Police Now Assessment Competency and Values Framework (CVF) Syllabus

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.

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.

How can a candidate evidence commitment under pressure in an assessment example?

By describing a high-pressure situation where they persevered, managed their stress, stayed focused on the goal, adapted as needed, and delivered the required outcome despite the difficulty.

Which CVF cluster do 'We are collaborative' and 'We deliver, support and inspire' belong to?

The 'Inclusive, enabling and visionary leadership' cluster.

What does the CVF competency 'We are collaborative' require?

Working co-operatively with colleagues, partners and communities, building productive relationships, sharing information appropriately, and working across boundaries to achieve shared goals.

Give two behaviours that demonstrate 'We are collaborative'.

Examples: building and maintaining positive working relationships with internal and external partners; and consulting, sharing knowledge and working jointly with others to solve problems and improve outcomes.

Why is collaboration emphasised in modern policing under the CVF?

Effective policing relies on partnership working with other agencies (health, social care, local authorities) and community engagement; collaboration improves problem-solving, resource use, and public confidence.

What does the CVF competency 'We deliver, support and inspire' require?

Understanding and demonstrating how your work contributes to wider organisational goals, motivating and supporting others, leading by example, and inspiring people to give their best and embrace change.

Give two behaviours that demonstrate 'We deliver, support and inspire'.

Examples: aligning your own work with organisational priorities and delivering results that matter; and supporting, developing and motivating colleagues, recognising contributions and creating a positive environment.

How does 'We deliver, support and inspire' connect to creating an inclusive and shared vision?

At higher levels this competency involves articulating a clear, inclusive vision, communicating its purpose so others understand and buy in, and inspiring people across diverse groups to work together toward common goals.

What does 'creating an inclusive and shared vision' mean in practice within the CVF?

Setting a clear direction that reflects the needs and contributions of diverse people and communities, communicating it compellingly, and ensuring everyone understands their part in achieving it so they feel included and engaged.

Why is inclusivity built into the leadership cluster of the CVF?

Because effective, legitimate policing must reflect and serve diverse communities; inclusive leadership values different perspectives, reduces bias, and builds trust both within the workforce and with the public.

Which CVF cluster do 'We analyse critically' and 'We are innovative and open-minded' belong to?

The 'Intelligent, creative and informed policing' cluster.

What does the CVF competency 'We analyse critically' require?

Gathering and assessing information from a range of sources, thinking objectively, identifying patterns and risks, and using sound evidence and reasoning to reach well-judged decisions and conclusions.

Give two behaviours that demonstrate 'We analyse critically'.

Examples: evaluating information objectively from multiple sources to identify the key issues; and using evidence, logic and professional judgement to make balanced, defensible decisions.

How does 'We analyse critically' relate to applying knowledge and professional curiosity?

Critical analysis depends on actively seeking out and applying up-to-date knowledge, questioning assumptions, and remaining professionally curious about information rather than accepting things at face value.

What does the CVF competency 'We are innovative and open-minded' require?

Being receptive to new ideas and different ways of working, challenging the status quo constructively, adapting to change, and finding creative, evidence-based solutions to improve policing.

Give two behaviours that demonstrate 'We are innovative and open-minded'.

Examples: actively seeking and proposing new or better ways of working; and being flexible and open to others' ideas, willing to change your approach when there is a good reason to do so.

What is 'professional curiosity' in a policing context, and why does the CVF value it?

Professional curiosity is the habit of questioning, probing and seeking to understand what is really happening rather than accepting things at face value. It helps identify hidden risk, safeguard vulnerable people, and gather quality evidence.

How should a candidate evidence 'applying knowledge' in a CVF assessment?

By showing they sought relevant information, laws, policies or best practice, and used that knowledge appropriately to inform a decision or action, demonstrating both learning and its practical application.

Define the CVF value of Integrity.

Integrity means always doing the right thing, being honest, consistent and trustworthy, acting ethically, and upholding the standards of professional behaviour even when no one is watching or when it is difficult.

How is integrity demonstrated in difficult situations under the CVF?

By making the ethically correct choice despite pressure, temptation or personal cost, challenging wrongdoing, being honest about mistakes, and refusing to compromise standards even when it is inconvenient or unpopular.

Give an example of behaviour showing a lack of integrity that the CVF guards against.

Examples: covering up a mistake, accepting an improper gift or favour, misusing police powers or information, or staying silent about a colleague's misconduct. The CVF expects officers to challenge and report such conduct.

Define the CVF value of Impartiality.

Impartiality means treating everyone fairly and without bias or favouritism, making decisions based on evidence and the situation rather than personal feelings, prejudice or external pressure, and ensuring fairness to all.

How does impartiality link to fairness in policing decisions?

Impartiality ensures decisions are objective and consistent so that all people, regardless of background, are treated equally; fairness is the outcome of applying impartiality, building public confidence in police legitimacy.

What is the difference between Integrity and Impartiality as CVF values?

Integrity is about being honest and ethically consistent (doing the right thing), whereas Impartiality is about being fair and unbiased (treating everyone equally and making objective, evidence-based decisions free from favouritism).

Define the CVF value of Public Service.

Public Service (public service ethos) means putting the needs of the public first, being dedicated to protecting and serving communities, acting in the public interest, and taking pride in providing a high-quality, accountable service.

How is a public service ethos demonstrated in everyday policing under the CVF?

By prioritising the safety and needs of the public and victims, going the extra mile to help people, being approachable and accountable, and consistently focusing on the wider good of the community rather than self-interest.

Define the CVF value of Transparency.

Transparency means being open and honest about decisions and actions, communicating clearly, explaining the reasons behind decisions, and being willing to be held accountable and scrutinised by the public and colleagues.

Why does the CVF link Transparency and openness to public trust, and how do they differ from Integrity?

Transparency builds trust by allowing the public to see and understand how and why policing decisions are made, supporting accountability. It differs from Integrity in that Integrity is about doing the right thing, while Transparency is about being open and explaining what you did and why.