What is the policing Competency and Values Framework (CVF)?

The Competency and Values Framework (CVF) has been developed by the College of Policing.

The CVF aims to support all policing professionals, now and into the future. The framework sets out nationally recognised behaviours and values, which provides a consistent foundation for a range of local and national processes.

The framework has six competencies that are clustered into three groups. Under each competency are three levels that show what behaviours will look like in practice. All of the competencies are underpinned by four values that should support everything you do as a police officer.

Each competency is split into three levels which are intended to be used flexibly to allow for a better fit with frontline and non-frontline policing roles rather than ranks or work levels. The levels are designed to be cumulative, so those working at higher levels should also demonstrate each preceding level’s behaviours.

The competency levels can broadly be matched to work levels as:

• Level 1 – practitioner
• Level 2 – supervisor/middle manager
• Level 3 – senior manager/executive

A number of national role profiles show how the competency levels align to common roles within policing.

CVF Common myths

There are a number of myths that have grown with the process. A big one is that the framework seeks to make officers and staff into robots by making everyone be the same as each other, this is far from the truth. The CVF sets minimum standards and expectations on behaviour and culture. Within this framework, there is room for different personalities and individuality.

Another myth is that the CVF seeks to create artificial expectations on how officers and staff operate. This again is not true, the CVF sets expectations that almost all those working in policing believe are fair and reasonable.

Common mistakes

When completing your application, not reading the CVF in full and thinking about whether the examples you give during the application and interview show these competencies and values. It is vital that you give evidence that shows you understand and could adhere to the CVF.

It is also important to set your evidence in the context of the role that you are applying for. It is a mistake to think that as a practitioner a level 1, you need to give high-level examples that may be a senior member of staff would be working at.

How can Practice to Progress help to prepare you for your interview?

Once you pass the application stage you need to prepare for the Competency Based Interview and any additional exercises or assessments your force decides to include as part of their promotion process.

Once you know you have got an interview and what the process is, we can put you through your paces with you with ‘mock’, real-time interviews, presentations and other exercises with our team of experienced police and non-service associates using the Competency Values Framework (CVF).

Our One-to-One sessions are for all CVF levels and will enable you to:

1. Receive a detailed briefing about the exercise
2. Practice under ‘timed exam like’ conditions
3. Get detailed feedback from the associate
4. Go into your promotion board with the added confidence of knowing what to expect and exactly what areas you need to improve on to succeed:

• Find out what to expect on the day
• Experience the types of questions you will be asked
• Practice and make mistakes before the real thing
• Find out what you need to do better if you want to pass.
  
  

Find out more on our force promotion page.