OAC Competencies
by Exercise
The College of Policing's online assessment process splits the nine areas of the 2024 Competency and Values Framework across three exercises. This page maps exactly which area each exercise assesses, shows what level 1 evidence looks like in each and gives you a free tool to map your own experiences.
Independent information, not advice · Sources checked 21 October 2026 · England and Wales unless stated
Interview: courage, public service, respect and empathy, we take ownership, we are innovative and open-minded. Written exercise: respect and empathy, we analyse critically, we support and inspire, we collaborate. Briefing exercise: public service, we are emotionally aware, we take ownership, we are innovative and open-minded. All at level 1 of the 2024 CVF.
For police constable candidates in England and Wales. The exercise map comes from the College of Policing's online assessment candidate guide (updated 21 July 2026). The plain-English descriptions and example lines are our own paraphrase and illustrations, not College text or model answers.
The map: nine areas, three exercises
| CVF area | Type | Interview | Written | Briefing |
|---|---|---|---|---|
| Courage | Value | Assessed | - | - |
| Respect and empathy | Value | Assessed | Assessed | - |
| Public service | Value | Assessed | - | Assessed |
| We are emotionally aware | Competency | - | - | Assessed |
| We take ownership | Competency | Assessed | - | Assessed |
| We collaborate | Competency | - | Assessed | - |
| We support and inspire | Competency | - | Assessed | - |
| We analyse critically | Competency | - | Assessed | - |
| We are innovative and open-minded | Competency | Assessed | - | Assessed |
Every area is assessed at least once. Four are assessed twice: respect and empathy (interview and written), public service (interview and briefing), we take ownership (interview and briefing) and we are innovative and open-minded (interview and briefing). Courage appears only in the interview; emotional awareness only in the briefing; and the three remaining competencies (collaborate, support and inspire, analyse critically) only in the written exercise.
If you only practise interview answers, you are preparing for five of the nine areas. The written exercise is the only place three competencies are tested and the briefing exercise is the only place emotional awareness is tested.
How the sift and the OAC compare
| Stage | Exercise | Areas assessed |
|---|---|---|
| National sift | Situational judgement test | The six competencies |
| National sift | Behavioural styles questionnaire | The six competencies and the three values |
| Online assessment | Interview, written, briefing | Five, four and four areas, as in the map above |
The sift scores you automatically against other applicants. The online assessment is marked by trained assessors from what you say and write. The same framework sits behind both, so the habits you built for the SJT (judging each action on its merits, protecting people first, being proportionate) carry into the briefing and written exercises.
What level 1 means
The CVF describes each competency at three levels: level 1 practitioner, level 2 supervisor or middle manager and level 3 senior manager or executive. The College's candidate guides say initial police recruitment uses level 1. Values have no levels: the same values apply to everyone.
- Your own actions. Level 1 evidence is about what you did, decided and learned, not how you managed a team.
- No policing experience needed. The College says you do not need prior knowledge of policing. Work, study, volunteering, caring and family life all count.
- Not the higher levels. Long-term strategy or organisational culture belongs to levels 2 and 3. It will not hurt to mention, but it is not what is being looked for.
The three values, area by area
Courage
Assessed in: Interview
Doing the right thing when it is difficult: making and standing by decisions, challenging unprofessional or discriminatory behaviour, being honest and open to scrutiny, keeping promises.
Evidence that usually shows it
- You spoke up about something wrong when staying quiet was easier.
- You owned up to a mistake and gave an accurate account of it.
- You accepted criticism without becoming defensive.
Illustrative line: "I asked to speak to my manager privately that afternoon and told her the rota had been changed to exclude the newest member of staff."
Respect and empathy
Assessed in: Interview and written exercise
Listening to and understanding other people's views, treating people fairly by adapting to their needs, recognising that people react differently to the same situation and managing your own biases.
Evidence that usually shows it
- You gave someone a genuine chance to put their view and it changed what you did.
- You adapted your approach so the outcome was fair, not identical.
- You noticed an assumption you had made and corrected it.
Illustrative line: In a written response: "Mr Evans may not have understood the letters; before any enforcement, the housing association should check he has the support he needs."
Public service
Assessed in: Interview and briefing exercise
Working in the public interest and building trust and confidence: thinking about the needs of different communities, being honest about the limits of what you know, seeking feedback and reflecting so the service improves.
Evidence that usually shows it
- You put the person's needs first when an easier option existed.
- You were honest about what you could not do and found someone who could.
- You asked for feedback and changed something because of it.
Illustrative line: In a briefing answer: "I would be honest that lighting is a council decision, raise it with the parks officer and report back to residents at the next meeting."
The six competencies, area by area
We are emotionally aware
Assessed in: Briefing exercise
Understanding and managing your own emotions and recognising other people's, including when they struggle to express them; communicating clearly and with compassion; staying effective under pressure; asking for support.
Evidence that usually shows it
- You noticed someone was upset and adjusted how you spoke to them.
- You stayed calm when someone was angry with you.
- You recognised the pressure you were under and asked for help.
Illustrative line: In a briefing answer: "Before explaining anything, I would acknowledge that residents feel ignored, because they will not listen to a plan until they feel heard."
We take ownership
Assessed in: Interview and briefing exercise
Taking personal responsibility for your work and decisions, with a clear rationale; keeping people who rely on you updated; asking for advice and feedback; sticking with difficult situations.
Evidence that usually shows it
- You put right a mistake that was yours without being asked.
- You kept someone updated as promised.
- You stuck with a hard task until it was done.
Illustrative line: "It was my booking, so I rang the client myself that afternoon, explained what had gone wrong and rebooked the next four weeks before I left."
We collaborate
Assessed in: Written exercise
Working with colleagues, other organisations and the community: getting to know people in other teams, building rapport, sharing information and helping others rather than working in isolation.
Evidence that usually shows it
- You worked with another team or organisation to solve a shared problem.
- You shared information that helped someone else.
- You built a working relationship with someone different from you.
Illustrative line: In a written response: "I recommend a joint meeting with the school and the bus operator, because the second bus depends on the school confirming numbers."
We support and inspire
Assessed in: Written exercise
Understanding how your work contributes to the purpose of policing, working conscientiously, removing obstacles to good service and helping others meet their objectives. Not limited to managers.
Evidence that usually shows it
- You took on a challenging task because it mattered to the service.
- You helped a colleague do their job better.
- You made something easier for the people you served.
Illustrative line: In a written response: "To help Sergeant Khan tomorrow, the three points to raise are set out below, with my offer to contact Mrs Patel today."
We analyse critically
Assessed in: Written exercise
Using the best available information: separating relevant from irrelevant, checking assumptions, noticing gaps and inconsistencies, understanding why a problem happens and keeping clear, accurate records.
Evidence that usually shows it
- You spotted that two pieces of information did not match.
- You found the cause of a problem, not just the symptom.
- You checked an assumption before acting on it.
Illustrative line: In a written response: "Item B says the noise is every night; the call log in Item C shows only Fridays and Saturdays. I would check with both before deciding on patrol times."
We are innovative and open-minded
Assessed in: Interview and briefing exercise
Learning from new ideas and other people's experience, suggesting improvements, reflecting on what happened and adapting to change.
Evidence that usually shows it
- You suggested a better way of doing something and tried it.
- You changed your approach after feedback.
- You learned from a different team or organisation.
Illustrative line: "I suggested trying a shared online calendar for a month, checked with the team whether it helped and we kept it."
The illustrative lines are short extracts written by PolicePay to show what specific evidence sounds like. They are not model answers and do not come from any real assessment.
The interview's five areas in practice
Each of the five interview questions usually targets one area. Recognising which one helps you pick the right example in your 60 seconds of thinking time:
- Courage: challenge, speak up, difficult decision, honesty under pressure, unpopular choice.
- Public service: helping someone, going beyond the minimum, trust, feedback from people you served.
- Respect and empathy: different views or needs, fairness, someone upset, an assumption corrected.
- We take ownership: a mistake, responsibility, a commitment kept, sticking with something difficult.
- We are innovative and open-minded: a better way, feedback taken on, change, learning from others.
Since July 2026 the College says questions may ask how you would deal with a situation in future. The areas are the same; explain what you would do and why and back it with something you have done. Our pages on courage, respect and empathy, public service, ownership and open-mindedness have example structures for each.
The written exercise's four areas in practice
The written exercise is the only place three of the competencies are tested. How each shows on the page:
| Area | What a strong response does |
|---|---|
| We analyse critically | Uses the items accurately, points out conflicts and gaps, says what needs checking, invents nothing. |
| We collaborate | Names the partners who need to be involved and what each should do. |
| We support and inspire | Gives the line manager a clear, usable answer, offers to take on tasks and links the plan to a better service. |
| Respect and empathy | Considers the people affected fairly, avoids labelling anyone and plans to listen to them. |
Practise the analysis on its own with the free spot the gaps drill.
The briefing exercise's four areas in practice
| Area | What a strong spoken answer does |
|---|---|
| Public service | Thinks about everyone affected, is honest about what the police can do and follows up. |
| We are emotionally aware | Acknowledges feelings before explaining and adapts the approach to each person. |
| We take ownership | Says what you would do first and why, tells the right people and keeps commitments. |
| We are innovative and open-minded | Welcomes ideas, tries things on a small scale and adapts when new information arrives. |
Practise with the free briefing exercise simulator, which has a checklist for each question.
Using the overlaps to prepare efficiently
Four areas are assessed in two exercises, so a weakness in one of them can pull down two scores and a strength helps twice. In practice:
- Ownership and open-mindedness appear in both spoken exercises. Practise saying what you would do first, why and how you would adapt.
- Public service links the interview and the briefing: keep the person or community at the centre of every answer.
- Respect and empathy links the interview and the written exercise: fair treatment and listening, in speech and on paper.
Interview and assessment centre updates
New interview practice questions and model answers, by email
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Free example bank builder
List 6 to 8 real experiences in a few words each, then tick which areas each one could show. The grid shows where you have plenty of evidence and where you have none, for each exercise. It is saved in your browser only.
Free example bank builder
Map your real experiences to the 2024 CVF
Add 6 to 8 experiences from work, study, volunteering or home, each as a few words you will recognise (for example "complaint about the late delivery"). Then tick what each one could show. Saved in this browser only.
Use this to prepare, then put it away. The College says notes or scripts prepared before the assessment may result in automatic failure and you must not have them in sight on the day. Aim to remember your examples, not to read them.
Use the builder to prepare, then put it away: the College says notes prepared before the assessment may mean automatic failure. When your bank is ready, try the examples against the clock in the free interview of the full timed mock.
2016 names to avoid
Older prep material uses the 2016 framework. The College's 2024 CVF changed the values and renamed two competencies. Using old names will not fail you, but it is a sign the material may be out of date:
| 2016 name | 2024 framework |
|---|---|
| Integrity, impartiality, transparency (values) | Courage; respect and empathy; public service |
| We are collaborative | We collaborate |
| We deliver, support and inspire | We support and inspire |
| Clusters of competencies | Removed |
One small quirk: the College's national sift guidance lists "we are collaborative" in one place for the SJT. The current framework name is "we collaborate".
Myths about OAC competencies
"Every exercise tests every competency." Each exercise has its own list of four or five areas.
"You need leadership examples." Level 1 is about your own actions; leading a team is not required.
"Integrity is the most important value." It is not a named value in the 2024 framework.
"Use keywords from the framework." Assessors look for evidence of behaviour, not vocabulary. Plain words describing what you did work best.
What we could not verify
- How assessors weigh each area within an exercise. Not published.
- Whether every interview question targets exactly one area. The College lists the areas for the exercise, not per question.
- The College's own behavioural indicators for each exercise. Our descriptions paraphrase the public framework at level 1.
Frequently Asked Questions
Which competencies are assessed in the police OAC?
Across the three exercises, all nine areas of the 2024 Competency and Values Framework appear. The interview assesses five, the written exercise four and the briefing exercise four. Some areas, such as we take ownership, are assessed in more than one exercise.
What does the OAC interview assess?
The College's July 2026 guide lists courage, public service, respect and empathy, we take ownership and we are innovative and open-minded. The questions can ask about past situations or how you would deal with something in future.
What competencies does the OAC written exercise assess?
Respect and empathy, we analyse critically, we support and inspire and we collaborate. The task is an urgent written response for your line manager using four items of information, without adding or inventing information.
What does the briefing exercise assess?
Public service, we are emotionally aware, we take ownership and we are innovative and open-minded. The College also asks you to consider the issues raised and how the police can build positive relationships.
What level of the CVF is used for police recruitment?
Level 1, the practitioner level. The College's candidate guides say the competencies review criteria is set at level 1 for initial police recruitment. Level 1 is about your own actions and decisions; you do not need to have managed anyone.
Is integrity still a police competency?
Not as a named value. Integrity, impartiality and transparency were values in the 2016 framework. The 2024 CVF has three values (courage, respect and empathy, public service) and much of the old integrity content now sits under courage.
Does the national sift assess the same areas as the OAC?
Partly. The College's sift guidance says the SJT covers the six competencies and the BSQ covers the six competencies plus the three values. The OAC splits the nine areas across three exercises.
How many examples do I need for the OAC interview?
Five questions means at least five examples, but having six to eight gives you a choice when a question does not fit your first idea. The College suggests one example per question, described in detail and says examples from work and personal life are fine.
Can I take my example list into the OAC?
No. The College says notes or scripts prepared before the assessment may result in automatic failure. Use the example bank to prepare and remember your examples, then put it away. You can make notes once you have seen a question.
Are the six competencies weighted equally?
The College does not publish weightings for the competencies or the exercises. Prepare evidence for every area each exercise lists rather than guessing which matters most.
Sources and how we checked them
Every factual claim on this page was written from the sources below, read on 21 October 2026. Rules and figures change, so check the source for the date you are reading this. Where we could not confirm something from an official or independent source, the page says so rather than guessing. Spotted something out of date? See our corrections policy.
- College of Policing: Online assessment process candidate guide (updated 21 July 2026) : CVF areas assessed by each exercise; level 1 for initial recruitment; STAR; prepared notes (accessed 21 October 2026)
- College of Policing: National sift candidate guidance (updated 1 June 2026) : SJT assesses the six competencies; BSQ the six competencies and three values; level 1 (accessed 21 October 2026)
- College of Policing: Competency and values framework : the 2024 values and competencies and their levels (accessed 21 October 2026)
- College of Policing: Ethical policing principles (Code of Ethics) : courage, respect and empathy, public service as the three principles behind the CVF values (accessed 21 October 2026)
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Disclaimer
PolicePay.co.uk is an independent guide. It is not affiliated with the College of Policing, the Home Office or any police force and it does not recruit, vet or assess applicants. Recruitment standards, assessment formats and vetting decisions are set by the College of Policing and each force and change from time to time: check the force you are applying to before relying on anything here. Details apply to England and Wales unless stated. Details are as checked on 21 October 2026.