High Potential Development Scheme (HPDS) Selection Process
1 / 30

2013 - PowerPoint PPT Presentation

  • Uploaded on

High Potential Development Scheme (HPDS) Selection Process Accelerated Careers Development Programme (ACDP) Selection Process Information for Candidates. 2013 . Aim of the presentation.

I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
Download Presentation

PowerPoint Slideshow about '2013' - masao

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

High Potential Development Scheme (HPDS) Selection Process Accelerated Careers Development Programme (ACDP) Selection ProcessInformation for Candidates



Aim of the presentation

This slideshow and corresponding notes are to inform delegates about the process, format and contents of the High Potential Development Scheme (HPDS) and the Accelerated Careers Development programme (ACDP) Selection Process.


Aim of the HPDS Selection Process

“To identify up to 55 of the brightest and best individuals with high potential.”

“Likely to reach at least superintendent level.”

Aim of the acdp selection process
Aim of the ACDP Selection Process

  • “aimed at [those] who display exceptional potential and talent.”

  • “to prepare and equip police officers who exhibit high potential, desire and commitment for senior posts within the Scottish Police Service.”

Hpds eligibility criteria
HPDS Eligibility Criteria

  • Student officer, Constable, Sergeant

  • Demonstrate evidence of the competencies in the Policing Professional Framework (PPF) at Senior Manager level.

  • Demonstrate a good attendance and discipline record

  • Approval of the candidate’s Line Manager, BCU Commander or Head of Unit and a Chief Officer

Acdp eligibility criteria
ACDP Eligibility Criteria

  • Open to Probationers (min 12 months service), Constables, and Sergeants.

  • No requirement for applicants to hold a degree.

  • Demonstrate evidence against the competencies in the Policing Professional Framework (PPF) at Senior Manager level.

  • No outstanding performance or misconduct issues.

  • Approval of the candidate’s Divisional Commander or Head of Unit.


Policing Professional FrameworkPersonal Qualities / Competencies

  • Serving the public

  • Leading change

  • Leading people

  • Managing Performance

  • Professionalism

  • Decision making

  • Working with others

Candidate preparation
Candidate Preparation

  • Review information on the College of Policing website

    • This includes FAQs and an example exercise

    • Details on applying for a reasonable adjustment

  • Download Application Form and Guidance for Applications from website

  • Review and understand the new PPF which can be found at www.skillsforjustice-ppf.com

Hpds assessment stages
HPDS Assessment Stages

  • Stage 1

    22 March to 21 June

  • Stage 2 (Written and SJT)

    15 to 25 July

  • Stage 3 (Assessment Centre)

    16 to 26 November

Acdp assessment stages
ACDP Assessment Stages

  • Stage 1

    deadline for applications 26 April

  • Stage 2

    29 and 30 July

  • Stage 3 (Assessment Centre)

    16 to 26 November

Stage three assessment centre
Stage Three: Assessment Centre

“Combines a series of job related exercises which are designed to enable a candidate to demonstrate whether he or she has the necessary skills and abilities for a specific role. Performance in the exercises is observed and evaluated by a team of trained assessors using the standardised set of competenciesand in many cases a markers guide. The observations are later collated and an objective assessment of the candidate is reached.”

Stage three exercises
Stage Three: Exercises

  • Group Exercise (Candidate Group)

    (45 minutes for prep. 45 minutes meeting time)

  • Interactive Exercise (Role Acted Scenario)

    (20 minutes prep. 15 minutes interaction )

  • Oral Briefing

    (30 mins prep. 20 minutes briefing and question time)

  • Interview

    (30-45 minutes)

Exercise by competency matrix
Exercise by Competency Matrix

  • Written Exercise completed at Stage 2

Personality questionnaire
Personality Questionnaire

  • Personality Questionnaire (Optional)

    • NEO PI(R)

Personal Development Only


Exercise Design

Environmental Scanning

Stakeholder Consultation

Critical Scenario Interviews

Initial Exercise Writing

Exercise Consultation

Exercise & Marking Guide Writing


Exercise Sign-off

Training Development

EDHR Advisor

EDHR Advisor

Stakeholder consultation
Stakeholder Consultation

  • Rating priority areas

  • Contemporary issues

  • Future issues

  • Context for exercise related tasks

Priority areas
Priority Areas

Top 10 Priority Areas

  • Workforce engagement and motivation

  • Managing change and cultural change (including understanding and communicating change)

  • Embedding efficiency or value for money initiatives (e.g. continuous improvement)

  • Managing professional standards and integrity

  • Responding to changes in budgets / funding

  • Promoting professionalism across policing

  • Collaboration across forces/shared services

  • Workforce planning and deployment

  • Handling of major and critical incidents

  • Leading across organisational boundaries (e.g. partnerships)

    Home Office priorities:

    Empower the public to hold the police to account for their role in cutting crime

    Free up the police to fight crime more effectively and efficiently

Hpds overview
HPDS Overview

  • Final candidate communication (approx 2 weeks before Stage 3)

  • 16 to 26 November at Bramshill

  • 3 intakes

  • 3 days per intake (2 days of assessment)

  • 5 candidates in a group

  • Assessor teams include

  • Service Assessors (Senior Police Officers)

  • Non-Service Member (NSM) Assessors


  • Trained

    • Initial training

    • Specific assessment training

  • Service Assessors

    • Chief Officers

    • Chief Superintendents

    • Superintendents

  • Non-Service Assessors

    • Professionals from outside of the police service

    • Members of former Police Authorities


Assessing Performance:

ORCE Model of Assessing

Quality Assurance


Quality Assurance



Using Evidence


Supported by

Examples of Behaviour


Assessing performance competency grade scale
Assessing Performance:Competency Grade Scale


Assessing Performance:Exercise Mark Scale

Overall result hpds
Overall Result - HPDS

  • To be successful and gain a place on HPDS, candidates must:

    • Meet the requisite standard at the Assessment Centre (which includes the written exercise score from Stage 2).


    • Be ranked in the top 55 best performing candidates this year.

Overall result acdp
Overall Result - ACDP

  • ACDP candidates who meet the standard at the Assessment Centre (which includes the written exercise score from Stage 2) will be recommended to ACPOS for the ACDP scheme. From these recommended candidates, ACPOS will make a decision as to how many are appointed to the ACDP.


HPDS Results and Feedback

  • Candidates will receive an email – at end of selection process.

  • They will be told whether or not they have been successful/unsuccessful at gaining a place on HPDS.

  • Notification will be sent to Chief Constables, Force HR, Leadership Services (HPDS).

  • All candidates will have the option of one to one feedback.


ACDP Results and Feedback

  • Candidates will receive an email outlining next steps by 27 November.

  • Notification of outcomes will be sent to Chief Constables and ACDP Force Liaison Officers.

  • They will be told whether or not they have been recommended or not recommended for appointment to the ACDP.

  • All candidates will have the option of one to one feedback.

  • A copy of your feedback report will be sent to your Chief Constable.

Assessment myths
Assessment Myths

  • Common Assessment myths and misunderstandings to be aware of

    • It’s just a hoop you have to jump through

    • There’s a technique to assessment

    • Training companies will be able to tell me what to do

    • Being good at what I do means I’m ready

    • You just act the part/give them what they want/play the game

    • Buzz words versus evidence

    • Getting information from a colleague can help

    • Success is down to me; being unsuccessful is down to the process

Candidate preparation1
Candidate Preparation

  • Developing your skills against the PPF

  • Exercises are designed and assessors are trained to assess performance on competencies

  • Candidates need to be fully aware of the competencies being assessed, but do NOT simply regurgitate at the assessment.

Useful feedback on written exercises
Useful feedback on written exercises

Common ineffective approaches

  • Not completing the task

  • Repeating the issues from the exercise with no additional analysis

  • Completing the individual tasks in isolation

  • Insufficient detail on proposals

  • Insufficient rationale to support decisions

  • Including platitudes

  • No customer focus

Advice for candidates
Advice for candidates

  • Be yourself – don’t try to play a role you think the assessors want you to be

  • Read the instructions and the task

  • Be flexible – especially if the exercise is not exactly as expected

  • Use your experience and behave as you would if you faced this scenario at work

  • Understand the competencies

  • ‘Demonstrating’ not ‘stating’ - In dealing with the exercises you should naturally be demonstrating the competencies, don’t just repeat the definitions

  • Consider how to spend the time between exercises to ensure best possible preparation