16 replies to this topic

[Lord Vader]

Stage 1 – Completion of Application Form

The first stage in the recruitment process requires you to complete an application form. GMP will then check your eligibility and assess two competency areas relevant to the role of a Special Constable.

Stage 2 - National Assessment Process

This stage consists of three separate tests:

• 1 Written Exercise (ability to spell words and construct sentences correctly) 20 minutes
  
• Situational Judgement Test (Multiple choice test on various scenarios) 75 minutes
  
• Interview (4 Random Questions, 5 mins for each based on competencies.) 20 minutes

Each of the tests must be completed within the given time constraints.

Stage 3 – Job Related Fitness Test

• Test 1 - Endurance test (also known as the bleep test). You must reach level 5.4 to pass, this is an estimated running time of 3.30 minutes.
  
• Test2 - Dynamic Strength test. This is to simulate struggling with an assailant, you must push 34kg and pull 35kg to pass this test, equivalent to 8 reps in total with 3 being practise reps.

You can have upto 3 attempts of the fitness test and you will be told the result by your instructor on the day of your test.

Stage 4 – Medical Assessment

The medical assessment stage of the recruitment process will require you to attend the Occupational Health Unit. You will have a full medical to confirm you are fit for duty as a Special Constable.

You will also need to have a medical history form signed by your local GP. (Cost will be out of your own pocket - usually around £15/£30).

Stage 5 – Background Enquiries

GMP will perform security vetting checks in line with Home Office policy and take up references from both current and previous employers and full-time education establishments.

Stage 6 - Offer

Once all of the above have been completed, you will be offered the position of Special Constable within GMP. From thereon you will be asked to attend Uniform Fitting etc, and will be given with a start date.

More information here on the GMP website.

Thanks to fripp2002 for pulling together this information

[dmjar]

If this helps anyone. I got this with my application pack last week so im assuming its the latest list available.

Danny.

 img004.jpg   702.88K   201 downloads

[Lord Vader]

Updated with the very latest info

[mufcinsalford]

Stage 1 – Completion of Application Form

The first stage in the recruitment process requires you to complete an application form. GMP will then check your eligibility and assess two competency areas relevant to the role of a Special Constable.

Stage 2 - National Assessment Process

This stage consists of three separate tests:

• 1 Written Exercise (ability to spell words and construct sentences correctly) 20 minutes
• Situational Judgement Test (Multiple choice test on various scenarios) 75 minutes
• Interview (4 Random Questions, 5 mins for each based on competencies.) 20 minutes

Each of the tests must be completed within the given time constraints.

Stage 3 – Job Related Fitness Test

• Test 1 - Endurance test (also known as the bleep test). You must reach level 5.4 to pass, this is an estimated running time of 3.30 minutes.
• Test2 - Dynamic Strength test. This is to simulate struggling with an assailant, you must push 34kg and pull 35kg to pass this test, equivalent to 8 reps in total with 3 being practise reps.

You can have upto 3 attempts of the fitness test and you will be told the result by your instructor on the day of your test.

Stage 4 – Medical Assessment

The medical assessment stage of the recruitment process will require you to attend the Occupational Health Unit. You will have a full medical to confirm you are fit for duty as a Special Constable.

You will also need to have a medical history form signed by your local GP. (Cost will be out of your own pocket - usually around £15/£30).

Stage 5 – Background Enquiries

GMP will perform security vetting checks in line with Home Office policy and take up references from both current and previous employers and full-time education establishments.

Stage 6 - Offer

Once all of the above have been completed, you will be offered the position of Special Constable within GMP. From thereon you will be asked to attend Uniform Fitting etc, and will be given with a start date.

More information here on the GMP website.

Thanks to fripp2002 for pulling together this information

you mentioned a written test for spelling,sentence constructing is there a maths test also?

Edited by mufcinsalford, 16 January 2011 - 01:24 PM.

[TSF]

you mentioned a written test for spelling,sentence constructing is there a maths test also?

we didn't have a maths test at the assessment centre on 12th March - so no

[Smiley Culture]

you mentioned a written test for spelling,sentence constructing is there a maths test also?

There used to be one, but not any more!

[Chaos87]

GMP use the national NPIA assessment which is fairly new and all forces were meant to be changing to (might no longer be).

It does not include a maths test.

Many other forces are still using the old PIR test which does include a maths test.

Hope that clarifies it

[Jonpaul]

Can someone put examples of the questions they were asked in the interivew at the national assesment stage on the four competency areas or even better,

can you state what the four competencu areas are? is one leadership?

Please help feel very unprepared for the interview .

[Lee]

Can someone put examples of the questions they were asked in the interivew at the national assesment stage on the four competency areas or even better,

can you state what the four competencu areas are? is one leadership?

Please help feel very unprepared for the interview .

Although no one will be able to tell you what questions were asked on the day due to a confidentiality agreement you can be sure one of them will be on race and diversity. The other questions asked will be made up of the other core competency areas. Take a read through these and make sure your examples fit with positives and try to avoid the negatives.

These are also relevant to the situational judgement questions and every other part of your police recruitment. Don't panic in the interview, I found it wasn't too stressful once i was in the room. If the examiner feel's you need to provide further information, they will prompt you.

When offered a cup of water, accept as it will give you time to think and take a sip and re-compose yourself if you do stumble at all. You'll likely come out of the interview thinking " I could have done that better", but you won't be the only person doing that


Community and Customer Focus
Positive Indicators

Presents an appropriate image to the public and other organisations.
Supports strategies that aim to build an organisation that reflects the community it serves.
Focuses on the customer in all activities.
Tries to sort out customers' problems as quickly as possible.
Apologises for mistakes and sorts them out as quickly as possible.
Responds quickly to customer requests.
Makes sure that customers are satisfied with the service they receive.
Manages customer expectations.
Keeps customers updated on progress.
Balances customer needs with organisational needs.

Negative Indicators

Is not customer-focused and does not consider individual needs.
Does not tell customers what is going on.
Presents an unprofessional image to customers.
Only sees a situation from their own view, not from the customer's view.
Shows little interest in the customer – only deals with their immediate problem.
Does not respond to the needs of the local community.
Focuses on organisational issues rather than customer needs.
Does not make the most of opportunities to talk to people in the community.
Slow to respond to customers' requests.
Fails to check that customers' needs have been met.



Team Working
Positive Indicators

Understands own role in a team.
Actively takes part in team tasks in the workplace.
Is open and approachable.
Makes time to get to know people.
Co-operates with and supports others.
Offers to help other people.
Asks for and accepts help when needed.
Develops mutual trust and confidence in others.
Willingly takes on unpopular or routine tasks.
Contributes to team objectives no matter what the direct personal benefit may be.
Acknowledges that there is often a need to be a member of more than one team.

Negative Indicators

Does not volunteer to help other team members.
Is only interested in taking part in high-profile and interesting activities.
Takes credit for successes without recognising the contribution of others.
Works to own agenda rather than contributing to team performance.
Allows small exclusive groups of people to develop.
Plays one person off against another.
Restricts and controls what information is shared.
Does not let people say what they think.
Does not offer advice or get advice from others.
Shows little interest in working jointly with other groups to meet the goals of everyone involved.
Does not discourage conflict within the organisation.



Respect for Race and Diversity
Positive Indicators

Sees issues from other people's viewpoints.
Is polite, tolerant and patient when dealing with people, treating them with respect and dignity.
Respects the needs of everyone involved when sorting out disagreements.
Shows understanding and sensitivity to people's problems, vulnerabilities and needs.
Deals with diversity issues and gives positive practical support to staff who may feel vulnerable.
Makes people feel valued by listening to and supporting their needs and interests.
Uses language in an appropriate way and is sensitive to the way it may affect people.
Identifies and respects other people's values within the law.
Acknowledges and respects a broad range of social and cultural customs and beliefs.
Understands what offends others and adapts own actions accordingly.
Respects confidentiality, wherever appropriate.
Delivers difficult messages.
Challenges attitudes and behaviour which are abusive, aggressive and discriminatory.

Negative Indicators

Does not consider other people's feelings.
Does not encourage people to talk about personal issues.
Criticises people without considering their feelings and motivation.
Makes situations worse with inappropriate remarks, language or behaviour.
Is thoughtless and tactless when dealing with people.
Is dismissive and impatient with people.
Does not respect confidentiality.
Unnecessarily emphasises power and control in situations where this is not appropriate.
Intimidates others in an aggressive and overpowering way.
Uses humour inappropriately.
Shows bias and prejudice when dealing with people.



Personal Responsibility
Positive Indicators

Takes personal responsibility for own actions.
Takes on tasks without having to be asked.
Uses initiative.
Takes action to resolve problems and fulfill own responsibilities.
Keeps promises and does not let colleagues down.
Takes pride in own work.
Is conscientious in completing work on time.
Follows things through to a satisfactory conclusion.
Shows enthusiasm about own role.
Focuses on a task even if it is routine.
Improves own job-related knowledge and keeps it up to date.
Is open, honest and genuine, standing up for what is right.

Negative Indicators

Passes responsibility upwards inappropriately.
Is not concerned about letting others down.
Will not deal with issues, just hopes that they will go away.
Blames others rather than admitting to mistakes or looking for help.
Is unwilling to take on responsibility.
Puts in the minimum effort that is needed to get by.
Shows a negative and disruptive attitude.
Shows little energy or enthusiasm for work.
Expresses a cynical attitude to the organisation and their job.
Gives up easily when faced with problems.
Fails to recognise personal weaknesses and development needs.
Makes little or no attempt to develop self or keep up to date.

[Chaos87]

Although no one will be able to tell you what questions were asked on the day due to a confidentiality agreement you can be sure one of them will be on race and diversity. The other questions asked will be made up of the other core competency areas. Take a read through these and make sure your examples fit with positives and try to avoid the negatives.

These are also relevant to the situational judgement questions and every other part of your police recruitment. Don't panic in the interview, I found it wasn't too stressful once i was in the room. If the examiner feel's you need to provide further information, they will prompt you.

When offered a cup of water, accept as it will give you time to think and take a sip and re-compose yourself if you do stumble at all. You'll likely come out of the interview thinking " I could have done that better", but you won't be the only person doing that

Good reply there Lee, I agree with that advice. +1

[mufcinsalford]

first steps is booking on anevents evening lol

[Christopheralfie]

Hi all .
I have my pir test on the 17th of January ,one part of the test asks you to consider a policing problem in a fictional town called sandford. If anyone has any information with ref : to this , please could you help me understand more on this forthcoming exercise . Thanks :-)

[Owen]

Hi all .
I have my pir test on the 17th of January ,one part of the test asks you to consider a policing problem in a fictional town called sandford. If anyone has any information with ref : to this , please could you help me understand more on this forthcoming exercise . Thanks :-)

With regards to the scenario, I think they will have given you the information they want you to know before hand. I don't think it's fair that officers (and I don't think they will!) give you more information regarding this should they know.

Owen

EDIT: I read on another post that the PIRT is for Sussex. Not sure why you posted in the GMP specific thread?

Edited by Owen, 08 January 2012 - 07:38 PM.
Add information

[andituk]

Hi all .
I have my pir test on the 17th of January ,one part of the test asks you to consider a policing problem in a fictional town called sandford. If anyone has any information with ref : to this , please could you help me understand more on this forthcoming exercise . Thanks :-)

GMP don't do the PIRT, it's the NPIA assessment. Any information you need for the written test will have been provided to you, everything else is covered by a confidentiality agreement signed when you take the assessment. Just remember you're being tested on what you write, and how you write it (spelling, grammar, handwriting etc).

[clint_degrey]

Hi everyone,


Does anyone know the number for Greater Manchester HR or the recruitment department? I am interested in a transfer to Manchester, I have sent an email but not heard a response, so I'll ring.

Cheers

Clint

[andituk]

Try 0161 856 2102

[Chaos87]

Unfortunately specials can't transfer to GMP as with a lot of forces. I've asked a few times for people. Just have to apply to GMP as a special and go through the normal process and then start from scratch. Although in practice I would imagine you would only have to attend force specific training and complete the mandatory tests OST, SDE etc. by all means check with recruitment but that's what I've been told from them