Information about the role of a selection assessor, including the role purpose, key responsibilities and the skills required.
About the role
A selection assessor is a learning and development position within the business support sector of policing. It's a service deliverer role in the policing professional profiles.
Role purpose
A selection assessor plays key role in assessing candidates’ performance objectively against agreed standards and assessment methods, for example, observe, record, classify, and evaluate (ORCE). Working as part of an assessment team, selection assessors will ensure fair, consistent, and high-quality assessment processes.
This role requires professional judgement, adherence to ethical guidelines, and collaboration with colleagues to maintain assessment integrity and effectiveness.
Contributions of a selection assessor will support the selection and/or promotion of candidates during local or national processes by ensuring an unbiased and high-quality assessment process.
Key responsibilities
- Conducting objective assessments by evaluating candidates’ performance against established criteria, for example, the competency and values framework (CVF) using assessment methods (for example, ORCE and rubrics) to ensure objective, fair, and consistent decision-making.
- Adhering to marking guidance, ensuring consistency in scoring, decision-making, and application of assessment criteria to apply a standardised approach.
- Completing assessment documentation, accurately recording observations and decisions regarding candidates to maintain detailed and compliant records.
- Collaborating with the assessment team, working closely with assessors, facilitators, and quality assurers to uphold assessment integrity and effectiveness.
- Upholding ethical and professional standards by adhering to the code of ethics, confidentiality requirements, demonstrating sound judgement and impartiality as a commitment to continuous improvement.
- Addressing non-compliance when collaborating with other assessors, if required, to maintain objective and fair assessment of candidates.
- Engaging in training, briefings and feedback to ensure alignment with assessment standards.
- Providing high quality constructive feedback to candidates in line with marking guidance, contributing to the continuous improvement of assessment standards.
- Effectively managing workload, maintaining focus, attention to detail and resilience under pressure to ensure assessment deadlines are met.
Competencies, values and core skills
The competency and values framework (CVF) provides clear expectations for everyone working in policing. It describes the behaviours required by police officers and staff to be effective in their roles and uphold the Code of Ethics for policing.
Competencies
The CVF has six competencies, which are split into levels. These levels can be used flexibly to allow for a better fit with frontline and non-frontline policing roles, and at different levels of seniority. This ensures that there is consistency throughout all the policing professional profiles. Some roles may contain different CVF levels due to the specialist nature of the role. Those working at higher levels should also fulfil the requirements of the lower levels.
This role should be operating at or working towards the following competencies.
- We are emotionally aware – Level 2: supervisor or middle manager
- We take ownership – Level 1: practitioner
- We collaborate – Level 1: practitioner
- We support and inspire – Level 1: practitioner
- We analyse critically – Level 1: practitioner
- We are innovative and open-minded – Level 1: practitioner
Values
The CVF has three values that apply to everyone in policing, regardless of their role or seniority.
Core skills
All roles in policing have nine core skills in common. These are split into levels that represent the different levels of policing. This role should be operating at or working towards the following core skills.
- Communicating and influencing – Level 1
- Problem solving – Level 1
- Performance management – Level 1
- Relationship management – Level 1
- Change management – Level 1
- Managing people – Level 1
- Managing resources – Level 1
- Planning – Level 1
- Use of IT – Level 1
Education, qualifications and experience
Previous education, qualifications and experience
- Experience working at the level of the role being assessed for.
In-role education, qualifications and experience
To achieve effective performance in the role, the following training should be met.
- Completion of relevant training course (e.g. initial assessor briefing, product specific training etc) to assess on national processes.
Continuing professional development
Continuing professional development (CPD) enables everyone in policing to develop and gain recognition for their professional skills, knowledge and competence.
CPD ensures that we continue to provide high-quality policing to keep the public safe and help to drive career aspirations. Discussion of CPD is usually included as part of professional development review (PDR) conversations.
Learning and accreditation
- Complete all core training required by the force.
- Any exemptions to learning and accreditation requirements are at chief constable discretion, in line with the local force policy.
Professional development
This role should consider the following CPD:
- continually reflecting upon existing practice and sharing learning with peers in order to inform and improve policy, processes and practice
- actively engaging in CPD to enhance skills, mitigate bias and contribute to process improvements