We’ve recently collected feedback from line managers on candidates who completed our CPG process, and the results are very promising.

 The line managers’ perceptions of who is ready to take on greater responsibility closely align with the CPG assessment outcomes.

Here’s what the data tells us: even with a small sample size, the correlation between CPG scores and line manager feedback is meaningful. Specifically, services such as:

🔹 Oxfordshire FRS show a very strong alignment
🔹 Shropshire FRS demonstrate a solid, positive relationship
🔹 Overall, across both services, the correlation is consistently moderate to strong

In simple terms: when our CPG process flags a candidate as “high potential,” their line managers tend to agree, and when the CPG evaluates candidate performance as below expectations, line managers’ ratings of performance in role concur.

Why does this matter?

  • Line managers aren’t always formally trained assessors, so this alignment shows the CPG’s robustness.

  • The feedback questionnaires are concise for line manager completion, encouraging honest and efficient responses.

  • Even with these factors, the process delivers credible, reliable insight into talent.

This means the CPG is more than just fair and consistent, it’s a trusted, evidence-based tool to help Fire and Rescue Services identify and develop future leaders.