Key Objective Developing our People |
Maximising the ability and effectiveness of all our staff through the most appropriate learning and development for their current and future roles. | ||
Where are we now? |
Activity - What will we do? |
By When? |
Responsible Person/Group |
PDRS has been reviewed after the first year. All forms updated and it now includes CPD and Working Time Regs monitoring. |
· Maintain an up to date and effective Personal Development Review System and review it in 2008/09 |
March 2009 |
Learning and Development Manager TSG |
Our current leadership and development activities are not aligned to the ASPIRE Leadership Model and not linked together to support progressive development |
· Implement a Leadership/Management Development Framework for all staff groups · Provide access to appropriate academic, vocational and specialist qualifications to support development of all staff |
October 2008 |
Learning and Development Manager TSG |
We have undertaken a review of our training/development activities to identify areas where we can improve equality and diversity within them |
· Embed equality and diversity within all learning and development activities |
April 2009 |
Head of training and Development TSG Training Department |
We need to further embed coaching within the service to improve the quality of our managers and help develop our staff to identify and achieve their development. |
· Include development of a `coaching style' of management within the development programmes. · Develop and implement coaching programmes for new managers and career development |
December 2008 |
Learning and Development Manager |
Key Objective Developing our Service |
Maintaining the highest levels of knowledge, skills and understanding of staff to deliver competent and effective prevention, protection and operational response activities | ||
Where are we now? |
Activity - What will we do? |
By When? |
Responsible Person/Group |
Our training programme requires continuous monitoring and updating to support their operational competence. |
· Maintain a structured training programme to support achievement and maintenance of operational competence |
Ongoing |
Training Manager TSG |
Our current Incident Command Training and assessment programme requires updating after the initial introduction 2 years ago. |
· Update our ICS training and assessment programme in line with the revised Volume 2 - Incident Command · Provide programmed incident command training and assessment for all operational officers. |
August 2008 Ongoing |
Leadership and Command School Training Centre Manager Training Manager |
Our workplace assessment system requires continuous development to match our training and development activities |
· Maintain a workplace assessment system to support operational staff to maintain competence |
Ongoing |
Learning and Development Manager |
We carry out audits of training activities to identify areas for improvement |
· Programme, co-ordinate and audit operational exercises to improve our operational response |
Annual Programme |
Learning and Development Manager |
Our Group Training Instructors support RDS personnel in their training and assessment. |
· Support development of our Retained Duty System (RDS) personnel through effective use of training function resources |
Ongoing |
Group Training Manager TSG |
To support delivery of community safety activities we need to develop training activities designed to meet the needs of Service Delivery personnel. |
· Develop specialist staff and station-based personnel to deliver community safety activities |
TNA of CS strategies required |
Training Manager |
We do not have specific development for middle managers with regards to partnership working |
· Identify training/development activities for our middle managers to establish effective partnership working arrangements. |
July 2008 |
Learning and Development Manager |
Key Objective Developing the Organisation |
Creating a learning and development culture that encourages all staff to continuously improve their performance and seek new challenges | ||
Where are we now? |
Activity - What will we do? |
When by? |
Responsible Person/Group |
We have undertaken a review of our training/development activities to identify areas where we can ensure equality and diversity within the activities |
· Establish equality and diversity as a mainstream competency within all learning and development activities |
April 2009 |
Head of Training and Development TSG Training Department |
We do not have a an agreed strategy for developing existing or potential employees identified as having high potential |
· Develop a talent management strategy for existing staff and potential employees with the potential to progress to middle management levels |
March 2009 |
Head of Training and Development Human Resources |
We need to provide a broad range of learning delivery options to support our staff in their development. |
· Implement a blended learning approach to deliver training/development to all staff in a manner that most effectively supports their learning |
March 2009 |
TSG Learning and Development Manager |
We have been developing our on line training delivery options to support the learning of our staff |
· Improve our E-Learning resources to support remote learning |
Ongoing |
TSG Learning and Development Manager |
Our existing induction programme has developed over the last few years but it is now not meeting the needs of the service. |
· Establish a revised induction programme for all new staff to ensure a consistent introduction to key aspects of the service |
June 2008 |
Learning and Development Manager |
We have introduced a Fire Authority Member Awareness Framework in 2007 and now need to develop greater ownership by Members of their future development |
· Sign up to and support the Fire Authority Members to achieve the SE Charter for Elected Member Development · Support our Fire Authority Members in their development/awareness of service issues |
April 2010 Ongoing |
Head of Training and Development |
Key Objective Collaborative Working |
Maximising the ability and effectiveness of all our staff through the most appropriate learning and development for their current and future roles. | ||
Where are we now? |
Activity - What will we do? |
When by? |
Responsible Person/Group |
HFRS is active in leading and working on a range of national and regional projects to support training and development in the service. |
· Take a leading role in developing regional and national learning and development initiatives |
Ongoing |
Head of Training and Development TSG |
We currently offer places on FF Phase 1, CMMI, SMMI and Incident Command training programmes |
· Continue to provide, and expand, the range training and development opportunities to other FRSs as part of regional/pan regional collaboration |
Ongoing |
Training Centre Manager |
We have working partnership arrangements with Flagship and other partners to support development of their staff |
· Develop partnerships with other agencies to improve learning/development opportunities for our staff and access funding opportunities |
Ongoing |
Training Manager Training Centre Manager |
We have good working relationships with our representative bodies which support us in developing future training and development activities |
· Maintain effective working relationships with representative bodies with the aim of improving learning opportunities for our staff |
Ongoing |
Head of Training and Development TSG |
We have agreed in principle to sign up to the Union Learning Agreement and have a draft agreement in place. |
· Sign up to the Union Learning Agreement with the FBU · Work collaboratively with Union Learning Representatives to improve learning opportunities for our staff and access funding |
June 2008 Ongoing |
Learning and Development Manager |
Key Objective Performance Management |
Measuring the effectiveness of the training and development activities provided to all staff to achieve continuous improvement and meet our corporate objectives | ||
Where are we now? |
Activity - What will we do? |
By When? |
Responsible Person/Group |
We have a Quality Assurance Framework in place that we apply to all training and development activities. |
· Apply the Quality Assurance Framework to evaluate the impact of our training to ensure they meet the required standard and identify opportunities to improve future practice · Evaluate the effectiveness of the QAF |
Ongoing March 2009 |
Learning and Development Manager |
We have a range of Local Performance Indicators in place that measure the effectiveness of the Training and Development Department |
· Regularly monitor of performance management information and report to TSG/SMT |
Ongoing |
Head of Training and Development TSG |
We have a programme of station audits and carry out audits of training activities to identify areas for improvement |
· Carry out planned audit of station based training activity |
Annual audit programme |
Learning and Development Manager |
We liaise with Service Delivery to identify future development needs for the service from operational debriefs |
· Learn from operational debriefs to inform and revise future training · Use the lessons learned from debriefs to inform future training activities |
Ongoing |
Training Manager |
We currently are unable to measure and report on the `return on investment' the service receives from Training and Development activities |
· Establish a method of measurement of the return on investment of training for the service |
Decmber 2008 |
Head of Training and Development Learning and Development Manager |