Skip to content
Police Pay Australia
NSW Police Force · Serving officers

NSW Police promotion
process, eligibility and the pay jump

How you move from Constable to Senior Constable, and then win a Sergeant, Inspector or Superintendent position under the merit system that replaced promotion lists. Every pay figure is read from the 2024 award.

Updated 9 October 2026 15 min read Sources checked 9 October 2026 Independent, not advice

The short answer

NSW Police promotion to Sergeant, Inspector and Superintendent is merit-based. You need at least 2 years at the rank below and an integrity clearance, then you pass a rank-based assessment (Stage A) and apply for advertised positions, where a written application and interview decide who is best suited (Stage B). Senior Constable L5 to Sergeant L1 is worth +$3,542 a year including loading.

Time at rank before applying

2 years

minimum, rank below (Police Regulation, 2020 text)

Sergeant L1, incl. loading

$143,230

from 1 July 2026

Senior Constable L5 → Sergeant L1

+$3,542

a year, incl. 11.5% loading

TOKA pass mark

80%

unlimited attempts (PANSW, 2024)

Contents +
  1. 1The NSW rank structure
  2. 2Getting to Senior Constable
  3. 3The merit promotion process
  4. 4Who can apply
  5. 5Stage A: rank-based assessment
  6. 6Stage B: applying for a position
  7. 7What each promotion pays
  8. 8Increments after promotion
  9. 9Worked example: take-home pay
  10. 10Reviews and challenges
  11. 11Relieving and acting pay
  12. 12How to prepare
  13. 13FAQs
  14. 14Sources

What is the NSW Police rank structure?

The NSW Police Force has eight working ranks for sworn officers below the executive. The award's new pay table, Table 1b, collapsed the old scales in 2024, so the path from Probationary Constable to the top of Senior Constable now takes about ten years of annual increments rather than the old 15 to 16.

Non-commissioned ranks, general duties scale, from 1 July 2026

Probationary Constable

Pay points
1
Bottom (incl. loading)
$92,576
Top (incl. loading)
$92,576

Constable

Pay points
4
Bottom (incl. loading)
$96,071
Top (incl. loading)
$104,802

Senior Constable

Pay points
5
Bottom (incl. loading)
$115,290
Top (incl. loading)
$139,688

Sergeant

Pay points
5
Bottom (incl. loading)
$143,230
Top (incl. loading)
$157,203

Senior Sergeant

Pay points
3
Bottom (incl. loading)
$160,692
Top (incl. loading)
$165,804

Loading is the 11.5% paid as salary to Probationary Constable to Senior Sergeant (award cl 40). It covers weekends, shift work and recall, and replaces annual leave loading.

Above Senior Sergeant are the commissioned ranks. Inspectors and Superintendents get no loading because their salary is set to cover the extra hours.

Commissioned officers, from 1 July 2026

Inspector

Pay points
7
Bottom
$178,719
Top
$215,291

Superintendent

Pay points
8
Bottom
$229,446
Top
$261,813

Leading Senior Constable is gone as a rank

Leading Senior Constable is no longer a rank in the new scales. It survives only as a preserved legacy rate for officers who held it before the 2024 award. If you're aiming for a leadership role without stripes, the route is now a Sergeant position.

The full ranks list in our data is: Probationary Constable; Constable (Levels 2-5); Senior Constable (Levels 1-5); Leading Senior Constable (legacy preserved rate only, not a rank in the new scales); Sergeant (Levels 1-5); Senior Sergeant (Levels 1-3); Inspector (Levels 1-7); Superintendent (Levels 1-8); Assistant Commissioner, Deputy Commissioner, Commissioner (executive, not in the award). Detectives and Police Prosecutors have their own scales with higher loaded figures; see the NSW Police salary guide for every row.

How do you get from Constable to Senior Constable?

Senior Constable is not won in a merit contest. It's a progression step written into the award: once you've done your time and kept your competencies, you move up. Clause 64.8.3 of the award says progression beyond Constable Level 5, "and for promotion to Senior Constable", depends on four things.

Award cl 64.8.3: what you need to move from Constable L5 to Senior Constable

  • ✓ Successful completion of the Constable's Education Program, or an equivalent qualification
  • ✓ Keeping your Base Generic Competencies current (defensive tactics, firearms, first aid and similar)
  • ✓ Passing the Objective Test of Policing Knowledge
  • ✓ Meeting the requirements for promotion to Senior Constable in clauses 16 and 17 or 18 of the Police Regulation 2015

Each Constable level before that needs 12 months' service. Probationary Constable to Constable Level 2 also needs confirmation and the education program. In practice that's at least five years from attestation to Senior Constable Level 1.

Constable L5 (incl. loading)

$104,802

Senior Constable L1 (incl. loading)

$115,290

The step up

+$10,488

10.0%, about +$7,132 after tax

The objective test of policing knowledge

The award's knowledge test isn't just for Senior Constable. Every non-commissioned officer has to pass it in the six months before a change of level. Sergeants, Senior Sergeants, Detectives and Prosecutors have to pass it before any increment that brings a pay rise. You can sit trial tests as often as you like and re-sit within the window. If you haven't passed by the increment date, the increment is deferred until you do.

We couldn't open the current text of regulation clauses 16 to 18, so check the exact Senior Constable requirements with your education and training officer or PANSW.

How does merit promotion to Sergeant and above work now?

Until 2020, NSW promoted officers off ranked lists. You earned an eligibility mark out of 100 (a pre-qualifying exam, a management performance review, an exam, an eligibility program and years of service). You then waited on the list for up to three years until a vacancy reached your number. The 2019 Broderick review found strong objections to that rank-based rather than role-based system.

The Police Amendment (Promotions) Act 2020 replaced the lists for Sergeant, Inspector and Superintendent with merit selection for individual positions, in line with the wider NSW government sector framework. The Commissioner now has to appoint the applicant who has, in the Commissioner's opinion, the greatest merit for the vacant position.

  1. 1

    Eligibility

    Reg cl 21

    Complete the required time at rank (at least 2 years at the rank below) and clear the Commissioner's integrity inquiries.

  2. 2

    Stage A: rank-based assessment

    Reg cl 22

    Pass an assessment of your individual capabilities and of your technical skills and operational knowledge against what the promotion rank needs.

  3. 3

    Watch for advertised positions

    13-week cycle

    Since 2 February 2024 Sergeant and Inspector vacancies are advertised every 13 weeks and stay open for two weeks (PANSW).

  4. 4

    Stage B: position-based assessment

    Reg cl 23

    Apply for a specific position. You're assessed against that position's pre-established standards through at least a written application and an interview.

  5. 5

    Appointment

    Reg cl 23, 25

    The officer best suited to the position is appointed, but only if they meet the position's pre-established standards. A permanent appointment waits until any review is finished.

What we could and couldn't check

The stages and review rules here are from the regulation text as passed by Parliament in 2020 (Schedule 2 of the amending Bill). The current consolidated Police Regulation 2015 blocked our fetch, so any amendment since 2020 isn't reflected. The 2024 details come from PANSW. Treat your NSWPF promotion intranet pages and PANSW as the final word.

Who is eligible to apply for promotion?

The regulation sets two conditions to take part in the promotion process for Sergeant, Inspector or Superintendent. Neither is about being 'ready' in your commander's eyes; both are hard gates.

Eligibility under Police Regulation 2015 cl 21 (2020 text)

Sergeant

Time at rank needed
At least 2 years as a Senior Constable
Other conditions
Integrity inquiries; Stage A pass within the last 2 years

Inspector

Time at rank needed
At least 2 years at the rank below Inspector
Other conditions
Integrity inquiries; Stage A pass for Inspector

Superintendent

Time at rank needed
At least 2 years as an Inspector
Other conditions
Integrity inquiries; Stage A pass for Superintendent

The regulation defines 'required time at rank' as not less than 2 years at the rank. Under the old list system it was 2 years for Senior Constables and 3 years for Sergeants and Inspectors.

Senior Sergeant isn't one of the three promotion ranks the 2020 regulation names, and PANSW's 2024 note leaves Senior Sergeant out too. We couldn't confirm from a primary source how Senior Sergeant positions are filled now, so ask PANSW or your command's HR team before you plan around it.

The integrity step is real. The Act makes it the Commissioner's duty to inquire into your integrity before you take part in the process and again before appointment. If you're found unsuitable on integrity grounds, or suspended or removed from the process, you can seek a review within 7 days. That review is decided on the papers by a person the Minister appoints.

For specialist positions that need a qualification nobody applying holds, the Act lets the Commissioner promote someone provisionally. You're made permanent only if you get the qualification and perform satisfactorily within the provisional period. If not, you go back to your old rank and grade.

What is in the Stage A rank-based assessment?

Stage A tests whether you're ready for the rank, not for any one job. The regulation splits it into two parts, and you have to complete both to the Commissioner's satisfaction.

Stage A under Police Regulation 2015 cl 20 and 22 (2020 text)

Individual capabilities

What the regulation says it assesses
Your individual capabilities against the capabilities required for the rank
What that means for your preparation
Leadership, decision making, managing people and performance. Build evidence from relieving and acting roles.

Technical skills and operational knowledge

What the regulation says it assesses
Your technical skills and operational knowledge against what the rank requires
What that means for your preparation
Law, powers, procedure and policy at the level a supervisor needs. This is the part the TOKA tests.

The TOKA: dates, pass mark and re-sits

PANSW reported the 2024 changes to the knowledge test. The TOKAs are offered three times a year, in February, June and September. The pass mark stays at 80% in both Part A and Part B. You get unlimited attempts, with no exclusion period after a failed attempt.

Sittings a year

3

February, June, September

Pass mark

80%

in both Part A and Part B

Stage A pass valid for

2 years

to apply for positions

A Stage A pass is a two-year ticket, not a promotion. Plan your TOKA so it's current when the positions you want are advertised.

How are Stage B applications and interviews assessed?

Once you hold a current Stage A pass, you apply for individual positions as they're advertised. The regulation calls this the position-based assessment. It must include at least a written application and an interview, and you're measured against the position's pre-established standards: the capability, knowledge, qualification and experience standards set for that job.

What helps you in Stage B

  • ✓A cover letter written for this position (PANSW says the system now accepts a unique letter per position)
  • ✓Examples that match the capability levels set out for the role
  • ✓Relieving experience at the higher rank, with measurable results
  • ✓Knowing the command, its crime problems and its staffing pressures

What costs candidates

  • ✕One generic application sent to every vacancy in the round
  • ✕Answers that describe what 'we' did, with no clear personal leadership
  • ✕Missing a pre-established standard: you can't be appointed even if you're the best applicant
  • ✕Letting your Stage A pass lapse past the 2-year window

Two rules decide the outcome. The decision must be based on who is best suited to the position's requirements. And no-one can be appointed unless they meet the pre-established standards, so a weak field can mean the job is re-advertised. Practise your interview answers out loud; our promotion prep tool scores them against the STAR structure.

How much does each NSW promotion pay?

These are the gross changes in annual salary from 1 July 2026, read straight from the award. The after-tax column uses 2026-27 income tax and Medicare with no HELP debt, so it's a guide, not a payslip.

Non-commissioned moves, including the 11.5% loading

Constable L5 → Senior Constable L1

From
$104,802
To
$115,290
Gross change
+$10,488
%
10.0%
After tax (a year)
+$7,132

Senior Constable L5 → Sergeant L1

From
$139,688
To
$143,230
Gross change
+$3,542
%
2.5%
After tax (a year)
+$2,161

Senior Constable L3 → Sergeant L1 (after the 2-year minimum)

From
$129,260
To
$143,230
Gross change
+$13,970
%
10.8%
After tax (a year)
+$8,923

Sergeant L5 → Senior Sergeant L1

From
$157,203
To
$160,692
Gross change
+$3,489
%
2.2%
After tax (a year)
+$2,128

Senior Constable L5 → Detective Sergeant L1

From
$139,688
To
$151,303
Gross change
+$11,615
%
8.3%
After tax (a year)
+$7,085

The Senior Constable to Sergeant jump depends heavily on where you start. Most applicants have been a Senior Constable for several years, so the Level 5 to Level 1 row is the realistic one. Someone promoted after the minimum 2 years at Senior Constable, typically on Level 3 by then, gains far more, because they skip the remaining Senior Constable increments.

Into the commissioned ranks (no loading above Senior Sergeant)

Senior Sergeant L3 (loaded) → Inspector L1

From
$165,804
To
$178,719
Gross change
+$12,915
%
7.8%
After tax (a year)
+$7,878

Inspector L7 → Superintendent L1

From
$215,291
To
$229,446
Gross change
+$14,155
%
6.6%
After tax (a year)
+$7,502

The Inspector jump is bigger than it looks, and smaller

Senior Sergeant L3 to Inspector L1 is +$12,915 on paper. But Inspectors get no 11.5% loading and are expected to work the hours the job needs, without the overtime and penalty income many NCOs earn. Before you apply, compare your real last-year earnings, not just the table. Our NSW salary page and the overtime and penalty rates guide show what's included.

Detectives sit on a separate scale. Detective Level 8 is $150,463 loaded, and Detective Sergeant Level 1 is $151,303, because the detectives' loaded figures include special duties allowances.

How do increments work after you're promoted?

Within each rank you move up one level after 12 months' service, provided you keep your base competencies, finish your Mandatory Continuing Police Education, pass the objective knowledge test and perform satisfactorily (award cl 64.8.4).

Sergeant increments from 1 July 2026

Level 1

Salary incl. loading
$143,230
Change
start of rank

Level 2

Salary incl. loading
$148,467
Change
+$5,237

Level 3

Salary incl. loading
$151,963
Change
+$3,496

Level 4

Salary incl. loading
$155,460
Change
+$3,497

Level 5

Salary incl. loading
$157,203
Change
+$1,743

From Sergeant Level 3, and from Senior Sergeant Level 2, the award adds a further hurdle. You have to satisfy an agreed "rigorous performance assessment regime" with quarterly and annual reviews of your own and, where appropriate, your team's performance. You also have to show ongoing professional development through relevant courses (cl 64.16).

Senior Constable increments, for comparison

Level 1

Salary incl. loading
$115,290
Change
start of rank

Level 2

Salary incl. loading
$122,272
Change
+$6,982

Level 3

Salary incl. loading
$129,260
Change
+$6,988

Level 4

Salary incl. loading
$132,750
Change
+$3,490

Level 5

Salary incl. loading
$139,688
Change
+$6,938

Commissioned officers have seven Inspector levels and eight Superintendent levels, from $229,446 to $261,813.

Inspector increments from 1 July 2026

Level 1

Salary
$178,719
Change
start of rank

Level 2

Salary
$190,608
Change
+$11,889

Level 3

Salary
$196,812
Change
+$6,204

Level 4

Salary
$199,795
Change
+$2,983

Level 5

Salary
$204,442
Change
+$4,647

Level 6

Salary
$212,184
Change
+$7,742

Level 7

Salary
$215,291
Change
+$3,107

Worked example: what does promotion to Sergeant do to take-home pay?

Take a Senior Constable on Level 5 who wins a general duties Sergeant position and starts on Level 1. We've assumed no HELP debt, no salary packaging and no overtime or shift allowances, which come on top.

Calculated by us with 2026-27 ATO rates

Salary incl. loading

Senior Constable L5
$139,688
Sergeant L1
$143,230
Difference
+$3,542

Income tax (after LITO)

Senior Constable L5
$32,755
Sergeant L1
$34,065
Difference
+$1,311

Medicare levy

Senior Constable L5
$2,794
Sergeant L1
$2,865
Difference
+$71

Take-home a year

Senior Constable L5
$104,140
Sergeant L1
$106,300
Difference
+$2,161

Take-home a fortnight

Senior Constable L5
$4,005
Sergeant L1
$4,088
Difference
+$83

Shift allowances in NSW are worked out from the Sergeant Level 5 rate for everyone (award shift formula), so promotion doesn't change the per-shift dollar amount. It changes your base, your loading and your overtime rate.

Free tool

See your own before-and-after take-home pay

Pick NSW, choose your current level and the Sergeant level you'd start on, add your shifts and HELP debt, and compare fortnightly take-home pay.

Open the take-home calculator →

Can you challenge a NSW promotion decision?

Yes, but the grounds are narrow and the deadlines are very short. The 2020 rules replaced the old appeal routes with an internal review by a three-person panel.

Reviews under Police Regulation 2015 cl 24-30 (2020 text)

Your Stage A result

Grounds allowed
The process was irregular; the capability outcome was unreasonable; the technical and operational knowledge outcome was incorrect
Deadline
48 hours after you're notified

Your Stage B result

Grounds allowed
The process was irregular only. It is not a review of the merits
Deadline
48 hours after you're notified

Being found unsuitable, suspended or removed on integrity grounds

Grounds allowed
Any, in writing
Deadline
7 days after you're notified
  1. 1

    Apply in writing to the Commissioner

    State the grounds. The Commissioner first decides whether your application discloses a valid ground, and that decision can't be reviewed.

  2. 2

    A Review Panel is convened

    It has an employer representative, an employee representative appointed by the PANSW President, and an independent chair appointed by the Minister. No-one involved in the original decision can sit.

  3. 3

    The panel decides on the papers

    There is no hearing where people appear. It can consider any relevant information.

  4. 4

    The outcome

    For Stage A it can affirm, vary or substitute the result, or let you re-sit. For Stage B it can affirm, or recommend the result be revoked and the assessment re-run. Reasons are due within 72 hours, and the decision is final.

Call PANSW first

With a 48-hour window, ring the Police Association of NSW the moment you get a result you think is wrong. They appoint the employee member of the panel and can tell you whether your grounds fit the rules.

What do you get paid for relieving at a higher rank?

Relieving is how most people build the evidence Stage B panels want. The award pays for it once you relieve for at least a week (cl 61).

Relieving duty under award cl 61.1-61.2

A Constable or Senior Constable relieving a Sergeant or Senior Sergeant for 1 week or more

What the award pays
The difference between your salary and Sergeant 1st Year (Level 1), for the whole period
Example from current rates
Senior Constable L5: about $61 a week before tax; Constable L5: about $663

A Sergeant relieving a Senior Sergeant for 1 week or more

What the award pays
The difference between your salary and Senior Sergeant 1st Year
Example from current rates
Depends on your Sergeant level

Weekly figures are calculated by us as (Sergeant L1 base minus your base) ÷ 52. Check with payroll how the loading applies to the allowance.

A Senior Constable relieving a Sergeant receives little extra pay. Do it anyway: relieving gives you real supervisory examples, and your Stage B interview will be built on those.

How should you prepare for NSW promotion?

A practical 6-month plan

  • ✓ Check your time at rank: count 2 full years at your current rank before the round you're targeting
  • ✓ Book the TOKA sitting (February, June or September) so the pass is current when your target positions are likely to be advertised
  • ✓ Get on the relieving roster at the higher rank and keep a log of decisions, outcomes and feedback
  • ✓ Collect 8 to 10 STAR examples covering leadership, managing performance, integrity, risk and community issues
  • ✓ Read every position description and write a separate cover letter for each role
  • ✓ Practise interview answers aloud, timed, and get feedback from a supervisor who has sat on panels
  • ✓ Keep your integrity record clean: unresolved complaints can stop you before Stage A
  • ✓ Run your before-and-after pay through the calculator so you know what the move is worth
From free · A$49.99 full

Practise Sergeant and Inspector interview questions

Answer promotion-panel questions on leadership, standards and resourcing, and get a score and STAR breakdown. One scored answer a day is free; full access is A$49.99 for 180 days. It doesn't reproduce the TOKA or any NSWPF material.

Try promotion prep →

For the knowledge side, use the NSWPF's own study material and the legislation, not commercial question banks. For the interview side, the free AI mock interview is a useful warm-up too.

Compare how other states run promotion in the Victoria Police and WA Police guides. Keep an eye on the NSW pay deal tracker, as the current award runs until 30 June 2027 and the next one will set new rates for every rank. The NSW Police Force overview has the rest of the force's facts in one place. For every force side by side, see the national police ranks and promotion guide.

Free email alerts

NSW Police promotion rounds and rule changes

Get an email when PANSW or the NSWPF announce a change to TOKA sittings, the promotion advertising cycle or the review rules, and when the next award changes what Sergeants and Inspectors earn.

  • ✓Changes to TOKA dates, pass marks and the 13-week cycle
  • ✓New Sergeant and Inspector pay rates the day they're gazetted

Sent by Police Pay Australia when there's news. Unsubscribe any time. See our privacy policy.

Frequently asked questions

How long before I can go for Sergeant in NSW Police?

Under the promotion rules inserted into the Police Regulation in 2020, you must complete the required time at rank, defined as at least 2 years, at the rank below the promotion rank. For Sergeant that means 2 years as a Senior Constable, plus integrity inquiries and a pass in the Stage A rank-based assessment before you apply for a position.

Does NSW Police still use promotion lists?

No. The Police Amendment (Promotions) Act 2020 replaced the promotion lists for Sergeant, Inspector and Superintendent with merit selection for individual advertised positions. Under the old system, candidates earned an eligibility mark and waited on a ranked list for up to three years.

What is the TOKA in NSW Police promotion?

The TOKA is the knowledge test officers sit in the promotion process. PANSW says the pass mark is 80% across Parts A and B, with sittings in February, June and September and unlimited attempts with no exclusion period after a fail. PANSW doesn't expand the acronym; it appears to be the technical and operational knowledge part of Stage A.

How long does a Stage A pass last?

Two years. The regulation says you must have successfully completed the rank-based assessment not more than 2 years before the day you apply for a position, and PANSW confirms eligible officers have up to two years to apply for vacancies.

How much more does a NSW Sergeant earn than a Senior Constable?

From 1 July 2026, Senior Constable Level 5 is $139,688 and Sergeant Level 1 is $143,230, both including the 11.5% loading. That is +$3,542 a year gross, or about +$2,161 after 2026-27 income tax and Medicare. From Senior Constable Level 1 the jump is much bigger.

Can I appeal a NSW Police promotion decision?

You can ask for a review, within 48 hours of being told the result. A Stage A result can be reviewed for an irregular process, an unreasonable capability outcome or an incorrect knowledge outcome. A Stage B result can only be reviewed for an irregular process, not on merit. A panel with an employer, PANSW and independent member decides, and that decision is final.

How do you become a Senior Constable in NSW Police?

It is progression, not a merit contest. After Constable Level 5 you move to Senior Constable when you have completed the Constable's Education Program, kept your base competencies, passed the objective test of policing knowledge and met the promotion requirements in the Police Regulation (award cl 64.8.3). Each Constable level needs 12 months' service.

Do I lose any allowances when I'm promoted?

Yes, possibly. The award's qualification allowances for Constables and Senior Constables, $792 a year for a relevant degree and $398 for the Diploma in Criminology, stop on your first merit promotion. The Sergeant pay rise is far larger, but it is worth knowing when you compare offers.

Evidence

Sources and how we checked them

Every figure on this page comes from the sources below, read on 9 October 2026. Pay rates and rules change when new agreements are made, so check the source for the date you're reading this. Where we couldn't confirm something from an official source, the page says so instead of guessing. Spotted an error? Read our corrections policy.

  1. Police Amendment (Promotions) Bill 2020 (NSW), as passed by both Houses — Schedule 2: new Division 3 of the Police Regulation 2015 (clauses 19-32)
  2. Police Amendment (Promotions) Bill 2020: explanatory note — replacement of promotion lists, integrity inquiries, review panels
  3. Crown Employees (Police Officers - 2024) Award, NSW Industrial Gazette Vol 397 — pay tables, cl 61 relieving duty, cl 64 progression and the objective test
  4. Police Association of NSW: Promotions System Improvements (KA-01321) — 2024 changes: TOKA sittings, 13-week cycle, two-week applications
  5. Elizabeth Broderick & Co: Review into the NSW Police Force Promotions System (2019) — how the old list system worked
  6. Police Regulation 2015 (NSW), current version — blocked our fetch; check for amendments since 2020
  7. Police Act 1990 (NSW)

Related guides

NSW Police salary 2026 → Every rank and level, with and without the 11.5% loading. Police promotion prep → Practise Stage B interview answers and get scored feedback. QPS promotion → How Queensland does it: LCP, open merit and CCC-run reviews.

Serving officers

More in this series

Promotion Victoria Police promotion In-situ Senior Constable, merit selection for Sergeant and above, PRSB appeals, higher duties and the pay at each step. Promotion QLD Police promotion Pay-point progression, the LCP gate to Sergeant, open merit, OCPSR reviews and promotion pay with and without the OSA. Promotion WA Police promotion First Class and Senior Constable by time and study, merit promotion from First Class Constable, OIC scales and 2-yearly increments. Promotion SA Police promotion In situ Senior Constable, merit pools, Police Review Tribunal reviews and the pay at every SAPOL rank. Promotion Tasmania Police promotion Qualifying courses, Promotion Selection Committees, Police Review Board reviews and Sergeant and Inspector pay. Promotion NT Police promotion Senior Constable on qualifying, merit selection, Promotions Appeal Boards and pay with allowances. Promotion AFP promotion Constable and Sergeant broadbands, soft and firm barriers, merit selection and what each step pays. Promotion Police ranks and promotion in Australia Every force's rank structure side by side, the pay at each rank, the jump each promotion is worth and how promotion works. Promotion Sergeant exams and qualification in Australia How each force qualifies constables for sergeant, what the exams and panels test, and a study plan that works around shifts.
See every serving officers guide →

General information, not advice. This guide explains published rules and rates. It doesn't consider your personal circumstances and isn't financial, legal, tax or credit advice. Confirm anything you rely on with your force, your police association, the ATO or a licensed professional.