This report is the result of an inspection of the promotion arrangements used by the police service in Scotland by HMICS.
The Association of Chief Police Officers in Scotland (ACPOS) People Strategy was launched in August 2003, providing a ten-year modernising agenda for the police service in Scotland, specifically in relation to leadership, people management and development. An updated action plan was published in January 2007 and the original strategic goals remain:
- Creating and maintaining a positive working environment.
- Recruiting the right workforce, and retaining skills in the Service.
- Managing rewards and recognition.
- Becoming a more diverse and inclusive Service.
- Managing and developing people to deliver excellent results.
- Supporting individuals to fulfil their potential; careers and progression.
- Developing leaders and integrating leadership throughout the Service.
- Using this people strategy to achieve change across the Service.
Number | Recommendation |
|---|---|
1 | That Strathclyde Police implements a self-nomination process for promotion to all ranks as soon as possible. |
2 | That all forces advertise all vacancies externally (across the UK), at least at the rank of superintendent and above. |
3 | That all force promotion processes are underpinned by a single national competency framework, and that all forces assess the same competencies for promotion to any given rank. |
4 | That forces introduce scoring mechanisms for all stages of their promotion selection process, and consider each of these stages when determining which candidates are successful. |
5 | That promotion to central service be substantive, provided that forces support only those candidates whom they would progress to an equivalent selection stage for promotion to the generic rank in force and the central service selection process has been revised to reflect the nationally agreed competencies and standards of the generic rank. |