After completing VCA’s Career Progression Gateway (CPG) leadership assessments, many candidates ask why the timeframes are so tight. So why isn’t more time given?
What is the CPG?
VCA’s Career Progression Gateway (CPG) uses two immersive, interactive job simulation exercises to assess candidates’ strengths and development areas. Expert assessors, led by Occupational Psychologists, evaluate leadership behaviours within the Fire and Rescue Service (FRS). The assessment outcomes inform recruitment, selection, development, and promotion decisions.
Delivered through VCA’s advanced online platform, the CPG optimizes succession planning by enhancing efficiency, reducing costs, and promoting fairness while minimizing disputes. Personalized development reports provide valuable guidance for career progression.
This robust assessment approach not only supports organizational effectiveness and professional growth but also alleviates stress for both candidates and internal teams.
Time pressure is a key part of the assessment, and most candidates find it challenging. The exercises require reading, analysing, and responding within a short period—especially in the Case Study written exercise. (If needed, candidates can request to handwrite their answers instead of typing, this needs to be requested in advance.)
Support options
If reading isn’t your preferred way to take in information, use tools like text-to-speech or formatting adjustments. If you qualify for other reasonable accommodations, be sure to request them.
The Purpose of Time Constraints
Why are candidates given a lot of information but limited time to respond? Wouldn’t a longer timeframe improve accuracy?
The time limit serves a specific purpose beyond practicality (unfortunately, we can’t observe candidates for weeks). It ensures everyone is assessed fairly under the same conditions. The time pressure reveals:
Priorities: What do you focus on when time is limited?
Decision-making: How do you handle conflicting or stressful demands?
Work tendencies: What is your natural approach under pressure?
Even with limited time, completion of these activities provides insights into a candidate’s values, strengths, and potential development needs. We can infer how they may behave in the workplace, and make recommendations about the support they may benefit from going forward.
With more time, candidates might cover additional factors, but the exercise is designed to see what they prioritise first. Interestingly, extra time often only results in longer and wordier—not necessarily better—responses.
How to Manage Time Effectively
These exercises are meant to be challenging—they help identify candidates ready for further development. However, an unsuccessful result doesn’t mean “never,” just “not yet.” Even in a short timeframe, a wealth of information is gathered to support workplace growth.
Best Strategies for Success
Workplace pressure is inevitable, and some weeks will be tougher than others. Your CPG results highlight areas where you may need extra support, and this is shared with you during feedback (written reports and verbal feedback sessions). This means you are equipped with performance information you can discuss with your line manager so you can find ways forward together, to help you within your current and future roles.
Final Thoughts
While the time pressure may feel stressful, it helps assessors understand your work style, strengths, and development needs. The feedback process allows you to discuss and reflect on the results, identifying areas for growth.
Any assessment linked to promotions is naturally stressful, but preparation and support materials can help you perform your best. The CPG provides a fair opportunity to understand yourself better—whatever the outcome, there’s always value in that.
