The CPS is committed to fostering a culture of learning and aims to provide avenues for all employees to achieve their own individual development goals. The following are some of the programmes and initiatives introduced to help build confidence, skills and enable employees to take their career in the direction they wish.
All CPS employees and their managers are encouraged to have regular, open career conversations to support aspirations, performance and development. An online toolkit is available that helps managers facilitate effective career conversations, which includes a step-by-step approach to preparing for and holding the conversation, hints and tips for developing colleagues, videos and more.
Postitive Action Pathway
The Positive Action Pathway is a cross-government scheme for employees in under-represented groups to gain confidence and progress in their careers. Within the CPS, we offer opportunities on this scheme to employees at a variety of levels who are Black, Asian or Minority ethnic, disabled, or lesbian, gay, bisexual, or transgender.
The programme consists of various development workshops, action-learning sets and on-the-job learning to equip participants with the skills and confidence to realise their full potential and to assist with career progression.
CPS Mentors and Senior Allies Reverse Mentoring Programme
This programme pairs senior managers as allies with junior employees who identify as BAME, disabled or LGBT acting as mentors, to give them insight into the experience of colleagues from different backgrounds. Monthly mentoring sessions take place which aim to empower employees, with both parties benefiting through the sharing of experience and perspectives.
Talent Development Programmes
The CPS is committed to identifying and nurturing talent and currently offers two internal development programmes aimed at employees who have demonstrated high potential for more senior roles. Leading for Success and Leading with Confidence have been designed to equip employees with the leadership skills they need to prepare them for the future demands of the organisation and the wider civil service. Entry points depend on employee’s current grade. They are 12 month programmes and both are delivered by experts in the leadership field.