Introducing a new competency and values framework for policing

The Competency and Values Framework (CVF) aims to support all policing professionals, now and into the future. It sets out nationally recognised behaviours and values, which will provide a consistent foundation for a range of local and national processes. This framework will ensure that there are clear expectations of everyone working in policing which in turn will lead to standards being raised for the benefit and safety of the public.

The CVF has been developed by the College of Policing to deliver on Recommendation 3 of the Leadership Review. The CVF will replace the Policing Professional Framework (PPF) Personal Qualities to help with the assessment of values in local and national recruitment as well as helping to further embed the Code of Ethics.

The College of Policing in consultation with the Professional Committee has set the end of the financial year 17/18 as the date by which forces should adopt the CVF. The PPF Personal Qualities will still be available to use until this time to help forces manage the transition to the new framework.

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 we do as a police service.

Competency and Values Framework Guidance
Available for download are guidance documents which will help forces and individuals to effectively implement and use the CVF in a range of organisational processes.

Competency and Values Framework for policing

Each cluster has a heading and a description of why that area is important. Each competency includes a description and a list of behaviours which indicate that a person is displaying that particular competence. 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. These can be used as a basis for developing further role profiles within each local police force. The following sections of this document explain each value and competency and show the behaviours for each.

We are emotionally aware


​This value links to the principle of integrity from the Code of Ethics.

We understand and reinforce expectations of professional behaviour and openly recognise good and bad performance. We maintain the highest levels of professionalism, making sure that we always uphold the values and ethical standards of the police service.

We need to build and maintain confidence with the public, colleagues and partners if we are to deliver a modern and effective police service. Doing the right thing is about becoming a role model and upholding public trust.


  • I always act in line with the values of the police service and the Code of Ethics for the benefit of the public
  • I demonstrate courage in doing the right thing, even in challenging situations
  • I enhance the reputation of my organisation and the wider police service through my actions and behaviours
  • I challenge colleagues whose behaviour, attitude and language falls below the public’s and the service’s expectations
  • I am open and responsive to challenge about my actions and words
  • I declare any conflicts of interest at the earliest opportunity
  • I am respectful of the authority and influence my position gives me
  • I use resources effectively and efficiently and not for personal benefit


This value links to the principles of fairness and objectivity from the Code of Ethics.

As a police service, we must show impartiality throughout all our dealings with colleagues, partners and members of the public. This is achieved by being unprejudiced, fair and objective. We consider different sides of a situation and ensure that each side is given equal consideration. We do not favour one person or group over another, acknowledging that discrimination increases feelings of unfairness and makes our jobs harder to do. We must not allow personal feelings, beliefs or opinions to unfairly influence our actions in any situation.

We assess each situation based on its own merits ensuring we are fair and consistent in our actions. We are clear in our rationale for the decisions or actions we take ensuring they are clear and evidence-based.


  • I take into account individual needs and requirements in all of my actions
  • I understand that treating everyone fairly does not mean everyone is treated the same
  • I always give people an equal opportunity to express their views
  • I communicate with everyone, making sure the most relevant message is provided to all
  • I value everyone’s views and opinions by actively listening to understand their perspective
  • I make fair and objective decisions using the best available evidence
  • I enable everyone to have equal access to services and information, where appropriate

Public Service

This value links to the principles of respect and selflessness from the Code of Ethics.

As individuals and as part of a wider organisation, we have a responsibility to ensure that we act in the best interests of society as a whole. Improving the safety and well-being of the public underpins all that we do. We constantly think about how to create the best possible outcomes for those we serve and we take personal responsibility for delivering these. We show resilience and determination to overcome barriers and to provide the best outcome.

We are dedicated to work in the public interest, engaging and listening to their needs and concerns. We work to make sure that the public feel valued and engaged, which helps to build confidence in the police service. We are respectful to the needs and concerns of different individuals and groups.


  • I act in the interest of the public, first and foremost
  • I am motivated by serving the public, ensuring that I provide the best service possible at all times
  • I seek to understand the needs of others to act in their best interests
  • I adapt to address the needs and concerns of different communities
  • I tailor my communication to be appropriate and respectful to my audience
  • I take into consideration how others want to be treated when interacting with them
  • I treat people respectfully regardless of the circumstances
  • I share credit with everyone involved in delivering services


​This value links to the principles of honesty and openness from the Code of Ethics.

We are transparent in our actions, decisions and communications with both the people we work with and those we serve. This ensures that we are honest and open in our interactions and decision making. We are genuine with those we communicate with and endeavour to create trusting relationships. We accept feedback and are comfortable in responding to criticism and finding ways to improve.

We build trust with our colleagues, partners and communities by being open about what we have done and why we have done it and by keeping our promises so communities can rely on us when needed.


  • I ensure that my decision-making rationale is clear and considered so that it is easily understood by others
  • I am clear and comprehensive when communicating with others
  • I am open and honest about my areas for development and I strive to improve
  • I give an accurate representation of my actions and records
  • I recognise the value of feedback and act on it
  • I give constructive and accurate feedback
  • I represent the opinions of others accurately and consistently
  • I am consistent and truthful in my communications
  • I maintain confidentiality appropriately

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