Archived decisions
MINUTES OF THE FAIRNESS AND DIGNITY MEETING
HELD AT RUSHMOOR FIRE STATION ON THURSDAY 9 OCTOBER 2003
PRESENT
CFO Malcolm Eastwood - Service HQ
Mr Shanti Waas - Service HQ
Ms Jenny McNeill - Service HQ
DO Andy Kettle
Miss Sarah-Jane Taylor
Mr Tony Acland - Guest Speaker
Ms Cynthia Foster Key
1 APOLOGIES FOR ABSENCE
Apologies were received from DCFO John Bonney, Councillor George Semmens, DO Bob Wythe, Ms Sue Brumitt and Mr Andy Needham.
2 INTRODUCTION
CFO Eastwood thanked A2 for their hospitality, welcomed White Watch and outlined the format of the meeting.
3 MINUTES FROM PREVIOUS MEETING
These were accepted as a true record.
4 MATTERS ARISING
CFO Eastwood recapped on the key issues from the minutes of the previous meeting and read the
recorded discussion concerning the Rolling Recruitment Programme, which informed station
personnel that recruitment is planned to take place 3 times a year.
White Watch suggested that recruitment days could be more widely publicised. Jenny McNeill responded by saying that Personnel were addressing this by presenting all recruitment information on the website. CFO Eastwood suggested that if stations receive enquiries that people are directed to the website. However, station personnel felt that the website needed to be more widely publicised. It was suggested that recruitment days are advertised in Rushmoor's local newspaper, `The Aldershot News'.
5 GUEST PRESENTATION
CFO Eastwood welcomed guest speaker Tony Acland, Aim Higher; Partnership for Progress, Co-ordinator for Hampshire and Isle of Wight.
Tony Acland gave a presentation which began with him explaining the organisation's prime aim which is to ensure there is fairness, equality and justice in accessing higher education. As part of a national scheme, Tony Acland encourages partnerships between a variety of groups with an emphasis of widening participation. The target groups include those from families with no family record of higher or further education, less affluent families, unskilled or semi working class, disabled, Bangladeshi and Pakistani male and females.
At this point a question was raised from station personnel concerning whether it was possible for an individual privately studying for a degree qualification to seek assistance from the Fire Service. Andy Kettle stated that there is a Higher Education Service Order and that there is a possibility for funding. Jenny McNeill said that consideration would be given on an individual basis and that this would normally be discussed as part of a personal development meeting.
Tony Acland highlighted six programmes aiming to raise aspirations, build confidence and develop motivation. These include bringing potential students onto a University campus to get a taste of what's involved, current students visiting the community, encouraging staff development and developing information, advice and guidance.
He concluded by reiterating that their ultimate goal is to contribute to an equal, fairer community.
6 OPEN FORUM (ATTENDEES)
6.1 A question was posed from station personnel about whether there will be a graduate entry level in the Fire Service. CFO Eastwood said that there is presently no fast track entry system for those who hold a degree. However, Jenny McNeill explained that the government are keen to establish a multi tier entry system. She stated that whilst individuals might come in to the Service with management skills, they won't necessarily have operational training and therefore overall training will have to be adapted to meet these needs.
6.2 Station personnel believed that an issue was being made concerning fairness and dignity, where an issue did not exist. They felt that they were continuously having to be careful of what they said .
6.3 To avoid prolonged sickness absence, a suggestion was made that employees coming into the Service might wish to have private healthcare, for example, BUPA. Jenny McNeill agreed that it could be beneficial if the Service facilitated access to employees for private medical care should they wish to take this up. She stated that the current Service Order on sickness absence management refers to access to private facilities to assist with speeding up diagnosis or, in some cases, treatment. However, this is in conjunction with the employee's GP and Occupational Health.
7 PERSONNEL AND DIVERSITY - Timelines 2003/04
Shanti Waas explained his role in terms of ensuring HFRS were providing equality for all. It is about taking measures to encourage all people to view HFRS as a potential employer. Positive action is about providing information to people of all backgrounds. The `Have a Go' days give people an opportunity to visit stations and speak to current personnel. He discussed recent research which was conducted amongst a wide range of groups within the community concerning how the Fire Service is perceived as a potential employer. Shanti Waas informed station personnel about the current training programme and pool of 25 trainers who go out to visit stations and give presentations on fairness and dignity issues. He concluded by referring to recent changes in legislation.
8 LOCAL DIVERSITY GROUP
Andy Kettle began by noting his disappointment that Function Heads had not attended this meeting.
With regard to monitoring, a database has been set up and data is being collated. A staff mentoring scheme is being set up and a draft will be sent to SMT members shortly.
9 RECRUITMENT UPDATE
9.1 Jenny McNeill explained that there are four timelines for the Personnel Function and four on the Diversity and Equality timeline. Focus areas include; reducing sickness absence, optimising HFRS's retained establishment and developing policies and Service Orders.
CFO Eastwood asked for Jenny McNeill to send a copy of personnel's timelines to Rushmoor station for information.
Action: Jenny McNeill
9.2 Sarah-Jane Taylor gave an update concerning optimising retained recruitment and informed all personnel that a paper has been submitted to DCFO Alan House outlining areas for consideration and key recommendations. This should be issued to all SMT members shortly. Sarah-Jane Taylor explained that HFRS are in the process of identifying stations where particular problems concerning retained recruitment exist so that activities can be targeted in those areas..
8 ANY OTHER URGENT BUSINESS
There was no other business.
10 DATE OF NEXT MEETING
The date of the next meeting will be 9 January 2004 at 1000 hours - St Mary's, Southampton.
Future Meetings
8 April 2004 - Redbridge
8 July 2004 - Fareham
7 October 2004 - Winchester
Secretarial/WP/Word/Corporate/HFRA HFRA 10 12 03 F and D mins 9 10 03 JB/CM/Nov 2003 J/Minutes.F&D