051129-firepe-R1124174334

Hampshire Fire and Rescue Authority Item 10
Human Resources Committee
15/03/200529 November 2005

Error! Bookmark not defined.Firefighter Recruitment 2005
Report by the Chief Officer

Contact: Jennifer McNeill Telephone : 023 80 644 000 ext 2348
Email : jenny.mcneill@hantsfire.gov.uk

1

Summary

Our pilot using the draft new national firefighter selection tests is almost complete. This report outlines the benefits to the Service of piloting these tests, the successes we have had as a direct result of our positive action initiatives leading up to the recruitment stage, and the results of the process which means we can employ new firefighters to attend the January and May 2006 training courses to meet the forecasted establishment levels for 2006/07.

2

RecommendationError! Bookmark not defined.

a

That the Human Resources Committee note the contents of this report.

3

Introduction Error! Bookmark not defined.and Background

3.1

Whole time Firefighter Recruitment 2005
A report was submitted to the HR Committee on 8 September 2005 giving details of the pilot firefighter recruitment process we intended to follow in Hampshire commencing in August 2005. The recruitment process is now complete and we have learned a great deal about each of the selection tests and the practicalities of administering and implementing this in the future. Equally, we have been able to provide the Office of the Deputy Prime Minister (ODPM) with useful figures and feedback to date. This will be used to inform the final outcome of the new national selection process due to take effect in April 2006.

On current establishment figures we have planned for an intake of 72 new whole time firefighters over 2006/07. This figure is based on current information and historical trends as regards likely retirements and leavers and will be revised over the year as new information is available. We plan to run training courses in January and May 2006 and further training courses will be planned for as required. The immediate shortfall in establishment will be made up from further transfers into the Service. This year we have transferred in 22 firefighters, with a further 3 starting in December, 2 of whom are women. We will also start to plan for our next recruitment activity, for vacancies on the retained duty system as well as wholetime posts.

4

Recruitment Process

4.1

Preparation stage
In readiness for managing this process, we arranged for our operational line managers and HR professionals to be trained or refreshed in good recruitment practice, and to receive training direct from the design consultants, Water for Fish.

4.2

Application stage
As this was a pilot process and the new to HFRS, it was our intention to control the numbers of applications so that all stages could be carefully monitored and we could be properly resourced to carry out this activity and learn from each stage. We issued 750 application forms and received 512 responses. We are writing to those that did not respond as we are interested in finding out the reasons for them not progressing their application further. Of those 512 application forms returned to us, 37 (7%) were from minority ethnic groups and 30 (6%) were from women.

4.3

Shortlisting
The shortlisting process was resource intensive as each application form was marked against a pre-determined criteria. Of the 512 applications received, 122 met the shortlisting criteria. Of these, 15 (12%) were from minority ethnic groups and 11 (9%) were women.

4.4

Psychometric Testing
This stage comprised a questionnaire and three written papers which covered:

· Understanding information

· Situational awareness / problem solving

· Working with numbers

The papers were marked by Water for Fish and the results returned to us. 71 of the 122 people who sat these tests attained the required level. Of these 10 (14%) were from minority ethnic groups and 6 (8%) were women.

4.5

Physical testing
The physical tests comprised:

· Ladder lift

· Ladder climb and leg lock

· Casualty drag

· Dexterity test

· Confined space crawl

· Rural simulation

67 of the 71 candidates passed these tests, of whom, 9 (13%) were from minority ethnic groups and 4 (6%) were women.

4.6

Interviews
The interviews are complete for the 67 remaining candidates, 58 of whom were successful. Of these, 8 are from minority ethnic groups and 4 are women. One of these women has also classified herself as being an ethnic minority.
We now need to take up references and complete the medicals to finalise the process. Training places are being allocated for January and May 2006.

5

Contribution to Corporate Aims and Objectives

5.1

This contributes to our achieving our workforce planning requirements under managing resources.

6

Resource Implications

6.1

Human Resources

These activities were carried out using existing resources

6.2

Physical Resources

These activities were carried out using existing resources

6.3

Financial Implications

These activities were carried out using existing resources

7

Equality Impact Assessment

7.1

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

8

Conclusion

8.1

Overall, we feel this pilot has been a worthwhile exercise. In addition to providing us with valuable information and the skills to assist us in preparing for the national selection process when it becomes mandatory in April 2006 (for all firefighters - whether wholetime or retained duty system), we can now fine tune this to be more efficient in our organisation and timetabling of the activities, having gained a good knowledge of how these tests are to be applied and the resource implications. We are pleased that our positive action initiatives have raised awareness about a career in the fire service and has resulted in a positive result regarding our potential increase in numbers of firefighters from minority ethnic groups or who are women.

Background Information (Section 100D of Local Government Act 1972)

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report:
"None"
Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.

Secretarial/WP/Corporate/HFRA/HR Committee 29 November 2005/HR Update Error! Bookmark not defined.JMC/17 November 2005


1	Summary
	Our pilot using the draft new national firefighter selection tests is almost complete. This report outlines the benefits to the Service of piloting these tests, the successes we have had as a direct result of our positive action initiatives leading up to the recruitment stage, and the results of the process which means we can employ new firefighters to attend the January and May 2006 training courses to meet the forecasted establishment levels for 2006/07.

2	RecommendationError! Bookmark not defined.

a	That the Human Resources Committee note the contents of this report.

3	Introduction Error! Bookmark not defined.and Background

3.1	Whole time Firefighter Recruitment 2005 A report was submitted to the HR Committee on 8 September 2005 giving details of the pilot firefighter recruitment process we intended to follow in Hampshire commencing in August 2005. The recruitment process is now complete and we have learned a great deal about each of the selection tests and the practicalities of administering and implementing this in the future. Equally, we have been able to provide the Office of the Deputy Prime Minister (ODPM) with useful figures and feedback to date. This will be used to inform the final outcome of the new national selection process due to take effect in April 2006.

	On current establishment figures we have planned for an intake of 72 new whole time firefighters over 2006/07. This figure is based on current information and historical trends as regards likely retirements and leavers and will be revised over the year as new information is available. We plan to run training courses in January and May 2006 and further training courses will be planned for as required. The immediate shortfall in establishment will be made up from further transfers into the Service. This year we have transferred in 22 firefighters, with a further 3 starting in December, 2 of whom are women. We will also start to plan for our next recruitment activity, for vacancies on the retained duty system as well as wholetime posts.

4	Recruitment Process

4.1	Preparation stage In readiness for managing this process, we arranged for our operational line managers and HR professionals to be trained or refreshed in good recruitment practice, and to receive training direct from the design consultants, Water for Fish.

4.2	Application stage As this was a pilot process and the new to HFRS, it was our intention to control the numbers of applications so that all stages could be carefully monitored and we could be properly resourced to carry out this activity and learn from each stage. We issued 750 application forms and received 512 responses. We are writing to those that did not respond as we are interested in finding out the reasons for them not progressing their application further. Of those 512 application forms returned to us, 37 (7%) were from minority ethnic groups and 30 (6%) were from women.

4.3	Shortlisting The shortlisting process was resource intensive as each application form was marked against a pre-determined criteria. Of the 512 applications received, 122 met the shortlisting criteria. Of these, 15 (12%) were from minority ethnic groups and 11 (9%) were women.

4.4	Psychometric Testing This stage comprised a questionnaire and three written papers which covered: · Understanding information · Situational awareness / problem solving · Working with numbers The papers were marked by Water for Fish and the results returned to us. 71 of the 122 people who sat these tests attained the required level. Of these 10 (14%) were from minority ethnic groups and 6 (8%) were women.

4.5	Physical testing The physical tests comprised: · Ladder lift · Ladder climb and leg lock · Casualty drag · Dexterity test · Confined space crawl · Rural simulation 67 of the 71 candidates passed these tests, of whom, 9 (13%) were from minority ethnic groups and 4 (6%) were women.

4.6	Interviews The interviews are complete for the 67 remaining candidates, 58 of whom were successful. Of these, 8 are from minority ethnic groups and 4 are women. One of these women has also classified herself as being an ethnic minority. We now need to take up references and complete the medicals to finalise the process. Training places are being allocated for January and May 2006.

5	Contribution to Corporate Aims and Objectives

5.1	This contributes to our achieving our workforce planning requirements under managing resources.

6	Resource Implications

6.1	Human Resources

	These activities were carried out using existing resources

6.2	Physical Resources

	These activities were carried out using existing resources

6.3	Financial Implications

	These activities were carried out using existing resources

7	Equality Impact Assessment

7.1	The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

8	Conclusion

8.1	Overall, we feel this pilot has been a worthwhile exercise. In addition to providing us with valuable information and the skills to assist us in preparing for the national selection process when it becomes mandatory in April 2006 (for all firefighters - whether wholetime or retained duty system), we can now fine tune this to be more efficient in our organisation and timetabling of the activities, having gained a good knowledge of how these tests are to be applied and the resource implications. We are pleased that our positive action initiatives have raised awareness about a career in the fire service and has resulted in a positive result regarding our potential increase in numbers of firefighters from minority ethnic groups or who are women.

Background Information (Section 100D of Local Government Act 1972)

The following documents disclose the facts or matters on which this report, or an important part of it, is based and has been relied upon to a material extent in the preparation of the report: "None" Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.