process for anyone working with or for the police. Whether you’re applying to be a police officer or taking on a civilian role, vetting helps make sure you’re suitable for a position that involves sensitive information or access to police premises.
Public safety and trust are at the heart of policing, so it’s essential that anyone who will be required to handle police data or enter secure locations is reliable, honest and has nothing in their background that could pose a risk.
Different roles will need different levels of vetting, depending on how much access you’ll have to information or systems. By thoroughly checking applicants, police forces and employers can protect the integrity of their work, keep the public safe and maintain the high standards expected of anyone supporting or enforcing the law.
When applying for a role with the police, it’s important to understand the different levels of vetting that might apply. Each tier is designed to check that you’re suitable for the responsibilities of your role and can be trusted with the information or access you’ll have. Naturally, the more senior the role or the more sensitive data you’ll need to view, the more intensive the security vetting process will be.
Here are the key levels of vetting that you may have to undergo in order to secure a job working with the police.
Recruitment Vetting is the standard level of vetting required for the majority of police officers and support staff roles. It involves checking your identity against the Police National Computer (PNC), local intelligence databases and other relevant records. Vetters will be looking into your background to determine that you meet the expected standards of honesty, integrity and ethical behaviour. Factors considered at this level include:
This is a higher level of vetting and is required for roles that involve access to sensitive intelligence, financial systems or positions where staff could be vulnerable to corruption. Management Vetting involves a more detailed look at your circumstances to identify any risks. In addition to those covered in RV, checks for this include:
While RV and MV are used for police officers, police staff and members of the special constabulary, there is another form of vetting for non-police personnel such as suppliers or volunteers who need regular access to police premises or information. Generally, individuals that will need NPPV include:
NPPV has three levels (with the middle level divided into two subcategories), depending on the sensitivity of the role. These are:
Tony Samuel from SecurityClearedJobs.com explains: “Some police clearances are constabulary specific and cannot transfer between other police forces. This makes it even more important to be aware of your clearance when leaving and to make sure that you use it to assist any career move that it may help with.”
Some roles with the police may also need additional national security vetting if they involve access to classified government information, certain protected sites or if working with organisations such as Nato.
Levels include Security Check (SC) and Developed Vetting (DV), which have their own separate processes and more in-depth checks. NSV differs from police vetting because it focuses on safeguarding national security as well as assessing loyalty, reliability and potential vulnerabilities to espionage or coercion.
For example, anyone applying to work with Special Branch, covert support and other designated posts will be required to have SC clearance, while a Counter Terrorist Check (CTC) will be needed for those working in proximity to public figures who may be considered targets for an attack.
Understanding what level of vetting your role requires is key to preparing for the application process and knowing what to expect.
Tony noted: “Often the Security Clearance that people obtain during a policing career is overlooked when a candidate is leaving the force, as is assumed that is just part of the job. However, these security clearances are valuable to other companies when leaving and are often transferable, and so can speed up the recruitment process for other jobs.”
Police vetting involves a thorough look at different areas of your life to make sure you’re suitable for working with or for the police. These checks aim to identify any issues that could put sensitive information or police operations at risk. Here are the main factors that may be reviewed during the vetting process, depending on the level of clearance you are applying for:
These checks help employers make sure only trustworthy, reliable individuals are given access to police information and premises.
The length of time police vetting takes depends on the level of checks required and how straightforward your application is. However, general guidelines are as follows:
Several factors can increase the time required, including:
Providing complete and accurate information from the start is the best way to avoid delays and keep the process moving as quickly as possible.
It’s possible to be rejected for roles working with the police if checks reveal issues that make you unsuitable for the position. Common reasons for rejection include:
If you’re told you haven’t passed, you’ll usually receive a brief explanation. You have the right to appeal if you believe the decision was based on incorrect information or unfairly assessed. To appeal, you should follow the instructions provided in your rejection letter, which will explain how to submit further information or request a review.
Be honest and thorough when presenting your case, as transparency can sometimes help overturn a decision if you can show you’re not a risk to police integrity or security.
Getting ready for police vetting doesn’t have to be stressful if you plan ahead and know what to expect. The most important point to remember is to be completely honest and transparent in your application.
Issues such as financial stress or previous contact with the police do not necessarily mean an application will be rejected – each application is considered on a case-by-case basis and on its own merits.
However, trying to hide or downplay such details is likely to be discovered during checks and will almost always lead to a failed vetting. Declare everything that could be relevant, including minor convictions or contact with the police (even things like being pulled over for speeding), money problems or any time spent living abroad.
If you know you have financial issues, start addressing them before applying by setting up payment plans or getting advice. Keeping records of how you’re resolving problems shows you’re responsible.
Make sure all parts of your application are complete and accurate, including your employment and address history. Gaps or inconsistencies can slow down the process. Respond quickly to any requests for extra information or documents, as delays often happen because applicants or referees take too long to reply.
Therefore, be sure to keep a close eye on your emails (including spam folders) for any communications from the police vetting services.
Finally, double check your social media accounts. This should go further than checking for any obviously offensive posts. For instance, have you liked any posts or groups that represent a conflict in values with the police? Are you friends with or following anyone who is linked to criminal behaviour, even if you do not know them personally?
Ultimately, you should think about how any online content is likely to be perceived by the police. Could it suggest a conflict of interest or a lack of integrity?
Working with the police can be a rewarding and meaningful career, and by preparing carefully, you can make the vetting process as smooth as possible and show you’re ready to support public safety and earn the trust of your community.
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