FOREWORD
I often remark that Police Now was started by three people and a dog in a garage, and that the first
training academy was built from paper and string.
That isn’t quite accurate, but it isn’t far off. This is an idea, a programme, a team, an organisation, and a
movement with very humble origins indeed: a small group of junior police officers and staff, working on
rest days and at weekends, in spare rooms and coffee shops, motivated by the belief that policing can
be a great force for good, and that the right person put into the wrong place within an institution can
positively disrupt and make all the difference in the world.
In those early days, our horizons were limitless, but our timescales were short. The Police Now pioneers
dared not dream that their idea would last a decade, let alone that it would enjoy success and become a
key part of the policing infrastructure in England and Wales.
That it has done so is first and foremost testament to the quality, integrity, determination, intelligence
and diversity of the officers who join both policing and Police Now through our programmes. I am, daily,
astounded and delighted by tales of their accomplishments, their impact, and on occasion their heroism,
on behalf of the public and their colleagues.
Many others deserve credit, too. The old sweat coppers that abandoned self-interest and cultural
privilege to support change. A system of chief constables, politicians (of all parties), and civil servants
that, though much maligned, gave Police Now both the support to survive and the space to thrive.
Our volunteer trustees and many friends, from many sectors, who offer their expertise and industry,
for free, to encourage something they feel is good. And the professional team at Police Now HQ,
whose talents far surpass the capability of early amateurs like me.
We haven’t got everything right. And to say that the journey has been a rollercoaster is an understatement.
But by working with our partners, I think we’ve got the big calls correct where it mattered. And proved
beyond doubt, sometimes in the face of surprising levels of institutional opposition, that when well
executed the fundamental concept is sound: if you recruit high quality, diverse people into public
service, you equip and support them well, and you lead them with integrity and honesty, they will deliver
remarkable things.
The policing landscape, and arguably the social landscape, is more challenging than it was a decade ago.
The mission isn’t complete. There’s much more still to do. And greater need than ever for brilliant people
to do it. But I couldn’t feel prouder of the start that we have made.
Chief Executive Officer, Police Now
KURTIS CHRISTOFORIDES
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Transform communities, reduce crime and anti-social
behaviour, and increase the public’s confidence in the
police service by recruiting, developing and inspiring
outstanding and diverse individuals to be leaders
in society and on the policing frontline.
OUR MISSION IS TO
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WHY WE EXIST
A DECADE OF IMPACT: REFLECTIONS FROM OUR CHAIR
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Our Chief Marketing Officer, Clare Power, sat down with our Chair of the
Board, Sir Ian Powell, to ask why he wanted to focus his time and energy
on Police Now, and discuss the highs and lows of the last ten years.
Sir Ian Powell is no stranger to leading ambitious organisations operating in complex and highly regulated
sectors, having served two terms as Chairman and Senior Partner of PwC, and been Chairman of Capita and,
more recently, of Flint Global. His extensive experience in both the private and public sectors has brought
invaluable insight and leadership to Police Now.
Chief Marketing Officer,
Police Now
CLARE POWER
Chair of the Board,
Police Now
SIR IAN POWELL
During my time as Chairman at PwC, I supported Police Now in its early days.
I’ve always had a deep respect for policing – it plays a crucial role in the fabric of our
society. From the outside, it was clear there were real challenges within the system.
So, investing time in recruiting talented, diverse individuals felt important.
If you want to evolve an organisation’s culture – and all cultures must evolve – you have
to start by bringing in great people with a diversity of thought and lived experience,
especially at junior levels. As they grow and move into leadership roles, their influence
becomes transformational. Through their work, they are shaping the future of policing from
within and driving wider reform to build public trust and challenge outdated systems.
I was particularly struck by the potential to reach individuals who might never have
considered policing as a career – people from different walks of life, with different
perspectives. If we could open their eyes to the idea of policing as a viable, impactful
career path, then that felt like an exciting and constructive thing to do. And that’s what has
kept me engaged all these years.
Why did you decide to support
and get involved with Police Now?
I’m proud that we’ve built something sustainable, agile,
and true to its mission. We’ve tried things, adapted, and
kept improving. And when we’ve been tested, we’ve stuck
to our principles. That’s not always the easy path, but it’s
the right one – and as a board, we’ve taken pride in that.
I’m also incredibly proud of our participants. I remember sitting
in a session where young officers presented on community
initiatives that had made a real difference. I was in awe of their
courage – trying something new, taking risks, and seeing it
succeed. You could see the ripple effect in the room with other
officers inspired to take similar action in their own communities.
What are you most proud of?
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One of the biggest challenges was tackling the lack of visible diversity in policing.
Police forces, like all public institutions, should reflect the society they serve. For a long time,
that simply wasn’t the case. Police Now’s commitment to attracting individuals with a range
of backgrounds, experiences, and perspectives was the right move – but it wasn’t easy.
We quickly learned that if you’re going to attract candidates from underrepresented
communities, you need to deeply understand the unique pressures they face. For some,
the police were not viewed as a force for good. That history, and those perceptions,
come with real emotional weight.
When someone from one of those communities says, “I’m thinking about joining the police,”
they might face resistance – from family, friends, even their wider community. Supporting
people at those critical moments of decision-making is essential. Police Now understood
that early on, and I think we’ve done something different – and significant – in that space.
What have been some of the
greatest challenges?
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Police Now was built by people from both inside and
outside of policing. That blend has been essential.
Policing is a specialist profession – you need people
who have experienced working on the frontline and
truly understand its complexities. But if it had been
built solely from within, it may have been absorbed
into the status quo. On the other hand, if it had been
entirely shaped by external voices, it might have
missed the point altogether.
The real value has come from the tension
between the two – from the questions that
outsiders ask, even the “naive” ones.
Sometimes, those questions spark new ideas.
We’ve had seasoned officers, early-career
officers, and people who’ve never worked in
policing. That mix has allowed us to challenge
assumptions while building something practical
and relevant. It’s a kind of alchemy – I don’t think
Police Now would have succeeded without it.
How has combining policing perspectives with those
outside of policing helped Police Now succeed?
WHY WE EXIST – A DECADE OF IMPACT: REFLECTIONS FROM OUR CHAIR SIR IAN POWELL
Policing still faces significant challenges. Over the past decade, Police Now has brought thousands of
officers into the service – many of whom are now stepping into more senior roles. Their diversity of
thought, experience, and background is beginning to shape the culture from within.
Neighbourhood policing remains at the heart of what we do. From the beginning, we believed in the value
of a trusted officer embedded in the community for a sustained period – someone who understands the
local context and builds genuine relationships. That model is even more relevant today.
We’re also now seeing graduates go into neighbourhood and detective roles side-by-side in the same
forces. This dual-track approach is creating powerful cross-functional cooperation. The relationship
between neighbourhood and detective policing is key – intelligence gathered locally helps drive
investigations, protect the vulnerable, and bring justice. That’s the future we’re helping to build.
What’s the importance of Police Now today?
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I’d ask: What can you give back?
Police Now played a role in shaping your journey. How can you now
support the next generation? Not just as formal mentors or sponsors,
but by living the values you helped build.
What would you say to alumni on Police Now’s 10th anniversary?
Former Minister for Policing and Crime Prevention;
Current Minister of State, Department for Work and Pensions
DAME DIANA JOHNSON DBE MP
For a decade, Police Now has played a vital role in developing highly skilled
neighbourhood officers and detectives with a mission to build a stronger
connection between communities and the police.
At its heart, Police Now champions the values that are crucial to effective
policing: professionalism, compassion, diversity, and ethical leadership.
I’ve seen first-hand the passion and dedication of Police Now participants
and had the pleasure of meeting a group of inspiring female officers on
International Women’s Day and hosting a secondee officer in my office.
The success of the specialist graduate neighbourhood and detective
programmes shows what an incredible impact talented individuals, who
may never otherwise have considered a career in policing, can make.
Congratulations to Police Now on ten years of valuable contribution to
policing and communities and I look forward to continuing to work together.
Chair, National Police Chief’s Council
GAVIN STEPHENS QPM
Police Now is a welcome source of innovation for policing in
England and Wales. Over the last ten years, I have seen first-
hand the quality and difference of many of the new officers that
they and their partner forces have recruited together. It’s an
initiative that I and the NPCC continue to be pleased to support.
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A review of the Public Attitudes Survey conducted by the Mayor’s Office for
Policing and Crime (MOPAC) in London results showed a
17% increase in young people’s confidence
in the police in communities with a Police Now participant compared to similar
communities without a Police Now presence, highlighting the impact that partnering
with Police Now is having on local communities through more effective engagement.
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HIGHLIGHTS OF
THE DECADE
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We would like to take this opportunity to thank
our force partners for their continued support,
encouragement, constructive challenge and
commitment to our shared mission.
POLICE NOW HAS ESTABLISHED PARTNERSHIPS WITH
37 OF THE 43 POLICE FORCES IN ENGLAND AND WALES
TO BRING 3,471 OFFICERS INTO POLICING.
Avon and Somerset Police
Bedfordshire Police
Cambridgeshire Constabulary
Cheshire Constabulary
City of London Police
Derbyshire Constabulary
Devon and Cornwall Police
Dorset Police
Dyfed-Powys Police
Essex Police
Gloucestershire Constabulary
Greater Manchester Police
Gwent Police
Hampshire and Isle of Wight
Constabulary
Hertfordshire Constabulary
Humberside Police
Kent Police
Lancashire Constabulary
Lincolnshire Police
Merseyside Police
Metropolitan Police Service
North Wales Police
North Yorkshire Police
Northamptonshire Police
Northumbria Police
South Wales Police
South Yorkshire Police
Staffordshire Police
Suffolk Police
Surrey Police
Sussex Police
Thames Valley Police
Warwickshire Police
West Mercia Police
West Midlands Police
West Yorkshire Police
Wiltshire Police
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Rising through the ranks
25 %
of the 2024 Fast Track to Inspector
intake were Police Now graduates
(despite only representing 1.5% of all police constables)
Recognised by students, graduates, and industry experts for excellence
in employer brand, recruitment, training, development, and diversity
– earning over 45 awards for our innovative, inclusive approach.
45+ INDUSTRY AWARDS AND COUNTING
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A Times Top 100 Graduate
Employer since 2018
Ethnicity Awards 2021 - 'Workplace Hero'
Best Candidate Experience – The Firm Awards 2024
Recruitment Marketing Awards 2021 -
‘Best Diversity and Inclusion Initiative’
Institute of Student Employer Awards 2021 - ‘Best Attraction Campaign’
TARGETjobs National Graduate Recruitment
Awards 2021 ‘Best Diversity and Inclusion Strategy’
CIPD People Management Awards 2021 -
‘Best Learning and Development Initiative’
Recruiter Awards 2021
- ‘Best Graduate Recruitment Strategy’
Institute of Student Employer Awards 2021 - ‘Innovation in Attraction’
Female Frontier Award 2021 - 'Honouree for
Contribution to Inclusivity and Diversity'
ABP (Association for Business Psychology)
2021 award - 'Excellence in Customised Assessment'
‘Graduate Scheme of the Year’ - Winner
of the 2017 Personnel Today Awards
CIPD People Management Awards 2021 -
‘Best Inclusion and Diversity Initiative’
Institute of Student Employer Awards
2022 - ‘Commitment to Improving
Diversity through Student Resourcing’
Gold in Brilliance in Diversity and Inclusion
at HR Brilliance Awards 2024
TARGETjobs National Graduate Recruitment
Awards 2021 ‘The Rising Star’
The Inclusive Top 50
UK Employers 23/24
HR Excellence Awards 2022 - 'Best Diversity and Inclusion Strategy'
Institute of Student Employer Awards 2021 -
‘Commitment to Improving Diversity through Student Resourcing’
Personnel Today Awards 2021 -
‘Graduate Scheme of the Year’
Institute of Student Employer Awards
2025 - ‘Best Attraction Campaign’
The Inclusive Top 50 UK Employers 22/23
Highly commended Public Relations and
Communications Association Award 2024
Winner of ISE Student Recruitment Award -
Diversity and Inclusion Award 2018
CIPD People Management Awards 2017
- ‘Best Leadership and Development
Programme in Public/Third Sector’
Recruitment Business
Awards 2017 -
Creative Grand Prix
Recruitment Business
Awards 2017 - ‘Best
Graduate Campaign’
‘Best Video/Animation’ - 2017 Recruitment Business Awards
‘Best Website’ - 2017
Recruitment Business Awards
Digital Solution - 2017 Recruitment Marketing Awards
Outdoor Campaign - 2017 Recruitment Marketing Awards
Video (below £10,000) - 2017 Recruitment Marketing Awards
The Grand Prix Award - 2017 Recruitment Marketing Awards
‘Most Effective Recruitment
Marketing Campaign’
- 2017 Recruiter Awards
‘Best Employer Brand
in Charity/NGO/NFP’
- 2017 Employer Brand
Management Awards
‘Best Communication of Employer Brand to external
audience’ - 2017 Employer Brand Management Awards
‘Best Employer Brand Management
Programme’ following a change - 2017
Employer Brand Management Awards
‘Best Digital Communication of the
Employer Brand’ (Silver Award) - 2017
Employer Brand Management Awards
The Grand Prix Award - 2017 Employer Brand Management Awards
Institute of Student Employer Awards
2022 - highly commended for
'Best Overall Emerging Talent Strategy'
RAD Awards 2018
- ‘Best Graduate
Campaign’
HIGHLIGHTS OF THE DECADE
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We’re tackling one of the most urgent challenges of our time: creating
a police service that truly reflects the communities it serves. Increasing
representation isn’t a bonus – it’s the foundation of better results,
higher performance and lasting public safety.
That’s why we’ve made it a priority to recruit people from a diverse range of backgrounds. This isn’t
just about fairness – it’s about performance. Evidence shows that diverse teams consistently deliver
better results. Diverse groups are more innovative, make better decisions and are more effective
at solving complex problems. In policing, this can translate directly into more effective crime
prevention, stronger community engagement and better victim outcomes.
A representative workforce is not only more trusted by the public – it’s also better equipped to
understand and respond to the needs of diverse communities. That’s why nurturing difference is
not a side initiative; it’s central to operational excellence and delivering the service the public wants
and deserves.
INCREASING REPRESENTATION
*between March 2024 and April 2025.
We set the ambition to improve representation in policing. We’re proud that
for our most recent cohort, who started the programme in 2025:
LEADING THE WAY
identify as
female
60%
compared to
38%
for national police
recruitment*
identify as an
ethnic minority
21 %
compared to
10%
for national police
recruitment*
Diversity of thought
of participants recruited in 2025 hadn’t planned
to apply to policing until they discovered the
opportunities offered by Police Now.
58%
In our most recent cohorts recruited in 2025:
unique languages
spoken by
participants
38
completed post-
graduate study
16%
eligible for free
school meals
19%
identify as
LGBTQ+
14%
first generation to
go to university
57 %
academic
institutions
83
Managing Director, Queer Beyond Belief;
former member of the Police Now Board
of Trustees and Police Now’s Equity,
Diversity and Inclusion Committee
RHAMMEL AFFLICK
Police Now has shown a real commitment to going beyond surface-level
diversity conversations. Its growing ability to use data and insight to
understand the nuanced, intersecting barriers faced by different communities
is a vital part of building a fairer, more effective policing culture.
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Around 60% of the graduates that join our programme arrive with career
experience from across a wide range of sectors.
Below are just some of the roles our participants held before joining Police Now.
GRADUATES BRINGING MORE THAN DEGREES
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Criminal Investigator
Litigation Paralegal
Legal Analyst
Customer Consultant Banking
Consultant
Aviation Security Officer
Code Sensei
Airport Security Officer
Magistrate
Asylum Seeker and Refugee Caseworker
Graphic Designer
Family Interventions Lead
Criminal Caseworker
Threat Intelligence Analyst
Civil Servant
Asylum Decision-Maker
Emergency Care Assistant
Fraud Analyst
First Responder
Crown Court Clerk
Community Trust Officer
Executive Head Teacher
Account Manager
Digital Inclusion Development Worker
Development Officer
Data Analyst
Compliance Technologist
Decontamination Technician
Personal Trainer
Bid Coordinator
Director
Business Development Manager
Business Analyst
Cabin Crew
Content Producer
Editorial
Researcher
Fiduciary Assistant
Fitness Instructor
General Manager
Global Business Development Executive
Global Client Onboarding Lead
Intelligence Analyst
Laboratory Analyst
Leasing Professional
Lettings Negotiator
Managing Director
Medical Secretary
Mental Health Support Worker
Parliamentary Advisor
Pilot Officer
Operations Manager
Paralegal
HIGHLIGHTS OF THE DECADE
Pharmacy Dispenser
Officer Cadet
Physician Associate
Policy Officer
PR Consultant
Prison Offender Manager
Prisoner Custody Officer
Probation Service Officer
Professional Rugby Player
Project Engineer
Project Manager
Psychological Wellbeing Practitioner
Referral Officer
Regiment Gunner
Rehabilitation
Support Worker
Safeguarding
Hub Officer
SEN Teaching Assistant
Senior Lecturer
Sexual Violence Lead
Social
Worker
Special Needs Professional
Teacher
Tenancy Manager
Territory Development Manager
Ambassador to the UK
Trooper
Valuation Analyst
Veterinary
Laboratory
Technician
Vetting Case Officer
Witness
Care Officer
Women’s Specialist Practitioner
Youth
Support
Worker
Senior Researcher
Nuclear Medicine Technologist
West Midlands Police
CHIEF CONSTABLE CRAIG GUILDFORD QPM VR DL
My team and I have been pleased to work with Police Now to recruit innovation
and difference into frontline policing roles over a number of years. By working
closely with the sector to identify areas for specialist support, their expansion
into counter terrorism and economic crime recruitment and training has
supported other vital areas of policing. The direct entry routes into these
specialisms have attracted exceptional individuals who may never have
considered a policing career otherwise. I am especially pleased with how our
organisations have worked collaboratively to iterate and shape the Police Now
programme to meet the needs of West Midlands Police and effectively integrate
new joiners into our committed and effective wider workforce. I’m genuinely
excited to see how Police Now continues to contribute to the future of policing
over the next decade, both locally and nationally.
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For resource and candidate experience reasons, we typically manage
pipelines carefully to avoid excess applications.
applications
per place
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On average, in the last
ten years we received
compared to six applications
per place for police officer
roles in England and Wales.
Demand has exceeded
for some of our
most recently
launched specialisms.
200
applications
per place
2. Reducing crime and ASB
The presence of Police Now graduates helped
prevent 3,281 incidents of crime and anti-social
behaviour in just one year.
Projected impact over the programme’s history:
30,000 fewer incidents.
Estimated £953.9 million in reduced social costs.
Equating to £11.80
return on investment
for every £1 of funding.
What’s driving that value?
More than half of Police Now recruits said
they were not planning on joining the police
until they saw the Police Now programme.
That’s over 1,600 officers who
may not have otherwise joined.
1. Widening the talent pool
Equating to £1.68
return on investment
for every £1 of funding.
DELIVERING OUTSTANDING SOCIAL AND
ECONOMIC VALUE
Independent analysis shows that Police Now offers exceptional value
– both socially and economically.
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Over the past decade
*Based on societal cost savings linked to crime
reduction, recruitment and community impact.
£13.77*
Value of return to the public
Investment in Police Now
£1
HIGHLIGHTS OF THE DECADE
3. Serving communities more
Police Now officers contribute,
on average, 400 more community hours
during their two-year training than
peers joining the police via other routes.
That’s an added £0.29
return per £1 invested,
purely through
increased service hours.
Member of the House of Lords;
former Prime Minister of the United Kingdom
and Home Secretary
BARONESS THERESA MAY OF MAIDENHEAD PC
more cost effective
– a learner model delivering
stronger outcomes – faster.
2.8x
Police Now recruitment has been proven
to be more cost-effective than traditional
methods (based on an independent
comparison of Police Now performance and
the overall Police Uplift Programme results).
Doing more with less
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Police Now was a brilliant innovation, conceived by Metropolitan Police Service officers, which
I was happy to support as a way of opening up policing to the brightest and best recruits.
Ten years on, the programme has flourished with the training of more than 3,400
neighbourhood constables and detectives in 37 police forces and supporting many
officers to progress to sergeant and inspector rank.
Guided by Sir Robert Peel’s principle that the “police are the public and the public are the
police”, it is particularly important that Police Now has recruited a diverse range of entrants.
Police Now’s work has helped transform community policing and shape our police force
by encouraging more people to take on this vital role. Over the course of the next 10 years,
and beyond, you will continue to go from strength to strength.
POLICE NOW’S HISTORY
OF INNOVATION IN
POLICING
HIGHLIGHTS OF THE DECADE
Expanding to work
with 19 forces
2018
Incorporated as an
independent charity
and social enterprise
2016
The start: A neighbourhood
policing pilot as part of the
Metropolitan Police Service
2015
Growing nationally
to work with 17 forces
2017
2019
Launched our Detective
entry specialism in
response to a national
detective shortage
17
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Continuing to innovate,
including on the policing and
social response to violence
against women and girls
2025 AND BEYOND
Frontline Leadership
Programme launched
to support talented but
overlooked officers to
reach and succeed in the
sergeant rank
2021
Police Now at peak
recruitment and training
volume to support the
Police Uplift Programme
2020
2022
Alumni Impact Awards
recognise exceptional
officers across the country
Counter Terrorism
specialism launched
2023
Economic Crime
specialism launched
2024
HIGHLIGHTS OF THE DECADE
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Specialisms
For ten years, Police Now has led a transformation in officer recruitment,
training and development – adapting to the changing priorities of
policing in England and Wales.
INTRODUCING OUR AWARD-WINNING
NATIONAL GRADUATE PROGRAMME
We were the first to introduce direct pathways for graduates into neighbourhood policing, detective
roles, counter terrorism and economic crime. We’ve been agile in our response to national policing
challenges, government priorities and graduates expectations.
Today, our neighbourhood specialism supports the delivery of the Neighbourhood Policing Guarantee,
while all our pathways prepare officers to reduce crime, build public trust and lead positive change.
Together they reflect our long-standing commitment to strengthen the policing frontline, and shaping
the future of policing.
Neighbourhood officers embedded in local
communities to build trust, prevent harm
and lead long-term change through visible,
problem-solving policing. Out on the street
delivering for communities by just week eight
of their training, ten or so weeks earlier than
most other trainee officers.
NEIGHBOURHOOD:
Independent Patrol Status
achieved by week 17.
Tackling fraud, cybercrime and
financial exploitation. Defending
the public and safeguarding the
UK’s economic integrity.
ECONOMIC CRIME:
Tackling and preventing serious
crime and supporting victims
through evidence-led complex
casework and problem solving.
DETECTIVE:
Protecting national security
by preventing, detecting and
disrupting terrorism threats.
COUNTER-TERRORISM:
Delivering PIP2 qualified
detective constables
equipped with core policing
and investigative skills.
Quickly deployed where they
are needed most, programme
participants take the National
Investigators’ Exam (NIE) after just
ten weeks’ service, and 73% pass
first time – 18 percentage points
higher than the national average.
Independent Patrol Status
achieved by week 23.
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An intensive, in-person academy
experience builds core policing skills,
peer connections, and shared
purpose from day one.
Residential training
Every participant is paired with a
Performance & Development Coach,
supporting growth, confidence, and
long-term career progression.
Coaching
Participants complete a rigorous,
role-specific assessment designed
to identify leadership potential and
readiness for frontline impact.
Bespoke immersive assessment
tailored to the specialism
Recruiting those with the capability,
values, and potential to be excellent
future leaders and line managers.
High leadership bar
Participants join a nationwide
community of peers, sharing best
practice and driving change
across forces and regions.
National network
Participants undertake a structured,
two-year journey to become fully
qualified Detective Constables or
Police Constables.
Two-year programme
Officers are quickly embedded in
their roles and the teams that need
them most, making a meaningful
difference early on.
Fast development
to the frontline
Unique secondment opportunities
for neighbourhood specialists to
expand experience, expose officers
to new challenges, and accelerate
career development.
Secondments