If you would like to register your interest for future recruitment opportunities for Promotion from Police Sergeant to Inspector, please click the apply button below. Please note this is not a live vacancy, we are simply growing our talent bank while our recruitment is closed. When we start recruiting for the role you have expressed an interest in, you will be notified that the role is live and be given the opportunity to apply. TVP officers will receive internal comms to their TVP email address in advance of a process opening.

Sergeant to Inspector Application Questions - March 2026 

• Candidates have 250 words to demonstrate their evidence for each question.
• The questions are fixed between processes however are subject to change if deemed necessary by the Head of Workforce Planning.
• Questions are listed in bold below.

We are emotionally aware As leaders we must ensure we understand ourselves, our colleagues and the public so that we can manage our own emotions and understand the emotions of those around us. Describe a time when you had to balance operational demands with the need to support an individual or teams cultural, personal or welfare needs

We take ownership As leaders, we take personal responsibility for what we do and for contributing to a more effective force and making policing better Provide an example of when you have led a team in completing a challenging piece of work.

We collaborate As leaders, we can only deliver effective policing by working with others, including those we work with daily, our whole force, other organisations and wider communities. Provide an example of when you had to negotiate with internal or external stakeholders to achieve a positive outcome.

We support and inspire As leaders, we are responsible for understanding the vision and applying the values of the organisation, to provide clarity for others and creating a climate which allows people to perform their job to the best of their ability. Provide an example of how you have supported colleagues in understanding force objectives to achieve organisational goals.

We analyse critically As leaders, we must be able to analyse diverse information and use the best available evidence to make decisions and determine the root causes of issues in complex situations. Provide an example of when you have had to make a decision with limited information.

We are innovative and open-minded As leaders, we are inquisitive and outward looking, searching for alternative sources of good practice whilst being flexible in our approach to ensure the best outcomes. Provide an example of how you have enabled others to identify improvements.

• Applicants also need to include their last fully closed and current PDR and CPD documents, evidencing the below:

The PDR is assessed against the Force Values

• We treat everyone with fairness and respect​
• We are courageous and do the right thing​
• We strive to improve every day ​
• We are proud to serve

CPD Criteria - The CPD is scored against the below criteria: 

The mark awarded for the CPD element of the process must be based on the CPD alone so it is imperative candidates provide sufficient detail on what they have done to prepare for promotion within their CPD.   If the candidate has previously applied for promotion, they must include a CPD entry detailing how they have addressed the previous feedback. 

• Evidence of recent professional development 
• Recent development supports ability to maintain or enhance capacity to practise legally, safely, ethically and effectively. 
• Recent development was conscious and proactive, rather than passive and reactive. 
• A clear understanding of personal areas for development 
• Evidence of a plan to address personal areas for development 
• Clear aspirations around future career development. 

• Applicants will also need to attach the completed line manager endorsement form