Hampshire Fire and Rescue Authority

Personnel Committee Item 13

8 September 2004

Performance Management Review System

Report of the Chief Officer

Contact: Temporary Assistant Chief Officer Bob Ratcliffe - Tel : 023 80 626 832

1

Summary

1.1

This paper complements and outlines further actions following a presentation by Marianne Abley of the Audit Commission to the Authority on 26 May 2004 regarding the introduction of a Performance Management Review System.

1.2

The introduction of a Performance Management Review System will support Hampshire Fire and Rescue Service to achieve a high performance culture which facilitates continual improvement in service delivery and the personal development of its staff. This links to a new approach to performance management in the Fire Service to improve the quality of service to the community.

1.3

A Performance Management Review System will support:

· Organisational Development - by the setting of key strategic priorities and formulating/delivering policies to underpin:-

Prevention

Protection

Response

Modernisation

Regionalisation

These key strategic priorities are managed and co-ordinated through the Authorities Corporate and Integrated Risk Management Plans, the supporting Business Plans and Timelines.

· Role Development - by supporting staff to undertake specific role development within their jurisdiction, whilst linking that development to the Organisations business objectives.

· The introduction of National `Core Values' and Personal Qualities and Attributes (PQA's) linked through the Integrated Personal Development System (IPDS).

· Personal Development - by facilitating an effective performance review system that will include ongoing assessment, and regular performance reviews aligned to continuous professional development.

2

National Developments

2.1

The government's White paper Our Fire and Rescue Service, published in June 2003 and issued as a Bill in January 2004, invited the Audit Commission to take up the responsibility for inspection for the Fire Service in England. Performance Management is a key component of the CPA process and will support the Authority to deliver its key strategic priorities by linking personal development to business goals. Hampshire, as an Authority and Service, will undergo its first audit in February 2005.

2.2

The recent publication of The Fire and Rescue Service - National Framework Document makes clear the governments expectations regarding CPA and Performance Management - `People must have assurance that public services are delivered efficiently and effectively'.

2.3

The national introduction and development of the Integrated Personal Development System has clearly defined National Occupational Standards and Role Maps for each of the seven roles from Fire Fighter to Brigade Manager. Clear comparisons can be drawn between the competencies required within these role maps and the standards to be applied for the review of managers within a Performance Management system.

2.4

Linked to the introduction of Role Maps is a recognition of the increasing role of Members in the management of Fire Services; this fact is noted within the Audit Commissions recent reports as part of the verification process. To this end a national Role Map for Fire Authority Members is being developed by the national development group for IPDS based at the Fire Service College. Within the Management standards for this role map will be recognition of the need for Members to review the performance of their Chief Officer.

3

Current Situation

3.1

The existing Personal Development Plan (PDP) system currently used within the Service was introduced in 2000. Although this system has supported the development of our staff it now requires a full review to ensure compliance with IPDS.

3.2

The introduction of a Performance Management Review System will commence at Strategic Manager level with the Chief Officer, the Chief Officer will then review the Principal Officers. Initially this will be undertaken as a pilot; it is the intention to then introduce this system throughout other levels of the Service.

3.3

Training will be provided both to the reviewees and the reviewers (half day programme). This will include elected Members in workshop forums that will aim to address the principles of the system, as well at the practical application of the process. Training will be facilitated by Marianne Abley of the Audit commission.

3.4

This system will add value by increasing commitment, performance, teamwork and a willingness to change. The Performance Management System will be aligned to other changes/projects and forms part of the Service's ambitions for continuous improvement to ensure that services are delivered efficiently, economically, and effectively.

4

European Convention on Human Rights and the Human Rights Act 1998

4.1

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.

Recommendations

1

That the Committee endorse the phased introduction of a Performance Management Review System commencing with the Chief Officer.

2

That the Committee consider and nominate (in addition to the Chair of the Authority), the Vice Chairman of the Authority and the leaders of the 2 minority groups, to receive the training and guidance required prior to the introduction of the Performance Management Review System.

Section 100D - Local Government Act 1972 - Background Papers

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

(2) Documents that disclose exempt or confidential information as defined in the Act