Job Related Fitness Test Policy

PURPOSE

1.1 This policy sets out the organisational expectations, mandatory standards, governance framework and responsibilities relating to the Job‑Related Fitness Test (JFRT) within Dyfed‑Powys Police.

1.2 The policy ensures that all Officers and Special Constables required to undertake Public and Personal Safety Training (PPST), and those working in specialist roles, maintain the nationally mandated aerobic fitness standards set by the College of Policing.

1.3 The policy supports legal compliance with the Health and Safety at Work Act 1974, Equality Act 2010, Police Regulations, Data Protection legislation, and associated College of Policing guidance.

1.4 This policy provides strategic direction. Operational process, fitness testing stages, medical screening and escalation pathways are detailed in the accompanying JFRT Procedure.

 

STATEMENT OF POLICY

2.1 Dyfed‑Powys Police requires all Police Officers and Special Constables to demonstrate the minimum aerobic fitness level of 3.7 on the 15‑metre MSFT (or validated treadmill equivalent) annually to undertake PPST and remain operationally deployable.

2.2 Police Community Support Officers (PCSO’s) and Custody Detention and Escort Officers (DEO’s) are not subject to annual job-related fitness testing. PCSO’s will undertake a fitness test as part of the recruitment process. 

2.3 Specialist roles must meet enhanced levels as defined by the College of Policing and detailed within the JFRT Procedure.

2.4 The force will provide safe, fair and consistent fitness testing with appropriate risk controls, pre‑test screening and Occupational Health oversight.

2.5 Officers who fail to meet the required standard will follow a structured, supportive development process (Phases 1–3) including referral to Occupational Health and creation of a bespoke action plan.

2.6 Reasonable adjustments will be made where appropriate, in line with the Equality Act 2010, without altering the minimum standards necessary for safe PPST participation.

2.7 Fitness testing outcomes will be recorded accurately, monitored for compliance, and subject to internal audit.

 

POLICY SCOPE

3.1 This policy applies to all Police Officers, Special Constables, PCSO recruits, and any police staff role where fitness testing is mandatory due to operational requirements.

3.2 The policy governs annual fitness testing, recruitment fitness requirements, probationary fitness testing, specialist unit standards, approved test types and developmental pathways following failed tests.

3.3 This policy must be read alongside the JFRT Procedure, PPST Policy, Occupational Health Policy and Unsatisfactory Performance (UPP) procedures.

 

DEFINITIONS

JFRT – Job‑Related Fitness Test.

MSFT – Multi‑Stage Fitness Test (‘bleep test’).

CTPWT – Chester Treadmill Police Walking Test.

CTPRT – Chester Treadmill Police Run Test.

PPST – Public and Personal Safety Training.

Deployable Officer – An officer or Special Constable who is authorised as fit to undertake PPST and frontline duties.

 

POWERS AND LEGAL REQUIREMENTS

5.1 This policy aligns with the following legislation and national requirements:

• College of Policing National Curriculum for Public and personal safety Training
• Police Regulations 2003 – Regulation 13
• Police Reform Act 2002.
• The Police (Conduct, Performance and Complaints and Misconduct) (Amendment) Regulations 2025.
• Health and Safety at Work Act 1974.
• College of Policing: Job Related Fitness Test Standards (2014, updated).
• Health and Safety at Work Act 1974.
• Management of Health and Safety at Work Regulations 1999.
• Equality Act 2010.
• Data Protection Act 2018 & UK GDPR.

5.2 The Chief Constable holds authority to mandate fitness testing as part of operational deployment requirements.

5.3 Fitness standards are nationally set by the College of Policing and may not be varied locally.

 

ROLES AND RESPONSIBILITIES

Chief Constable – Owns the policy, ensures corporate compliance and authorises mandatory testing.

Assistant Chief Constable (Operational Support) – Strategic oversight of delivery and compliance.

Head of Specialist Operations – Ensures JFRT delivery, test integrity and training of instructors.

Occupational Health Unit – Reviews screening forms, identifies medical restrictions, advises on reasonable adjustments.

Line Managers – Support Officers and Special Constables and monitor fitness status, complete action plans following failures.

Officers and Special Constables – Maintain personal fitness and comply with testing requirements.

Learning & Development – Records results, schedules testing, maintains compliance data.

 

OPTIONS AND CONTINGENCIES

7.1 Where an Officer or Special Constable is medically unable to undertake the MSFT, an alternative validated method (CTPWT or CTPRT) may be approved by Occupational Health.

7.2 Temporary illness may result in re‑scheduling without triggering phased development pathways.

7.3 Officers and Special Constables who repeatedly fail the JFRT will follow the phased process:

- Phase 1: Initial failure, referral to line manager, restrictions applied.

- Phase 2: Six‑week development plan and retest.

- Phase 3: Final opportunity within development plan; potential UPP Stage 1.

7.4 Officers and Special Constables may be temporarily removed from operational duties during these phases.

 

CONSEQUENCES OF NON‑COMPLIANCE

8.1 Failure to attend or refusal to take the test without medical justification will be recorded as a failure.

8.2 Officers and Special Constables failing the test will be restricted from public‑facing duties and prevented from attending PPST.

8.3 Continued failure following Phases 1–3 may result in entry into the Unsatisfactory Performance Procedures (UPP).

8.4 Probationers who repeatedly fail may be considered for discharge under Regulation 13.

 

HEALTH, SAFETY AND RISK MANAGEMENT

9.1 All tests must be conducted by trained instructors following risk assessments.

9.2 Pre‑test medical screening must be completed by all participants.

9.3 First aid cover must be present during all testing sessions.

9.4 Environmental and venue assessments must be completed for each test location.

9.5 Officers and Special Constables must disclose any health changes prior to the test.

 

EQUALITY, DIVERSITY AND INCLUSION

10.1 The force will ensure that testing is applied fairly, consistently and without discrimination.

10.2 Reasonable adjustments will be considered for disabilities in line with Equality Act duties.

10.3 Fitness standards will not be altered as they are nationally mandated for operational safety.

The Code of Ethics principles are relevant to this policy –

• Courage
• Respect and Empathy
• Public Service

 

DATA PROTECTION AND INFORMATION MANAGEMENT

11.1 Fitness results will be recorded securely on TRENT and appropriate HR and Occupational Health systems.

11.2 Personal medical data will only be processed by Occupational Health and stored in accordance with UK GDPR.

11.3 Records will be retained in line with the force retention schedule.

 

AUDIT, GOVERNANCE AND MONITORING

12.1 Internal audit may review compliance with JFRT administration and record‑keeping.

12.2 Specialist Operations will monitor pass/fail rates and escalate concerns to the Assistant Chief Constable.

12.3 This policy will be monitored to ensure that it is fit for purpose, to address any challenges made to the policy, to address any changes to national guidance or legislation. Any amendments to the policy will be agreed and overseen by the Operational Policing Board.

CODE OF ETHICS CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Code of Ethics and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Code and the principles underpinning it.

HUMAN RIGHTS ACT CERTIFICATE OF COMPLIANCE

This policy has been drafted in accordance with the Human Rights Act and has been reviewed on the basis of its content and the supporting evidence and it is deemed compliant with that Act and the principles underpinning it.

EQUALITY IMPACT ASSESSMENT

Section 4 of the Equality Act 2010 sets out the protected characteristics that qualify for protection under the Act as follows: Age; Disability; Gender Reassignment; Marriage and Civil Partnership; Pregnancy and Maternity; Race; Religion or Belief; Sex; Sexual Orientation.

The public sector equality duty places a proactive legal requirement on public bodies to have regard, in the exercise of their functions, to the need to:

• eliminate discrimination, harassment, victimisation, and any other conduct that is unlawful under the Act;
• advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
• foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The equality duty applies to all protected characteristics with the exception of Marriage and Civil Partnership, to which only the duty to have regard to the need to eliminate discrimination applies.

Carrying out an equality impact assessment involves systematically assessing the likely or actual effects of policies on people in respect of all the protected characteristics set out above. An equality impact assessment should be carried out on any policy that is relevant to the public sector equality duty. 

EQUALITY IMPACT ASSESSMENT COMPLETED: December 2025