Root and branch

The case for change

1. A root-and-branch modernisation of recruitment, training, development, promotion, monitoring and appraisal across policing.

Definition of police leadership

2. A clear, shared national definition and set of principles of police leadership, to be developed further by the proposed National Academy of Police Leadership.

Workforce, data and evaluation

3. Work should begin immediately on the comprehensive workforce strategy already promised in the government’s police reform white paper.
4. The new National Police Service (NPS) should lead delivery of that workforce strategy, with a senior workforce planning function housed in the National Academy.
5. A complete rethink of how police workforce data is collected, collated and analysed in real time.
6. A centrally supported evaluation framework to assess the value and effectiveness of leadership training and development, owned by the National Academy.

Representation and ethics

7. The NPS should lead on ethical and inclusive policing, building a national community of practice and potentially a dedicated national ethics capability.

Police constable recruitment and training

8. Recruits trained through the unaccredited Police Constable Entry Programme (PCEP) should gain formal accreditation and recognition of their learning, including the option to top up to a full degree apprenticeship equivalent.
9. Forces should offer a range of constable training programmes and give recruits proper advice to choose the right one, rather than locking them in at application.

Career-long learning

10. A mandatory, standardised approach to annual performance reviews, feeding into a professional digital passport held on an NPS national database — which should also underpin a licence to practise for police officers.
11. A national system for recognising learning and experience, from internal course certificates through to higher education qualifications, feeding into the same professional digital passport.

A police leadership fast stream

12. A new police leadership fast stream, recruiting at least 400 people a year, providing five to ten years of structured development toward superintendent rank — open to serving officers, staff, volunteers and external candidates, with no degree requirement.

Frontline leadership

13. A new senior constable rank, recognising experience and leadership on the front line, with mentoring and tutoring responsibilities, introduced as soon as possible.
14. Reform of promotion to sergeant and inspector: clear criteria, use of performance reviews and leadership training rather than a single legal exam, probationary periods, and an end to temporary promotions.

An open profession

15. Secondments to other forces, sectors and the NPS made routine and expected as part of leadership development, with the NPS acting as policing’s “staff college”.
16. A targeted direct entry scheme bringing proven leaders from adjacent professions — security, risk management, public protection — into senior and executive roles.
17. Police staff structures aligned to officer ranks, with equal access to leadership development.

Quality leadership development

18. National leadership development programmes available to everyone in policing, delivered nationally and regionally for consistency and economies of scale.
19. Leadership development networks at every level, connected to public sector partners, with protected time to participate.

Senior promotions and appointments

20. Mandatory annual performance reviews for all chief officers, including chief constables, supported by non-executive boards similar to the Met’s.
21. A new standardised promotion process for chief inspector, superintendent and chief superintendent, mirroring the reformed sergeant/inspector process.
22. Urgent establishment of the senior workforce planning function already promised in the white paper, hosted by the National Academy.
23. A central appointments panel for chief constable roles, including external voices such as HM Chief Inspector of Constabulary, to be consulted on shortlisting and any extension of tenure.

Delivering a new approach to police leadership

24. Creation of a National Academy of Police Leadership as an essential entity of the NPS, owning the leadership definition, fast stream, promotion standards, direct entry scheme, secondments, development networks and senior workforce planning.
25. The Academy should have its own dedicated physical home, potentially generating income through a global offer of police training and development.
26. Restoration of central government funding for leadership development, brought into line with organisations such as the military and the NHS.
27. A Home Office-led implementation group, working with the NPS, to set a clear delivery timeline — prioritising the leadership definition, workforce strategy, performance reviews, the senior constable rank, new promotion processes, senior workforce planning and the National Academy’s establishment within the 2026/27 financial year.