Police Officer Promotion Process

Freedom of Information (FOI) Act request ref: 01/FIN/24/002350/V

Version Date: 31/12/2024

The Human Resources Department has provided the following information.

questions relating to your Police Officer Promotion Process. I would like to specifically know about: i) PC to Sgt, ii) Sgt to Insp and iii) Insp to Chief Insp. If the time constraints on FOI work start to be a factor, then please concentrate on information relating to Sgt to Insp processes.
 
1          What reasonable adjustment do you offer for officers that might suffer cognitive impairment through disability, who would be disadvantaged in comparison with their peers in assessment or test formats, be it through ability to retain or process information?

Reasonable adjustments are assessed on a case by case basis and are very much dependent on the individuals needs. Initially, the decision regarding which reasonable adjustments are deemed suitable is restricted somewhat if it is a College of Policing examination, for example SGT or INSP exams. In this case, candidates are offered a one to one meeting with an in force level 4 assessor, where they have protected time to discuss their challenges in detail (cognitive processing, short term memory challenges etc).

Following this, the College offers extra time, a single break, multiple breaks, or a combination of breaks and extra time to suit them. Extra time allowance can vary from 25% - 50% depending on evidence in their workplace needs assessment, diagnostic report or doctors note. A choice between single breaks or multiple breaks is at the candidate’s discretion.  The role of the level 4 assessor is to discuss these options, unpack their challenges and draw conclusions in terms of which reasonable adjustments would be suitable, and then be the bridge of communication to the college. Candidates also have the option to change the screen colour to support their cognitive processing if required. Candidates have the option to take the exam at any time of day, between a time-window provided by the College, this is usually between 8am – 8pm; they can select their optimum time for cognitively strenuous tasks. Candidates can also select where to take the exam, home or work, so they can ensure they have a quiet space to concentrate. The exam is also grouped by category (previously randomised question order) so each candidate will receive all of the questions within a specific category before progressing to the next. This change aims to provide a more structured approach, reducing cognitive load and supporting officers with cognitive challenges.

In terms of assessments, a similar approach would be taken. Examples of previous reasonable adjustments include use of a framework, memory cards, questions in advance, etc.

2          It is noted that preparation for interviews and assessments within the Police is highly competitive with much preparatory work at home often required. What reasonable adjustments do you offer for those officers that might be incapable to prepare for tests outside of working hours, either due to health or caring responsibilities?
Officers are able to source a mentor, or one to one support from their line manager independently. It is at their line manager’s discretion to make adjustments for officers’ challenges outside of working hours, and this would be determined on a case by case basis. Within resourcing, officers can request a later interview slot in the process, in order to give them longer to prepare. We can also provide access to mock material if requested to aid their preparation.

3          Do you offer a bespoke reasonable adjustment where candidates exhibiting the issues detailed in point 2 are given a reduced area to have to prepare/research for, i.e. provided a more restrictive scope of questions prior to the assessment or given an approximate of crime types, if a crime scenario is reviewed – being told a question relates to Group 2 Crimes, rather than the officer have to try and revise all crime areas (the result being the candidate has less areas to revise in comparison with peers without the disadvantage faced)?
Candidates applying for a promotion process will be filling out an application form with 4 questions. These 4 questions are the same that will be asked in the interview, so the officers have viewed and submitted answers to the questions 6 weeks prior to a potential board. This allows for refined preparation and minimise time spent prepping areas that are unnecessary. Prior to this change, candidates who required so could request the questions 24 hours in advance. We currently don’t provide an approximate of crime types.

4          Do you offer assessment of ability through observation in role, i.e. a candidate acts or temps within a rank and a judgement is made on whether they are competent to be promoted?
Aside from NPPF Step 4, any assessment through observation in role would be managed through their Professional Development Review. In previous processes, we have utilised a line manager recommendation tool to determine whether an individual should progress to the assessment centre/promotion board. This recommendation is based on a number of different aspects, one being their competence in rank and another being their proven aspiration, ability and engagement for promotion.  

5          Would you consider use of the above (promotion through assessment of ability through observation in role) as a bespoke reasonable adjustment?
Reasonable adjustments are assessed on a case by case basis and are very much dependent on the individuals needs. We are yet to use this as an adjustment in our processes.

6          Does your Force utilise the NPPF, whereby officers who pass a selection sift have a temporary promotion (12 months) and a work-based assessment leading to a professional qualification in police management – with promotion taking place after this 4th step?
Yes, for the ranks of Sergeant and Inspector.  

7          Where you have an Assessment Centre as part of your Promotion Process, what criteria governs scenarios or question setting?
There is not a set criteria, but the questions will be created around the competency and values framework, the role/responsibilities of the rank they are applying for, and the current force mission/vision.

8          Would you set a question within an Assessment Centre where a course would be required to answer it to a competent standard, i.e. a question on Public Order Tactics or Child Interviewing? If not, please confirm the reasons why, i.e. lack of fairness to other candidates or financial implications on training workforce in the course, etc. If yes, please explain under what circumstances this would be deemed proportionate, i.e. majority of staff would have undertaken the course, etc.
No, as it may disadvantage or advantage candidates unfairly.