Promoting and developing On‑Call candidates comes with unique challenges. Limited availability, dispersed teams, and varying levels of experience mean that progression and leadership assessment must be practical, fair, and credible. Since 2020, VCA has supported Fire & Rescue Services with the Career Progression Gateway (CPG), enabling On‑Call candidates to demonstrate leadership potential efficiently and confidently.

The Career Progression Gateway (CPG)

The CPG is a scenario-based assessment designed to evaluate readiness for supervisory roles. Using realistic case studies and role plays aligned to NFCC Leadership Behaviours, it provides a fair, consistent, evidence-based way to identify leadership potential for both Wholetime and On‑Call candidates.

For On‑Call selection, the CPG ensures that candidates are assessed to the same standards as Wholetime candidates, supporting consistent, credible progression decisions.

CPG Lite — Practical & Efficient for On‑Call

The CPG Lite is a shorter, streamlined version of the full assessment. It allows candidates to demonstrate leadership potential in a focused and proportionate way, without extensive preparation or unnecessary impact on availability.

Each FRS can decide whether to use the CPG Lite or the Full CPG. For services with higher candidate volumes, CPG Lite is typically the most recommended.

  • Fits around shift patterns, making career progression achievable

  • Clear, pre-written evidence statements for each level

  • Fair and credible standards, with the same assessment capabilities as the Full CPG

Individual or Small Group Feedback — Build Confidence and Capability

Structured feedback sessions give candidates a supportive space to reflect, learn, and develop. One-to-one sessions are ideal, but small group sessions can be a cost-efficient and effective alternative, particularly for On‑Call candidates who may have limited time or other commitments to prioritise additional development opportunities.

  • Encourage shared learning and practical problem-solving

  • Clarify expectations and boost confidence

  • Help candidates understand performance and the practical managerial skills and behaviours essential for progression

Case Study: Shropshire Fire & Rescue Service

Since 2020, Shropshire Fire & Rescue Service has assessed 146 candidates across Crew Manager and Watch Manager roles, spanning both Wholetime and On‑Call candidates. For Crew Manager, 92 candidates were assessed (35 On‑Call, 57 Wholetime), and for Watch Manager, 54 candidates (5 On‑Call, 49 Wholetime). The years covered were 2020, 2021, 2022, and 2025.

Crew Manager Performance

On‑Call Crew Manager candidates have shown strong improvement over time. This has been supported by enhancements to briefings, e-learning and skills workshops, as well as the benefit of feedback reports, development sessions and CPG-linked development plans.Their average CPG scores, combining case study and role play, rose from 52% in 2020 to 64% in 2025, while Wholetime candidates increased from 63% to 67%. Pass rates for On‑Call candidates also grew significantly, from 17% in 2020 to 69% in 2025, demonstrating that with consistent assessment and structured support, On‑Call candidates can steadily close the gap with Wholetime peers.

Watch Manager Performance

Watch Manager On‑Call cohorts have also made solid progress. Average CPG scores improved from 56% in 2020 to 60% in 2025, while Wholetime scores remained steady at 62%. Pass rates for On‑Call candidates rose from 50% in 2022 to 66% in 2025, showing that even smaller On‑Call cohorts can achieve outcomes comparable to Wholetime candidates.

Candidate Feedback

Feedback has remained consistently strong across both On‑Call and Wholetime groups. In some cases, On‑Call candidates rated the assessment process even higher than Wholetime candidates, reflecting confidence in the fairness and clarity of the approach.

Key Takeaways

Shropshire’s experience demonstrates that a single, consistent competency framework can support both On‑Call and Wholetime pathways effectively. By combining structured assessments, clear feedback, and supportive development, On‑Call candidates can perform strongly alongside Wholetime peers, with rising pass rates and positive candidate experiences.