For many police officers, the uniform is more than a job. It is an identity, a lifelong calling and is a deeply ingrained part of who they are.
Over the last few years, the New South Wales Police Force (NSWPF) offered an early retirement scheme to sworn officers with more than 10 years of service. The initiative, supported by a ruling from the Australian Tax Office (ATO), gave officers the opportunity to step into a new chapter of life, whether that meant retirement, self employment or a completely new career path.
To support this transition, NSW Police Force partnered with various career transition agencies, including Jobaccelerator (formerly known as Hudson), to deliver a tailored career transition coaching program. The goal was clear: to provide officers with the tools, confidence and practical support they needed to build a fulfilling life after policing.
The Jobaccelerator career transition program supported 216 officers who were part of the NSWPF early retirement scheme, with each participant automatically enrolled in the service.
Throughout the program, more than 1,000 coaching sessions were delivered, providing officers personalised support to explore new opportunities, build confidence, and prepare for life beyond policing.
As a rank-based organisation, career progression is structured and competitive. For many long serving officers, stepping aside opens the door for the next generation of leaders. For those leaving, however, the challenge was significant: how to redefine their career and identity beyond the badge.
For NSW Police Force, the program represented more than workforce change, it was about supporting people through one of the most significant transitions of their lives.
“This was a win for individuals and a win for the organisation. Officers could depart with dignity and confidence, while at the same time creating opportunities for new talent to step into leadership roles. It refreshed the organisation while showing genuine care for those leaving,” said the Manager, Reform Programs, People & Capability Command.
Officers choosing to move on were provided with structured and professional support. What began as an opportunity to “try something else” became, for many, a pathway into new and exciting careers.
The impact was tangible. On average, participants secured a new role in just 15.7 weeks. Of those who completed the program, 76 found new roles, 23 entered retirement, nine took a career break, eight became self-employed, and six pursued further education.
As the Coordinator of Reform Programs, People & Capability Command, explained: “Anyone who’s been able to move into a new role has shown what’s possible. It’s been a positive experience to see officers recognise their transferable skills and take that next step.”
Feedback from participants reinforced the value of the support. 81 percent said the program helped them feel more positive about their change experience, while 83 percent agreed it gave them the confidence to take their next career step.
One participant shared: “In just a short time, my coach understood where I’d been, where I wanted to go and helped me clarify my career goals. She opened my eyes to opportunities I hadn’t even considered and explained the full range of support available."
While another reflected on the practical benefits: “My coach truly understood policing and the unique skills we bring. She was relatable, encouraging and gave me the confidence to translate my experience into a strong, competitive resume."
"For the first time, I believed I had what it takes to succeed outside the force.”
Leaving policing is not like leaving most other jobs. The role carries enormous responsibility, strong sense of attachment and camaraderie. For many, it was difficult to imagine life outside the uniform.
“Police officers often feel they are ‘just a police officer.’ They don’t always see the breadth of skills they’ve developed. The coaching helped them take off the blinkers and recognise the value they may bring to other industries,” the Coordinator explained.
Coaching was essential not just in identifying transferable skills, but also in addressing the social and psychological side of transition. It helped officers learn how to stay connected with colleagues while also building a new identity, and ultimately to see that life after policing is possible and rewarding.
From NSW Police Force’s perspective, Jobaccelerator’s role extended beyond coaching participants, it made the entire process smoother. Regular check-ins, consistent communication and a highly responsive approach reassured NSW Police Force that participants were supported at every step of the way.
The career transition partnership between NSW Police Force and Jobaccelerator has demonstrated how organisations can manage large-scale workforce change with empathy and impact.
The program didn’t just help officers secure new jobs; it helped them reimagine their futures. For some, that meant retirement or self-employment, for others, new roles in federal government or the private sector. Above all, it showed that career transition is not just about resumes and interviews, but about wellbeing, confidence and the belief that life after policing can be as meaningful as life in the force.
