1.1. The following sections outline the different sources of information used within the NPPF Evaluation Report.

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1 1. Sources of Information 1.1. The following sections outline the different sources of information used within the NPPF Evaluation Report Surveys Surveys were used to gather the perceptions and opinions of those involved in different ways in the promotion process for both OSPRE and NPPF The following groups were invited to participate in the surveys: OSPRE Forces Candidates NPPF Forces Candidates NPPF Forces Line Manager OSPRE Forces Human Resources NPPF Forces Human Resources NPPF Forces Implementation Key stakeholders and other respondents To minimise the burden on police time the surveys were designed to be short and therefore quick to complete. Those surveys that could be completed in one sitting (Candidates, Line Manager and Stakeholders surveys) were administered via the internet. Those surveys that required the respondent to find out further information (i.e. number of serving sergeants) were administered via electronic document in (Human Resources, and Implementation team surveys The surveys completed via the internet were distributed to respondents using an with an embedded link which took them directly to the survey The surveys aimed at OSPRE practising forces and candidates asked them to consider the OSPRE process only. The surveys aimed at NPPF NPPF Evaluation 1

2 practising forces were sometimes asked to compare NPPF with OSPRE where they had had the opportunity to experience both. NPPF candidates however were only asked to consider the NPPF process in their answers Surveys were live and available to complete between 8 th October 2010 and 8 th November Reminder s were sent to respondents in this time to encourage participation and some forces who wished to respond after the deadline were also given that opportunity Respondents were told that the surveys were voluntary and that their responses would remain anonymous Also following the initial small numbers of responses, those forces who had yet to respond to the Human Resources survey were ed again in late February 2011 to encourage participation All the surveys consisted of closed questions (specific options were given), open questions (respondents could freely expression their opinions) which also included asking respondents for their top three (in ascending order) advantages and disadvantages of the NPPF and OSPRE processes The closed questions were analysed using SPSS and the open ended questions were analysed using thematic analysis where all the comments to each question were categorised into themes. The exception to this was the thematic analysis for the open ended comments to the candidate surveys. Due to the large number of comments these questions were analysed using a random selection of 50 comments to each question which were then categorised into themes. 2 NPPF Evaluation

3 1.3. NPPF Data Capture In the design of the NPPF a new data capture process was introduced which would help forces to meet their statutory duties in relation to equality and diversity and allow the PPEB to fulfil its obligations to monitor the fairness of the NPPF on a national level. Forces must provide the required data for all candidates who apply to and progress through the NPPF The Data Capture process operates through bespoke software which contains the biographical details of candidates as well as tracking them through the NPPF process at each step. It provides a standardised and systematic approach to collecting the required data on candidates. This was an improvement on the old system which was difficult to collate and not favoured by the forces themselves. This Data Capture process has been in place since April 2009 when the candidates on NPPF processes were transferred over to the new software that future candidates would be added to OSPRE Data Data is collected on the biographical details and pass rates of candidates who complete OSPRE Part I and Part II. Biographical details are collected through candidate registration This data is collected and held by NPIA and forces are informed via force feedback following every exam or assessment centre of their pass rates overall and by biographical breakdown NPPF Licensing System The NPPF Licensing System was developed after the Minister of Policing expressed the need for a rigorous and robust licensing system to underpin the roll out of the NPPF. Prior to the NPPF the Police Promotion Trial had utilised a Quality Assurance Framework (QAF). NPPF Evaluation 3

4 The aim of the Licensing System was to create a framework of criteria to ensure systems were in place to guarantee a national minimum standard. It also created a pathway for forces to follow from registration into the NPPF to completion of a confirmed licence evidencing a forces ongoing approach to implementing the NPPF NPPF Licensing Reviews The NPPF Licensing Reviews were requested while work on the evaluation was being carried out. As such they are not part of the evaluation work but do offer further information regarding the actions that have been put in place following the reviews The Police Promotion Examinations Board (PPEB) requested a review 1 of the NPPF licensing system at the end of This paper was written by Julie Beardwell (Independent Academic Advisor to the PPEB) and looked into the following points: Identify the requirements for a licensing system as specified by the Minister for Policing at the start of the NPPF trial Consult with stakeholders who have been involved in the design and implementation of the licensing system Collect opinions on the strengths and problems of the licensing system Propose recommendations for consideration by the PPEB Nick Gargan DCC of the NPIA also requested a review of the way NPIA administered and operated the Licensing System which was written by Phil Woolf (Corporate Development, Sussex Police). 2 This report aimed to review the operation by NPIA of the NPPF. 1 NPPF Licensing Review, Julie Beardwell 2 Review of the Operation of the National Police Promotion Framework, Phil Woolf 4 NPPF Evaluation

5 1.7. NPPF Equality Impact Assessment The NPPF Equality Impact Assessment is a separate piece of work carried out by NPIA s Equality, Diversity and Human Rights Unit and ensures that the NPPF meets the requirements of the equality duties and allows the NPIA to identify active steps they can take to promote equality within the NPPF This consists of assessing the effects of policies on people in respect of the protected characteristic and where possible finding opportunities to promote equality as well as removing or mitigating negative or adverse impact Post OSPRE Part II Assessment Process Survey In 2009 Peter Neyroud (then CEO of NPIA) sent out a request to all OSPRE forces seeking information on candidates who had been successful at an OSPRE Part II Assessment Centre. The request was on behalf of the Police Promotion Examinations Board (PPEB) and the Policing Minister The request was part of the ongoing evaluation of the NPPF and the extent to which it had provided progress on equality as compared to OSPRE Specifically, forces were sent a list of successful OSPRE Part II candidates over the past five years (2004 to 2008), and were asked to confirm whether or not each officer had since completed an application/selection process and whether or not they had been successful in obtaining substantive promotion. NPPF Evaluation 5

6 1.9. Costing information A separate paper was written on behalf of the Police Promotion Implementation Project Board (PPIPB) 3 by David Backhouse which compares the running costs of the NPPF and OSPRE by adjusting each step to a cost per substantive promotion, i.e. based on the end result. 3 Costing promotion through the National Police Promotion Framework, David Backhouse 6 NPPF Evaluation