How sergeant promotion works in Australian policing
Two stages almost everywhere: qualify, then compete on merit for a position.
Sergeant is the first rank in every Australian force that you can't reach by service alone. Each force sets its own qualifying step, and once you've passed it you compete with other qualified officers for advertised positions or a merit pool. The names, the content and how much is published vary a lot, so the first job is to find out exactly what your own force requires this year.
- 1
Meet the eligibility rules
Before you startA minimum time at rank (2 years at the rank below in NSW), current mandatory training and a clean integrity record. WA ties eligibility to First Class Constable.
- 2
Complete the qualifying step
MonthsAn assessment of capability and knowledge (NSW), a leadership program (Queensland's LCP), a qualifying exam and course (Tasmania), or the study, exam and training prerequisites gazetted by the Commissioner (SA, NT).
- 3
Apply for a position or pool
Per vacancyUsually a written application against the position's requirements, referee reports and an interview with a panel.
- 4
Selection and Gazette notice
WeeksThe most meritorious candidate is selected and the decision is published, often in the Police Gazette.
- 5
Review or appeal window
DaysShort deadlines apply: 48 hours for NSW reviews, 3 days in Victoria and 14 days in the NT and Tasmania.
The rules change between agreements
Sergeant qualification is usually set by regulation, Commissioner's determination or Gazette notice rather than the pay agreement, so it can change mid-agreement. Several official pages we needed blocked automated reading, so we've labelled every rule with how sure we are. Confirm the current version with your promotions area or police association.
Every force's sergeant process at a glance
- Qualifying step
- Stage A rank-based assessment: capabilities plus technical skills and operational knowledge; pass valid 2 years
- Then
- Stage B position-based assessment: written application and interview
- How sure we are
- From the 2020 Bill's regulation clauses; current wording unconfirmed
- Qualifying step
- Sergeant Qualifying Program (detail not published)
- Then
- Merit selection for advertised positions, published in the Gazette
- How sure we are
- Selection and appeals from the Act and PRSB; program unconfirmed
- Qualifying step
- Leadership Capability Program (LCP), or the older MDP equivalent
- Then
- Open merit selection
- How sure we are
- Verified (agreement and annual report)
- Qualifying step
- First Class Constable with all studies and assessments; exam detail not published
- Then
- Merit-based promotion
- How sure we are
- Pathway verified; exam detail unconfirmed
- Qualifying step
- Sergeant Qualification Program; prerequisites of study, examinations and/or training set by the Commissioner
- Then
- Merit selection (merit pools since 2021, reported)
- How sure we are
- Program named in the EA; detail unconfirmed
- Qualifying step
- Sergeant qualifying exam and course through the Promotion, Qualification and Accreditation Process, linked to UTAS study
- Then
- Merit-based selection committees
- How sure we are
- Verified (Act, award and official pages)
- Qualifying step
- Qualifications set by the Commissioner and published in the Gazette
- Then
- Qualified plus superior merit for the position
- How sure we are
- Act and regulations verified; current qualification unconfirmed
- Qualifying step
- No sergeant exam in the agreement
- Then
- Merit-based selection into Band 6.1, then an assessed barrier at 6.3 to 7.2
- How sure we are
- Verified (EA 2024-2027)
| Force | Qualifying step | Then | How sure we are |
|---|---|---|---|
| NSW Police | Stage A rank-based assessment: capabilities plus technical skills and operational knowledge; pass valid 2 years | Stage B position-based assessment: written application and interview | From the 2020 Bill's regulation clauses; current wording unconfirmed |
| Victoria Police | Sergeant Qualifying Program (detail not published) | Merit selection for advertised positions, published in the Gazette | Selection and appeals from the Act and PRSB; program unconfirmed |
| QPS | Leadership Capability Program (LCP), or the older MDP equivalent | Open merit selection | Verified (agreement and annual report) |
| WA Police | First Class Constable with all studies and assessments; exam detail not published | Merit-based promotion | Pathway verified; exam detail unconfirmed |
| SAPOL | Sergeant Qualification Program; prerequisites of study, examinations and/or training set by the Commissioner | Merit selection (merit pools since 2021, reported) | Program named in the EA; detail unconfirmed |
| Tasmania Police | Sergeant qualifying exam and course through the Promotion, Qualification and Accreditation Process, linked to UTAS study | Merit-based selection committees | Verified (Act, award and official pages) |
| NT Police | Qualifications set by the Commissioner and published in the Gazette | Qualified plus superior merit for the position | Act and regulations verified; current qualification unconfirmed |
| AFP | No sergeant exam in the agreement | Merit-based selection into Band 6.1, then an assessed barrier at 6.3 to 7.2 | Verified (EA 2024-2027) |
From legislation, agreements, official pages and our force data files, read October 2026. No force publishes its exam format or pass mark.
No Australian force publishes a pass mark or a question count for its sergeant assessment. Be wary of anyone selling 'the real exam'.
NSW and Victoria: how it works in detail
NSW Police Force
NSW overhauled sergeant promotion with the Police Amendment (Promotions) Act 2020, replacing promotion lists with merit-based processes for sergeant, inspector and superintendent. Under the regulation clauses in the 2020 Bill, you need at least 2 years at the rank below and the Commissioner must be satisfied after integrity inquiries.
Stage A is a rank-based assessment in two parts: your individual capabilities against those required for sergeant, and your technical skills and operational knowledge for the rank. A pass lasts 2 years. Stage B is a position-based assessment when a sergeant job is advertised, including at least a written application and an interview against pre-set standards. The best-suited officer is appointed, and only if they meet those standards.
Older guides are out of date
Anything describing NSW "eligibility lists" or a "Sergeant Pre-Qualification Assessment" with ranked lists describes the pre-2020 system. We read the 2020 Bill's regulation text; the current in-force wording may have been amended since, so confirm with NSWPF or PANSW.
Victoria Police
Victoria selects sergeants by merit for advertised positions, and the decision is published in the Police Gazette. The Act asks the Chief Commissioner to consider efficiency, with seniority only breaking a tie between equally efficient candidates. Promotion starts you at progression point 1 of the new rank, under the 2025 enterprise agreement.
Victoria Police runs a Sergeant Qualifying Program, which reportedly includes critical incident and incident action plan training, but its components and eligibility aren't published. Victoria's appeal process is unusually well documented, and it tells you a lot about what the selection itself values (see reviews and appeals below).
Queensland and WA: how it works in detail
Queensland Police Service
The QPS sergeant qualification is the Leadership Capability Program. QPS launched it in January 2022 as a three-stage program "embracing education, experience and effective mentoring", replacing the Management Development Program. The 2025 certified agreement treats LCP (or MDP equivalent) qualification as the qualification for sergeant.
Two agreement rules matter. A Senior Constable on pay point 2.10 becomes a Leading Senior Constable once LCP-qualified. And brevet (acting) sergeant posts are filled on open merit from senior constables who are LCP or MDP qualified or enrolled in the LCP; a brevet who hasn't finished the LCP by the end of the tenure can't become a substantive sergeant. Once promoted, a 2.10 Senior Constable starts at Sergeant 3.2 ($119,938, calculated by us from the agreement's CPI rule).
Search summaries describe the LCP as compulsory for promotion to sergeant, senior sergeant and inspector, delivered as about 6 months of distance education plus a workshop; we couldn't confirm that from a QPS page.
WA Police Force
WA's official careers pages set out the path: First Class Constable after 5 years with all studies and assessments complete, Senior Constable after a further 4 years, and "as a First-Class Constable, you may then apply for promotion to the rank of Sergeant", with sergeant and above based on merit. WA's regulations require a register of results for courses approved as a prerequisite to promotion.
The details of WA's sergeant examination system aren't on any public page we could read. If you're in WA, the promotions area and WAPU are the people to ask for the current prerequisites and exam format.
SA, Tasmania, the NT and the AFP
South Australia Police
SA's 2021 enterprise agreement names a Sergeant Qualification Program: completing it, plus 12 months on Senior Constable increment 4, is one way to reach Senior Constable 1st Class. Sergeant itself is by merit selection with prerequisites, which SAPOL describes as study, examinations and/or training. The Commissioner sets and gazettes the requirements; regulation changes from July 2021 reportedly moved selection to merit pools, which we couldn't confirm from the current text.
Tasmania Police
Tasmania's process runs through its Promotion, Qualification and Accreditation Process, overseen by a Qualification and Accreditation Committee under the Police Service Act 2003. A sergeant position is open to a member who has completed the sergeant qualifying exam and course, and the force says all promotion processes are merit-based, with study through UTAS. Qualifying for sergeant completes a Bachelor of Social Science (Police Studies).
A tertiary qualification also changes your sergeant pay: you start at Level 2 ($111,506) rather than Level 1 ($108,929).
Northern Territory Police
The NT Act lets the Commissioner promote a qualified member on merit. The qualifications are set by the Commissioner and published in the Police Gazette, vacancies are gazetted at least 14 days ahead, and you need to be qualified and of superior merit for the position. Promotions are provisional until the appeal period ends. The current qualification determination wasn't published where we could find it.
AFP and ACT Policing
The AFP has no sergeant exam in its agreement. The Team Leader/Sergeant broadband (Bands 6 and 7) is entered at 6.1 through a merit-based selection process for a restricted policing role. You then spend 12 months at each increment, and crossing from 6.3 to 7.2 needs successful completion of assessment criteria signed off by the Commissioner.
What passing is worth in each force
Before you commit months of evenings to study, it's worth knowing what the step pays. This compares the top of the senior constable scale with the first sergeant point, from each force's current pay table.
- From
- Senior Constable Level 5: $139,688
- To
- Sergeant Level 1: $143,230
- Difference a year
- +$3,542 (2.5%)
- Rule used
- Scale comparison, both incl. the 11.5% loading. The level a newly promoted sergeant starts on is not confirmed.
- From
- Senior Constable point 12: $118,945
- To
- Sergeant point 1: $137,812
- Difference a year
- +$18,867 (15.9%)
- Rule used
- EA: promotion starts at progression point 1 of the new rank.
- From
- Senior Constable 2.10: $118,127
- To
- Sergeant 3.2: $119,938
- Difference a year
- +$1,811 (1.5%)
- Rule used
- Agreement cl 12.4(a): an SC 2.10 promoted to Sergeant starts at 3.2.
- From
- Senior Constable Increment V: $124,558
- To
- Sergeant base rate: $127,619
- Difference a year
- +$3,061 (2.5%)
- Rule used
- Scale comparison on the base Sergeant scale; OIC scales pay more.
- From
- Senior Constable 1st Class (top): $120,453
- To
- Sergeant Increment 1: $122,740
- Difference a year
- +$2,287 (1.9%)
- Rule used
- Scale comparison; SAPOL publishes only the lowest and highest increment.
- From
- Constable Level 13(ii): $107,420
- To
- Sergeant Level 1: $108,929
- Difference a year
- +$1,509 (1.4%)
- Rule used
- Award: sergeants start at Level 1 (Level 2 with an approved tertiary qualification).
- From
- Senior Constable 6: $120,539
- To
- Sergeant 1: $130,457
- Difference a year
- +$9,918 (8.2%) calc
- Rule used
- Scale comparison; both figures estimated by us from the 2022 agreement plus agreed rises.
- From
- Band 5.3: $111,861
- To
- Band 6.1: $111,861
- Difference a year
- +$0 (0%)
- Rule used
- EA: Band 6.1 entry is by merit selection. Band-to-rank mapping is ours.
| Force | From | To | Difference a year | Rule used |
|---|---|---|---|---|
| NSW Police | Senior Constable Level 5: $139,688 | Sergeant Level 1: $143,230 | +$3,542 (2.5%) | Scale comparison, both incl. the 11.5% loading. The level a newly promoted sergeant starts on is not confirmed. |
| Victoria Police | Senior Constable point 12: $118,945 | Sergeant point 1: $137,812 | +$18,867 (15.9%) | EA: promotion starts at progression point 1 of the new rank. |
| QPS | Senior Constable 2.10: $118,127 | Sergeant 3.2: $119,938 | +$1,811 (1.5%) | Agreement cl 12.4(a): an SC 2.10 promoted to Sergeant starts at 3.2. |
| WA Police | Senior Constable Increment V: $124,558 | Sergeant base rate: $127,619 | +$3,061 (2.5%) | Scale comparison on the base Sergeant scale; OIC scales pay more. |
| SAPOL | Senior Constable 1st Class (top): $120,453 | Sergeant Increment 1: $122,740 | +$2,287 (1.9%) | Scale comparison; SAPOL publishes only the lowest and highest increment. |
| Tasmania Police | Constable Level 13(ii): $107,420 | Sergeant Level 1: $108,929 | +$1,509 (1.4%) | Award: sergeants start at Level 1 (Level 2 with an approved tertiary qualification). |
| NT Police | Senior Constable 6: $120,539 | Sergeant 1: $130,457 | +$9,918 (8.2%) calc | Scale comparison; both figures estimated by us from the 2022 agreement plus agreed rises. |
| AFP | Band 5.3: $111,861 | Band 6.1: $111,861 | +$0 (0%) | EA: Band 6.1 entry is by merit selection. Band-to-rank mapping is ours. |
Base salary except NSW (incl. 11.5% loading). 'calc' marks figures calculated by us. Shift allowances and overtime are not included.
Largest sergeant step
$18,867
Victoria Police, a year
After tax
$486
a fortnight, 2026-27 rates
AFP Band 5.3 to 6.1
$0
gain comes at later increments
Increments keep going after promotion, so the long-run value is bigger than the first step. The ranks and promotion guide shows the full sergeant scales and the jump to inspector, and the take-home pay calculator shows the after-tax effect on your roster.
What sergeant assessments actually test
Formats differ, but the published processes test the same two things: whether you know enough law, procedure and policy to supervise others, and whether you can lead. Here's what each type of assessment is, and where we've confirmed it's used.
Technical and operational knowledge
- What it tests
- The law, procedure and policy a sergeant applies and checks
- Where it's published
- NSW Stage A; Tasmania qualifying exam; SA examinations
Capability assessment
- What it tests
- Your capabilities against those the rank needs (leadership, judgement, communication)
- Where it's published
- NSW Stage A
Leadership program
- What it tests
- Education, workplace experience and mentoring over months
- Where it's published
- Queensland LCP; Tasmania's UTAS-linked study
Written application
- What it tests
- Evidence against the position's requirements
- Where it's published
- NSW Stage B; Victoria (selection files)
Referee reports
- What it tests
- Your supervisor's view of your performance
- Where it's published
- Victoria selection files
Panel interview
- What it tests
- How you think and lead, under questioning
- Where it's published
- NSW Stage B; Victoria PRSB hearings are interviews
Assessed barrier
- What it tests
- Assessment criteria signed off by the Commissioner
- Where it's published
- AFP Band 6.3 to 7.2
| Assessment | What it tests | Where it's published |
|---|---|---|
| Technical and operational knowledge | The law, procedure and policy a sergeant applies and checks | NSW Stage A; Tasmania qualifying exam; SA examinations |
| Capability assessment | Your capabilities against those the rank needs (leadership, judgement, communication) | NSW Stage A |
| Leadership program | Education, workplace experience and mentoring over months | Queensland LCP; Tasmania's UTAS-linked study |
| Written application | Evidence against the position's requirements | NSW Stage B; Victoria (selection files) |
| Referee reports | Your supervisor's view of your performance | Victoria selection files |
| Panel interview | How you think and lead, under questioning | NSW Stage B; Victoria PRSB hearings are interviews |
| Assessed barrier | Assessment criteria signed off by the Commissioner | AFP Band 6.3 to 7.2 |
Notice that leadership evidence appears in every force's process, while the knowledge test is only one part of some. Candidates who prepare only for the law and procedure side often pass the qualifying step and then struggle at the position stage.
A 12-week study plan that fits a shift roster
Built around short, regular sessions rather than heroic weekends you'll never get.
- 1
Weeks 1-2: get the real requirements
ScopeDownload your force's current promotion policy, capability framework and any reading list. Write down every component and deadline. Ask a recently promoted sergeant how they found it.
- 2
Weeks 3-6: the technical core
4 sessions a weekWork through the law, procedure and policy a sergeant supervises: arrest and custody, use of force, evidence and briefs, critical incidents, workplace safety and professional standards. Make one-page summaries.
- 3
Weeks 5-8: build your evidence bank
OverlapsWrite 10 to 12 short examples of times you led, decided, supervised, managed welfare or dealt with poor performance, each with the situation, your action and the result.
- 4
Weeks 9-10: practise under pressure
PracticeAnswer questions out loud, timed, and get feedback. Do at least one practice written application against a real position description.
- 5
Weeks 11-12: revise and rest
TaperRevisit weak areas from your summaries, refresh your examples, and protect your sleep before assessment days, especially coming off nights.
Study habits that work on shift work
- ✓ Study at the same point in each shift cycle (for example, the first two days off), not when you're coming off nights
- ✓ Keep summaries on your phone for 15-minute sessions
- ✓ Study with one or two others going for the same rank and test each other
- ✓ Book leave for assessment days early, before rosters are published
The written application and the panel interview
Victoria's appeal process gives a rare public look at what a sergeant selection asks. For a sergeant appeal, the Police Registration and Services Board asks for a 1-2 page written submission answering two set questions: your three key strengths as a manager and supervisor, and the management capabilities you're still developing. The hearing itself is an interview. That's a good template for any force.
Strong answers
- ✓Specific incidents with your own decision and its result
- ✓Supervision: how you guided, checked and corrected others
- ✓Welfare and performance conversations handled well
- ✓Honest development areas with what you're doing about them
Weak answers
- ✕Describing what 'we' did without your role
- ✕Reciting policy without showing judgement
- ✕Examples only from your own work, none from leading others
- ✕Claiming no development areas
Practise sergeant panel questions
Answer promotion-panel style questions on leadership, standards and decision making, and get a score out of 10 with STAR feedback. One scored answer a day is free; full access is A$49.99 for 180 days.
Keep real jobs anonymous in practice answers: describe incidents in general terms, as you would to a panel, without names, locations or case numbers.
Reviews and appeals if you miss out
NSW Police
- Where to
- Review Panel (Commissioner rep, PANSW rep, independent chair)
- Deadline
- 48 hours
- Grounds
- Stage A: irregularity or an unreasonable or incorrect outcome. Stage B: irregularity only
Victoria Police
- Where to
- Police Registration and Services Board
- Deadline
- 3 days after Gazette notice; max 4 a financial year
- Grounds
- Superior efficiency, or equal efficiency and greater seniority
SAPOL
- Where to
- Grievance to the Commissioner, then the Police Review Tribunal
- Deadline
- 14 days, then 7 days (2017 regulation text)
- Grounds
- Not confirmed under the current merit-pool rules
Tasmania Police
- Where to
- Police Review Board
- Deadline
- 14 days
- Grounds
- Superior merit or procedural irregularity
NT Police
- Where to
- Promotions Appeal Board (no lawyers)
- Deadline
- 14 days after Gazette notice
- Grounds
- Superior merit only
| Force | Where to | Deadline | Grounds |
|---|---|---|---|
| NSW Police | Review Panel (Commissioner rep, PANSW rep, independent chair) | 48 hours | Stage A: irregularity or an unreasonable or incorrect outcome. Stage B: irregularity only |
| Victoria Police | Police Registration and Services Board | 3 days after Gazette notice; max 4 a financial year | Superior efficiency, or equal efficiency and greater seniority |
| SAPOL | Grievance to the Commissioner, then the Police Review Tribunal | 14 days, then 7 days (2017 regulation text) | Not confirmed under the current merit-pool rules |
| Tasmania Police | Police Review Board | 14 days | Superior merit or procedural irregularity |
| NT Police | Promotions Appeal Board (no lawyers) | 14 days after Gazette notice | Superior merit only |
NSW from the 2020 Bill's regulation clauses; Victoria from a 2018 capture of the Act; SA from 2017 regulation text that may since have changed. Queensland and AFP review rights weren't confirmed.
Deadlines are short and usually run from the Gazette notice, not from when you hear informally. If you're thinking of appealing, call your police association the same day.
Mistakes that cost sergeant candidates
Avoid these
- ✓ Relying on an old guide or a colleague's memory of the process instead of the current policy
- ✓ Letting mandatory training lapse, which can block eligibility in several forces
- ✓ Treating the knowledge test as the whole process and neglecting leadership evidence
- ✓ Leaving examples until the week before applications close
- ✓ Missing a 48-hour or 3-day review deadline
- ✓ Not asking for feedback after an unsuccessful application
If you're weighing a move to another force for faster promotion, read our interstate transfer guide first: most lateral programs cap recognised rank, so you'd usually need to qualify again.
What isn't published yet, and who can confirm it
- Exam formats and pass marks: no force publishes them. Your promotions area can give you the current candidate information.
- NSW: whether the 2020 regulation clauses have since been amended, and what NSWPF calls Stage A in practice. NSWPF or PANSW can confirm.
- Victoria: the Sergeant Qualifying Program's components and eligibility. TPAV or Victoria Police can confirm.
- WA, SA and NT: the current exam or qualification content. WAPU, PASA and the NTPA can point you to the current Gazette or policy.
- Queensland: whether the LCP includes an exam, and its minimum service. The QPU or QPS can confirm.
Spotted an error or a newer rule? Use the corrections page.
Free email alerts
Get told when your force changes its sergeant process
Qualifying programs and promotion rules change by Gazette and Commissioner's determination. We'll email you when your force's sergeant process changes and when we add new practice questions.
- ✓Changes to sergeant qualification by force
- ✓New promotion practice questions
Frequently asked questions
Is there a sergeant exam in Australian police forces?
Most forces have a qualifying step rather than one exam. NSW's rank-based assessment tests capability and technical and operational knowledge; Queensland requires its Leadership Capability Program; Tasmania refers to a sergeant qualifying exam and course; SA's prerequisites can include study, examinations and training. Formats and pass marks aren't published by any force.
How long do you have to serve before going for sergeant?
NSW's 2020 rules set a minimum of 2 years at the rank below, plus integrity checks. WA says First Class Constables, reached after 5 years, may apply for sergeant. Other forces set eligibility through their qualifying program or Gazette notices rather than a published service minimum.
What is the Queensland LCP?
The Leadership Capability Program, launched by QPS in January 2022 as a three-stage program of education, experience and mentoring. It replaced the Management Development Program. The QPS agreement treats LCP (or MDP equivalent) qualification as the sergeant qualification, and restricts brevet sergeant posts to LCP-qualified or enrolled senior constables.
How do NSW police get promoted to sergeant now?
Since the 2020 promotion reforms, NSW uses two stages. Stage A is a rank-based assessment of your capabilities and technical and operational knowledge, valid for 2 years. Stage B is a position-based assessment for an advertised job, with at least a written application and an interview. Promotion lists were abolished.
Can I appeal if I miss out on sergeant?
In most forces, yes, within short deadlines. Victoria allows appeals to the Police Registration and Services Board within 3 days of the Gazette notice, the NT to a Promotions Appeal Board within 14 days, and Tasmania to the Police Review Board within 14 days. NSW reviews must be lodged within 48 hours.
How should I study for the sergeant exam?
Start with your force's published requirements and capability framework, then split your time between the technical side (law, procedure and policy for a supervisor) and the leadership side (examples of decisions, supervision and welfare). Short, regular sessions fit shift work better than long weekend blocks.
Does a degree help with sergeant promotion?
In Tasmania it changes your pay: a sergeant with an approved tertiary qualification starts at Level 2 ($111,506) instead of Level 1 ($108,929), and Tasmania's sergeant qualification completes a UTAS Bachelor of Social Science (Police Studies). Elsewhere, degrees aren't a stated requirement for sergeant.
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.
- NSW Parliament: Police Amendment (Promotions) Bill 2020, first print — proposed Police Regulation clauses 19-32; current wording not confirmed
- Police Registration and Services Board: Practice note on promotion appeals (1 Aug 2023) — sergeant written submission and interview
- Victoria Police Act 2013 s 141 (AustLII, 2018 capture) — appeal grounds and deadline
- QPS Annual Report 2021-22: Human resources — Leadership Capability Program
- Queensland Police Service Certified Agreement 2025 (QIRC) — cl 12.3(b), 12.4(a), 12.6(g)
- WA Police Force: Career benefits — First Class Constable and merit promotion
- WA Police Force: FAQs — time to First Class and Senior Constable
- Tasmania Police: Opportunities for promotion — merit-based processes, UTAS study
- Tasmania Police: Accelerated Training Program — PQAP
- Tasmania Police: Ongoing commitment to professionalism (media release) — sergeant qualification and UTAS degree
- Police Administration Act 1978 (NT) — s 15A, 16, 92, 93
- Police Administration Regulations (NT) — regs 6-10
- AFP Enterprise Agreement 2024-2027 — Band 6 entry and firm barrier
- South Australia Police Enterprise Agreement 2021 (approved, SAET ET-21-00375; scanned PDF read by the scanned copy) — Senior Constable 1st Class and Sergeant Qualification Program (cl 10.8)
Related guides
Serving officers
More in this series
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.