College of Policing National Sift / Online Assessment Process The Competency and Values Framework (CVF) Syllabus

The Competency and Values Framework (CVF) syllabus — full chapter and topic list

Expand any chapter to see its topics and sub-topics. This is the whole examinable outline for The Competency and Values Framework (CVF) in College of Policing National Sift / Online Assessment Process, not a summary of it.

1. 1

   Structure and Purpose of the CVF

   4 topics

   • Origins and role in policing professionalism
     • Replacement of the legacy IPLDP behaviours
     • Link to the Code of Ethics
   • The three clusters of competencies
     • Resolute, compassionate and committed
     • Inquisitive, open-minded and creative
     • Innovative and forward-thinking
   • Operating levels and rank expectations
   • How the CVF drives assessment design
2. 2

   The Four Core Values

   4 topics

   • Integrity
     • Honesty in difficult situations
     • Challenging inappropriate behaviour
   • Impartiality
     • Avoiding bias and conflicts of interest
     • Procedural fairness
   • Public service
     • Prioritising public need over self-interest
   • Transparency
     • Accountability and openness to scrutiny
3. 3

   The Six Competencies in Detail

   6 topics

   • We are emotionally aware
     • Self-awareness and managing emotions
     • Empathy with diverse communities
   • We take ownership
   • We are collaborative
   • We deliver, support and inspire
   • We analyse critically
   • We are innovative and open-minded
4. 4

   Applying the CVF Across Exercises

   4 topics

   • Recognising which competencies an exercise targets
   • Demonstrating values under time pressure
   • Evidence-led behaviour over rehearsed scripts
   • Avoiding negative indicators

The Competency and Values Framework (CVF) flashcards for College of Policing National Sift / Online Assessment Process

20 of 50 cards from the The Competency and Values Framework (CVF) deck — real questions with worked answers.

1. What is the Competency and Values Framework (CVF) and who publishes it?

   The CVF is the College of Policing's national framework that sets out the competencies and values expected of everyone working in policing in England and Wales. It describes the behaviours and standards staff and officers should demonstrate to deliver an effective, professional policing service.

2. Why was the CVF introduced in relation to policing professionalism?

   It was introduced to professionalise policing by providing a single, consistent, evidence-based standard of behaviour across all forces. It links individual behaviour to public confidence, supports fair recruitment, promotion and development, and embeds shared values so policing is delivered ethically and consistently nationwide.

3. How does the CVF relate to the Code of Ethics?

   The CVF operationalises the Code of Ethics by translating its principles and standards of professional behaviour into observable competencies and values. The values within the CVF are drawn directly from the policing principles, making ethical conduct measurable in recruitment and assessment.

4. What are the two main building blocks of the CVF's structure?

   Competencies (grouped into three clusters of behaviours) and Values (four core values). Together they describe both what people need to do and the ethical standards that underpin how they do it.

5. Name the three competency clusters of the CVF.

   1) Resolute, compassionate and committed; 2) Inclusive, enabling and visionary leadership; 3) Intelligent, creative and informed policing.

6. Which competencies sit within the 'Resolute, compassionate and committed' cluster?

   We are emotionally aware; We take ownership.

7. Which competencies sit within the 'Inclusive, enabling and visionary leadership' cluster?

   We are collaborative; We deliver, support and inspire.

8. Which competencies sit within the 'Intelligent, creative and informed policing' cluster?

   We analyse critically; We are innovative and open-minded.

9. List all six CVF competencies.

   We are emotionally aware; We take ownership; We are collaborative; We deliver, support and inspire; We analyse critically; We are innovative and open-minded.

10. What are the four values of the CVF?

    Integrity, Impartiality, Public service, and Transparency.

11. How many operating levels does the CVF define, and what are they?

    Three levels: Level 1 (practitioner / frontline delivery), Level 2 (supervisors and middle managers), and Level 3 (senior leaders). Each higher level encompasses and builds on the behaviours of the levels below it.

12. What does Level 1 of the CVF represent?

    Level 1 applies to those whose role is mainly about delivering policing directly to communities and colleagues at the frontline. It focuses on practical, individual-level behaviours such as taking ownership of one's own work and being emotionally aware in everyday interactions.

13. What does Level 2 of the CVF represent?

    Level 2 applies to supervisors and managers who work through and lead others. It involves coordinating teams, supporting and developing colleagues, and applying competencies at a broader operational and people-management scale.

14. What does Level 3 of the CVF represent?

    Level 3 applies to senior leaders responsible for strategy, culture and organisational direction. It involves setting vision, shaping force-wide priorities, and influencing across and beyond the organisation.

15. How do the CVF operating levels relate to rank?

    The levels are tied to the demands of a role rather than rank alone, but broadly higher ranks operate at higher levels. The levels are cumulative: a person at Level 3 is still expected to demonstrate Level 1 and Level 2 behaviours.

16. For the National Sift / online assessment of new officer recruits, which CVF operating level is normally assessed?

    Level 1, because candidates are applying for frontline practitioner (constable) roles. Answers should demonstrate Level 1 behavioural indicators rather than supervisory or strategic ones.

17. How does the CVF drive the design of police assessment exercises?

    Each assessment exercise is built to elicit evidence of specific CVF competencies and values. Tasks are mapped to behavioural indicators, scoring is criterion-referenced against those indicators, and assessors mark the demonstrated behaviours rather than personal opinion.

18. What does 'criterion-referenced' assessment mean in the CVF context?

    Candidates are scored against fixed, predefined behavioural indicators for each competency and value, not ranked against one another. Meeting the indicators earns the marks regardless of how other candidates perform.

19. What is a 'behavioural indicator' in the CVF?

    A specific, observable example of behaviour that shows a competency or value is (positive indicator) or is not (negative indicator) being demonstrated. Assessors use these indicators as the marking criteria.

20. Define the CVF value of Integrity.

    Acting with honesty and consistency, doing the right thing even when no one is watching, challenging poor behaviour and wrongdoing, and not abusing one's position or authority. It builds trust through consistent ethical conduct.

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