Police CVF
Examples & Interview Questions
& Answers UK
A UK guide to the police Competency and Values Framework: the three values, the six competencies, what Level 1 means, practice questions, STAR answer structures, weak vs strong examples, and how to practise before the OAC or your force interview. Still weighing it up? Use our Should I Join The Police calculator to see the financial picture first.
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Trust Notice
PolicePay is an independent explanatory resource. The framework facts come from the College of Policing Competency and Values Framework and online assessment candidate guide, listed under Sources at the foot of the page. Practice questions, keywords and example answers are PolicePay advice. It is not affiliated with, endorsed by, or official guidance from the College of Policing, Home Office, or any police force.
What are police CVF interview questions?
Police CVF interview questions ask for real examples of behaviours in the College of Policing's Competency and Values Framework. The OAC interview assesses five areas: courage, public service, respect and empathy, taking ownership, and being innovative and open-minded (competencies at Level 1; values have no levels). Answer with your own real example in a STAR structure focused on what you did. The College publishes no model answers.
A strong CVF interview answer should:
- Use a real example
- Match the assessed CVF value
- Follow the STAR method
- Focus on "I" not "we"
- Show personal judgement
- Include a clear result
- Include reflection
- Avoid generic claims
CVF example answer structures by value and competency
One guide for each area the College of Policing says the OAC interview assesses, with what the College says it means, prompts for choosing your own example, an illustrative STAR structure (not a script), weak vs stronger patterns and timing for a five-minute answer.
Guide Directory
Try one out loud. Answer a practice question free and get a scored result in about a minute. No account. Answer a question free
What Is the College of Policing CVF?
The Competency and Values Framework, often shortened to CVF, sets out the behaviours and values expected of everyone in policing. It has three values (courage, respect and empathy, and public service) and six competencies (we are emotionally aware, we take ownership, we collaborate, we support and inspire, we analyse critically, and we are innovative and open-minded). All three OAC exercises and the face-to-face interview with your force are assessed against it. For what each value and competency means at every level, and what changed from the 2016 version, see the CVF explained. This page is about answering questions.
Candidate Realities:
- You do not need to memorise the framework word for word.
- You DO need to show tangible evidence of these behaviours.
- The OAC exercises are set nationally; your force sets your window and deadline. No pass mark is published.
- The CVF is used in every OAC exercise and in the face-to-face interview stage.
- For "tell us about a time" questions, use a real example, not "I would" claims. Some questions may ask what you would do; answer those directly.
The CVF is not about saying the right buzzwords. It is about proving the behaviour through a real example.
What Does CVF Level 1 Mean?
Each CVF competency has three cumulative levels: Level 1 is practitioner, Level 2 supervisor or middle manager, and Level 3 senior manager or executive. The College of Policing sets initial police constable recruitment at Level 1. The values are not divided into levels. The table below paraphrases the Level 1 behaviours for each competency in plain English and adds our own pitfalls.
| CVF Competency (Level 1) | Level 1 Behaviours (paraphrased) | Common Pitfall (our advice) |
|---|---|---|
| We are emotionally aware | Adapting how you communicate to the person in front of you, managing your own emotions under pressure and seeking support when you need it. | Ignoring how others feel, or claiming you never find things stressful. |
| We take ownership | Taking responsibility for your own actions and decisions, keeping people updated, and seeking feedback on your work. | Blaming others or saying "it wasn't my job". |
| We collaborate | Building rapport, working with people from different teams and backgrounds, and helping colleagues get things done. | Describing only what the group did, or only what you did alone. |
| We support and inspire | Showing commitment to the values of policing, working conscientiously to give a good service and taking on challenges that improve it. | Focusing only on your own workload. |
| We analyse critically | Thinking critically, checking your assumptions, using accurate information and understanding causes before you act. | Acting on assumptions without checking the facts. |
| We are innovative and open-minded | Learning from new ideas and other people's experiences, suggesting improvements, reflecting on what happened and adapting to change. | Claiming to be perfect, or resisting change. |
Do not try to sound like a senior officer. A strong Level 1 answer sounds honest, specific and reflective.
Core CVF Values
for Police Candidates
The CVF has exactly three values. Everyone in policing is expected to show them, whatever their role. The College of Policing candidate guide says the interview exercise assesses all three.
Respect and Empathy
Strong Evidence Includes:
- Listening before acting
- Adapting communication
- Supporting vulnerability
- Treating someone fairly
Weak Answer Warning:
Do not simply say "I respect everyone." Show a real situation where your behavior proved it.
Courage
Strong Evidence Includes:
- Challenging poor behaviour
- Raising a concern
- Admitting an error
- Making a fair decision
Weak Answer Warning:
Courage is not reckless bravery. It is often about ethical judgement and doing the right thing.
Public Service
Strong Evidence Includes:
- Helping under pressure
- Improving a process
- Going above and beyond
- Professionalism
Weak Answer Warning:
Do not give a vague "I like helping people" answer. Show what you actually did for someone.
Police CVF
Interview Question Bank
These are practice questions written by PolicePay around the three values. They are illustrative, not real questions from any assessment, and real wording will differ. The College does not publish the live question set.
Respect and Empathy Questions
Tell us about a time you supported someone who was vulnerable.
Tell us about a time you listened carefully before making a decision.
Tell us about a time you dealt with someone from a different background.
Tell us about a time you adapted your communication style.
Tell us about a time you treated someone fairly in a difficult situation.
Tell us about a time you helped resolve a misunderstanding.
Tell us about a time you recognised someone else’s point of view.
Tell us about a time you challenged your own assumptions.
Courage Questions
Tell us about a time you challenged behaviour you felt was wrong.
Tell us about a time you spoke up even though it was uncomfortable.
Tell us about a time you admitted a mistake.
Tell us about a time you made a difficult decision.
Tell us about a time you took responsibility when something went wrong.
Tell us about a time you escalated a concern.
Tell us about a time you dealt with conflict.
Tell us about a time you had to be honest with someone.
Public Service Questions
Tell us about a time you put the needs of others first.
Tell us about a time you improved a service or process.
Tell us about a time you went beyond what was expected.
Tell us about a time you helped a customer, colleague or community.
Tell us about a time you remained professional under pressure.
Tell us about a time you solved a problem that affected others.
Tell us about a time you acted in the public interest.
Tell us about a time you took pride in doing something properly.
Knowing the CVF values is a strong start.
Candidates pass by proving those behaviours through their own examples. The mock interview tool helps you see whether your answer actually shows the behaviour being assessed.
Answering Using the STAR Method
STAR stands for Situation, Task, Action and Result. It helps candidates give structured evidence rather than vague claims. In CVF interviews, the Action section is the most important part because it shows what you personally did.
Suggested Pacing for a 3-Minute Answer (our advice):
20 - 30 Secs
20 - 30 Secs
90 - 120 Secs
30 - 40 Secs
| STAR Section | What to Include | CVF Purpose | Useful Phrases |
|---|---|---|---|
| Situation | Context, role & problem. | Sets the scope. | "I was working at..." |
| Task | Your specific goal. | Shows responsibility. | "I was responsible for..." |
| Action | Personal "I" actions & decisions. | PROVES THE BEHAVIOUR. | "I decided to...", "I noticed..." |
| Result | Outcome & Learning. | Impact & Reflection. | "The result was...", "I learned..." |
A CVF answer should not just describe what happened. It should make the behaviour obvious enough for the assessor to score.
Police CVF Answer:
Weak vs Strong
Question: Tell us about a time you adapted your communication style.
Illustrative example written by PolicePay, not a real assessment question or answer. Check your own answer's structure with the free STAR answer checker.
"I was dealing with someone who did not understand something, so we explained it again and helped them. We were patient and they got it in the end."
Why this fails:
- - Uses "we" instead of "I"
- - No specific communication technique
- - No clear result or learning
- - Weak Respect & Empathy link
"I noticed the person was becoming frustrated because I was giving too much information at once. I paused, asked what they had understood so far, then broke the explanation into smaller steps. I used simpler language, checked their understanding and gave them time to ask questions before agreeing the next step."
Why this wins:
- - High personal awareness
- - Evidence of personal "I" action
- - Clear links to Respect/Listening
- - clear, positive effect on the person
Want to know if your own answer shows the right behaviour?
Get CVF Feedback →CVF Keywords & Behaviours
These are words PolicePay suggests as natural ways to show each value. They are not an official marking list.
Respect & Empathy
Courage
Public Service
Warning: Do not force keywords into answers unnaturally. The behaviour in your story matters more than the specific word.
OAC vs In-Person CVF Interviews
| Area | OAC / Online Assessment Centre | In-Person Interview |
|---|---|---|
| Format | Recorded webcam response (interview and briefing exercises) or typed (written exercise). | Stage four, run by your force. Format is set by the force. |
| Timing | Fixed on-screen timings (interview: 60 seconds thinking, up to 300 seconds answering). | Set by your force. |
| Follow-up Questions | None. A recorded assessor reads the question. | Possible. A live interviewer may ask follow-up questions. |
| Main Risk | Lacking structure or running out of time. | Losing focus or rapport. |
In a recorded OAC answer nobody can ask a follow-up question, so your answer needs enough structure and evidence to stand on its own.
Common CVF Interview Mistakes
Generic Storytelling
Describing a good story but forgetting to highlight the actual CVF behaviour.
Team Ownership
Using 'we' instead of 'I'. Assessors are marking you, not your team.
Buzzword Stuffing
Quoting values ('I am empathetic') instead of proving them through action.
Hypothetical Claims
Saying 'I would do this' instead of 'I did this'. Real examples give you real evidence to describe.
Vague Results
Choosing examples with no clear result or impact on others.
Missing Reflection
Forgetting to explain what you learned or what you'd do differently next time.
Story Overload
Spending most of the answer on background instead of personal 'I' actions.
Sounding Rehearsed
Preparing a script can make you sound robotic, and prepared notes or scripts are not allowed in the online assessment.
7-Day CVF Preparation Plan
Read the CVF and Level 1 Behaviours
Read the College of Policing CVF and understand what the three values and six competencies mean in a policing context.
Two Respect & Empathy Examples
Select and draft two stories from work, study or volunteering.
Two Courage Examples
Choose situations where you stood up for what was right or admitted a mistake.
Two Public Service Examples
Focus on problem-solving and going above and beyond for someone else.
Build STAR Bullet Points
Turn each story into a 3-minute structure focusing heavily on your personal actions.
Timed Practice Loops
Speak every answer out loud with a timer. Aim for a steady three minutes, comfortably inside the 300-second OAC limit.
Full Mock Assessment
Run a full CVF interview in the simulator to get final behavioural feedback.
Practise Before
The Real Assessment
Knowing the CVF values is a strong start, but it does not tell you whether your own answer clearly shows the behaviour being assessed. The PolicePay simulator lets you practise a timed STAR answer and unlock CVF feedback.
Value Selection
Select specific CVF values to target during your practice session.
STAR Mapping
Get feedback on which parts of the STAR structure were strongest.
Missing Behaviours
Identify exactly which behavioural indicators were missing from your answer.
Full CVF Feedback Pass: £24.99 for 30 days or £39.99 for 90 days
Police CVF
Questions FAQ
What are police CVF interview questions?
Police CVF interview questions ask you to give real examples of behaviours linked to the College of Policing Competency and Values Framework, which has three values (courage, respect and empathy, and public service) and six competencies. The College suggests the STAR method for the online assessment interview. The questions on this page are practice questions written by PolicePay, not real ones.
What does CVF mean in police recruitment?
CVF stands for Competency and Values Framework. It is the College of Policing framework that describes the behaviours and values expected of everyone working in policing. It has three values and six competencies, and each competency has three levels. Initial police constable recruitment is assessed at Level 1.
What is CVF Level 1?
The CVF competencies each have three cumulative levels: Level 1 is practitioner, Level 2 is supervisor or middle manager, and Level 3 is senior manager or executive. The levels apply to the competencies, not the values, which everyone in policing is expected to demonstrate. The College sets initial police constable recruitment at Level 1.
How do I answer CVF interview questions?
Use a real example and structure it with STAR. Keep Situation and Task brief, explain your personal Action in detail, then finish with the Result and what you learned. Make the relevant CVF behaviour obvious.
What CVF values are used in police interviews?
The three CVF values are courage, respect and empathy, and public service. The College of Policing online assessment candidate guide lists which values and competencies each exercise assesses; for the interview exercise these are courage, public service, respect and empathy, we take ownership, and we are innovative and open-minded.
Can I use non-police examples for CVF questions?
Yes. Examples from work, education, volunteering, sport, caring responsibilities, customer service or community life can be effective if they show clear personal action, judgement and reflection.
Should I mention the CVF value in my answer?
That is up to you. In our view a brief link to the value is fine, but you should not rely on buzzwords. The behaviour in your example matters more than naming the value.
What is the biggest mistake in CVF interviews?
In our view the most common mistake is giving a vague story that does not clearly show the behaviour being assessed. Another is talking about what 'we' did instead of what 'I' did.
Are CVF questions used in the Online Assessment Centre?
Yes. All three OAC exercises (the competency-based interview, the written exercise and the briefing exercise) are assessed against the CVF, and the face-to-face interview with your force is too. The exercises are set nationally by the College of Policing; your force sets your window and deadline.
Is this guide official College of Policing guidance?
No. PolicePay is an independent resource. The factual points come from the College of Policing CVF and online assessment candidate guide, and the advice and practice questions are ours. It is not affiliated with or endorsed by the College of Policing, Home Office or any police force.
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Sources for the factual points on this page: College of Policing Competency and Values Framework · College of Policing online assessment candidate guide (updated July 2026) · College of Policing, police constable recruitment regulations change (17 March 2026). Coaching tips, pacing suggestions and sample answers are PolicePay advice and are not official.
Methodology & Independence Notice
This guide is based on the College of Policing Competency and Values Framework (CVF) and online assessment candidate guide. PolicePay is independent and is not affiliated with the College of Policing, Home Office or any police force. Your force sets its own assessment dates, deadlines and face-to-face interview format. This content does not constitute legal advice or official recruitment guidance.