|
|
|
|
|
|
|
|
|
|
|
|
|
|
1 |
Summary |
|
|
|
|
1.1 |
This report brings the Committee up to date on the authorised and actual establishment, as of 31 March 2004 and takes account of any efficiency savings or deletions of posts, successful budget bids or variations within the Service's authorised establishment level. A number of changes to establishment under delegated powers were reported to the Personnel Committee meeting of 17 December 2003. This report identifies any further variations within this year since that report. |
|
|
|
|
1.2 |
The authorised establishment level is defined as the level of establishment approved by the Fire and Rescue Authority |
|
|
|
|
1.3 |
The actual establishment level over the year is influenced by the planned recruitment of wholetime firefighters and to other vacancies, difficulties in recruitment and retention (such as certain retained station grounds), retirements, terminations and resignations, absences due to sickness and injury. |
|
|
|
|
2 |
Establishment Management |
|
|
|
|
2.1 |
Establishment management is an important aspect of our human resources strategy, workforce planning, recruitment and retention, induction, probation, performance management, personal development plans, assessment and development centre activities, career development and accelerated promotion programmes. |
|
|
|
|
2.2 |
The duties and responsibilities of posts within the organisation are continuously under review in line with changing service delivery requirements aligned to the Service's Integrated Risk Management Plan (IRMP), new legislation and central government initiatives. |
|
|
|
|
2.3 |
Establishment reports are now produced on a monthly basis for all employee groups. This aids human resource forecasting and identifies particular staffing needs or skills-mix requirements. It is the key to good planning and helps to achieve our corporate aim of using resources most effectively. |
|
|
|
|
2.4 |
Establishment change is governed by a formal approval mechanism in which authorised additions and reductions to posts are only made in line with growth bids approved by the Fire Authority. These bids are prepared by the Service Management Team, at a corporate level, to match resources against identified demands made on the Service to respond to central government initiatives, legislation and identified shortfalls in service provision. Any efficiency savings are considered at this time across all employee groups. This process gives the Service an opportunity to review the establishment as a whole and not just the posts subject to change. |
|
|
|
|
3 |
Actual Establishment as at 31/3/04 |
|
|
|
|
3.1 |
The tables below reflect the current establishment figures as at 31 March 2004. |
|
|
|
|
|
Wholetime Establishment |
|
|
|
|
|
Rank |
Establishment |
Externally Funded |
Actual Nos |
|
|
|
|
|
|
|
|
|
|
CFO |
1 |
0 |
1 |
|
|
|
DCFO |
2 |
0 |
2 |
|
|
|
SDO |
4 |
0 |
4 |
|
|
|
DO |
18 |
0 |
16 |
|
|
|
ADO |
19 |
1 |
19 |
|
|
|
StnO |
49 |
3 |
54 |
|
|
|
SubO |
97 |
3 |
86 |
|
|
|
LFf |
98 |
0 |
106 |
|
|
|
Ff |
495 |
0 |
520 |
|
|
|
Total |
783 |
7 |
808 |
|
|
|
|
|
|
Retained Establishment - 24 Hour Cover Units |
|
|
|
|
|
Rank |
Establishment |
Actual |
|
|
|
|
|
|
|
|
|
SubO |
46 |
46.3 |
|
|
|
LFf |
112 |
98.3 |
|
|
|
Ff |
477 |
431.0 |
|
|
|
Total |
635 |
575.6 |
|
|
|
|
|
|
Control Establishment |
|
|
|
|
|
Establishment (full time equivalent) |
Externally Funded |
Actual (full time equivalent) |
|
|
|
|
|
|
|
34 |
1 |
38 |
|
|
|
|
|
Green Book Establishment |
|
|
|
|
|
Establishment (full time equivalent) |
Actual (full time equivalent) |
|
|
|
|
|
|
|
|
235 |
215 |
|
|
|
|
|
|
The above figures do not include successful budget bids for posts, due to take effect 1 April 2004. |
|
|
|
|
4 |
Variations to Establishment |
|
|
|
|
|
Under the Chief Fire Officer's delegated powers, the following variations have taken place to the establishment using existing resources: |
|
|
|
|
Post |
Action |
Position Number |
|
|
Occupational Health, Safety and Welfare Manager (OHSW) (Vacant) (Green Book) Grade N |
Temporarily covered by Divisional Officer (HR) policy until January 2006 (Grey Book) |
40008892 |
|
|
|
|
|
Human Resources Officer Grade G (New post in Employee Relations Team to focus on on-going policy development, training and advice on good employment practice. (Green Book) |
Funded by vacant OHSW Manager post |
50015353 |
|
|
|
|
|
Human Resources Administrator 18.5 hours Grade D 11 months with effect from 1/5/2004 until funding available from budget approved wef 1/4/2005 (Green Book) |
Funded by vacant OHSW Manager post 1/5/2004 - 1/4/2005 |
50015354 |
|
|
|
|
|
Termination of Catering arrangements at Fire Stations with effect from 31 3 2004. |
Employment of Cooks and Watch Caterers Allowances ceased wef 31/3/2004 |
|
|
|
|
5 |
Financial Implications |
|
|
|
The overspend on wholetime is being partly offset by vacancies in other areas and the planned training courses for January and May 2004 have been postponed. |
|
|
6 |
European Convention on Human Rights and the Human Rights Act 1998 |
|
|
|
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. |
|
|
|
Recommendations |
|
|
|
|
1 |
That the Personnel Committee notes the changes to the establishment reported. |
|
|
|
|
|
|
