The Hong Kong Police Force is set to recruit 170 probationary inspectors (PIs) and 750 police constables (RPCs) in the financial year, alongside continuous opportunities for personal growth and career advancement. After training at the Police College, PIs and RPCs are usually deployed to the patrol sub-unit (uniform branch) for a period of time before career streaming (uniform branch, crime and others). The adoption of Structured Career Path (SCP) is expected to strengthen the force's mechanism. Every year, the Force Promotion Assessment Teams assess candidates' suitability based on certain factors, including record and years of service, overall performance, professional knowledge, leadership skills, and passing the required examinations. Training programmes are offered to meet various work requirements and enhance their performance. At one end of the continuum is basic vocational or job-specific skills training relevant to day-to-day policing. As officers move up the hierarchy, the learning spectrum widens to include professional development programmes on generic competencies in the police context. For example, training on police leadership and command of critical incidents is introduced at junior command level, but is more focused at middle management level. Senior management is given executive development training in areas such as strategic planning and perspectives, leadership and policy analysis. There is also mainland and overseas development training available to improve the officers' professional knowledge. An officer may be granted an increment only if his performance at work is considered satisfactory. Allowances, under strict control and supervision, are available for different grounds.