We recently met with a colleague at Shropshire Fire and Rescue to discuss how they embed the Career Progression Gateway (CPG) into their promotion and development process. Read on to find out more.

The Career Progression Gateway (CPG), developed by VCA Ltd, is an assessment framework designed to support firefighters’ career development and promotion. It provides a structured, fair, and transparent process that assesses leadership behaviours and operational competence essential for progressing to the next level. More information about the CPG can be found on the VCA website: VCA Career Progression Gateway.

Shropshire Fire and Rescue Service uses this framework as the foundation for its promotion process, alongside tailored internal support that reflects the needs of its people and organisation. Below is a summary of how they embed the CPG into their promotion process to support eligible candidates.

  • Communication and Candidate Engagement

    Eligible candidates, those who are substantive and competent, and have been identified as ‘high potential’ or ‘emerging and advancing talent’ through the IPDR/Talent Management process, are invited to apply for promotion through multiple communication channels. They receive direct emails with full details of the process and supporting materials. Additional information is regularly shared via the dedicated CPG intranet page and the weekly internal newsletter, The Pink.

  • Preparation and Support for Candidates

    Shropshire Fire and Rescue Service uses briefing materials provided by VCA, adapting them to include additional internal information. This includes details about available development opportunities to help candidates prepare effectively, and clear guidance on expectations following a successful CPG outcome.  Where it is known in advance that employees want to enter the CPG, the NFCC’s Supervisory or Middle Leadership Development Programme (depending on level of CPG) is offered to provide knowledge and development in leadership and management. The service also prides itself on how it supports neurodiverse employees. Candidates are encouraged to speak openly about any reasonable adjustments they may require to fully participate in the process. VCA is currently developing an animation to guide all candidates through logging in and navigating the CPG system, further supporting accessibility.

  • Feedback and Results

    During the CPG briefing, candidates are informed about the timeline for receiving results and are given guidance on how to interpret and utilise their feedback reports. Shropshire Fire and Rescue Service contacts successful candidates directly to confirm their results and remind them about any scheduled feedback sessions. These sessions provide an opportunity to reflect on performance and explore areas for development in detail and feedback from candidates that take up this opportunity is consistently positive.

  • Next Steps Following CPG Outcomes

    At Shropshire Fire and Rescue Service, candidates who are successful in the CPG enter a formal development stage. They gain access to a broad range of non-operational development opportunities, including Leadership and Management, Critical Management Conversations, Effective Workplace Investigations, Health and Safety training and Train the Trainer. These individuals are then eligible to apply for suitable vacancies at the next level when advertised. For candidates who are unsuccessful, the service provides tailored support. They are offered access to the NFCC Supervisory Leadership Development Programme or the Middle Leadership Programme, depending on the level of CPG they undertook. Where operational needs require them to remain in a temporary role, the Organisation Development Officer works closely with the individual and their line manager to create a personalised development plan. These plans consider the feedback report and identify opportunities for practical experience on station that will help address development areas. Candidates can re-enter the CPG process after 12 months and must successfully pass before beginning a workplace assessment programme.

  • Ongoing Development and Support

    Shropshire Fire and Rescue Service remains committed to continuous professional development. The organisation is currently exploring the  ‘Delivering Feedback for Line Managers’ course to guide managers in holding effective, constructive development conversations with their teams, and access creative and proactive approaches to ongoing learning. At VCA, we’re proud to partner with services like Shropshire Fire and Rescue, who are using the CPG not just to assess, but to actively develop their people, with fairness, clarity, and support at every stage.