Cheshire Constabulary promotion opportunities

Here at Cheshire Constabulary we strive to develop our workforce, we do this is through running promotional campaigns.

Promotional opportunities are made available to both internal and external candidates who meet the basic eligibility requirements.

If there are any queries about the promotion process please email corporate HR.

Competency Values Framework (CVF)

The assessment of the promotion process will be based against the CVF (Competency and Value Framework) and not against the personal qualities.

More information on the Competency and Value Framework. 

We Care strategic plan

The main mission of Cheshire Constabulary is ‘Delivering Even Safer Communities for the Whole of Cheshire’ and, in doing so, we must put ‘victims first’ and protect vulnerable people. In order to gain the confidence, trust and support of the people that we serve, we must be a police service that is connected with, based within, and accessible to, local communities.

Our policing style is, and will continue to be, Neighbourhood Policing.

The delivery of policing objectives is important. It is equally important how we, as a police service, work with our partners in order to provide a police service that is effective and efficient at meeting the needs of our communities.

Read more: We Care Strategic Plan 2019 - 2020

Reasonable adjustments and accommodations

It is important that you consider at an early stage of the process 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, religion or belief, 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 us at the earliest opportunity.

Sergeant

Process

Role Profile

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Q&A Session for individuals shortlisted
  • Work based exercise
  • Psychometric Testing
  • Presentation
  • Values based interview

Inspector

Process

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Q&A Session for individuals shortlisted
  • Psychometric Testing
  • Presentation
  • Values based interview

Role Profile

Chief inspector

Process

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Q&A Session for individuals shortlisted
  • Stakeholder Panel
  • Psychometric Testing
  • Presentation
  • Values based interview

Role Profile

Superintendent

Process

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Q&A Session for individuals shortlisted
  • Stakeholder Panel
  • Psychometric Testing
  • Presentation
  • Values based interview

Role Profile

Chief superintendent

Process

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Q&A Session for individuals shortlisted
  • Stakeholder Panel
  • Psychometric Testing
  • Presentation
  • Values based interview

Role Profile

Assistant chief constable

Process

What to expect the promotion processes to look like (in brief):

  • Competency based application form
  • Stakeholder Panel
  • Psychometric Assessments
  • Presentation
  • Values based interview

Role Profile