1 |
Introduction |
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1.1 |
The introduction and implementation of the Integrated Personal Development System (IPDS) to the Service requires that we review our existing Training and Development provision and additionally, that any new provision is compliant with the principles of IPDS. |
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1.2 |
In order for the Service to provide good quality training and development for all staff in the future we must be able to do this in a timely, flexible and cost effective manner. This will only be achieved by reviewing our existing provision and determining how best to provide future training and development. |
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1.3 |
The requirement to review our existing provision and introduce new strategies is recognised and planned within the Training Function Timelines for 2003/2004 and 2004/2005. |
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1.4 |
In considering options it is essential that any future provision and strategies must be able to satisfy the following criteria: - Align to National Occupational Standards and IPDS. - Provide timely and flexible development opportunities. - Be available to all staff. - Be achievable within existing constraints. - Provide accredited and verifiable training. - Be supported by structured development programmes. |
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1.5 |
In acknowledging the requirements detailed above, it is clear that the successful introduction and development of IPDS within the Service is about far more than the provision of traditional training courses. The continued close working of the Training and Human Resource Functions is key to the integration of IPDS to the Service. |
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2 |
The Fire Service College |
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2.1 |
The Fire Service College has committed to significant change in the format and style of Training and Development in order to be compliant with IPDS. There is now significant investment in the College to improve the standards of accommodation and Training facilities. |
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2.2 |
It is evident that the College recognise they are now in much more of a business market and that the needs of Brigades in terms of IPDS can be met in a variety of ways. This fact is recognised in the draft Fire and Rescue Service National Framework 2004/05. |
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2.3 |
Whilst recognising the work and improvements being made at the College, we must ensure that we provide Training and Development opportunities for our staff within the available Training Budget. |
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2.4 |
There are many Training providers other than the Fire Service College, that provide accredited good quality training and development whilst satisfying our own requirements in terms of flexibility, delivery, and costs. However, the College is still recognised as having the best facilities in terms of the operational and specialist aspects of Service delivery and we will continue to support the College in these areas in the future. |
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2.5 |
The provision of Management training tailored to our own specific requirements is more suited to the use of a Training provider other than the Fire Service College. This will allow us to incorporate and address local issues. This provision has also been identified as one for future regional collaboration and efficiency savings. |
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3 |
Costs |
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3.1 |
The foundation IPDS modules for the development of operational staff at the Fire Service College commence with the role of Crew Manager. The total number of weeks for this role is 11 residential weeks consisting of four separate `cluster's. |
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3.2 |
The anticipated number of vacancies in the Service for Crew and Watch Managers over the next 12 months is 24. The cost of using the Fire Service College for all of this training would be £336.960.00, this is approximately 95% of the entire budget for all training we currently subscribe to at the College. |
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3.3 |
The clear reality is that despite seeking a growth bid in next year's Fire Service College budget, we will not be able to satisfy and fund all of the Training and Development needs of our staff by the exclusive use of the Fire Service College. |
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4 |
Crew and Watch Manager Programme |
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4.1 |
In considering the requirements and implications I have detailed, the following factors were considered prior to developing a new programme: - What is achievable in 2004/2005 in terms of development work and introduction to the Service. - Fire Service College provision in terms of costs - course duration - impact on the Service - Family friendly. - Other Training Providers. - The requirement for cultural change in terms of training delivery and the development of managers in all areas of the Service. - How will existing and new training and development provision fit together. |
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5 |
Options for the Future |
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5.1 |
The current situation is not irreconcilable, this proposed option forms the building blocks for future Training and Development strategies for staff at all levels within the Service. |
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5.2 |
The introduction of individually tailored programmes comprising of HFRS courses, the Fire Service College and the use of external Training providers will satisfy the requirements of IPDS. |
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5.3 |
The Service will be able to customise future development modules and programmes to address our local needs. There is scope for regional collaboration and efficiencies with these development programmes. Interest has already been expressed by several Brigades in the `Dispute Resolution' training developed last year by HFRS and an external Training provider. |
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5.4 |
The participation of Operational staff in this programme will follow after attendance on a locally held `Supervisory Management' Assessment and Development Centre. This process will assess an individual against the National Occupational Standards. |
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5.5 |
The Management development modules within this programme will not be exclusively for Crew and Watch Managers, they will be available to other staff throughout the Service. |
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5.6 |
By incorporating the use of external training providers this will enable us to continue to use the Fire Service College for Operational and Specialist courses: - - Crew Manager - Managing Incidents - Marine Incidents - Hazardous Materials - Technical Fire Safety |
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6 |
European Convention on Human Rights and the Human Rights Act 1998 |
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6.1 |
The proposals within this report are compatible with the provisions of the European Convention on Human Rights and the Human Rights Act 1998 and considered in the light of the Race Relations (Amendment) Act 2000. |
