Information Pack for the Fast Track Detective Constable Programme - January 2021 - Cheshire Constabulary
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Information Pack for the Fast Track Detective Constable Programme January 2021
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At Cheshire Constabulary, you will be
developed, supported, and valued.
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CONTENTS 04 14
CHESHIRE AT BENEFITS
A GLANCE
15
05 JOB DESCRIPTION
MAP OF CHESHIRE
/ POSTINGS
18
COMPETENCY AND
06 VALUES FRAMEWORK
FAST TRACK DETECTIVE FOR POLICING
CONSTABLE
19
08 CVF BEHAVIOURS
REQUIREMENTS
Qualifications
Age requirements 24
National requirements THE BREAKDOWN
Convictions OF CVF VALUES AND
Financial status BEHAVIOURS
Tattoos
Additional requirements
Reasonal adjustments 25
FAQ’S
10
SELECTION PROCESS:
Application
27
USEFUL LINKS
Online assessment
Interview
Pre-employment checks
Fitness and medical
References
Offer of employment
Commence training
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CHESHIRE Cheshire has a population of just over one million people
AT A The policing area of Cheshire covers 919 square miles with a
strategic crossroads in the national motorway infrastructure
GLANCE Cheshire consists of four unitary Borough Councils:
Cheshire East, Cheshire West & Chester, Halton and Warrington
There are 440,000 households in the County with an average
of 2.33 people per household
Whilst Cheshire has some highly affluent areas, there are also
areas of multiple deprivation with pockets of deprivation in each
of the four council areas
The population of Cheshire is predicted to rise by approximately
60,000 in the next fifteen years
The county is home to 53,108 students
The average age of residents is 40.4 years
Cheshire’s population is predominantly made up of White British
which account for 96.9% of the population.
Mixed race is the next highest ethnicity at 1%, with Asian British
Indian 0.5%, Asian British Other at 0.4%, Asian British Chinese at
0.3% and Black British at 0.2%
Cheshire covers an area of great diversity, with large rural
expanses, areas of extensive heavy industry and a number of
urban areas
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MAP OF
CHESHIRE
MAP OF LOCAL
POLICING UNITS
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FAST TRACK DETECTIVE CONSTABLE
Being a Detective is not only challenging it is extremely rewarding. You will be the difference that helps make
Cheshire safer, serve our local communities and strive to achieve the right outcome for victims and their
families. Our Detectives investigate anything from domestic abuse, fraud, robbery, child protection, cyber-
crime, serious assaults, organised crime, right the way through to high level drugs importation and serious
organised crime.
The Fast Track Detective Programme is completely new to Cheshire Constabulary and we have desired this
course to equip you with the right knowledge and resources to support you in becoming an accredited
Detective in just under two years. This is a brand new entry route into Policing which has been developed by
Cheshire’s lead Crime Training Team.
All candidates will initially commence on the IPLDP+ 18 weeks training programme. This is a national
programme, led by the College of Policing, to modernise Police Probationer training throughout the
country. The programme will equip you with the skills and knowledge to perform in the role, and much of
the learning will take place in the operational working environment.
During your training you will cover additional modules that will prepare you for your Fast Track Detective
journey you are about to embark on.
The programme aims to support and assess student officers throughout their two year probationary period
against 10 National Occupational Standards.
Induction
Personal safety training
First Aid Training
Criminal law and police procedures training
Community based scenario training
10 week operational tutorship
Assessment against the National Occupational Standards
Once you have completed your 18 weeks initial training at Cheshire Police Headquarters, you will be
posted to a Local Policing Unit
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Upon successful completion of the IPLDP+ programme, you will join frontline response units to
consolidate this learning for a minimum time period of 18 months in order to complete your Student
Officer Learning Assessment Portfolio (SOLAP). Throughout your time on response you will undertake
development sessions lead by Crime Training where you will work towards completing Professionalising
Investigation Programme One and Two.
Professionalising Investigation Programme One (PIP1): Priority and volume crime
Professionalising Investigation Programme Two (PIP2): Serious and complex crime
PIP1&2 TRAINING OVERVIEW
Initial Serious & Complex Professionalising Investigation Programme (ISCPIP), is a seven week course.
This course will take place 12 months after you have completed the IPLDP+ programme. Within this
time period you will be working as a response officer, where you will develop and acquire skills that will
enhance your Detective career.
What the ISCPIP seven week course looks like?
Week one - Investigative skills Week Five - Public Protection
• Code of Ethics/Authorised Professional Practice • Overview of PP/Child Protection
• Decision Making and Recording • Case feeds - further opportunity to develop
• Model of Investigation investigative decision making
• 5 Building Blocks • Delivery around all 13 strands of P.P.
• Developing Investigative Strategies • Identification and management of Risk
• Case feeds
Week six - Specialist week
Week two & three - Witness interviewing • Bespoke Open Source Training
• 7 Principles • IPA and Communications Data Inputs
• Victim Code of Practice
• ABE - S16 & S17 YJCEA Week seven - Exercise & Tribunal
• Planning and Preparation - Assessment pack • 3 Day Exercise - Syndicate Based
• PEACE & ABE models • Multi-media feeds
• Psychology of interviewing • Record Decisions/Rationales/Actions
• 2 x Interviews (practice and assessed) • Plenary Sessions
• Self-Reflection • All given opportunity to act as Lead
Decision Maker
Week four - Suspect interviewing • Cross-examined on your decisions
• Role of Legal Representative
• Pre-interview disclosure
• Planning and Preparation - SE3R/PLAT
• Special Warnings
• Bad Character
• Clarification phase
• 2 x Interviews (practice and assessed)
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QUALIFICATION REQUIREMENTS
The minimum eligibility requirement to apply to be on the Fast Track Detective programme with Cheshire
Constabulary is for applicants to hold a Level 3 qualification (2x A Level grade A*- D) or equivalent Level
3 at the time of applying.
AGE REQUIREMENTS
Applicants can apply at age 17 years, however must have attained the age of 18 years to receive a formal
offer. This can seen on the Police Could You website.
NATIONAL REQUIREMENTS
Applicants must, be a British Citizen or a citizen from the European Economic Area, or a Citizen of another
country, resident in the UK, free of restrictions or have an indefinite leave to remain. All applicants must
provide proof of their nationality. There will be no provision for direct recruitment from abroad, as per the
police Regulations.
The Vetting Code of Practice and the Cabinet Office Security Policy Framework requires a minimum
period of 3 years residency in this country, so that meaningful vetting checks can be undertaken. This
requirement is also identified in the relevant College of Policing guidance on the recruitment of police
officers and special constables.
CONVICTIONS
All applicants will undertake vetting prior to an offer of employment. Applicants should be transparent
and include any crime, caution, road traffic offence, speeding ticket etc. There are some offences that will
lead to mandatory rejection, offences committed as an adult or a juvenile which resulted in a custodial,
suspended or deferred sentence and sentences served at a young offenders’ institution or community
home; or the applicant is a registered sex offender or is subject to a registration requirement in respect of
any other conviction.
If an applicant declares any of the following convictions or security-vetting checks reveal them, the
application will be rejected:
offences of domestic abuse
offences of dishonesty, corrupt practice or violence
offences where vulnerable people were targeted
offences motivated by hate or discrimination
Offences dealt with by way of fixed penalties for minor motoring offences should not in themselves be
a barrier to recruitment unless the applicant is a persistent offender. Each case will be considered on a
case-by case basis.
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FINANCIAL STATUS
Applicants will have their financial status checked prior to offer of employment.
Applicants with outstanding County Court judgements, who have been registered bankrupt with outstanding
debts, will be rejected. If an applicant has discharged bankruptcy debts, they will need to provide a Certificate
of Satisfaction with their.
TATTOOS
Visible tattoos are unacceptable if they reasonably could be interpreted as discriminatory or offensive
and/or indicate attitudes or views inconsistent with the College of Policing’s Code of Ethics and the
Standards of Professional Behaviour.
Careful consideration will be given by Cheshire Constabulary on application, to any tattoo on the neck,
face or hands, in deciding if it is acceptable. This includes considering the size, nature and prominence of
the tattoo.
Tattoos are not acceptable if they:
Could cause offence or be construed as inappropriate to members of the public or colleagues is not
acceptable and must be covered.
Undermines or detracts from the dignity, authority or professional image of the Force is not acceptable
and must be covered, such as tattoos which include swear words or naked person/s.
Where there is any doubt, police officers or police staff members will ensure tattoos remain covered,
e.g.; tattoos considered unacceptable on the lower arms must be covered by a long sleeve shirt.
Are garish or numerous or particularly prominent, i.e. on the hands, neck, face or fingers.
Could cause offence to members of the public or colleagues and/or invite provocation.
Includes tattoos that are rude, lewd, crude, racist, sexist, sectarian, homophobic, violent or intimidating.
Tattoos that display unacceptable attitudes towards women, minority groups or any other section
of the community, or alignment with particular groups, which could give offence to members of the
community, are unacceptable. Candidates must have no affiliation to groups such as BNP/Combat 18,
English Defence League or the National Front.
ADDITIONAL REQUIREMENTS
Driving Licence - Applicants must possess a full UK manual driving licence.
REASONABLE ADJUSTMENTS AND ACCOMMODATIONS
It is important that you consider if you would like to request arrangements that will assist you in completing
the selection process. For example, in relation to disability, dyslexia, learning difficulties, pregnancy,
injury etc. Any requests for reasonable adjustments will be considered and arranged where possible. This
information will be treated with the utmost confidence. If you require any support or further information
please email mfss.resourcing@cheshire.pnn.police.uk at the earliest opportunity.
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SELECTION PROCESS
When applying to Cheshire Constabulary as a Fast Track Detective Constable, you will progress through
stages. These stages are listed below to help you understand the process you are about to embark on.
All candidates are required to successfully pass every stage of the process to be recruited as a Detective
Constable.
APPLICATION
You are required to complete an online application form. The application form consists of personal
information, education, employment history as well as questions regarding your motivation for applying
to be a Detective Constable with Cheshire Constabulary.
The section criteria for a Detective Constable has been set by the College of Policing and are in line with
the Police Regulations 2003 Act.
Candidates transferring Assessment Centre (SEARCH / Day ONE / Online) scores must complete the
application form and all other stages of the process, apart from the assessment stage.
ONLINE ASSESSMENT
The College of Policing online assessment process is an online process for the recruitment of police
constables. It is a series of stages containing exercises that test the key competencies and values that are
important for police constables.
The Competency and Values Framework (CVF) sets out the behaviours expected of everyone working in policing.
The Assessment will consist of:
Stage 1 - Situational judgement test (SJT)
Stage 2 - Competency-based video interview
Stage 3 - Written exercise
Stage 4 - Briefing exercise
You will receive an information pack around two weeks before your assessment. This will contain all the
information you need to prepare yourself for the assessment centre process.
To enable forces to continue with recruitment in light of COVID-19 the new online assessment is currently
being rolled out across all forces. To support this process, Cheshire Constabulary will progress candidates
to interview using random allocation. Please do not worry if you are not progressed, there will be further
opportunities to be invited to interview throughout 2021.
Any requests for reasonable adjustments will be considered and arranged where possible, please contact
mfss.resourcing@cheshire.pnn.police.uk who will be able to assist you with your application for
accommodation or reasonable adjustment. Further information can be found on the College of Policing
website: www.college.police.uk.
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INTERVIEW
Interviews will be conducted via Skype, however face to face interviews will be accommodated if
requested and held at Cheshire Constabulary Headquarters, Winsford.
Candidates successful at the Assessment who meet the required standard for Cheshire Constabulary will
be invited to an in-force interview. This is a panel interview consisting of two people; an operational
Detective and an independent. All panel members have received the Cheshire Constabulary training
in Standards of Practice and Unconscious Bias to ensure fairness and legitimacy of the process. The
interview will be assessed against the Competency and Values Framework (CVF) which defines relevant
competencies and values. Questions will be based on the CVF, and will consist of a mixture of competency
and values based questions. The interview may include motivational questions, scenario questions,
situational questions or forward facing questioning.
The interview panel will also be looking for candidates awareness of the standards required of a Police
Officer. These are laid out nationally in the Code of Ethics and can be accessed via the College of Policing
website: www.college.police.uk.
The in-force interview decision making process uses a linear assessment. Candidates must pass the
interview stage to be considered for the next stage of the process. Candidates who are successful at the
interview stage will receive a conditional offer and will be progressed through the recruitment process.
Not all candidates who pass the interview stage will be issued with a conditional offer and will be placed
on hold due to the time limitations of the pre-employment checks.
PRE-EMPLOYMENT CHECKS
Candidates who receive a Conditional Offer of employment will be invited to complete the following
checks:
Fitness test
Candidates have two attempts to complete the fitness test, candidates will be invited back to re-take the
fitness test three weeks after their initial attempt. Failure to complete it on the second attempt will result in
your application being withdrawn.
Drug screening test
Biometrics
- DNA
- Fingerprints
Medical
- Signed GP statement (fees payable by applicant)
- Opticians (fees payable by applicant)
- Occupational Health (medical appointment)
Final vetting / security checks
References
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FITNESS AND MEDICAL REQUIREMENTS
They must pass a fitness test consisting of a 15m multi-stage shuttle run (bleep test) to level 5.4 (3 minutes
and 40 secs).
Applicants must also satisfy the current medical requirements where individuals are assessed in terms
of ability based on the role, functions and activities of an operational constable and their fitness to work.
Advice is also given on potential accommodations for disability; each case is considered on an individual
basis.
The medical requirements include height and weight to ascertain the applicant’s BMI, hearing, eyesight and
urine tests, drug test, lung capacity tests and previous medical history is scrutinised by the occupational
health nurse.
REFERENCES
Satisfactory references must be obtained covering a period of two years.
If you require further information on the medical standards including eye sight standards, please visit
the College of Policing website www.college.police.uk. Further advice and guidance is available online
and also from MFSS Resourcing.
Any non-attendance or delay in attending appointments may result in you not meeting a specific
intake date and your application to join Cheshire Constabulary may be placed on hold or withdrawn.
OFFER OF EMPLOYMENT
Once all satisfactory pre-employment checks have been received you will be sent a formal offer of
employment. Candidates are advised not to hand in their notice until they have received their final offer
of employment. Intakes will be determined by the readiness of the candidate. Those who successfully
complete their pre-employment checks will be progressed; any delay in this stage of the process will
result in candidates being progressed to the next available intake.
Delays are caused by:
The candidate being unable to comply with the timeline due to pre-booked annual
leave work commitments.
Additional medical information required.
Needing to complete a second fitness due to not meeting the required standard.
Incorrectly completing their vetting/medical forms.
Further investigation at the vetting/medical stage being required.
Missing pre-employment check appointments.
Outstanding references.
Holidays.
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COMMENCE TRAINING
18 weeks initial training, assessed over a two year probationary period against 10 National Occupational
Standards.
Included within IPLPD+ programme:
Induction
Personal safety training
First Aid Training
Criminal law and police procedures training
Community based scenario training
10 week operational tutorship
Assessment against the National Occupational Standards
In agreeing to join Cheshire Constabulary, you are agreeing to our posting principles, which means that you
could be posted anywhere across the county of Cheshire. Our workforce planning team considers a range
of information when deciding on your posting.
Cheshire Constabulary reserves the right to retract an offer at any stage of the selection process.
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BENEFITS
Cheshire Constabulary is proud to offer a benefits package that provides a range of opportunities and
options for all, some are detailed below. Further information can be found at www.cheshire.police.uk/jobs
Starting salary of £24,780, potentially rising to £41,130 within
SALARY your first seven years.
The starting annual leave entitlement is 22 days per year rising to
LEAVE 30 days depending on your length of service. The leave period
for Cheshire is April - March’. You can also expect other forms of
leave including maternity, paternity, parental and special leave.
OTHER Occupational Health provider at HQ
Sports and Social Club
On site gym facilities
Wellbeing Zone
To sign up to Blue Light Card discount
Membership of the police pension scheme
Continuing Professional Development (CPD)
Career progression
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JOB DESCRIPTION
POLICING PROFESSIONAL PROFILE
ROLE PURPOSE
Detective Constables play a critical role in discovering the truth behind a crime. They gather, verify and
assess all appropriate and available information to gain an accurate understanding of situations.
Detective Constables develop and evaluate strategies to manage investigations and work in partnership
on a day-to-day basis with staff across all levels, including stakeholders and colleagues in order to reach
the desired outcomes for the victims and continue to provide reassurance and build confidence to
improve the quality of life for citizens.
This role carries legal powers to enable the maintenance of law and order and bears responsibility for
making autonomous decisions in accordance with the National Decision Model and Code of Ethics,
exercising professional discretion, as appropriate to the role, in line with legal frameworks and policy
guidelines.
Detective Constables and Police Constables are required to meet and maintain the highest professional
standards required of their role, by conducting all actions in a legal, balanced, proportionate and justifiable
manner to uphold the law and achieve the best outcomes in a wide range of situations/incidents.
Detective Constables and Police Constables share the same rank but operationally have very different day
to day roles.
“A Detective must pursue all reasonable lines of enquiry whether they point towards or away from a
suspect”.
THE ROLE OF Identify and manage crime scenes
A DETECTIVE Identify and manage forensic evidence
CONSTABLE IS TO; Identify and manage search issues
Interview victims of crime
Manage victim care
Deal with Intelligence
Identify trace and arrest suspects
Interview suspects
Pursue further lines of enquiry
Prepare files of evidence
Liaise with the Crown Prosecution service
Bring offenders to justice
Return stolen property to its original owners
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AS A DETECTIVE CONSTABLE YOU WILL;
Manage and conduct a range of complex investigations in your area of responsibility
Gather, verify and assess all appropriate and available information to gain an accurate understanding of
situations to an agreed case investigation plan
Develop and evaluate strategies to manage investigations, working closely and communicating with staff
at all levels
Make decisions based on balancing risks, costs, benefits and the wider impact
Use cutting-edge technology to help with the investigations
Analyse and interpret data, examine records and documents
Prepare, complete and submit accurate case papers and evidential files to the highest professional
standard and within set time limits
Handle and document exhibits
Deal with forensic material and its submissions
Conduct interviews and interrogations
Participate in and conduct raids, searches or arrests
Identify appropriate witnesses and obtain evidential accounts
Work with all colleagues as a team
Keep up to date with changes in legislation and procedures as they affect criminal investigation
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While out on Response you will be accountable for the following:
Provide appropriate initial and ongoing frontline response to a wide range of incidents that may include
complex and confrontational situations, assessing immediate risk, threat and harm to determine a
proportionate response in line with the law, policy and guidance.
Take a leading role in establishing effective localised partnerships to problem solve, engage with,
reassure and support organisations, groups and individuals across communities in line with the Force’s
planned approach.
Effectively engage with victims, witnesses, suspects and the vulnerable, in accordance with equality,
diversity and human rights considerations, to provide initial support, direct towards relevant services,
establish relationships and gather information that prevents and reduces crimes.
Maintain awareness of potential and actual risks to individuals, taking appropriate action to protect
and support those in need of public protection to pre-empt or effectively address safety / vulnerability
issues.
Conduct effective and efficient priority and high volume investigations as requested in line with
standards of investigation to inform the development of high quality case files and initiation of criminal
justice proceedings.
Gather and handle information, intelligence, and evidence, from a variety of sources, in line with
legislation, policies and guidance, taking the appropriate action to support investigations, law
enforcement and criminal justice proceedings.
Interview victims, witnesses and suspects in relation to appropriate crimes and investigations, to gather
information that has the potential to support law enforcement objectives.
Conduct first line analysis of information, intelligence and evidence to determine significance, generate
lines of enquiry, inform decision making and support evidence based policing.
Justify and professionally account for actions to ensure adherence to legal frameworks and key working
principles, policies and guidance.
Identify opportunities for and support the exploration of new ways of working and innovation in
policing, applying critical thinking to identify solutions to problems in line with evidence based practice
within own area of work.
Support the implementation of evidence based policing initiatives by championing and applying
relevant approaches to own, the teams and/or stakeholder practice.
Useful link:
College of Policing Detective Pathway
https://d17wy4t6ps30xx.cloudfront.net/production/uploads/2020/08/A-career-pathway-investigating-
serious-and-complex-crime.pdf
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COMPETENCY AND VALUES
FRAMEWORK FOR POLICING
The Competency and Values Framework (CVF)
aims to support all policing professionals, now
and into the future. It sets out nationally
recognised behaviours and values, which will
provide a consistent foundation for a range
of local and national processes.
This framework will ensure that there are
clear expectations of everyone working
in policing which in turn will lead to
standards being raised for the benefit
and safety of the public.
• The framework has six competencies
that are clustered into three groups.
• Under each competency are three levels
that show what behaviours will look like
in practice.
• All of the competencies are underpinned
by four values that should support
everything we do as a police service.
We are We are
innovative and emotionally
open-minded aware
We analyse
critically COMPETENCIES We take
ownership
We deliver, We are
support and collaborative
inspire
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CVF BEHAVIOURS
LEVELS REQUIRED FOR
POLICE CONSTABLE
Cluster Competency Level
Resolute, compassionate and committed We are emotionally aware 1
We take ownership
Inclusive, enabling and visionary leadership
We are collaborative 1
We deliver, support and inspire
Intelligent, creative and informed policing
We analyse critically 1
We are innovative and open-minded
Please see the CVF over-leaf for more detail or online at
www.college.police.uk/What-we-do/Development/competency-and-values-framework.
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COMPETENCY BEHAVIOURAL INDICATORS:
LEVEL ONE The role should demonstrate the below behaviours:
I demonstrate an openness to changing ideas, perceptions I treat others with respect, tolerance and compassion.
and ways of working.
I acknowledge and respect a range of different perspectives, values and
I share suggestions with colleagues, speaking up to help improve beliefs within the remit of the law.
existing working methods and practices.
I remain calm and think about how to best manage the situation when
I constantly reflect on my own way of working and periodically review faced with provocation.
processes and procedures to make continuous improvements.
I understand my own emotions and I know which situations might
I adapt to change and am flexible as the need arises while affect my ability to deal with stress and pressure.
encouraging others to do the same.
I understand the value that diversity offers.
I learn from my experiences and do not let myself be unduly I communicate in clear and simple language so that I can be easily
influenced by preconceptions. understood by others.
I seek to understand the thoughts and concerns of others even
when they are unable to express themselves clearly.
I ask for help and support when I need it.
I recognise I actively
the need to think identify and respond
critically about issues. to problems.
I value the use of analysis
and testing in policing. I approach tasks with enthusiasm,
focusing on public service excellence.
I am able to separate information
and decide whether it is irrelevant or I regularly seek feedback to understand
relevant and its importance. the quality of my work and the impact
of my behaviour.
I solve problems proactively by understanding
the reasons behind them, using learning from I recognise where I can help others and
evidence and my experiences to take action. willingly take on additional tasks to support
them, where appropriate.
I refer to procedures and precedents as
necessary before making decisions. I give feedback to others that I make sure is
understandable and constructive.
I weigh up the pros and cons of possible actions,
thinking about potential risks and using this I take responsibility for my own actions, I fulfil
thinking to inform our decisions. my promises and do what I say I will.
I recognise gaps and inconsistencies in information I understand my own strengths and areas for
and think about the potential implications. development and take responsibility for my own
learning to address gaps.
I make decisions in alignment with our
mission, values and the Code of Ethics. I will admit if I have made a mistake
and take action to rectify this.
I take in information
quickly and accurately. I demonstrate pride in
representing the
police service.
I take on challenging tasks to help to improve the service I work cooperatively with others to get things done, willingly
continuously and support my colleagues. giving help and support to colleagues.
I understand how my work contributes to the wider police service. I am approachable, and explain things well so that I generate a
I understand it is part of my collective responsibility to deliver efficient common understanding.
services. I take personal responsibility for making sure that I am working I take the time to get to know others and their perspective in order
effectively to deliver the best service, both individually and with others.
to build rapport.
I am conscientious in my approach, working hard to provide the best service
and to overcome any obstacles that could prevent or hinder delivery. I treat people with respect as individuals and address their specific
needs and concerns.
I support the efficient use of resources to create the most value and to
deliver the right impact. I am open and transparent in my relationships with others.
I keep up to date with changes in internal and external environments. I ensure I am clear and appropriate in my communications.
I am a role model for the behaviours I expect to see in others and I act in
the best interests of the public and the police service.
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DETECTIVE PROGRAMME21
Cluster
Resolute, compassionate and committed
How we conduct ourselves in our service and the values that underpin our
behaviour are a key part of our thought processes and relationships. Empathy
means listening to the public, colleagues and partners, responding directly
and quickly, and having a genuine interest in ourselves and others. We are
always focused on doing our best for the public and our customers.
By understanding our thoughts and the values behind our behaviour, we
can maintain a professional and resolute stance, demonstrate accountability
and stand by the police service’s established values to maintain the service’s
professional legitimacy.
Competencies
We are emotionally aware
We make the effort to understand ourselves, our colleagues and all those we serve. We genuinely engage with and
listen to others, making efforts to understand needs, perspectives and concerns. We use these insights to inform our
actions and decisions. We are able to control our emotions in stressful situations, understanding our own motivations
and the underlying reasons for our behaviour. This is all underpinned by our ability to anticipate and understand how
other people may feel. We look after our own wellbeing and that of others. Adopting emotionally intelligent behaviours
also means valuing diversity and difference in approaches to work, in thinking, and in people’s backgrounds. We are
culturally sensitive and seek to understand different perspectives, acting with sensitivity, compassion and warmth. We
always try to understand the thoughts, feelings and concerns of those we meet.
Why is it important?
The way in which we conduct ourselves is just as important as what we do. Communicating and acting politely,
respectfully and with compassion helps to drive and maintain public trust. Empathy is particularly important,
especially if we are to engage and involve some of the most vulnerable individuals we encounter who may not be able
to fully express or articulate their thoughts or feelings. Understanding ourselves means that we are able to improve
our own resilience and therefore cope effectively during challenging and emotionally charged situations.
We take ownership
We take personal responsibility for our roles and accountabilities but we do not let this hold us back from being
effective or taking appropriate risks. We make decisions at appropriate levels and in appropriate areas, having a
clear rationale (for example, use of decision-making models) and accepting responsibility for our decisions. We seek
feedback, learn from our mistakes and reflect to improve and amend our future practice. Demonstrating pride in our
work is important to us. Our selflessness means that we also seek to help solve issues or problems, which may be
internal or external to our own teams. We recognise where limitations in our own knowledge and experience may have
an impact on our decision making. We take responsibility for ensuring that support or development is sought
to minimise any risks.
Why is it important?
Not all decisions need senior leader approval, meaning that, where necessary, we can respond more swiftly to challenges
while still ensuring we provide a full rationale for our response. Because we all face different kinds of challenges that are not
always within our comfort zone, every one of us needs to feel confident and able to take responsibility. These behaviours
mean that we are empowered, effective and able to learn from our mistakes. Doing so allows us to own and see successes
through our delivery of results, and not just whether a particular process has been followed.
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Cluster
Inclusive, enabling and visionary leadership
We are all able to work together independently and recognise the need to act as
leaders, whether in a formal line management capacity or when engaging and
motivating colleagues and the public to get involved or have their voices heard.
Whether we are setting a vision, planning ahead to optimise resources for the
best possible outcomes or leading a cross-sector partnership, we work across
organisations and sectors to achieve excellence in public service.
Competencies
We are collaborative
Ensuring and improving the safety and wellbeing of the public underpins all of our work. To achieve this most effectively, we
need to look beyond our traditional boundaries to think about how to create the best possible outcomes. We build genuine
and long-lasting partnerships that focus on collective aims and not just on our own organisation. This goes beyond just
working in teams and with colleagues we see daily. It includes building good relationships with other public and third sector
providers, reaching out to private organisations and working with our communities and customers. We aim to work effectively
with colleagues and external partners, mutually sharing our skills, knowledge and insights with each other to achieve the best
possible results for all and to reduce silo working. Our engagement seeks to not only deliver joint solutions but also to share
appropriate information and negotiate new ways of providing services together. In all of our dealings with our partners, we
make sure that they feel respected and valued.
Why is it important?
Demands on the police come from an increasingly diverse set of sources and the need for services is not defined by
organisational and geographical boundaries. We must work together regardless of differing cultures, priorities and needs. This
means that we need to influence and negotiate in order to achieve outcomes for everyone and not just focus efforts on our
own immediate environment. Working to solve problems without help from our partners ignores the strengths that we can
utilise together, but working jointly requires the ability to build relationships and break down barriers.
It is critical for us to build and retain our partners’ trust and confidence in us and a key part of achieving this is through the way
in which we work with others.
We deliver, support and inspire
We understand the vision for the organisation. We use our organisation’s values in our day-to-day activities as a role model to
provide inspiration and clarity to our colleagues and stakeholders. We work to create the right climate for people to get the job
done to the best of their abilities, ensuring a culture of mutual respect and support. We are dedicated to working in the public’s
best interests. We understand how we have an impact on the wider organisation and those around us and we help others to
deliver their objectives effectively. This behaviour is not restricted to those who are in formal or senior management positions.
We all have a positive contribution to make by operating at our best, adapting how we work to take account of pressures and
demands and helping others. We are focused on helping our colleagues to improve and learn and are active in supporting
them through activities such as coaching and mentoring.
Why is it important?
To deliver the most effective service, we need to be clear on our goals & priorities, both for the police service and individually.
We can all help to support and motivate each other to ensure that we are working as effectively as we can, enabling us and
those around us to perform at our best. We should all act as organisational role models.
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Cluster
Intelligent, creative and informed policing
We are open to new sources of information, continuously developing
our own knowledge to help the police service to grow and change in
line with new challenges and stay at the forefront of public service.
Informed analysis and creativity are critical to what we do. They sit
at the heart of our thinking and our decisions, meaning that effective
and critical problem solving is second nature to us. Balancing our
decisiveness with consideration and evidence-based approaches,
we are able to challenge our thinking and draw on multiple diverse
sources of information for new ways of thinking and working.
Competencies
We analyse critically
We analyse information, data, viewpoints and combine the best available evidence to understand the root causes of
issues that arise in complex situations. We draw on our experience, knowledge and wide sources of evidence to give
us a greater view of what is happening underneath the surface. We combine insight and evidence-based approaches
to help make decisions, accepting that we will not have all the answers but will always try to gather facts and robust
information to be able to think tactically and strategically.
Why is it important?
Critical thinking drives effective policing as we are faced with a wide variety of complex issues on a day-to-day basis.
This means that we all need to be able to make sense of a complex environment, accept that ambiguity is part of
contemporary working life and, therefore, be able to identify interrelationships between different factors. If we are
able to analyse the best available evidence and see what is happening underneath the surface, we will be better able
to make confident and effective decisions and implement preventative solutions that deal with root causes.
We are innovative and open-minded
We have an inquisitive and outward-looking nature, searching for new information to understand alternative sources
of good practice and implement creative working methods. We are committed to reflecting on how we go about our
roles, being flexible in our approach as required to ensure the best outcomes. We seek to understand how well we are
performing, both as individuals and as teams, and we seek to continuously improve. To do this, we look at relevant
standards outside policing in other organisations and sectors. Constantly changing and adapting is part of our role.
We maintain an open mind to allow us to identify opportunities and to create innovative solutions.
Why is it important?
New and emerging threats mean that our required response will not always be obvious. We will need to adopt new
thinking and assumptions, be continually inquisitive and committed to continual improvement. The perpetual need
to adapt, innovate and question our assumptions is at the heart of being able to serve and protect the public. It
includes taking innovative, preventative action to reduce demand. Being open-minded and reflective also allows us
to tailor our approach to specific contexts and the communities we serve.
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BREAKDOWN OF CVF
VALUES AND BEHAVIOURS
This value links to the principles of HONESTY AND OPENNESS from the
Code of Ethics.
We are transparent in our actions, decisions and communications with both
the people we work with and those we serve. This ensures that we are honest
and open in our interactions and decision making. We are genuine with
those we communicate with and endeavour to create trusting relationships.
We accept feedback and are comfortable in responding to criticism and
finding ways to improve. We build trust with our colleagues, partners and
communities by being open about what we have done and why we have done
it and by keeping our promises so communities can rely on us when needed
and engaged, which helps to build confidence in the police service. We are
respectful to the needs & concerns of different individuals and groups.
BEHAVIOURS:
• I ensure that my decision-making rationale is clear and considered so
This value links to the principles of RESPECT AND that it is easily understood by others This value links to the principles of FAIRNESS
SELFLESSNESS from the Code of Ethics. • I am clear and comprehensive when communicating with others AND OBJECTIVITY from the Code of Ethics.
• I am open/honest about my areas for development & I strive to improve
As individuals and as part of a wider organisation, we • I give an accurate representation of my actions and records As a police service, we must show impartiality
have a responsibility to ensure that we act in the best • I recognise the value of feedback and act on it throughout all our dealings with colleagues, partners
interests of society as a whole. Improving the safety and • I give constructive and accurate feedback and members of the public. This is achieved by being
wellbeing of the public underpins all that we do. We • I represent the opinions of others accurately and consistently unprejudiced, fair and objective. We consider different
constantly think about how to create the best possible • I am consistent and truthful in my communications sides of a situation and ensure that each side is given
outcomes for those we serve and we take personal • I maintain confidentiality appropriately equal consideration. We do not favour one person or
responsibility for delivering these. We show resilience group over another, acknowledging that discrimination
and determination to overcome barriers and to provide increases feelings of unfairness and makes our jobs
the best outcome. harder to do. We must not allow personal feelings,
We are dedicated to work in the public interest, beliefs or opinions to unfairly influence our actions
engaging and listening to their needs and concerns. in any situation. We assess each situation based on
We work to make sure that the public feel valued and its own merits ensuring we are fair and consistent
engaged, which helps to build confidence in the police in our actions. We are clear in our rationale for the
service. We are respectful to the needs & concerns of decisions or actions we take ensuring they are clear
different individuals and groups. and evidence-based.
BEHAVIOURS: BEHAVIOURS:
• I act in the interest of the public, first & foremost • I take into account individual needs and
• I am motivated by serving the public, ensuring requirements in all of my actions
that I provide the best service possible at all times • I understand that treating everyone fairly
• I seek to understand the needs of others to act in does not mean everyone is treated the same
their best interests • I always give people an equal opportunity to
• I adapt to address the needs and concerns of express their views
different communities • I communicate with everyone, making sure
• I tailor my communication to be appropriate and the most relevant message is provided to all
respectful to my audience • I value everyone’s views and opinions
• I take into consideration how others want to be This value links to the principle of INTEGRITY from the Code of Ethics. by actively listening to understand their
treated when interacting with them We understand and reinforce expectations of professional behaviour and perspective
• I treat people respectfully regardless of the openly recognise good and bad performance. We maintain the highest levels • I make fair and objective decisions using the
circumstances of professionalism, making sure that we always uphold the values and ethical best available evidence
• I share credit with everyone involved in standards of the police service. • I enable everyone to have equal access to
delivering services We need to build and maintain confidence with the public, colleagues and services and information, where appropriate
partners if we are to deliver a modern and effective police service. Doing the
right thing is about becoming a role model and upholding public trust.
BEHAVIOURS:
• I always act in line with the values of the police service and the Code
of Ethics for the benefit of the public
• I demonstrate courage in doing the right thing, even in challenging
situations
• I enhance the reputation of my organisation and the wider police
service through my actions & behaviours
• I challenge colleagues whose behaviour, attitude and language falls
below the public’s and the service’s expectations
• I am open and responsive to challenge about my actions and words.
• I declare any conflicts of interest at the earliest opportunity
• I am respectful of the authority and influence my position gives me
• I use resources effectively and efficiently and not for personal benefit
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FAQ’S
Can I transfer my Assessment score to I turn 18 after the closing date for
Cheshire’s Fast Track Detective entry applications, can I still apply to
route? become a Detective Constable for
As part of the recruitment process, Cheshire Cheshire Constabulary?
Constabulary will consider applications from Yes. Applicants can apply at age 17 years, however
individuals who have achieved a national pass must have attained the age of 18 years to receive
mark at assessment within the past 24 months. a formal offer. This can seen on the Police Could
The national pass mark will be detailed in your You website.
Personal Feedback Report. You must also meet the
Cheshire Constabulary eligibility criteria.
If you meet these criteria then we would be happy When does the online application
to consider your application and request that you process start and finish?
contact mfss.resourcing@cheshire.pnn.police. These details can be found on the advert.
uk prior to applying for further advice and guidance.
I currently have a live application with
Can I receive feedback at any stage
another Police force, can I apply to
of the recruitment process?
Cheshire?
Due to the large number of applications we
Yes you are still eligible to apply while you have a
anticipate, we are not in a position to provide
live application at any stage with another force.
feedback at any stage of the process.
Will I be rejected if I have tattoos? I have applied from an area that may
Any candidates with tattoos which could be
be considered too far to commute, will
construed as being offensive to any religion or this affect my application?
belief, is in any way discriminatory, violent or There is no catchment area requirement however
intimidating, will not be accepted to join Cheshire successful candidates can be posted to any LPU
Constabulary. If you do have tattoos you are across Cheshire. If not in a commutable distance to
required to declare this at application as well as Cheshire Constabulary you may need to consider
providing a brief description of these tattoos along moving to an area closer to work.
with clear photographs at the point of application.
Please note if you do not meet the standard, you
will be withdrawn.
How fit do I have to be to become a
Detective Constable?
You must be physically fit and healthy to perform
How do I contact Cheshire policing duties safely and effectively. You will need
Constabulary about my application? to pass a physical fitness test and a full medical
Regular updates will be provided and candidates examination as part of the recruitment process.
can also contact MFSS Resourcing about their
application by emailing mfss.resourcing@
cheshire.pnn.police.uk. Candidates are advised
not to call 999 or 101 in relation to their application.
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I currently have holidays booked, will and a Doctor and each application is considered
on an individual basis. Further information around
they be honoured?
the national medical standards can be found on the
This will depend on the duration and date of your gov.uk website.
holiday. The training is provided in blocks, if you
miss a vital part of the training you may not be
able to progress. We recommend advising mfss. Should I hand my notice into my
resourcing@cheshire.pnn.police.uk of any holidays current employer at the Conditional
booked, as this can affect your start date. Offer stage?
No, you are strongly advised not to hand your
Is there a maximum age limit on notice into your current employer until you have
applications? received your Formal Offer. Successful candidates
There is no maximum age limit on applications, will receive their Formal Offer of Employment once
candidates are required to be both physically fit all pre-employment checks have been successfully
and healthy to perform policing duties safely and completed and an intake date confirmed.
effectively.
How will I be assigned to an intake?
I have a previous caution as a Candidates are required to successfully pass
all stages of the recruitment process in order
minor, but can’t remember dates.
to be issued with a final offer. Candidates will
Would I need to include this on my be progressed for an intake as and when pre-
application form? employment checks are complete, any delays
Include as much information as possible, including in these checks may result in your application
cautions and traffic offences regardless of how being deferred to a later intake date.
recent they are. Where you don’t have specific
dates, provide all the details that are available so How long is the probationary period?
this can be reviewed accurately.
The probationary period for those on the Fast
Track Detective route is two years.
Do I have to notify changes to my
personal circumstances? What hours will I work?
Any significant changes in personal circumstances Depending on where you are posted, the shift
during your application, such as permanent partner, patterns may vary. A shift pattern will consist of
new residents at your home, change of address, early shifts, late shifts, night shifts, bank holidays
arrests, cautions or convictions or association with and weekend shifts. Operational demands
criminals should be notified to MFSS Resourcing may require your rostered shift/rest days to be
(mfss.resourcing@cheshire.pnn.police.uk). cancelled and re-scheduled at short notice.
Will my medical history affect my Can I work part-time?
application? The initial two year probationary period is full-time.
Your medical history will reviewed by our Once your probation has been confirmed a request
Occupational Health Department at your medical for flexible working can be made.
appointment. This will be carried out by a Nurse
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USEFUL LINKS
Cheshire Constabulary website
https://www.cheshire.police.uk/
Police Constable Overview
https://www.cheshire.police.uk/police-forces/cheshire-constabulary/areas/cheshire/careers/careers/
police-constables/
College of Policing website
https://recruit.college.police.uk/Officer/Pages/default.aspx
Police Constable Eligibility
https://recruit.college.police.uk/Officer/Documents/Eligibility%20criterai%20for%20the%20role%20of%20
police%20constable%20November%202019.pdf
Online Assessment Overview
https://recruit.college.police.uk/Officer/Pages/College-of-Policing-Online-Assessment-Process-Overview.aspx
Online Assessment Candidate Guide
https://recruit.college.police.uk/Officer/Documents/Online%20Assessment%20Process%20Candidate%20
Guide.pdf
Information pack for 20
Fast Track Detective Programme 21At Cheshire
Constabulary
you can be
If you want an exciting career with challenge and
opportunity, join our inclusive policing family and
support us while we support you in delivering even
safer communities for the whole of Cheshire.
cheshire.police.uk/careers
Cheshire Police
@cheshirepolice
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