The number of Career Progression Gateway (CPG) enquiries and demo’s we are delivering each week is really gathering pace. But why is the CPG getting so much attention now?
‘Fast-track, talent management, high potential, role jumping, leap frogging’… it’s almost as hard to find the right term for it as it is to work out how to do it!
Every once in a while I deliver video feedback sessions; its great way to ‘keep my hand in’ and gives me useful insights into how candidates are finding the CPG and what I can do to further support behavioural development, and ultimately progress positive culture change.
Absolutely. There are a range of ways to drive positive culture change, and the importance of behavioural assessments for recruitment and promotions should not be under-estimated.
We have been running Best Practice Sharing meetings for Fire & Rescue Services since 2015. So why do we run them?
The Direct Entry selection process has been completed, with VCA’s Career Progression Gateway (CPG) identifying candidates most suitable for the final interview stage. Here’s why the CPG is a pragmatic choice for managing both Direct Entry and internal promotions:
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.
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.
Is your FRS thinking about how to make improvements to meet HMICFRS report recommendations? Or about making changes now, in order to get ahead of future inspections?