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1 |
Summary |
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1.1 |
As part of our workforce planning process, an analysis of current workforce and forecast of future needs has been undertaken. This report outlines the planned programme of recruitment activity over the forthcoming 6 months. This is in the form of a pilot exercise to meet our needs as currently defined by our Integrated Risk Management Plan and authorised establishment. |
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The new national firefighter selection tests have not yet been finalised and indications are that this may not be completed until April 2006. However, our actual establishment profile necessitates a new firefighter intake this year so that we can commence a training course early in 2006. To achieve this, it has been agreed that we will become part of a national and regional pilot programme to trial the draft national tests and we will make firefighter appointments at the end of this process. |
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2 |
RecommendationError! Bookmark not defined.(s) |
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2.1 |
That the HR Committee notes and endorses our proactive initiative to become part of a national and regional pilot for the new firefighter recruitment process, providing feedback to the Office of the Deputy Prime Minister (ODPM), which will contribute to the final outcome of the national tests. |
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3 |
Introduction Error! Bookmark not defined.and Background |
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3.1 |
There was a marked reduction in retirements over the last year due to the implementation of the 2003 Agreement in August 2004, however, it is likely that where people have an option to retire based on number of years served, from August 2005, there will be no further delay due to financial advantage. Significant establishment changes this year include the creation of a new Urban Search and Rescue (USAR) Team impacting on existing resources, changes to posts on completion of the Middle Manager and the Flexible Duty System reviews; and potential variations in the establishment arising from a review of working patterns and duty systems which has now commenced. We have now reached a point where not to recruit new firefighters would create unacceptable risk to the organisation. |
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3.2 |
We understood the new national firefighter recruitment process and selection tests would be issued by the ODPM last year and then early this year. We delayed our firefighter recruitment last year and this year, with the expectation of using the new tests. The latest indications are that they will not be available until April 2006. Whilst awaiting these tests, we have been using our contingencies carefully to maintain establishment as close to authorised as possible. We are currently running a firefighter training course using the remaining successful applicants from our last recruitment programme in 2004. We have also recruited a number of transfers from other Fire Services over the last year and we will continue to consider transfer requests as and when the need arises where this cannot be met by our planned recruitment activities. |
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3.3 |
We recognise, however, that the opportunity to change our workforce profile to better reflect the diverse community we serve, lies primarily in our recruitment activities and in using the new national tests which, we understand, will be more reflective of the job criteria than those we used previously. Our Race Equality Scheme 2005-08 and our Corporate Equality Policy are very clear regarding our roles and responsibilities in regard to our workforce profile. |
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3.4 |
Having become aware that Cleveland and Staffordshire Fire and Rescue Services were piloting the new national tests, we took the opportunity to become part of that pilot, representing the Human Resources and Development Group (HRDG), South East Region. We recognised the clear benefits to ourselves in that we would become knowledgeable about the administration and application of those tests and the new equipment and test materials. We would also have a direct influence over the final outcome. We have previously assisted the ODPM in trialling some of the tests on minority groups whilst they were being developed and this has been key to the success of our own positive action programme over this year. |
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4 |
Recruitment Process 2005 |
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Timetable |
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Advertising |
mid August |
Closing date for applications |
early September |
Recruitment process activities |
end Sept - mid October |
Interviews |
end October - November |
Medicals etc |
November |
Successful candidates advised |
by end November |
Training Course commences |
January / February 2006 |
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5 |
Contribution to Corporate Aims and Objectives |
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5.1 |
As a workforce planning activity, the recruitment of firefighters is reflected in our People Strategy, Workforce Plan and the HR function timeline 2005/06. In addition, it supports our HR timelines of Positive Action and Integrated Personal Development System. Further, this recruitment activity will be key to establishing how far our activities and initiatives to date have attracted applicants from minority groups. Our progress and outcomes here will be monitored and reported as required under the Race Equality Scheme, and our Equality and Diversity Strategy. |
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5.2 |
Our decision to become a pilot Fire Service for the new national tests enabling us to use tests that will be demonstrably more focused on work-related criteria, will contribute to the measures required for the Service to progress to the Levels identified in the Local Government Equality Standard and the Comprehensive Performance Assessment process as outlined in our HR Timeline Equality and Diversity. It is for this reason that we were particularly keen to wait for the new national tests before carrying out further firefighter recruitment activities. |
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6 |
Risk Analysis |
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6.1 |
The completion date for these national tests has moved continuously and we are still unclear about the final date for delivery although latest indications are October 2005, or April 2006. It is not an option for HFRS not to commence recruitment until next year as we have resourcing needs that cannot continue to be met through our contingency plans. Although ad hoc transfers meet our immediate needs, we know through our Equality Impact Assessment, that this has an adverse impact on equality. Failure to comply with our Race Equality Scheme when we have an opportunity to do so, places us in a high risk category for challenge and criticism with the associated time and resource constraints of responding to this and the adverse publicity this would bring. |
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6.2 |
We are keen to implement the new tests as we know that, even in their final draft state, they will be more developed, robust and work-related than previous tests used. However, being a pilot for a new programme of recruitment tests carries a number of risks. Significantly, we have little historical data on which to base our decisions as regards resourcing and administration, and we will make our best efforts to impact assess this as we progress. We have had useful discussions with the test publishers and Cleveland and Staffordshire Fire Services who are ahead of us in this trial and we are learning from their views and experiences to date. |
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7 |
Resource/Financial Implications |
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7.1 |
Human Resources The new firefighter selection tests will have significant resource implications across the Service. There are a series of psychological and physical tests and interviews and there will be a marked impact on recruitment of retained firefighters once this becomes standard practice across all firefighter appointments in April 2006. |
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Even once this becomes a regional recruitment activity, it is likely that recruitment activities will need to take place centrally within each FRS, at least initially. This is particularly relevant to our retained firefighter recruitment processes. In our case this would be at the HQ site and using Training Centre facilities. |
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We are currently exploring the options of using external administration where possible, recognising the impact on our own resources and the tight timescales we are working to. However, whether we use internal or external resources, there will be a significant cost implication. Our involvement in this pilot will provide meaningful financial and resource data we can factor into and plan for in our future recruitment activities. |
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Indications so far of the resourcing requirements are: Shortlisting applications 6 + qualified personnel will be required to undertake this - possibly week end working to achieve in timescales (HR function) Psychometric testing 5 days allocated using 3+ qualified personnel (HR function) Test marking - option to purchase optical marker or buy in bureau service. Costs being investigated Physical testing Indications are that this exercise will require a total of 30 qualified assessors per day for the physical tests. This amounts to 150 assessor days as follows: |
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2 x rural simulations 2 x dummy drag 2 x BA crawls, if possible 2 x ladder climb 1 x ladder extension 1 x ladder lift 2 x manual dexterity tests spare to cover eventualities |
Number of Assessors4 4 6 6 2 2 2 4 |
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There will be implications for overtime payments. Interviews: We envisage 200+ interviews and interviewers will be drawn from managers across all functions supported administratively and professionally by Human Resources. All interviewers will have had to attend an interviewing skills course. |
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7.2 |
Physical Resources We do not as yet know the final requirements for kit and equipment. We are aware that there will be an initial cost of procuring equipment for the tests, and our best guess at this time is as follows: Training for interviewers £8k Optical Mark reader £3k Breathing Apparatus Chamber - not yet known - awaiting spec to determine cost of purchase / building our own / borrowing the one chamber currently being used for trials. |
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7.3 |
Information and Communications Technology Resources None identified |
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8 |
Equality Impact Assessment |
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8.1 |
An Initial screening and Partial Equality Impact Assessment has been carried out and have indicated the potential for an adverse impact if we do not introduce the new tests as soon as possible. Equality Impact Assessment attached as Appendix A. |
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8.2 |
This course of action is in accordance with our statutory duties and commitments as identified in our Race Equality Scheme and Corporate Action Plan and aligns with our positive action programme to date. |
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9 |
Consultation |
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8.1 |
To date we have been involved in the consultation process at a national level and we have actively participated in the trialling of these tests on minority groups. |
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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; and (2) documents that disclose exempt or confidential information defined in the Act. |
1 Briefly describe the aims, objectives and purpose of the policy. |
To recruit & select a diverse group of people to become wholetime fire-fighters with HFRS |
2 Are there any associated objectives of the policy, please explain. |
To trial the new ODPM FS tests and to provide validation evidence for the project consultants. To try and make progress towards our diversity targets by ensuring that the people who have shown an interest in joining our service through our positive action programme, are able to apply to join us. |
3 Who is intended to benefit from the policy and in what way? |
HFRS establishment - to ensure that the organisation has sufficient people to crew front line fire appliances. Our diverse communities, who should all have equality of access to our employment opportunities. It is recognised that the new FST's have been developed by occupational psychologists, are more reflective of the job role and consequently offer better equality of opportunity for currently under-represented groups than the previous entry tests. |
4 What outcomes are wanted from this policy? |
For the process to select people for employment with the necessary skills and attributes to become competent fire-fighters, and for the make up of the selected group of people to be reflective of the diversity of Hampshire |
5 What factors/forces could contribute/detract from the outcomes? |
It is likely that we will receive large numbers of applicants and this could have an adverse impact upon the possibility of people on our positive action database obtaining an application form due to restricted availability (750 application packs will be issued) |
6 Who are the main stakeholders in relation to the policy? |
HFRS & the diverse communities that we are recruiting from. |
7 Who implements the policy and who is responsible for the policy? |
Human Resources is responsible for and implements this policy. |
8 Are there concerns that the policy could have a differential impact: - On racial groups? - Due to gender? - Due to disability? - Due to sexual orientation? - Due to their age? - Due to their religious belief? - Due to them having dependants/caring responsibilities? - Due to them being transgendered or transsexual?
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Yes / No - What existing evidence (either presumed or otherwise) do you have for this? Possibly - if people on our positive action database are not successful in obtaining an application form " " |
9 Could the differential impact identified in 8 amount to there being the potential for adverse impact in this policy? |
Yes / No / NA - Please explain The policy of limiting the number of application forms could amount to adverse impact on currently under-represented groups who are interested in joining the Service |
10 Can this adverse impact be justified on the grounds of promoting equality of opportunity for one group? Or any other reason. |
Yes / No - Please explain for each equality strand, if necessary use a separate piece of paper Consideration needs to be given to balancing equality of opportunity with the need to follow employment law and best practice for recruitment and selection. In this case we have recognised that practically we cannot issue unlimited numbers of applications as we do not have the capacity to process them, so by limiting the number to 750 and notifying all our positive action people when the applications are available and how to obtain one, we are reducing the adverse impact to as low as is reasonably practicable. |
11 Should the policy proceed to a partial impact assessment? |
Yes / No |
12 If yes, is there enough evidence of proceed to a full EIA? |
Yes / No |
13 Date on which partial or full impact assessment to be completed by |
N/A |
