Police Now Assessment Competency and Values Framework (CVF) Syllabus

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 Competency and Values Framework (CVF) in Police Now Assessment, not a summary of it.

1. 1

   Foundations of the CVF

   3 topics

   • Purpose and structure of the CVF
     • Three clusters of competencies
     • The four underpinning values
   • How the CVF is used across the assessment
     • Application, interview and assessment centre links
     • Behavioural indicators and levels
   • Self-assessment against each competency
2. 2

   Resolute, Compassionate and Committed Cluster

   3 topics

   • We are emotionally aware
     • Self-awareness and empathy
     • Managing personal emotions
   • We take ownership
     • Accountability for decisions
     • Learning from mistakes
   • Demonstrating resilience and commitment under pressure
3. 3

   Inclusive, Enabling and Visionary Cluster

   3 topics

   • We are collaborative
     • Building partnerships and networks
     • Sharing credit and supporting others
   • We deliver, support and inspire
     • Motivating teams and communities
     • Leading without authority
   • Creating an inclusive and shared vision
4. 4

   Intelligent, Creative and Informed Cluster

   3 topics

   • We analyse critically
     • Evidence-based decision making
     • Weighing competing information
   • We are innovative and open-minded
     • Challenging the status quo constructively
     • Adapting to change
   • Applying knowledge and professional curiosity
5. 5

   Policing Values in Practice

   4 topics

   • Integrity in difficult situations
   • Impartiality and fairness
   • Public service ethos
   • Transparency and openness

Competency and Values Framework (CVF) flashcards for Police Now Assessment

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

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

   The CVF is the national framework, produced by the College of Policing, that sets out the behaviours and values expected of everyone working in policing in England and Wales. It describes the standards of professional behaviour for all roles, ranks and grades.

2. What are the three main building blocks (categories) of behaviour in the CVF structure?

   The three competency clusters are: (1) Resolute, compassionate and committed, (2) Inclusive, enabling and visionary leadership, and (3) Intelligent, creative and informed policing. These sit alongside the four underpinning values.

3. How many individual competencies sit within the CVF, and how are they grouped?

   There are six competencies, grouped in pairs across the three clusters: 'We are emotionally aware' and 'We take ownership'; 'We are collaborative' and 'We deliver, support and inspire'; 'We analyse critically' and 'We are innovative and open-minded'.

4. What are the four values of the CVF?

   The four values are: Integrity, Impartiality, Public Service, and Transparency.

5. What is the overarching purpose of the CVF?

   To set a consistent national standard of professional behaviour, support fair and effective recruitment, development, progression and performance management, and ensure policing reflects the values and behaviours the public expects.

6. What does the CVF say about how competencies and values relate to each other?

   The competencies describe what people need to do (behaviours), while the values describe how those behaviours should be carried out. Both must be demonstrated together; strong performance against a competency means nothing if the values are absent.

7. On what underpinning concept is the CVF based, replacing the older approach to standards?

   It is based on the principles of professional behaviours and values rather than a long list of role-specific competencies, making it applicable consistently across all roles, ranks and grades.

8. What are the typical levels at which CVF competencies are described?

   Each competency is described across multiple levels (commonly Levels 1 to 3), with higher levels reflecting greater complexity, scope of influence and leadership responsibility expected of more senior roles.

9. In Police Now assessment terms, why does the CVF matter to a candidate?

   It is the basis against which a candidate is assessed; interview questions, exercises and scenarios are mapped to CVF competencies and values, so evidencing the right behaviours and values is how candidates score well.

10. What assessment method is commonly used to test CVF competencies, and what does it require from candidates?

    Competency-based (behavioural) assessment, often using examples of past behaviour or scenario responses. Candidates are expected to give structured, evidence-based examples showing the specific behaviours described in the relevant CVF competency.

11. What structured technique is recommended for answering CVF competency-based questions?

    The STAR technique: Situation, Task, Action, Result. It ensures a candidate describes the context, their responsibility, the specific actions they took, and the measurable outcome, providing clear behavioural evidence.

12. How is the CVF typically applied across the different stages of a policing assessment process?

    It is applied throughout: shortlisting and application forms, written exercises, role-play or scenario exercises, and interviews are each mapped to particular CVF competencies and values, so the same framework runs end to end.

13. What is self-assessment against the CVF, and why is it useful?

    Self-assessment is rating your own current behaviour against each competency and value to identify strengths and development gaps. It helps candidates target preparation, gather relevant examples, and create development plans before assessment.

14. When self-assessing against a CVF competency, what evidence should you look for in your own experience?

    Concrete past examples where you displayed the specific behaviours listed for that competency at the appropriate level, including the context, your actions, and the outcomes, rather than vague claims or aspirations.

15. Which CVF cluster do 'We are emotionally aware' and 'We take ownership' belong to?

    The 'Resolute, compassionate and committed' cluster.

16. What does the CVF competency 'We are emotionally aware' require?

    Seeing things from another person's perspective, understanding their needs, treating people with respect and compassion, and managing your own emotions and reactions to build trust and positive relationships.

17. Give two key behaviours associated with 'We are emotionally aware'.

    Examples: actively listening and responding with empathy to others' feelings and views; and recognising and managing your own emotions, remaining calm and professional even in difficult or emotionally charged situations.

18. Why is emotional awareness particularly important in a policing context?

    Officers frequently deal with victims, suspects and members of the public in distressing or hostile situations; emotional awareness enables them to de-escalate conflict, support vulnerable people, and maintain public confidence and trust.

19. What does the CVF competency 'We take ownership' require?

    Being proactive and accountable, taking personal responsibility for your decisions and actions, following through on commitments, and being prepared to make difficult decisions and stand by them.

20. Give two behaviours that demonstrate 'We take ownership'.

    Examples: making decisions confidently and accepting accountability for the outcomes; and proactively identifying problems and acting to resolve them rather than passing responsibility to others.

21. How does 'We take ownership' link to demonstrating resilience and commitment under pressure?

    Taking ownership means persisting through setbacks, staying motivated and accountable when things are difficult, and continuing to deliver on commitments under pressure rather than giving up or deflecting blame.

22. What does it mean to demonstrate resilience in the CVF sense?

    Maintaining effective performance, focus and a positive professional approach despite stress, setbacks, criticism or adversity, and recovering quickly from difficult situations while supporting others to do the same.

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