With the scope of the application of AI forever growing, and in response to client queries about how this impacts the CPG, we thought it would be useful to share how VCA currently address this and what we have in development to adapt to this evolving trend.
There are the obvious ways a standardised, fair, reliable, evidence-based and objective system for assessing for promotion benefits an organisation. But what about the more subtle advantages?
There’s been a definite up-turn in opportunities for firefighters to make a move to a new Fire & Rescue Service. This is great news for firefighters to enjoy increased flexibility for making big life choices, and convenient for FRS’ to boost their numbers whilst...
When we designed the Career Progression Gateway (CPG) model to support and facilitate FRS promotional activity, the vision was that it would not only assess leadership behaviours, it would also be an effective tool to support development. In all honesty...
We spoke to a the Group Manager responsible for delivering promotions Supervisory and Middle Manager (Leading the Team/ Function) processes in their FRS to find out what led them to VCA and how they found the CPG first time round.
Amongst the range of evaluations made by The Home Affairs Select Committee recently is that "barely anything has changed in the last 30 years." From my perspective....
For individuals who are motivated to develop their performance but are struggling to demonstrate the behaviours they need in order to perform effectively at a more senior level, there are a number of VCA options FRS’s can choose from to support individual and group development.
The 'Open Access' Career Progression Gateway (CPG) calendar means that we will be running CPG assessments for candidates for a specific level of promotion on specific dates. Any FRS can join these events
Promotion processes are rarely popular, and approaches can shift like the tide as services struggle to find the holy grail of what will a) cause least complaint from candidates and rep bodies b) be manageable for overworked admin teams c) fit the budget and d) identify leadership potential appropriately. (The pressures of a-c can leave point d. somewhat at the back of the queue.)
FRS’s are doing their very best but a great number are struggling with their promotions processes. There are a mix of key factors: