hvallance

About Hannah Vallance

Hannah Vallance is a British Psychological Society Chartered Occupational Psychologist with twenty years’ experience specialising in assessing talent and developing potential for UK Fire & Rescue Services. She supports both applicants and organisations to find the best occupational fit, facilitating positive workplace behaviours and enhanced performance.

Is it time for change in Firefighter recruitment?

With each FRS using different methods to select firefighter trainees, it’s very difficult to track what works and what doesn’t. With damning reports on inappropriate behaviour and poor demonstration of core ethics and values, and a persistent lack of representation in the Service, it’s time to look at this issue in greater depth.

Is it time for change in Firefighter recruitment?2023-08-29T13:58:14+00:00

Our proven solutions to HMICFRS Inspection Reports ‘People’ concerns

As industry experts with over twenty years’ experience supporting FRS’s from all over the UK, we understand the ‘People’ issues facing your service. It is a central theme that has arisen time and time again in HMI Inspection Reports across a wide range of FRS´s, so you’re not alone.

Our proven solutions to HMICFRS Inspection Reports ‘People’ concerns2023-03-16T16:06:15+00:00

What is the difference between the full Career Progression Gateway and the CPG LITE?

The Career Progression Gateway (CPG) is an online assessment platform, that measures FRS candidates’ performance for promotion against the Leadership Qualities. The CPG LITE is a ‘lighter touch’ version which retains all the important elements which make the process as effective as it is, whilst reducing psychologist assessment time and therefore costs.

What is the difference between the full Career Progression Gateway and the CPG LITE?2023-03-02T10:45:22+00:00

What happens when all your candidates pass?

Over the last four years of the Career Progression Gateway (CPG) assessment process for FRS promotions, the pass rate has hovered somewhere around 55%. Sometimes it will drop below 50%, but in general 60% + is more common, and this is consistent across FRS’s and promotional levels.

What happens when all your candidates pass?2023-01-16T14:17:26+00:00

Are two assessment exercises better than one?

We all know that it’s important to assess candidates for promotion using fair, reliable and valid methods. But if we have one exercise which fits the bill, do we really need to spend the time and money on a second?

Are two assessment exercises better than one?2022-11-15T13:06:25+00:00

A New Way to Empower Line Managers

There is a shift across the FRS towards a holistic new approach for succession planning and developing leadership capability (as explored in the NFCC’s People Strategy and Talent Management Toolkit.

A New Way to Empower Line Managers2023-02-06T11:56:18+00:00
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