Independent Review of Police Officer and Staff Remuneration and ...

3 Entry routes for police officers
are no vacancies 251 . The guidance for the scheme recognises that it can take some time to
facilitate a move into an appropriate role on promotion 252 . The officers themselves recognise
the difficulties of the situation, but ultimately forces are legally bound to promote competent
scheme members and honour the commitments made to them when they joined the scheme.
High potential development scheme for graduates
3.2.76 In 2009, the National Policing Improvement Agency piloted a graduate entry scheme with two
police forces, using the civil service selection process. A small high potential graduate entry
scheme operated in 2010. The two schemes were designed to identify high-potential graduates
who would then be nominated by police forces to attend a national assessment process. To be
eligible, applicants had to have at least an upper second class honours degree. No university
or subject was specified for that degree, as this was regarded by the NPIA as having an
unjustifiable effect on groups with protected characteristics. Applicants also had to have passed
the police force selection process. It was expected that around 80 to 90 candidates would
be assessed, with 20 to 25 being successful. Successful candidates would then join the high
potential development scheme after completing basic training.
3.2.77 Police forces initially expressed considerable interest in the graduate scheme but the financial
climate led to a rapid reduction in recruitment and only 18 candidates were nominated,
of whom ten succeeded and, of those, eight were female. By February 2011, only six of
these candidates were likely to begin in force, joining the 2011 cohort of the high potential
development scheme 253 . The lack of recruitment meant that a 2011 scheme was not run.
Other talent management schemes
3.2.78 Some forces operate their own fast-track and positive action schemes. For instance, the
Metropolitan Police has two schemes, the ‘Metropolitan Police Service emerging leaders
programme’ and the ‘equip to achieve programme’. The emerging leaders programme is
aimed at identifying and developing both officers and staff who display the drive, potential and
commitment to succeed at a senior level. Only police officers at the rank of inspector and chief
inspector, and police staff at band C or D or equivalent level (broadly middle management
grades), are eligible, all of whom are unable to join the HPDS scheme because of their rank.
The scheme is designed to facilitate the talent management of inspectors and chief inspectors
who are considered to have the potential of attaining accelerated promotion to superintendent.
3.2.79 The MPS’s ‘equip to achieve programme’ is designed to address concerns around the success
rates of ethnic minority police officers in the promotion process and the extent to which they
are accepted onto the high potential development scheme. It aims to identify and develop
the brightest and best police officers from ethnic minorities to create ‘a more representative
pipeline of talent at all levels’ 254 . Constables and sergeants are given help in preparing for
the Police National Assessment Centre, passing which is a precondition to admission to the
national HPDS.
Developing chief officers
3.2.80 As explained above, officers wishing to progress from superintending to chief officer ranks
must first pass the Strategic Command Course, a course for superintendents and chief
superintendents who aspire to chief officer rank 255 . The requirement to attend the SCC in order
to be promoted to Assistant Chief Constable and higher ranks was set out in Home Office
Circular 98/1991. The Strategic Command Course is the only mandatory course for police
251 High Potential Development Scheme, National Policing Improvement Agency, London, 7 February 2011, page 5
252 High Potential Development Scheme (HPDS): Manual of Guidance, National Policing Improvement Agency, London, 3
August 2011, pages 16-17
253 High Potential Development Scheme, National Policing Improvement Agency, London, 25 February 2011, page 4
254 Race and Faith Enquiry – Exploring Options for Multi Point Entry to the Police Service, Chief Executive of the
Metropolitan Police Authority, London, 26 May 2011, Appendix 1, page 2
255 Strategic Command Course 2012 – Curriculum Guide, National Policing Improvement Agency, London, May 2011,
page 5
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