Date: 6th January 2020 110.pdf · Serving the public – total of 15 points available (14.3% of final mark) Working with others – total of 21 points available (20.0% of final mark)

Date: 6th January 2020

Our Reference: FOIA-2019-110

Your Reference: N/A

RE: Your request for information under the Freedom of Information Act 2000 (“FoIA 2000”)

I write in response to your Freedom of Information Act 2000 (FoIA) request dated 06/12/2019, in which you

requested:

“I'm making this freedom of information request to try and establish how the overall percentages are made up

for the SEARCH ASSESSMENT CENTRE.

I.e 25% role play.

25% written

25% interview

25% PIR tests. Etc..”

Decision

When a request for information is made under the FoIA 2000, a public authority has a general duty under

section 1(1) of the Act to inform an applicant whether the requested information is held. There is then a general

obligation to communicate that information to the applicant.

I can confirm that the College does hold the information you have requested. Consequently I have provided

you with the SEARCH 2015 feedback report template at Appendix A to allow you to see how different areas

of the assessment centre are marked.

In addition, I have provided an explanatory breakdown of the assessment centre by competency and activity

below. This explanation has been provided to aid your understanding of the document provided at Appendix

A.

2

SEARCH assessment centre breakdown

There are seven competencies assessed during the Police SEARCH® Recruit Assessment Centre, these are:

Decision making

Openness to change

Professionalism

Service delivery

Serving the public

Working with others

Oral communication.

Some, or all of these competencies, are assessed against seven different activities. These are:

Garner

Kowlaski

Swift

Zaiak

Interview

Verbal ability test

Numerical ability test.

In addition to the above, a candidate must also pass the written competence assessment which is assessed

separately and will be discussed below.

To achieve a pass in the Police SEARCH® Recruit Assessment Centre overall, a candidate must attain:

a minimum of 50% in the assessment centre overall

a minimum of 50% in both the Working with Others and Oral Communication competency areas

a minimum of 50% in the written competence assessment.

The maximum number of points a candidate could achieve in the assessment centre overall is 105 (excluding

the written competence). This figure can be broken down by activity and competency.

The overall mark of 105, if broken down numerically/percentage wise by competency, is made up of:

Decision making – total of 18 points available (17.1% of final mark)

Openness to change – total of 9 points available (8.6% of final mark)

Professionalism – total of 12 points available (11.4% of final mark)

Service delivery – total of 15 points available (14.3% of final mark)

3

Serving the public – total of 15 points available (14.3% of final mark)

Working with others – total of 21 points available (20.0% of final mark)

Oral communication – total of 15 points available (14.3% of final mark)

(The percentages have been rounded to one decimal place)

The overall mark of 105, if broken down numerically/percentage wise by activity, is made up of:

Garner – total of 18 points available (17% of final mark)

Kowlaski – total of 18 points available (17% of final mark)

Swift – total of 18 points available (17% of final mark)

Zaiak – total of 18 points available (17% of final mark)

Interview – total of 27 points available (26% of final mark)

Verbal ability test – total of 3 points available (3% of final mark)

Numerical ability test – total of 3 points available (3% of final mark)

(The percentages have been rounded to the nearest whole figure)

In regards to the written communication, the maximum number of marks a candidate could achieve is 114.

This is broken down into two components:

Statement taking exercise, which is marked out of 60 and contributes 53% of the mark to the overall

written communication exercise

Incident summary exercise, which is marked out of 54 and contributes 47% of the mark to the overall

written communication exercise.

Please see the attached Appendix A for a further breakdown of each competency and activity.

Your rights are provided at the end of this letter.

Yours sincerely,

Kate Kaufman | Legal Researcher

Legal Services

College of Policing

Email: [email protected]

Website: www.college.police.uk

mailto:[email protected]

http://www.college.police.uk/

4

Your right of review

Under the Freedom of Information Act 2000 you have a right to request an internal review if you are dissatisfied

with our handling of your request. Review requests should be made in writing (by email or post) within 40

working days from the date of our original response. We will aim to respond to your review request within

20 working days.

The Information Commissioner’s Office (ICO)

If, after lodging a review request you are still dissatisfied, you may raise the matter with the ICO. For further

information you can visit their website at https://ico.org.uk/for-the-public/official-information/. Alternatively you

can contact them by phone or write to them at the following address:

Information Commissioner's Office

Wycliffe House

Water Lane

Wilmslow

Cheshire

SK9 5AF

Phone: +44 (0)1625 545 700

https://ico.org.uk/for-the-public/official-information/

© College of Policing Limited (2015)

OFFICIAL - SENSITIVE

Ref:

Dear ,

Police SEARCH® Recruit Assessment Centre – Personal Feedback Report In relation to your recent attendance at the Police SEARCH® Recruit Assessment

Centre, please find your personal feedback report enclosed.

What does my report tell me? Your personal feedback report details whether you have met the national standard at the Police SEARCH® Recruit Assessment Centre and whether you met the

required standard in the areas of Working with Others, Oral Communication and Written Communication. The report details your percentage score in each of the

competency areas and provides an explanation of how these scores are calculated. The report also provides detailed information about your performance at the assessment centre in terms of the grades you were awarded in each competency in

each exercise.

What is the purpose of my report? Your feedback report is intended to assist your development, whether you have met the national standard or not. The information contained within the report is useful

for helping you to identify your own particular strengths and development needs. In order to gain the most from your report, you should use all of the information

provided to reflect upon your performance and identify how that might impact on your approach to similar situations that require the same competencies and skills. To gain the most benefit from your feedback we recommend that you use the

information constructively and involve other people, such as independent careers advisors, in helping you to interpret what the feedback says about your

performance at the assessment centre. Can I gain any further feedback on my performance?

Feedback is provided via personal reports to ensure that all candidates receive feedback consistently and in a fair manner. The provision of additional feedback to

some candidates could provide them with an unfair advantage over others. As such, we are unable to provide any further feedback than that which is contained within

this feedback report. We appreciate that some candidates may desire further detail on their performance, however the level of feedback provided within the reports has been specifically set to assist individuals’ development without compromising

the integrity of the assessment material. The release of any further information into the public domain could jeopardise the integrity of the assessment material for

future candidates.

OFFICIAL - SENSITIVE Feedback Report – Police SEARCH® Recruit Assessment Centre –



If I have met the national standard, what does this mean?

If you have met the national standard, this means your performance has met the standard required to be deemed successful at the Police SEARCH® Recruit

Assessment Centre. Please be aware that this does not necessarily guarantee a post within the force you are applying to. Individual forces have autonomy, through their chief officers, to manage their own resource demands and forces may

have a higher number of candidates who have met the national standard than they have vacancies. Forces may choose to prioritise candidates who have achieved the

highest scores above the national standard or add additional assessment criteria (e.g. a subsequent force interview) to prioritise candidates to meet their own resourcing demands. Please be aware that some forces may also set their own

minimum standard that requires candidates to score above the national standard. If you have any queries in relation to the above, please direct these to your

recruiting force. Can I appeal my result?

No, candidates cannot appeal upon receiving their results. We appreciate that some candidates may be disappointed by the results they receive, however this is

not grounds for appeal. Candidates can only appeal based on circumstances that have occurred during their assessment centre that they believe to have unfairly negatively impacted upon their performance. In such circumstances, and as

outlined in the Information for Candidates document, candidates should lodge an appeal to their force, in writing, before they have received their results and within

seven days of their attendance at their assessment centre. Any appeal received outside of these conditions will not be considered. If you have any questions in

relation to the appeals process or any concerns about the assessment centre that you attended, please contact your recruiting police force.

Can I provide feedback on my experience of attending the assessment centre?

Yes, we would welcome your feedback. As part of the ongoing improvement of the Police SEARCH® Recruit Assessment Centre, we are keen to gather your views and experiences of the process in the form of an online candidate feedback

questionnaire. To complete this questionnaire please use the web address you were provided with following your attendance at the assessment centre. Please

note that views expressed through the candidate feedback questionnaire will NOT constitute a formal appeal.

Who should I contact if I have any questions or concerns? The College of Policing is unable to answer direct queries from candidates to ensure

that we remain impartial and instead all questions should be directed to your recruiting police force. Your police force will assist you with your query and if necessary will contact the College of Policing for further guidance on your behalf.



Police SEARCH® Recruit Assessment Centre

Personal Feedback Report

Name:

NPRN*:

Force:

Location:

Date:

*Please note that your National Police Recruitment Number (NPRN) is an important piece of information. Should you meet the national standard in the recruitment process and be selected to join

the force, your NPRN will be used as your unique identifying reference for the Initial Police Learning and Development Programme (IPLDP) and may also be required throughout your police career. If you meet the national standard and are selected to join the force, please ensure that you bring a copy of this report with you when you attend your induction process.




About the Police SEARCH® Recruit Assessment Centre

The Police SEARCH® Recruit Assessment Centre is designed to assess your potential to perform effectively as a police constable. All the exercises are designed to offer

you the opportunity to demonstrate evidence that is indicative of effective performance as a police constable. This is done by assessing your performance

against the competencies that are required to perform effectively in role. The competencies that are assessed during the Police SEARCH® Recruit Assessment Centre are Decision Making, Openness to Change, Professionalism, Service

Delivery, Serving the Public, Working with Others and Oral Communication (these competencies are taken from the Policing Professional Framework, with the addition

of Oral Communication). In order to meet the national standard you must also demonstrate your competence in the area of Written Communication (further information about this competency area is provided within your report).




Assessment Centre Results In order to meet the national standard you must demonstrate all of the following:

A minimum of 50% in the assessment centre overall. This overall

score is derived from your performance across all competencies assessed at the assessment centre (with the exception of Written Communication, which is assessed separately). Please note that the overall percentage is not

simply an average of scores across the competency areas – an explanation is provided on the following page as to how percentage scores are calculated.

A minimum of 50% in both the Working with Others and Oral

Communication competency areas.

The required competence in Written Communication. You will be

required to demonstrate this as one of the following options as required by your recruiting police force: evidence of a specific qualification, successful performance in the College of Policing’s statement taking exercise and

incident summary exercise (taken prior to or during the assessment centre). Alternatively your force may require you to achieve a specific qualification

during your probationary period as a police constable.

No ‘automatic fail’ awarded. An automatic fail is awarded if you have

displayed any unacceptable language or behaviour at any point during the assessment centre or have received a D grade in the Working with Others

competency area during the interactive exercises. Please note, that D grades received for the Working with Others competency area during the

interview do not constitute an automatic fail as this does not signify unacceptable language or behaviour, just a lack of positive evidence in your interview response. When an automatic fail has been awarded, the D grade

and associated evidence is reviewed by the quality assurance team at the assessment centre and a final decision made. Consequently, candidates

cannot appeal against an automatic fail which is received at the assessment centre.

Your results are:

Overall

Working with Others

Oral Communication

Required Written Communication competence evidenced:

Automatic Fail




How the percentage scores are calculated

The percentage scores are calculated based on the grades you were awarded. The

overall assessment centre percentage is based on all the grades you received at the assessment centre (with the exception of Written Communication, which is assessed separately). The competency percentages are based on all the grades

you received during the assessment centre in that particular competency area. To view all of the grades you received in each competency and in each exercise, see

the matrix at the back of the report. The percentage scores are calculated by first converting each grade into numerical

points. This is done as follows:

A grade = 3 points B grade = 2 points C grade = 1 point

D grade = 0 points

These points are then summed together and then expressed as a percentage of the maximum points available in that area (the maximum points available are the equivalent of scoring all A grades in that particular area). For your information, the

maximum number of points available in the assessment centre overall is 105 points.

Calculating percentage scores: an example

A candidate is awarded the following grades for the competency Decision Making, which is assessed six times during the assessment centre:

B, A, C, D, B, A

Therefore their total points for Decision Making are:

2 x A grades = 6 points 2 x B grades = 4 points 1 x C grade = 1 point

1 x D grade = 0 points Total points = 11 points

The maximum points available are 18 points (i.e. 6 x A grades = 6 x 3 points = 18)

Therefore the candidate scores 11/18 which expressed as a percentage is 61%.

Therefore the candidate scores 61% in the area of Decision Making




Competency Feedback

A competency defines a particular group of behaviours necessary for effective performance when carrying out a particular job function. The competencies necessary for effective performance as a Police Constable have been established

through a national job analysis and were incorporated into the exercises presented during your recent Police SEARCH® Recruit Assessment Centre. The competencies

assessed during the assessment centre are summarised below, along with details of your performance in each of the competency areas. More detail about the competencies can be found in the Policing Professional Framework document you

received before attending the assessment centre.

Oral Communication Oral Communication is assessed across the interactive exercises and interview.

Better performing candidates in this area communicate in a clear manner, and structure their answers in a logical way. Less well performing candidates might be

unclear or unstructured in their responses.

Oral Communication *

Written Communication

Required competence evidenced:

Category of Written Communication evidence:

If you have sat the College of Policing’s written exercises you will need to achieve a

minimum of 50% overall and your scores will be given below. If you have not sat these exercises, this will read ‘N/A’

Statement taking exercise *or N/A/60 Incident summary exercise * or N/A/54

Overall percentage obtained for Written Communication *% or N/A




Decision making

Gathers, verifies and assesses all appropriate and available information to gain an accurate understanding of situations. Considers a range of possible options before making clear, timely, justifiable decisions. Reviews decisions in the light of new

information and changing circumstances. Balances risks, costs and benefits, thinking about the wider impact of decisions. Exercises discretion and applies

professional judgement, ensuring actions and decisions are proportionate and in the public interest.

You achieved a score of ??% in this competency area.

Openness to Change Positive about change, adapting rapidly to different ways of working and putting

effort into making them work. Flexible and open to alternative approaches to solving problems. Finds better, more cost-effective ways to do things, making

suggestions for change and putting forward ideas for improvement. Takes an innovative and creative approach to solving problems.


Professionalism

Acts with integrity, in line with the values and ethical standards of the Police Service. Takes ownership for resolving problems, demonstrating courage and resilience in dealing with difficult and potentially volatile situations. Acts on own

initiative to address issues, showing a strong work ethic and demonstrating extra effort when required. Upholds professional standards, acting honestly and ethically,

and challenges unprofessional conduct or discriminatory behaviour. Asks for and acts on feedback, learning from experience and developing own professional skills and knowledge. Remains calm and professional under pressure, defusing conflict

and being prepared to step forward and take control when required.


Service Delivery

Understands the organisation's objectives and priorities, and how own work fits into

these. Plans and organises tasks effectively, taking a structured and methodical approach to achieving outcomes. Manages multiple tasks effectively by thinking things through in advance, prioritising and managing time well. Focuses on the

outcomes to be achieved, working quickly and accurately and seeking guidance when appropriate.





Serving the Public

Demonstrates a real belief in public service, focusing on what matters to the public and will best serve their interests. Understands the expectations, changing needs

and concerns of different communities, and strives to address them. Builds public confidence by talking with people in local communities to explore their viewpoints

and break down barriers between them and the police. Understands the impact and benefits of policing for different communities, and identifies the best way to deliver services to them. Works in partnership with other agencies to deliver the

best possible overall service to the public.


Working with Others

Works co-operatively with others to get things done, willingly giving help and

support to colleagues. Is approachable, developing positive working relationships. Explains things well, focusing on the key points and talking to people using language they understand. Listens carefully and asks questions to clarify

understanding, expressing own views positively and constructively. Persuades people by stressing the benefits of a particular approach, keeps them informed of

progress and manages their expectations. Is courteous, polite and considerate, showing empathy and compassion. Deals with people as individuals and addresses their specific needs and concerns. Treats people with respect and dignity, dealing

with them fairly and without prejudice regardless of their background or circumstances.





Exercise Feedback

This section of the feedback report provides a brief description of each of the exercises in the Police SEARCH® Recruit Assessment Centre. This is followed by details of your performance in each of the competency areas measured in the

respective exercise. Performance is based on a rating scale of A to D. ‘Grade A’ indicates that you have done particularly well in the competency area, while a

‘Grade D’ indicates that you did not perform particularly well within a competency area specific to the exercise. Information is also provided to explain the kinds of performance that distinguished stronger candidates from those who did not perform

so well.

Garner

In this exercise you met D Garner, a store owner at The Westshire Centre, who wished to meet and discuss some concerns.

The competencies you were assessed on and the grades you were awarded in this exercise are shown below:

Openness to Change

Professionalism Service Delivery

Serving the Public Working with Others Oral Communication

Stronger performing candidates asked appropriate questions to gather information

and informed the role actor of relevant and important information. They also made suggestions to improve the situation and explained the reasons for the suggestions made. Stronger performing candidates interacted with the role actor in a respectful

and constructive manner, and communicated in a clear and structured way.

Some less strong performing candidates dealt with the role actor in a disrespectful and dismissive manner. Some may also have communicated in an unclear or unstructured manner.




Kowalski

In this exercise you met N Kowalski, a store owner in The Westshire Centre, who

wished to meet and make a complaint.


Decision Making Professionalism

Service Delivery Serving the Public Working with Others

Oral Communication

Stronger performing candidates asked questions to gather and clarify information. They also made suggestions to address concerns raised. Stronger performing candidates also informed the role actor of important information and explained

information in order to improve the situation. They dealt with the role actor in a respectful and constructive manner, and communicated in a clear and structured

way. Some less strong performing candidates dealt with the role actor in a disrespectful

and dismissive manner. Some may also have communicated in an unclear or unstructured manner.




Swift

In this exercise you met S Swift, a member of the community, who wished to attend a meeting to discuss their concerns about some changes at The Westshire

Centre.


Decision Making Openness to Change

Service Delivery Serving the Public Working with Others

Oral Communication

Stronger performing candidates asked questions to explore the issues presented and gather information. They also made suggestions to address the role actor’s concerns and explained information to the role actor in order to improve the

situation. They dealt with the role actor in a respectful and constructive manner, and communicated in a clear and structured way.

Some less strong performing candidates dealt with the role actor in a disrespectful

and dismissive manner. Some may also have communicated in an unclear or unstructured manner.




Zajak

In this exercise you met R Zajak, a business owner at The Westshire Centre, who wished to meet to raise some concerns.

The competencies you were assessed on and the grades you were awarded

in this exercise are shown below: Decision Making

Professionalism Service Delivery

Serving the Public Working with Others Oral Communication

Stronger performing candidates asked questions to clarify and gather information.

They also provided the role actor with explanations to assist their understanding. Stronger performing candidates also informed the role actor of important information and made suggestions to improve the situation. They dealt with the

role actor in a sensitive and constructive manner, and communicated in a clear and structured way.

Some less strong performing candidates dealt with the role actor in an insensitive and dismissive manner. Some may also have communicated in an unclear or

unstructured manner.




Interview 2015

During the interview you were asked four questions. Two of these questions related to your motivations and values, and two of these questions related to your past experience. Each question assessed two competency areas, with oral

communication assessed throughout the interview.

The competencies you were assessed on and the number of times each competency was assessed is shown below, along with the grades you were awarded:

Openness to change

Professionalism Service Delivery Serving the Public

Working with Others Working with Others

Working with Others Decision Making Oral Communication

In relation to the questions about motivations and values, stronger performing candidates provided a response that was thorough and relevant to the questions

asked. They discussed a wider variety of considerations in relation to the question asked and their response provided strong evidence of the competencies being assessed. Some less strong performing candidates may not have provided a

response that was relevant to the question being asked. Some less strong performing candidates may have also been narrower and less thorough when

discussing their considerations. In relation to the questions about past experience, stronger performing candidates

were able to provide a specific example in response to each question asked. They outlined their contributions or actions and provided strong evidence that was

relevant to the competencies being assessed. Some less strong performing candidates were unable to provide an example relating to the question asked. Some less strong performing candidates may also have provided less relevant

examples and less information about their contribution or input.

In relation to all the questions, stronger performing candidates spoke clearly and structured their responses in a logical order. Some less strong performing candidates may not have spoken clearly and may have provided their response in

an unstructured manner.




Psychometric Tests

You completed two psychometric tests: the Numerical Ability Test and the Verbal Ability Test.

In the Numerical Ability Test (NAT) you were presented with numerical reasoning questions and were required to select the correct response from a choice of options.

Stronger performing candidates selected the correct responses from the choice of options by using numbers in a rational way, correctly identifying logical

relationships between numbers and drawing conclusions/inferences from numbers. Stronger performing candidates were able to utilise the following numerical

operations: addition, subtraction, multiplication, division, averages (mean), percentages, ratios and the interpretation of numbers represented graphically.

In the Verbal Ability Test (VAT) you were presented with various scenarios and a number of statements.

Stronger performing candidates selected the correct responses from the choice of options by using verbal information in a logical way to make sense of a situation

based on specific written information.

The competencies you were assessed on and the grades you were awarded in the psychometric tests are shown below:

Numerical Ability Test (NAT)

Decision Making *

Verbal Ability Test (VAT)

Decision Making *




Exercise by Competency Matrix

Your matrix overleaf provides you with an overview of the assessment centre, the

competencies measured and the number of competencies assessed in each exercise.

The matrix is particularly useful for highlighting trends in your performance. The rows of the matrix tell you how well you performed in each competency area. The

columns of the matrix tell you how well you performed in each exercise. You should examine your matrix to identify your own particular strengths and developmental needs.

When reviewing performance across the matrix it is important to bear in mind the

context of the exercise. Again, you should look for patterns indicating particular strengths or areas for development in relation to the exercise type.

To achieve the maximum benefit from the feedback report you must be willing to use all the information to reflect upon your performance and identify how that

might impact on your approach to similar situations that require the same competencies and skill.




Garn

er

Kow

laski

Sw

ift

Zaja

k

In

terv

iew

Verb

al

Ab

ilit

y

Test

Nu

meric

al

Ab

ilit

y

Test

Oral Communication x x x x x

Decision Making x x x x x x

Openness to Change x x x

Professionalism x x x x

Service Delivery x x x x x

Serving the Public x x x x x

Working with others x x x x X X X

Competency

Exercise

Documents

Date: 6th January 2020 110.pdf · Serving the public – total of 15 points available (14.3% of final mark) Working with others – total of 21 points available (20.0% of final mark)