Competency and Values Framework (CVF)

What the CVF is

The Competency and Values Framework (CVF) is the College of Policing's national framework defining the behaviours and values expected of UK police officers. It has been the operational framework since 2016, replacing the earlier PCSDP / PCEDP. The framework is used across the policing career — at application stage, in PDR, at promotion, and in specialist selection.

Six competencies

1. We collaborate — work together with colleagues and partners.
2. We deliver, support and inspire — get results, support our people, set a positive example.
3. We analyse critically — use evidence, weigh options, make sound judgements.
4. We are emotionally aware — self-aware, empathetic, manage our own and others' emotions.
5. We are innovative and open-minded — challenge assumptions, try new approaches.
6. We take ownership — accountable for our decisions, learn from mistakes.

Four values

• Impartiality — fair, even-handed, free from bias.
• Integrity — honest in word and action.
• Public service — focus on serving the public, not self-interest.
• Transparency — open about decisions and motivations.

Three levels

The CVF defines behavioural indicators at three levels:

• Level 1 — constable and police staff equivalent.
• Level 2 — sergeant and inspector.
• Level 3 — chief inspector and above.

Each level builds on the previous. When applying for sergeant promotion, your evidence must demonstrate Level 2 behaviours — not Level 1 (which would suggest you're operating below the target rank) and not Level 3 (which is outside the scope of the promotion).

How the CVF is used in promotion

In a competency-based promotion process you'll typically be asked to provide examples — often in STAR format (Situation, Task, Action, Result) — demonstrating each competency at the target level. Strong examples are:

• Recent — within the last 12–24 months.
• Specific — what you did, not what your team did.
• Outcome-focused — what changed because of your action.
• Reflective — what you learned, what you'd do differently.
• Mapped — explicit about which competency and which behavioural indicator the example demonstrates.

Use our CVF Evidence Builder tool to capture examples as they happen, and our Promotion Portfolio Tracker to organise evidence by competency for the application.

How the CVF is used in PDR

Annual PDR usually rates the officer against the CVF — typically a numeric or descriptive rating per competency, plus development objectives. PDR is a foundation for later promotion applications, so:

• Take PDR seriously, even when the workload is heavy.
• Record your own evidence as you go — don't wait for the PDR meeting.
• Discuss development needs honestly; they become the basis of future evidence.
• Where PDR is light-touch in your force, build your own evidence log anyway.

Next steps

• Sergeant exam guide
• Inspector exam guide
• Promotion central
• Promotion Hub
• CVF Evidence Builder (tool)
• Promotion Portfolio Tracker (tool)