PROFESSIONAL DEVELOPMENT
regarding the future promotion process. The College will evaluate the SIPP process throughout the test phase, incorporating feedback from participating officers. Based on these findings, recommendations will be made for potential adoption and further development. Paul Matthews, PFEW professional development lead, highlighted the importance of the new process. He explained: “If we are to improve public trust and confidence in policing, it is crucial we recognise and promote those with the right experience, knowledge, and skills to be our future leaders. “In a survey by the College of Policing,
some of the poor cultures, we are all now judged by.”
Baroness Casey echoed these sentiments, criticising the current promotion process for its complexity and lack of emphasis on leadership skills. “Leadership is not being taken seriously, and people are not being promoted according to their talents,” she stated. Mr Matthews further emphasised the
promotion pathway.”
He acknowledged the drawbacks of the current exam-centric approach, which favours those with time and resources to prepare over frontline officers delivering quality service. “Whilst I am not keen on retaining the exam in its current form, I am enthused that any replacement will be more role-specific and positioned later in the process,” he said.
“For the past couple of years, professional development leads at PFEW have been working collaboratively with the College of Policing
to develop a new, fairer, and robust system of promotion for sergeants and inspectors. A process that recognises and rewards talent as opposed
to gratifying those who simply navigate their way through the promotion pathway.”
it was found insufficient supervision and leadership was one of the ‘perennial policing problems’ considered to be undermining the ability of the police to deliver good outcomes for the public. That being the case, it is crucial we have a system in place that identifies and nurtures great leadership that is radically different to what we currently have. It is not right we carry on the way we always have if that way has been leading to
collaborative efforts with the College of Policing to develop a fairer and more robust promotion system. “For the past couple of years, professional development leads at PFEW have been working collaboratively with the College of Policing to develop a new, fairer, and robust system of promotion for sergeants and inspectors. A process that recognises and rewards talent as opposed to gratifying those who simply navigate their way through the
Adding to this, Mr Matthews pointed out: “The new promotion process is built on evidencing a successful professional development review followed by specified leadership training and practice-
based evidence. This, I very much hope, will advantage those with a pedigree in policing as it reverses the current ‘test first teach second’ methodology in favour of identifying and nurturing talent. “It is not lost on me both processes are
aimed at federated ranks and from that point on its anyone’s guess as to how people get promoted and into senior positions of leadership. I hope the new process is successful and that it can be extended to encompass all the ranks.”
43 | POLICE | AUGUST | 2024
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