Police Scotland Competencies, CVF & Values Guide (2026)

Every stage of Police Scotland’s behavioural selection process is underpinned by the Competency and Values Framework (CVF) and the Code of Ethics for Policing in Scotland. Whether you are completing your initial online application form or attending your Police Scotland Assessment Day at Tulliallan Castle, assessors score your answers and actions directly against six core competencies and three policing values.

What Are the 6 Police Scotland Competencies (CVF)?

The Competency and Values Framework (CVF) used by Police Scotland sets out six nationally recognised behavioural competencies required of police officers. You can jump directly to each competency below:

• 1. We are emotionally aware
• 2. We take ownership
• 3. We are collaborative
• 4. We deliver, support and inspire
• 5. We analyse critically
• 6. We are innovative and open minded

What Are Police Scotland’s Values? (Code of Ethics)

A common mistake in recruitment guides is stating that Police Scotland has “four values”. In fact, as set out in the Code of Ethics for Policing in Scotland, Police Scotland has three core values — Integrity, Fairness, and Respect — underpinned by a commitment to upholding Human Rights:

• Integrity
• Fairness
• Respect
• Commitment to upholding Human Rights

Integrity

Integrity means being honest, trustworthy, and accountable in everything you do, from your very first shift and throughout the recruitment process itself. Officers place the public interest above personal interest, never abuse their authority, and are open and transparent when mistakes occur. In selection, integrity is also tested directly during pre-employment vetting: any discrepancy between what you declare on your application form and what the Force Vetting Unit uncovers results in immediate disqualification.

Fairness

Fairness requires an impartial, objective, and non-discriminatory approach to every situation. Officers listen to all sides before forming a judgement, apply rules consistently without favouritism or prejudice, and take an open, balanced approach to community issues.

Respect

Respect is about treating every member of the public, witness, victim, detained person, and colleague with courtesy, dignity, and consideration. It means valuing different cultures, backgrounds, and perspectives, listening actively, and understanding the impact of your words and actions on others.

Commitment to Upholding Human Rights

Alongside the three values of Integrity, Fairness, and Respect, the Code of Ethics for Policing in Scotland places an explicit commitment to upholding Human Rights at the heart of Scottish policing. Every action taken by Police Scotland must be proportionate, lawful, accountable, and necessary, protecting the safety, dignity, and fundamental rights of all individuals in the community.

The 6 CVF Competencies Explained in Full

In the national Competency and Values Framework structure, the six competencies are grouped into three thematic clusters (Resolute, compassionate and committed; Inclusive, enabling and visionary leadership; and Intelligent, creative and informed policing), with entry-level Police Constables evaluated at Level 1 (Practitioner). Below is what each of the six Police Scotland competencies means in practice and the core behaviours you should demonstrate.

1. We Are Emotionally Aware

Emotional awareness is about understanding both your own emotions under stress and the feelings, triggers, and vulnerabilities of the people around you. Policing regularly places officers in tense or distressing situations; managing your own reactions calmly allows you to de-escalate conflict and communicate empathetically.

• Treating everyone with kindness, courtesy, and respect, even when under provocation.
• Listening actively to understand how others feel and why they are reacting in a particular way.
• Remaining calm, composed, and professional under pressure rather than reacting defensively.
• Recognising your own stress triggers or limitations and seeking support when needed.
• Valuing diversity and adapting your communication style to suit different individuals.

2. We Take Ownership

Taking ownership means stepping forward to deal with problems proactively, seeing tasks through to completion, and being personally accountable for your decisions and actions. It also means owning up immediately when an error occurs and learning from feedback rather than making excuses.

• Identifying problems early and taking personal responsibility to resolve them rather than passing them on.
• Seeing tasks and commitments through to the end, keeping affected people updated.
• Being honest and transparent about mistakes, taking corrective action, and learning from experience.
• Recognising when colleagues need help and willingly stepping in to support them.
• Giving and receiving constructive feedback respectfully to improve performance.

3. We Are Collaborative

Effective policing in Scotland relies on close teamwork with fellow officers, police staff, local communities, and partner agencies (such as local councils, NHS services, schools, and voluntary organisations). Being collaborative means building trust, sharing information appropriately, and working towards shared goals.

• Working cooperatively with colleagues and external partners to solve shared problems.
• Being approachable, inclusive, and genuinely interested in the perspectives of others.
• Building common ground and mutual trust across different groups or backgrounds.
• Communicating clearly, politely, and without jargon so everyone can contribute.

4. We Deliver, Support and Inspire

Every constable is a visible representative of Police Scotland. This competency is about understanding the wider purpose of public service, maintaining high personal standards, supporting colleagues through challenging demands, and acting as a positive role model in the community.

• Staying focused on delivering high-quality service in the public’s best interest, even when tasks are difficult.
• Supporting, coaching, or encouraging teammates who are under pressure or learning a new skill.
• Using time and available resources responsibly and efficiently to achieve the best outcome.
• Leading by example and upholding the reputation and ethical standards of the service at all times.

5. We Analyse Critically

Police officers routinely face incomplete, emotional, or conflicting accounts. Critical analysis means gathering relevant facts, spotting gaps or inconsistencies in evidence, testing assumptions rather than jumping to conclusions, and weighing risks logically before deciding what to do.

• Gathering information from multiple sources before forming a judgement.
• Identifying flaws, bias, or missing details in data or witness accounts.
• Using objective logic and sound reasoning to solve complex problems.
• Weighing the risks, benefits, and human-rights implications of different options before acting.

6. We Are Innovative and Open Minded

Communities and crime patterns change constantly. Being innovative and open-minded means welcoming new ideas, adapting constructively when plans or procedures change, learning from different viewpoints, and looking for practical ways to improve how work is done.

• Being receptive to new approaches, feedback, and different perspectives.
• Suggesting practical improvements when an existing process is not working well.
• Adapting calmly and flexibly when circumstances, priorities, or instructions change.
• Reflecting on your own performance and looking for ways to develop and improve.

How the 6 CVF Competencies Are Tested Across Every Selection Stage

Older websites often claim that you will be tested on the CVF through “role-play actors” or “formal debates” at the assessment centre, or asked memory questions about the Standards of Professional Behaviour during your interview. Neither is true for Police Scotland.

Police Scotland states explicitly that no policing, legal, or procedural knowledge is required on Assessment Day, and there are no role-play exercises. Instead, your CVF competencies and values are evaluated across the written application and the three real Assessment Day exercises:

1. Initial Application Form (Stage 1): Your written competency/personal statement responses (alongside Transferee CVF applications where applicable) must show clear real-life evidence of your behaviours and values.
2. 50-Minute Group Discussion Task (Stage 4, Exercise 1): You spend 10 minutes independently reading a 500–600-word policing-related scenario, 30 minutes discussing it as a group and briefing the assessors on the task items, and 10 minutes answering direct Q&A from the assessors.
3. 60-Minute Situational Judgement Exercise — SJE (Stage 4, Exercise 2): Assessors verbally present unfolding hypothetical policing scenarios to the group (reactive, with no reading time) and ask each candidate individually about their considerations and intended course of action.
4. 20-Minute Competency-Based Interview (Stage 4, Exercise 3): Reached only if you pass both the Group Task and the SJE. You answer 4 structured questions, each aligned to a CVF competency stated with the question.

Code of Ethics vs Standards of Professional Behaviour: What Candidates Need to Know

Once you are appointed as a Police Scotland constable and begin your 18-week initial training at Tulliallan or East Kilbride, your conduct on and off duty is governed by the Code of Ethics for Policing in Scotland and the statutory Standards of Professional Behaviour (covering areas such as Honesty and Integrity; Authority, Respect and Courtesy; Equality and Diversity; Use of Force; Orders and Instructions; Confidentiality; Fitness for Duty; Discreditable Conduct; and Challenging and Reporting Improper Conduct).

For your recruitment Assessment Day and 20-minute Competency-Based Interview, remember two key rules:

• You will not be asked to recite the Standards of Professional Behaviour from memory: No prior policing, legal, or procedural knowledge is tested.
• You must reflect their spirit in your actions: In both the 60-minute SJE and your four STAR interview answers, assessors want to see that you naturally treat people with courtesy (Respect), refuse to discriminate or pre-judge (Fairness), tell the truth and challenge wrongdoing (Integrity), and protect people’s welfare and safety (Human Rights).

Police Scotland Competencies & CVF FAQs

Sources: Police Scotland, Our recruitment process; Police Scotland, Transferees (Competency and Values Framework); Code of Ethics for Policing in Scotland. Last checked 13 October 2026.