As the Promotions Lead for the British Transport Police, I have a front-row seat to one of the most important journeys in an officer’s career: the path to promotion. My role puts me in direct contact with officers who are eager to take on more responsibility, step into leadership roles, and contribute even more to keeping our transport networks safe. But, as rewarding as this position is, it also comes with its challenges.......and I’d like to share a bit about what it’s like to be the lead for the promotion process at the BTP.
Why the Promotion Process Matters
Promotions in any organisation isn’t just about moving people up the ladder; it’s about building the future of that organisation. In policing, this is especially true. Each officer we promote will influence our culture, drive our standards, and shape the way we approach the public we serve. This means that our promotion process isn’t just about identifying competence or years of service; it’s about spotting potential, nurturing leadership, and ensuring we’re building a diverse, capable team ready to meet tomorrow’s challenges.
As the lead, it’s my responsibility to make sure that our process is fair, transparent, and reflective of the values we uphold. I want every officer to know that their dedication is recognised and that their career progression is in their own hands—based on merit and earnt.
Addressing Challenges in the Promotion Process
Like any organisation, the BTP has its complications when it comes to promotions. Some common issues I see include:
- Balancing Consistency with Individuality: Every officer brings unique strengths and experiences, and the right role for one person may not be the right fit for another. Balancing individual needs with a consistent approach that’s fair for everyone is no small task. We want a process that identifies those ready to step up without forcing everyone into a one-size-fits-all mold.
- The Weight of Expectations: Many officers feel an immense pressure around promotions, which can lead to stress and even resentment if they are not successful. I see it as part of my role to help shift this mindset. Promotion isn’t just about the next rank—it’s about readiness, growth, and timing. It’s essential to provide clear feedback and support to those on the path, even if the timing isn’t quite right yet.
- Transparency in Decision-Making: I know from conversations with officers that transparency is a top concern. Many have expressed frustration over feeling “in the dark” about what’s required to progress, or why they may have not been successful. This feedback is invaluable, as it underscores the need to communicate our standards and expectations clearly. Officers should never feel like they’re going through a promotion process not knowing what is expected of them.
The Importance of Recognising Talent and Potential
One of the greatest privileges of my job is seeing potential in officers who may not see it in themselves yet. Police work requires a high degree of resilience, quick thinking, and empathy. These qualities don’t always show up on a PDR (performance review), but they’re exactly what we need in our leaders. Part of my mission is to spot these qualities and ensure they’re recognised and nurtured.
We work closely with our Talent Team to make sure this is a consistent approach also. There are officers who, with the right guidance, can become some of the most effective and respected leaders in our force, and I want to be sure we’re giving them every opportunity to reach that potential.
Building Trust in the Process
I’m aware that there’s room for improvement in how we communicate and manage expectations. Promotion processes are often filled with a lot of emotion, and it’s my responsibility to help in any way that I can. Officers know where they stand and what’s expected if they want to progress. I want to ensure that every officer feels their journey is being supported.
Looking Ahead
It’s an exciting time to be involved in promotions at BTP. As our force evolves to meet new challenges, so does our approach to leadership. We’re putting more focus than ever on diversity, inclusion, and making sure our leaders are truly representative of the communities we serve. We’re also adapting to the changes in policing itself, from technological advances to evolving expectations from the public and improving trust and confidence in us.
I’m committed to building a process that reflects the best of BTP—a fair, supportive, and empowering experience that recognises talent and rewards dedication. For any officer reading this who’s thinking about taking the next step: I want you to know that we’re here to support you on that journey, and your growth is a priority for us and we care.
Final Thoughts
Being the Promotions Lead at British Transport Police is both challenging and deeply rewarding. Every day, I have the privilege of helping dedicated officers shape their futures and, in turn, shape the future of our force. It’s a role that requires empathy, patience, and a clear commitment to fairness, and I’m grateful for the trust placed in me to fulfil it.
Promotions isn’t just about reaching the next rank.............. it’s about becoming the kind of leader who can make a real difference. That’s a responsibility we all share, and it’s one I’m proud to help others achieve.
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