The Career Progression Gateway (CPG) behavioral assessments are a key step in career growth—but what happens next is just as important.

The CPG consists of two parts. First, candidates complete online, timed exercises that reveal how they prioritize behaviors under pressure. Second, they receive a feedback report highlighting their strengths, motivations, and areas for improvement, ideally followed by a verbal feedback session to explore these insights in more depth. This helps candidates connect their performance in the assessment to their performance in the workplace, creating a roadmap for development.

A crucial third step happens after the feedback session: the candidate meets with their line manager (LM) to discuss next steps. In organizations where CPG is well-established, this process runs smoothly. But not all managers are familiar with it, so here are some practical tips for supporting your team members—whether they were successful in their promotion bid or not.

  • 1

    Encourage Self-Direction

    Development is a shared responsibility. The candidate’s effort is what ultimately drives progress, but as a line manager, you can collaborate with them to make decisions and explore options together.

  • 2

    Get Creative with Learning

    Formal training has its place, but development opportunities can also come from everyday experiences. Look for ways to create learning moments within the team or across different departments.

  • 3

    Delegate with Purpose

    Think about the meetings, projects, and initiatives you’re involved in. Could any of these provide valuable experience for someone on your team? Delegating tasks strategically empowers them while helping you spot their strengths and areas for growth.

  • 4

    Foster Shared Problem-Solving

    Encourage open discussions where the team can brainstorm solutions together. This not only builds problem-solving skills but also fosters collaboration and confidence.

  • 5

    Promote Mentoring and Coaching

    Encourage individuals to seek mentorship from someone they respect outside their immediate team. Regular, structured mentoring (every 4-6 weeks) tends to be more effective than casual check-ins. They could also mentor someone else, reinforcing their own learning.

  • 6

    Facilitate Skill Sharing

    If someone struggled with a particular skill in the assessment, they can learn from a colleague who excels in that area. Likewise, they can share their own strengths with the team. Teaching others is a great way to deepen learning.

  • 7

    Seek Support as a Manager

    If you feel you need more guidance on supporting development, don’t hesitate to ask your own manager or find a mentor. Building these skills benefits both your team and your own career progression.

  • 8

    Take It One Step at a Time

    Everyone is busy, so development should be manageable. Focus on two key areas for improvement over a three-month period, checking in regularly. If progress is being made, consider adding another focus area. Adapt to each individual’s pace and celebrate their achievements along the way.

This process isn’t just about helping your team—it’s also a valuable learning experience for you. Developing others builds leadership skills that will support your own career growth.

VCA’s Online Workshop for Line Managers

VCA offers interactive 2.5-hour workshops for line managers on supporting candidates post-CPG. These sessions, for 6-8 people, are open to line managers from Crew to Group Manager level across any FRS.

Workshops start in May 2025 at £95pp + VAT, including short pre- and post-course exercises.