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174. At the selection stage, new law enforcement candidates have to undergo a realistic job
preview (“Consciously blue”) in order to provide the candidates with information about what the job
entails, including both attractive and unpleasant parts.

175. The selection procedure and requirements for basic grade operational police officers is laid
down in law. Vacancies for basic grade operational police officers in the various regional units are
made public on the website https://www.kombijdepolitie.nl Applicants apply to a specific regional
unit.

176. Applicants must comply with fixed criteria, such as Dutch citizenship and age (minimum
requirement of 18 years old) are checked automatically. If the applicant passes this stage, s/he will
have an interview with the recruiter of the regional unit. In a second stage they have to undergo a
realistic job preview. In the succeeding stage, applicants have to complete an adaptive cognitive
ability test, a Dutch language proficiency test and a physical ability test. The next stage is a
psychological assessment followed by the final selection stage in which a medical and security
screening is performed. Security screening includes a criminal record check of the applicant, checking
behaviour of the applicant on social media and checking debt & credit records of the applicant.
Security screening is performed by the VIK department within the Central Unit. When applicants
complete these stages successfully, they have an interview with their future manager, they become
police recruits and start their training at the police academy on probation for a period of one year.
From the moment they start their training, they also start working for a regional unit. When this
probation period is completed satisfactorily, the police recruit gets a temporary appointment (a non-
permanent time limited appointment) for the remaining time of their police training (2 years). After
completing the police training successfully, s/he receives a permanent appointment.

177. For non-operational positions, a vacancy is opened and published on the website
https://www.kombijdepolitie.nl. The relevant selection requirements are included in the vacancy
text. Job profiles and the eligibility criteria are transparent and apply throughout the Netherlands.
The recruitment and selection process for non-operational positions contains at least three stages.
The first stage is an applicant shortlisting based on objective criteria (CV etc.). The shortlisted
candidates are interviewed by a selection committee and matched with the eligibility criteria
(competencies). Sometimes, tests are added for particular competencies. Finally, a security screening
is performed by the VIK department within the Central Unit.

178. A separate recruitment procedure applies in respect of managers. Vacancies are filled on the
basis of vacancy profiles. Selection committees consisting of an independent chairperson, two
managers and three employees chosen by staff, carry out the selection. The nominations are binding
and the chief constable appoints the managers.

179. As a rule, vacancies are first advertised internally so that each NPN employee has the
opportunity to apply. If this does not lead to a post being filled, the vacancy is advertised externally.
The vacancies are announced on-line and applications are to be submitted on-line. The NPN recruits
1000/1 500basic grade operational police officers, out of 20,000-25,000 applicants. The applicants of
the underrepresented sex and the ones with an underrepresented ethnic background as well as
young applicants are usually favoured, according to the authorities.

180. Both psychological and a physical aptitude tests may form part of the selection procedures.
The General Intelligence and Security Service (AIVD) conducts the security screening for confidential
and security positions. In addition, if there is any risk to State security, the applicants undergo
security screening. The confidential positions of level A (e.g. investigators or officials in charge of
appointments and promotions) are screened every five years. For the confidential positions of level B
the screening procedure is repeated every 5-10 years. For employees in positions that are not
considered confidential or security position there is a possibility to do a screening after five years,
when the employee changes his/her position or when the employee changes his/her activities, but it

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