As you will be aware (or maybe not…) the College of Policing has introduced a ‘new’ Competencies and Values framework that will replace the ‘old’ version. So, what does this mean to you if you are going through a promotion process or applying for an internal position or transfer?
The Competency and Values Framework (CVF) was initially introduced in 2016 after extensive research and input from police officers, staff, and leaders. It incorporated the values of the policing Code of Ethics, providing a clear guide to the behaviours expected in the police force. It was designed to be updated to keep it relevant and aligned with the evolving needs of policing, and thus we find a new CVF Version 2024 being released earlier this year.
The ‘new CVF’ still outlines the behaviours that police officers and staff need to be effective in their roles while upholding the Code of Ethics. It was developed because research over the past decade has shown the increasing importance of ethical, values-driven behaviours in policing. The College says that the new CVF makes it easier to apply the Code of Ethics consistently across all aspects of police work, from hiring and promotions to professional development, and, when used correctly, the helps ensure that police officers and staff demonstrate behaviours that lead to ethical and effective performance.
The new version of the CVF features several improvements:
• Simplified Content: The framework has been streamlined, with clearer wording and less duplication, making it easier to understand and apply.
• Updated Behaviours: The behaviours, especially those related to values, have been refined to reflect the principles in the new Code of Ethics and to address the needs of a diverse policing workforce.
• Focus on Key Areas: The new CVF emphasises diversity, inclusion, supervisory effectiveness, well-being, resilience, professionalism, ethics, integrity, and collaboration.
What What’s Changed
There is a lot of confusion out there as to what the new CVF means to officers going through a promotion process. To be frank – not much has changed. As you can see from the diagrams below the new CVF is somewhat simpler from the old one, and in my opinion, better for it.
New CVF
Old CVF
What has changed, to some extent, is some of the indicators that sit under the different levels of each competency. You can view the updated indicators via this link. Even these changes are subtle and in many cases no changes have been made at all.
What do the changes mean to you at a board?
Essentially the way you should prepare for a board does not change. The theory and preparation required to be effective in a competency based process is exactly the same as before. All that has changed is the framework that slots into the theory of delivering brilliant competency based interview answers.
Be assured – the bselected theory works with any framework – the new CVF, the old CVF and indeed any local variant used. So, all our coaching courses whether it be a masterclass, personal consultation or online learning programme still help you to be the best you can be and smash your board. You can view our coaching options here
The updated CVF is now available for use, but the 2016 version will remain accessible until May 2025 to allow time for ‘transition’. Policing professional profiles are also being updated to align with the new CVF. While it’s not mandatory for all forces to adopt the new CVF, doing so ensures that the values and behaviours essential to effective policing are fully represented.
It remains to be seen how quickly the new CVF will be rolled out and implemented. From what I have heard many forces have not planned to change and are still using the old version – let’s see how that (and if) that changes over the next few months.
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