The College of Policing’s Competency and Values Framework (CVF) is a values-based behavioural framework used in UK policing. With three levels, the CVF is used by police forces to assess officers in recruitment and promotion throughout the ranks, whatever their local processes. You might think that forces are open in disclosing to promotion candidates exactly how they are being assessed… think again!
Secret CVF Assessment?
I was inspired to write this blog (see also my associated video and podcast embedded below) by a recent conversation with an aspiring Sergeant to Inspector promotion candidate. Their force promotion selection process guidance confirmed candidates would be assessed against the CVF Level 2, using an array of promotion interview questions.
“I’m finding it really hard to get my bearings on this.” – Inspector Candidate
Candidates were also informed they would not be told which CVF competency any of the CVF level 2 interview questions related to.
This is an interesting and unusual nuance, one which had clearly knocked this candidate’s confidence. The individual had become familiar with the CVF, prepared solid examples and evidence (against their force’s six CVF competencies and four CVF values), but had been ‘thrown completely off track’ by apparent ambiguity in the force guidance, specifically:
“You won’t be told which CVF (behaviour) the question relates to.”
In a moment of sheer exasperation, the individual spouted “I’m finding it really hard to get my bearings on this.”
Police Promotion: Stick or Twist?
This ‘secret CVF’ assessment method prompted me to reflect once again on the way different forces seem to ‘compete’ with each other, in adding new twists and nuances into promotion selection tests. Whether that’s via applications, interview boards, operational scenarios, presentations, and/or briefing exercises.
I’ve blogged previously about the postcode lottery that remains the status quo in police promotion selection processes. Forces it seems are still actively looking to ‘do something different’ by altering their promotion selection processes year to year. I’ve even taken the time to map out the array of various promotion processes in place:
Whatever your process, the CVF (or a locally tailored version) is the current show in town. I encourage aspiring promotion candidates to thoroughly read any instructions provided. In this case I was contacted by someone who did exactly that, but was enquiring if I had ever heard of applicants not being told which promotion board questions related to which competency.
I recall that I had, in one other force. This force had also provided guidance to candidates which was clearly contradictory and prompted me to record thoughts at the time in a short video: When forces give bad advice.
That particular force also alluded to it ‘not being intended for candidates to have to learn the CVF’. This aspect seems to be a point of ongoing confusion and contention. I’ve since learned of other forces steering candidates away from the necessity to have a solid overview of the CVF.
Having supported countless officers to achieve promotions, involving navigating various various promotion frameworks, I respectfully urge caution here. I encourage you to take such guidance with a large pinch of salt! If you are being assessed against the CVF, then you should become familiar with it, being able to at least summarise it meaningfully to and for yourself. Who knows, you may even learn to love it.
Blind Leading the Blind?
“It’s easy to convince yourself you know something until you have to explain it to someone else.” – Jason Fried
Of course, once you are successfully promoted yourself, whichever promotion process or framework is in place when your stripes or pips are on your shoulders, you will have aspiring individuals on your own team who will need support to interpret future promotions criteria that may apply. I have been told by lots of aspiring candidates that their supervisors have had difficulty in explaining the CVF. Sometimes instead, they’re ‘encouraged’ to get to grips with their own way of understanding the CVF.
I’ve even been commissioned to give bespoke CVF explainer briefings to force training staff and assessors. This was after individuals had seen my explainer videos and listened to my podcasts making sense of the CVF’s otherwise ‘abstract’ sounding language.
So it seems, even assessors themselves can struggle to comprehend, interpret and apply aspects of the CVF including but not limited to the descriptors!
Is the CVF living on borrowed time?
“Change is the only constant.” – Marcus Aurelius
Could the CVF disappear in future changes to promotion processes? Might it be quietly retired amongst the noise and fanfare of new promotion criteria? Food for thought!
I have blogged previously on the College of Policing’s seismic proposals to remove the front-end legal exam as the standard for promoting officers to the Sergeant and Inspector ranks.
Yes, you read that correctly. Under the Sergeant and Inspector Promotion and Progression scheme (SIPP), changes are being proposed to remove the pass/fail, benchmark standard exam as the gateway to career progression for that first step onto the ladder of promotion.
Will the CVF be retained as part of this? Is it living on borrowed time? Indeed, in their published information along with SIPP, the College alluded to the CVF itself being under review at the same time.
SIPP is to be trialled in pilot forces including Staffordshire, Leicestershire, Gloucestershire, Gwent, West Yorkshire, Lincolnshire and the Met; even if many officers in those forces are not fully aware as yet – rumours and confusion abound.
But for now, to help with getting your own bearings and providing some certainty…
- The CVF is the criteria that will be used for the next few years to assess your responses to promotion board questions and performance in other tests.
- You should focus on answering the questions. If you are not to be told which competency you’re being assessed on, a depth and breadth of preparation will help your overall understanding.
- Whatever the promotion selection process you face, your force wants to get best out of you in your interview and make it as fair and stress free as possible.
Spin the Wheel of Fortune
Although I’m not one of the Four Tops, I wanted to ‘Reach Out’ on this issue. So I contacted some of my previously successful customers to see if ‘not telling you the competency being used to assess you’ is a new innovation.
It appears it is not that widespread – yet. I could find just three forces. One officer said it sounds like spinning the wheel of fortune, enquiring if it was a fair way to treat serious candidates. Thinking of an ideal world, consider for a moment how would you like to be interviewed for your police promotion opportunity?
- On clear criteria? Check.
- Assessed against known competencies, behaviours, and values? Check.
- To be clearly told for each question you are asked, which specific competency that question relates to? Hold that thought! You are so last year!
“Round and round she goes, where she stops, nobody knows.”
So, what have your assessors got in their own guidance papers? What are you being assessed against, specifically?
The following is a tongue in cheek look at all of this. Of course, it might not be quite as funny if you are looking to get your bearings ahead of your own promotion opportunity! If that’s the case, you’ll find my podcast Guess the Competency more supportiveand insightful. Anyway, to raise a smile on a difficult issue, here goes:
Promotion panel: “Could you tell us please what you have you done to prepare yourself for this opportunity?”
Candidate: “Certainly, I’ve familiarised myself with the CVF as per the candidate guidance, could I please ask which competency that question relates to?”
Promotion panel: “No, I’m afraid we can’t tell you. It’s all explained in your guidance pack.”
Candidate: “So, if I understand you correctly, you will be asking me CVF based questions and assessing my responses against specific CVF competencies in this promotion interview, but you won’t be telling me which competency a question relates to?”
Promotion panel: “Yes that’s correct. This was all provided in your candidate briefing pack.”
Candidate: So just to clarify, I’ll be guessing… is that right?”
Promotion panel: “Well, yes sort of, just give it a spin.” [Frantically scribbles note to HR]
Ok, you get the idea, now let’s take a closer look.
It Could Be You!
“Someone’s got to win, so don’t forget to play…”
On a more serious note, something essential for promotion and selection is procedural justice, and the real and perceived fairness of systems and processes. Formal interviews are contrived, they feel unnatural for most people.
This is one reason why many officers claim the promotion process is unfair, considering themselves perpetual victims of circumstance. Given the highly competitive element of police promotion selection, I urge my clients to stay positive, dodge these Dementors and focus their drive and energy instead on increasing the odds of success via meaningful action.
Anything forces can do holistically to make it easier for candidates to engage in the process, deliver their best performance, and demonstrate their potential, should be in place with good practice being shared.
Forces Giving a Sporting Chance?
“Let’s take a look at what you COULD have won…” – Jim Bowen catchphrase
I alluded to the force postcode lottery of current processes, and it is clear some forces are far more considerate in how they approach things from the candidate’s perspective (whilst still running a professional selection process).
Some examples include:
- Being explicitly told before each question asked “This question relates to the competency…”
- Handed the specific questions you will be asked 10 minutes beforehand, whilst you are waiting to go into interview, to help avoid confusion when ‘put on the spot’.
- Being given the same questions for your application as you will face in interview (if you are successful), with the interview being more of a professional conversation drilling down into more detail about the evidence conveyed in application.
When considering neurodiversity in policing, recognising and accommodating the needs of individuals is beginning to be taken more seriously to maximise and realise the potential of all in policing. Making things more tangible and concrete, such as in the above examples, is one sure way of being more inclusive to support neurodiverse promotion candidates. It is a changing issue alluded to by Acting Chief Constable Jim Colwell in his recent Inspiring police Leadership podcast interview.
Asking ‘What questions will be asked?’ is just one example of an accommodation that might be needed or asked for by an autistic person. Another piece of good practice is asking for questions to be specific, not vague, or alternatively breaking down questions into parts. For example:
“Please tell us about a time when you have made a difficult decision?…”
- What were the complicating factors making it difficult?
- How did you gather information to make your decision?
- Who or what issues took priority and why?
- What was the outcome or result of the decision you made?
- What would you do differently next time?
“I went in with my ENAMEL style approach to answers all prepared. I have been told today I passed! Only 3 passed from 31, So thank you sincerely, I wouldn’t have been able to do this without your podcasts, blogs, digital tool kits and YouTube videos!” – Hope, New Chief Inspector.
Of course, my bespoke, © ENAMEL interview response framework encapsulates these factors and more, should you wish to prepare using tried and tested methods.
My recent podcast ‘Guess the Competency’ attracted comment from The National Police Autistic Association (NPAA) as follows:
“Having the tested competency signposted is a typical adjustment for neurodiverse candidates (ND), since it is so easy to interpret the wrong competency and score badly as a result. It does beg the question… how is not revealing the competency a test of whether you are ready for the next rank?”
You might be thinking that’s fair comment. You might also be thinking isn’t that applicable to most other candidates?
The challenge for forces is to select the best available people for promotions, to meet the needs of the force. In that respect it is an ongoing challenge to ensure assessment methods, tests and selection criteria are not a lottery for some. A tough test and balance for forces to get right in itself!
But whatever process is in place, you might prefer to work smarter from the outset with a level head, rather than panic and being blinded by syntax. If that’s the case, why not try something that gives you bespoke tried and tested, rank-specific police promotion materials, covering everything you need, in a structured and coherent manner? Not only has the Rank Success Framework (RSF) been proven to stand the test of time, but it’ll also provide you with meaningful leadership development to support you when you are successful in your new rank.
However you approach this ‘wheel of fortune’, I wish you every success in your endeavour.
Kind Regards, Steve
Want to go further right now? Hit the ground running with your promotion preparation. Get your personal digital promotion toolkit, and/or my Police Promotion Masterclass. You can also contact me to arrange personal coaching support.
I got told my answers in a board were “too CVF heavy”. I didn’t pass.