How promotion interview practice works
- 1
Pick your force and a promotion question
There are 8 promotion questions across 7 areas: leadership, professional standards, decision making, wellbeing, community, resources, development. Each comes with a short tip on what panels look for.
- 2
Answer as you would to the board
Type or speak (in Chrome, Edge and Safari). A timer and word count help you stay within a realistic length.
- 3
Get scored
A score out of 10, a band (Not yet, Developing, Competitive, Strong), a two-sentence summary and a 0–10 score for each part of STAR.
- 4
Go deeper with full access
Three strengths and three improvements, a stronger 180–250 word model answer that keeps your facts, and three follow-up questions a panel would ask next.
Keep real jobs anonymous
Describe incidents in general terms, as you would in a panel room. Don't paste names, case numbers, locations or anything covered by confidentiality or privacy obligations.
How promotion works in each force
Rules differ a lot: some forces have rank exams, others progression barriers or qualifying programs.
- Promotion and progression (summary)
- Since the Police Amendment (Promotions) Act 2020, promotion to Sergeant, Inspector and Superintendent is by merit selection for individual advertised positions, replacing the old promotion lists. You need at least 2 years at the rank below and integrity clearance, then a rank-based assessment (Stage A, including the TOKA knowledge test, 80% pass mark per PANSW) valid for 2 years, then a written application and interview for a position (Stage B). Reviews must be requested within 48 hours of the result.
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Constable to Senior Constable is in situ after 4 years' service plus Victoria Police Education Program components and satisfactory performance (cl 74.5); First Constable is increments 3-4 of Level 1 (on Diploma completion, per the official site). Increments are annual on anniversary for Constables, all initial appointments and promotions; Sergeants and above (and PSO Sergeants and above) are assessed annually against up to 2 objectives; Officers progress on 1 July after 6 months at a point; Leading Senior Constable (points 13-16) needs 12 months at Senior Constable 12 plus skills, mentoring and OSTT (cl 74). Promotion to Sergeant and above is by merit-based selection for advertised positions (Gazette), starting at progression point 1 of the new rank, with appeals to the Police Registration and Services Board (maximum 4 appeals per financial year). PSOs are promoted in situ to PSO Senior after 4 years plus education and performance (cl 74.6). Specialist pay in the agreement: Detectives (COT 2), covert/SOG/surveillance (Disturbance Allowance), Air Wing (Flying Operations), Tactical Flight Officers (Sch G), Dog Handlers (cl 193), Fingerprint Sciences/Crime Scene (cl 190-191), Collision Reconstruction (cl 194), Legal Services (Sch H).
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Within a rank, officers move up a pay point after at least 12 months on each point plus satisfactory DAP and compulsory training (cl 12). Constable 1.1 to 1.2 needs the First Year Constable Program; Constables with 12 months on 1.5 move to Senior Constable 2.1 if they meet training, performance-report, vetting, driver-licence and OST requirements (a Constable Capability Program will become compulsory during the agreement). Promotion to Sergeant and above is by open merit (PSAA s 5.2); the qualification for Sergeant is the LCP or MDP equivalent (cl 12.3(b)). An SC 2.10 promoted to Sergeant starts at 3.2 (cl 12.4(a)). Designated Senior Constable positions (OIC of 1- and 2-officer stations, beats, CPIU/CIB OICs) are filled on merit.
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- First Class Constable after 5 years (with all studies and assessments complete); Senior Constable after a further 4 years (9 years in total), also with studies and assessments; Sergeant and above by merit selection. Increments within a rank are every 2 years (cl 10.2(a)). Commanders, Superintendents and Inspectors are recommended for permanent appointment after 3 years' substantive satisfactory service (cl 10.4). Details of the promotion exam system were not verified.
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Constable to Senior Constable is 'in situ' 5 years after permanent appointment, subject to qualifying for the rank; Senior Constables then progress by years of service to Increment 6 (EA cl 10.2-10.3). Senior Constable First Class is by merit selection, or by completing the Sergeant Qualification Program and 12 months on Senior Constable Increment 4 (cl 10.8). Sergeant and above is by merit-based selection with study, exam and training prerequisites. Senior Sergeant First Class is by merit or after 10 years as Senior Sergeant (cl 11.1). Detectives must complete the IITC and Detective Training Course, then a workbook within 3 years.
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Promotion is merit-based. Non-commissioned officers apply once qualified through the required examinations and assessments; the Commissioner promotes below Inspector and Inspector promotions are recommended to the Minister, using Promotion Selection Committees (3+ members) and a Qualification and Accreditation Committee. Qualification programs (PQAP, Sergeant and Inspector Professional Development Programs) are integrated with UTAS study, and a Sergeant position is open to a member who has completed the Sergeant qualifying exam and course. Pay progression: Constables start at Level 1 after the trainee course, reach Level 2 after 12 months subject to probation and a satisfactory assessment, then Levels 3-12 on anniversaries (Level 3 after probation with an approved Bachelor degree gained by independent study before appointment). Level 13(i) needs 12 months on Level 12 and either the Sergeant Professional Development Program or an approved tertiary qualification; 13(ii) needs both. Sergeants start at Level 1 (Level 2 with an approved tertiary qualification), with annual increments; Levels 6(i)/6(ii) need the Inspector Professional Development Program and/or a tertiary qualification. Inspector Level 4(ii) needs 12 months on 4(i) plus an AQF8+ qualification by independent study.
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Appointments and promotions are on merit: capacity to perform the rank's duties having regard to knowledge, skills, qualifications, experience, aptitude, diligence, conduct, quality of service and potential (Police Administration Act s.15A). The Commissioner promotes a qualified member to the next rank up, but not to Assistant Commissioner or above under s.16. Constables are promoted to Senior Constable as soon as they qualify (not competitive); other ranks need qualification plus superior merit for the position (Police Administration Regulations regs 7 and 9; currency of that version not confirmed). Qualifications are set by the Commissioner and published in the Police Gazette (reg 6; the current determination was not found). Promotions to Senior Sergeant and below can be appealed to a Promotions Appeal Board within 14 days (s.92). Constable First Class needs 4 completed years' service plus current OSTT (Defensive Tactics, Glock, Senior First Aid) and the mandatory College online assessments; Senior Constable First Class is a preserved rank kept only by members gazetted before CA 2022 was certified. Higher duties can count toward increments and promotion recognition at one substantive rank (CA 2022 cl.16).
- How sure we are
- From the agreement, Act or official page
- Promotion and progression (summary)
- Sworn progression runs through broadbands, not rank-based promotion exams. Constable broadband (Bands 2-5): soft barrier from 2.4 to 3.1 (AFP workbook plus 12 months), then firm (assessed) barriers from 3.5 to 4.2 and 4.5 to 5.2; movement is not subject to job availability. From 1 Jul 2025 the 4.5 to 5.2 barrier needs only 9+ years of policing experience, which can include other forces but not recruit time (before that it was 12 years plus two designated areas or detective designation, or 15 years). Team Leader/Sergeant broadband (Bands 6-7): entry at 6.1 only by merit selection, with a firm barrier from 6.3 to 7.2. Increments are annual on the anniversary if a current PDA is signed and the previous rating was 'fulfilled', and can be delayed by underperformance, an adverse category 3 or corruption finding (up to 12 months) or more than 30 days' leave without pay. Every broadband move needs a current PDA, a 'fulfilled' rating and current Use of Force certification. The PSO broadband expanded from Bands 2-3 to 2-5 plus PS Team Leader/Sergeant 6-7 on 1 Jul 2025. Acting at a higher band pays the difference after 10 consecutive days.
- How sure we are
- From the agreement, Act or official page
| Force | Promotion and progression (summary) | How sure we are |
|---|---|---|
| NSW Police | Since the Police Amendment (Promotions) Act 2020, promotion to Sergeant, Inspector and Superintendent is by merit selection for individual advertised positions, replacing the old promotion lists. You need at least 2 years at the rank below and integrity clearance, then a rank-based assessment (Stage A, including the TOKA knowledge test, 80% pass mark per PANSW) valid for 2 years, then a written application and interview for a position (Stage B). Reviews must be requested within 48 hours of the result. | From the agreement, Act or official page |
| Victoria Police | Constable to Senior Constable is in situ after 4 years' service plus Victoria Police Education Program components and satisfactory performance (cl 74.5); First Constable is increments 3-4 of Level 1 (on Diploma completion, per the official site). Increments are annual on anniversary for Constables, all initial appointments and promotions; Sergeants and above (and PSO Sergeants and above) are assessed annually against up to 2 objectives; Officers progress on 1 July after 6 months at a point; Leading Senior Constable (points 13-16) needs 12 months at Senior Constable 12 plus skills, mentoring and OSTT (cl 74). Promotion to Sergeant and above is by merit-based selection for advertised positions (Gazette), starting at progression point 1 of the new rank, with appeals to the Police Registration and Services Board (maximum 4 appeals per financial year). PSOs are promoted in situ to PSO Senior after 4 years plus education and performance (cl 74.6). Specialist pay in the agreement: Detectives (COT 2), covert/SOG/surveillance (Disturbance Allowance), Air Wing (Flying Operations), Tactical Flight Officers (Sch G), Dog Handlers (cl 193), Fingerprint Sciences/Crime Scene (cl 190-191), Collision Reconstruction (cl 194), Legal Services (Sch H). | From the agreement, Act or official page |
| QPS | Within a rank, officers move up a pay point after at least 12 months on each point plus satisfactory DAP and compulsory training (cl 12). Constable 1.1 to 1.2 needs the First Year Constable Program; Constables with 12 months on 1.5 move to Senior Constable 2.1 if they meet training, performance-report, vetting, driver-licence and OST requirements (a Constable Capability Program will become compulsory during the agreement). Promotion to Sergeant and above is by open merit (PSAA s 5.2); the qualification for Sergeant is the LCP or MDP equivalent (cl 12.3(b)). An SC 2.10 promoted to Sergeant starts at 3.2 (cl 12.4(a)). Designated Senior Constable positions (OIC of 1- and 2-officer stations, beats, CPIU/CIB OICs) are filled on merit. | From the agreement, Act or official page |
| WA Police | First Class Constable after 5 years (with all studies and assessments complete); Senior Constable after a further 4 years (9 years in total), also with studies and assessments; Sergeant and above by merit selection. Increments within a rank are every 2 years (cl 10.2(a)). Commanders, Superintendents and Inspectors are recommended for permanent appointment after 3 years' substantive satisfactory service (cl 10.4). Details of the promotion exam system were not verified. | From the agreement, Act or official page |
| SAPOL | Constable to Senior Constable is 'in situ' 5 years after permanent appointment, subject to qualifying for the rank; Senior Constables then progress by years of service to Increment 6 (EA cl 10.2-10.3). Senior Constable First Class is by merit selection, or by completing the Sergeant Qualification Program and 12 months on Senior Constable Increment 4 (cl 10.8). Sergeant and above is by merit-based selection with study, exam and training prerequisites. Senior Sergeant First Class is by merit or after 10 years as Senior Sergeant (cl 11.1). Detectives must complete the IITC and Detective Training Course, then a workbook within 3 years. | From the agreement, Act or official page |
| Tasmania Police | Promotion is merit-based. Non-commissioned officers apply once qualified through the required examinations and assessments; the Commissioner promotes below Inspector and Inspector promotions are recommended to the Minister, using Promotion Selection Committees (3+ members) and a Qualification and Accreditation Committee. Qualification programs (PQAP, Sergeant and Inspector Professional Development Programs) are integrated with UTAS study, and a Sergeant position is open to a member who has completed the Sergeant qualifying exam and course. Pay progression: Constables start at Level 1 after the trainee course, reach Level 2 after 12 months subject to probation and a satisfactory assessment, then Levels 3-12 on anniversaries (Level 3 after probation with an approved Bachelor degree gained by independent study before appointment). Level 13(i) needs 12 months on Level 12 and either the Sergeant Professional Development Program or an approved tertiary qualification; 13(ii) needs both. Sergeants start at Level 1 (Level 2 with an approved tertiary qualification), with annual increments; Levels 6(i)/6(ii) need the Inspector Professional Development Program and/or a tertiary qualification. Inspector Level 4(ii) needs 12 months on 4(i) plus an AQF8+ qualification by independent study. | From the agreement, Act or official page |
| NT Police | Appointments and promotions are on merit: capacity to perform the rank's duties having regard to knowledge, skills, qualifications, experience, aptitude, diligence, conduct, quality of service and potential (Police Administration Act s.15A). The Commissioner promotes a qualified member to the next rank up, but not to Assistant Commissioner or above under s.16. Constables are promoted to Senior Constable as soon as they qualify (not competitive); other ranks need qualification plus superior merit for the position (Police Administration Regulations regs 7 and 9; currency of that version not confirmed). Qualifications are set by the Commissioner and published in the Police Gazette (reg 6; the current determination was not found). Promotions to Senior Sergeant and below can be appealed to a Promotions Appeal Board within 14 days (s.92). Constable First Class needs 4 completed years' service plus current OSTT (Defensive Tactics, Glock, Senior First Aid) and the mandatory College online assessments; Senior Constable First Class is a preserved rank kept only by members gazetted before CA 2022 was certified. Higher duties can count toward increments and promotion recognition at one substantive rank (CA 2022 cl.16). | From the agreement, Act or official page |
| AFP | Sworn progression runs through broadbands, not rank-based promotion exams. Constable broadband (Bands 2-5): soft barrier from 2.4 to 3.1 (AFP workbook plus 12 months), then firm (assessed) barriers from 3.5 to 4.2 and 4.5 to 5.2; movement is not subject to job availability. From 1 Jul 2025 the 4.5 to 5.2 barrier needs only 9+ years of policing experience, which can include other forces but not recruit time (before that it was 12 years plus two designated areas or detective designation, or 15 years). Team Leader/Sergeant broadband (Bands 6-7): entry at 6.1 only by merit selection, with a firm barrier from 6.3 to 7.2. Increments are annual on the anniversary if a current PDA is signed and the previous rating was 'fulfilled', and can be delayed by underperformance, an adverse category 3 or corruption finding (up to 12 months) or more than 30 days' leave without pay. Every broadband move needs a current PDA, a 'fulfilled' rating and current Use of Force certification. The PSO broadband expanded from Bands 2-3 to 2-5 plus PS Team Leader/Sergeant 6-7 on 1 Jul 2025. Acting at a higher band pays the difference after 10 consecutive days. | From the agreement, Act or official page |
Summaries of the enterprise agreement, award, Act or official page for each force. NSW's current Police Regulation text could not be fetched, so the NSW summary is from the 2017 version and a secondary source and must not be relied on without checking.
Check the current rules before you apply
Promotion eligibility, qualifying programs and exam requirements are often set by Commissioner's determinations or Gazette notices that change more often than the agreements. Confirm with your force's promotions area or your police association before you plan around any rule above.
What promotion is worth
NSW Police
- Top of Senior Constable
- $139,688
- Top of Sergeant
- $157,203
- Inspector entry
- $178,719
Victoria Police
- Top of Senior Constable
- $118,945
- Top of Sergeant
- $149,358
- Inspector entry
- $170,644
QPS
- Top of Senior Constable
- $118,127
- Top of Sergeant
- $133,671
- Inspector entry
- $179,870
WA Police
- Top of Senior Constable
- $124,558
- Top of Sergeant
- $135,005
- Inspector entry
- $173,361
SAPOL
- Top of Senior Constable
- $117,542
- Top of Sergeant
- $135,363
- Inspector entry
- $168,670
Tasmania Police
- Top of Senior Constable
- $107,420
- Top of Sergeant
- $125,625
- Inspector entry
- $170,026
NT Police
- Top of Senior Constable
- $120,539
- Top of Sergeant
- $139,008
- Inspector entry
- Not published
AFP
- Top of Senior Constable
- $111,861
- Top of Sergeant
- $132,185
- Inspector entry
- Not published
| Force | Top of Senior Constable | Top of Sergeant | Inspector entry |
|---|---|---|---|
| NSW Police | $139,688 | $157,203 | $178,719 |
| Victoria Police | $118,945 | $149,358 | $170,644 |
| QPS | $118,127 | $133,671 | $179,870 |
| WA Police | $124,558 | $135,005 | $173,361 |
| SAPOL | $117,542 | $135,363 | $168,670 |
| Tasmania Police | $107,420 | $125,625 | $170,026 |
| NT Police | $120,539 | $139,008 | Not published |
| AFP | $111,861 | $132,185 | Not published |
Headline figures from each force's data file. Bases differ (some include loadings or composites); see each force's salary page. AFP figures are our mapping of broadbands to ranks, and NT has no Inspector rank in the tables read.
The jump isn't only about salary. Sergeants carry responsibility for a shift or team, decisions others act on, and the welfare of officers. Panels want evidence you're already operating at that level, through acting roles, mentoring, projects or leading on jobs. Compare full scales on the NSW, Victoria, Queensland and WA salary pages.
What sergeant and inspector panels assess
Each force has its own capability framework, but promotion panels across Australia tend to test the same broad areas. These are the areas our questions are built around.
Leadership
- At sergeant level
- Setting expectations for a shift, leading by example, managing underperformance fairly
- At inspector level
- Leading leaders, setting direction for a station or unit, managing change
Professional standards
- At sergeant level
- Spotting and acting on misconduct, supporting people who report it
- At inspector level
- Building a culture where standards are upheld; handling complaints at scale
Decision making
- At sergeant level
- Risk-assessed operational decisions, recorded and reviewable
- At inspector level
- Strategic and resourcing decisions with competing priorities
Wellbeing
- At sergeant level
- Welfare checks after traumatic jobs, referring to support, modelling help-seeking
- At inspector level
- Systems for welfare, fatigue management and early intervention
Community
- At sergeant level
- Problem-solving with local partners
- At inspector level
- Partnerships and trust with whole communities
Resources
- At sergeant level
- Rostering and prioritising demand on a shift
- At inspector level
- Budgets, workforce planning and service delivery
Developing others
- At sergeant level
- Coaching and field training constables
- At inspector level
- Building capability and succession across a team of supervisors
| Area | At sergeant level | At inspector level |
|---|---|---|
| Leadership | Setting expectations for a shift, leading by example, managing underperformance fairly | Leading leaders, setting direction for a station or unit, managing change |
| Professional standards | Spotting and acting on misconduct, supporting people who report it | Building a culture where standards are upheld; handling complaints at scale |
| Decision making | Risk-assessed operational decisions, recorded and reviewable | Strategic and resourcing decisions with competing priorities |
| Wellbeing | Welfare checks after traumatic jobs, referring to support, modelling help-seeking | Systems for welfare, fatigue management and early intervention |
| Community | Problem-solving with local partners | Partnerships and trust with whole communities |
| Resources | Rostering and prioritising demand on a shift | Budgets, workforce planning and service delivery |
| Developing others | Coaching and field training constables | Building capability and succession across a team of supervisors |
At recruit level they ask what you did. At promotion level they ask what you made happen through other people.
Building your promotion example bank
Promotion answers need recent, specific examples where you led, decided or changed something. Most candidates need 10 to 12 strong examples they can adapt, each tagged to two or three competencies.
Good sources of examples
- ✓ Acting or higher duties periods
- ✓ Leading a shift through a critical incident
- ✓ Mentoring or field-training a constable
- ✓ Managing a performance or conduct issue
- ✓ A project, review or process you improved
- ✓ A community or partner problem you solved
- ✓ Supporting a colleague after trauma
- ✓ A decision that went wrong and what you changed
For each example, note the date, your role, the decision points, what you did to bring others with you, and a measurable result. Record your rationale: panels value candidates who can explain why they chose an option over the alternatives.
The promotion interview: structure your answers
STAR still works, but the balance changes. The action section should show leadership behaviours: communicating the why, delegating, managing risk, checking in and following up. The result should cover both the outcome and the effect on your team.
Lifts your score
- ✓Naming the decision model or policy you applied
- ✓Showing how you documented and reviewed decisions
- ✓Balancing outcomes with welfare and standards
- ✓Reflecting on what you'd do differently
- ✓Linking your example to the rank you're applying for
Costs you marks
- ✕Answers where you did everything yourself
- ✕Vague 'we' throughout
- ✕No measurable result
- ✕Criticising senior officers or the organisation
- ✕Using the same example for every question
Mentoring a recruit or a colleague?
The recruit version of the AI mock interview is free for two scored answers a day: useful for constables you're mentoring.
Assessment centres, in-trays and presentations
Some promotion processes include more than an interview: written applications against selection criteria, in-tray or prioritisation exercises, role plays and presentations. The exact components vary by force and by round, so read the process documents for your round carefully.
- 1
Written application
Address each selection criterion with a short, evidence-based example. Use the same STAR discipline in fewer words.
- 2
In-tray or prioritisation
Sort tasks by threat, harm and risk; delegate what can be delegated; flag what must go up the chain; and write down your reasoning.
- 3
Role play
Common scenarios include an underperforming officer, an upset member of the public or a welfare conversation. Listen, stay calm, set clear next steps.
- 4
Presentation
Answer the brief directly, structure it in three parts, and keep to time. Have one clear recommendation.
A 6-week promotion preparation plan
- 1
Week 1: understand the process
2–3 hoursRead your force's promotion policy and round documents. List every competency or selection criterion.
- 2
Week 2: build your example bank
4 hoursWrite 10–12 examples and tag each to competencies. Get a mentor to challenge them.
- 3
Weeks 3–4: practise answers
30 min a dayOne or two scored answers a day. Fix the top improvement and re-answer the same question.
- 4
Week 5: out loud and timed
30–45 min a daySwitch to spoken answers. Work through the follow-up questions the tool suggests.
- 5
Week 6: mock board
2 sessionsA full mock with a supervisor or colleague, then targeted practice on your weakest competency.
Free vs Promotion Prep
Free
1 a day
score, STAR breakdown, top fix
Promotion Prep
60 a day
for 180 days
Price
A$49.99
one-off, no subscription
Promotion Prep (AI)
AI promotion interview practice with model answers, for sergeant and above
A$49.99one-off, no subscription
- ✓AI promotion interview practice
- ✓Up to 60 scored answers a day
- ✓Three strengths and three improvements per answer
- ✓Model answers rebuilt from your own example
- ✓Follow-up questions a panel would ask
- ✓180 days' access
Secure payment by Stripe · 180 days' access · Price includes GST
What's not included
- Any force's promotion exam, legislation test or qualifying program content
- Feedback from a real panel member
- Guaranteed questions: no force publishes its board questions
If you're preparing for an exam component, use your force's official study material alongside interview practice.
Honest limits of AI feedback
The AI is a consistent practice partner. It spots missing results, vague actions and answers that don't show leadership through others. It isn't a promotion board, doesn't know what this year's assessors have been told to look for, and can misjudge an answer, so treat its score as a guide rather than a prediction.
Use it with people, not instead of them
The strongest candidates practise with a mentor who has sat on boards. Use the tool for volume and structure, then test your best answers on a person. No practice tool can guarantee promotion.
Free email alerts
Promotion rule changes and new practice questions
Promotion frameworks change with new agreements and Commissioner's determinations. We'll email you when your force's rules change and when we add new promotion questions.
- ✓Promotion and progression changes by force
- ✓New promotion practice questions
Frequently asked questions
How do you get promoted to sergeant in the Australian police?
It differs by force. Most require a qualification step (an exam, development program or study component) and then merit selection for an advertised position, usually with an application and interview. Queensland requires the LCP or MDP equivalent; Tasmania and SA have qualifying programs; the AFP enters its Sergeant broadband only by merit selection.
Does this tool include a promotion exam?
No. Promotion Prep is interview practice: you answer panel questions and get scored feedback. It doesn't reproduce any force's promotion exam, legislation test or study program. Use your force's official study material for any exam component.
What questions are asked in a police promotion interview?
Expect questions on leading a team through change, managing underperformance, handling a professional standards issue, making high-risk decisions, supporting officers' wellbeing, building community trust, managing demand with limited resources and developing others. Our 8 practice questions cover these areas.
How is a promotion answer different from a recruit answer?
Panels expect you to show leadership through others, not just personal action: setting expectations, making and recording decisions, managing risk, supporting your team and improving the system. Results should be measurable, and reflection should show how you've changed your practice.
What do I get with full access?
For A$49.99 (one-off, 180 days) you get up to 60 scored promotion answers a day, three strengths and three improvements per answer, a model answer rebuilt from your own example, and three follow-up questions a panel would ask. Free users get one scored answer a day with a STAR breakdown and the top improvement.
Is my answer stored?
Your answer is sent to the AI to generate feedback. We keep a daily usage count to enforce limits, not your answers. Don't include names, case details or anything confidential from real jobs: describe them in general terms, as you would to a panel.
Is the tool endorsed by any police force?
No. Police Pay Australia is independent and the feedback is generated by AI. Always read your force's promotion policy, Gazette notices and any assessor guidance, and practise with a serving supervisor or mentor too.
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.
- Police Amendment (Promotions) Bill 2020 (NSW), as passed by both Houses — promotion rules
- Victoria Police (Police Officers, PSOs, Police Reservists and Police Recruits) Enterprise Agreement 2025, [2025] FWCA 1135, AE528554 — promotion rules
- Queensland Police Service Certified Agreement 2025 (QIRC CB/2025/116) — promotion rules
- Let's Join Forces (WA Police Force): FAQs — promotion rules
- South Australia Police Enterprise Agreement 2021 (approved, SAET ET-21-00375; scanned PDF read by the scanned copy) — promotion rules
- Police Service Act 2003 (Tas) — promotion rules
- Police Administration Act 1978 (NT), as in force at 6 December 2025 — promotion rules
- Australian Federal Police Enterprise Agreement 2024-2027 (FWC AE526995, [2024] FWCA 4231) — promotion rules
Related guides
Tools and calculators
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.