Promotion or Development?

There has been a lot of change in recent years with regards to assessment and career progression. What used to be a matter of studying for your exams and then applying for promotion has changed dramatically. The processes now used for promotion are lengthy and multi-faceted. In fact, it is no longer about promotion; it’s about ‘development’.

With any big change, it can take a long time to get accustomed to what is now required. Although the new processes have been around for a few years, there is still some uncertainty around what is expected, what you need to know and what you need to do.

The ADC process is still relatively new, and it’s fair to say that some people are still dubious. The main bone of contention seems to be around operational capabilities and technical knowledge, which are not assessed by this process. The ADC assesses PQAs- the attributes required to successfully perform at the next managerial level. Once these have been assessed further development can be undertaken to gain the technical and procedural skills required to perform the role.

Much of the confusion seems to lie with the way some FRS are using the ADC system. The original concept was that ADCs identify potential to progress. The candidates who are successful at demonstrating the underlying aptitudes at the ADC would gain access to a development programme to prepare them for the next role. Ultimate selection of suitably developed candidates would then be determined by a promotion interview. Unfortunately, the demands of succession planning and limited organisational resources have meant that many FRS use the ADC as a selection tool. Instead of using the PQAs to identify suitability for further development, they are being used to identify candidates for promotion. When it is felt that personnel without the sufficient skills or knowledge are being promoted the ADC system is blamed. In fact it is the misuse of the system which can create the problems.

Click here to learn more about the ADC process