Our plans to support the professional development of those working in policing
We are developing a national Continuing Professional Development model for all in policing.
Continuing Professional Development (CPD), as outlined in our
five-year strategy will apply to everyone who works in policing, beginning with new recruits and chief officers.
There will also be requirements for core and specialist CPD across policing roles, and a development and assessment process linked to annual appraisals to ensure that officers maintain their skills.
By having accredited Continuing Professional Development and associated qualifications, the College will help those working in policing to have their professional skills recognised and understood by those outside policing.
College of Policing Career Pathways & Professional Development manager Brian Ross said:
“Continuing Professional Development is a key characteristic of many professions and consideration needs to be given to the benefits such an approach can bring to the police service and the public it serves.
“The introduction of a national CPD model for policing would ensure that all police practitioners not only meet the requirements for entry into the profession, but would maintain or enhance standards of professional practice throughout their careers.
“The proposed model has broad principles that are simple and flexible and can be utilised across all forces, ranks, roles and specialisms. It allows forces to interpret the model in a way that best suits them, and provides a national framework within which to work.”
The College is currently holding a series of stakeholder engagement sessions with learning and development, human resource and quality assurance leads in forces to get feedback on proposals for a national framework.
The proposed CPD model includes two sets of requirements, ‘core’ and ‘individually driven’.
‘Core’ requirements include three sub-categories:
‘Individually driven’ requirements are directed by the individual and/or their line manager and include activities that the individual identifies for their own personal and professional development.
As part of the approach, Continuing Professional Development requirements are likely to be set on an annual cycle and can be used to inform Performance Development Review (PDR) processes. There is no set requirement for these processes to be explicitly linked, however the PDR offers an ideal opportunity to discuss and agree personal and professional development objectives that are linked to continuous professional development requirements.
The CPD model is intended to support and complement other College initiatives and strategic priorities including; the Defining and Assessing Competence Programme, PDR Appraisals project, the Leadership Review and Membership Services.
Defining and Assessing Competence pilot
A 12-month pilot to test and potentially adapt foundation and advanced level threshold assessments is being conducted in eight forces.
The pilot, which introduces a link between competence and pay, is limited to the rank of constable but the process will eventually include all ranks up to and including Chief Superintendent.
The pilot concludes in December 2015 and will be evaluated and assessed before a decision is made on national roll-out.
The forces involved in the current pilot include GMP; Cheshire; South Yorkshire; MPS; Thames Valley; South Wales; Sussex; and Gloucestershire.
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