Archived decisions

Hampshire Fire and Rescue Authority Item 11

15/03/200514 September 2005

Error! Bookmark not defined.Introduction of Core Values : Results of Consultation

Report by the Chief Officer

Contact: Phil Webb, Performance Review Manager - 02380 644000 ext 3952

Email: [email protected]

1

Summary

1.1

The Fire Authority first considered its core values in December 2004. That report recommended a consultation exercise be undertaken which has now been completed.

1.2

The consultation exercise was conducted in two parts to assess the impact of introducing the core values into the HFRA:

(a) Public consultation via focus groups

(b) Employee consultations via employee survey

2

RecommendationError! Bookmark not defined.

2.1

That the Authority notes the findings of the consultation exercises and endorses the introduction of the following core values for the HFRA:

Service to the Community: We value service to the community by:

- Working with all groups to reduce risk

- Treating everyone fairly and with respect

- Being answerable to those we serve

- Striving for excellence in all we do

People: We value all of our employees by practicing and promoting:

- Fairness and respect

- Recognition of merit

- Honesty, integrity and mutual trust

- Personal development

- Co-operative and inclusive working

Diversity: We value diversity in the service and the community by:

- Treating everyone fairly and with respect

- Providing varying solutions for different needs and expectations

- Promoting equal opportunities in employment and progression within the Service

- Challenging prejudice and discrimination

Improvement: We value improvement at all levels of the Service by:

- Accepting responsibility for our performance

- Being open-minded

- Considering criticism thoughtfully

- Learning from our experience

- Consulting others

3

Introduction Error! Bookmark not defined.and Background

3.1

On 8 December 2004 the Chief Officer presented a report to the HFRA entitled `A Values Based Approach to Hampshire Fire and Rescue Service'. Members endorsed the recommendation that the values be the subject of consultation with both our personnel and the public. In compliance with this, a consultation exercise was conducted and a summary of the findings is attached to this report as Appendix 1.

3.2

It is worthy of note that the initial draft values (as contained in the December report referred to above) have since been developed and modified in line with the National initiative on core values for the Fire and Rescue Service which itself was subject to extensive consultation.

3.3

As previously stated, if the values are more than just a set of worthy statements, there is a need for changes in behaviour, both by individual members of staff and in the culture of the organisation as a whole. To help deliver this change, an implementation group is being established. The work of this group will be directed by the Local Diversity Group (LDG) and the Equalities Project Board (Chaired by the Chief Officer). The working group has already started to consider the ways in which the core values can be embedded into the organisation. Considerations have included core values being:

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included in Service publications such as the IRMP and induction packs

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a theme of the Equalities training which is presented to all staff.

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included as a session on a Members Awareness training event.

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on the equalities training sessions for trainee Firefghters.

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Implemented through the initiatives and channels of communication highlighted within the Marketing and Communication Strategy (currently being drafted).

3.4

The working group will use the feedback from the consultation exercise to inform their work and ensure that not only are core values known about in the Service, but more importantly, actions and behaviours that support values are encouraged and reinforced.

3.5

Once approved, the workplan for the core values implementation working group will be established and monitored by the Local Diversity Group.

4

Contribution to Corporate Aims and Objectives

4.1

The manner in which an organisation conducts itself and the intrinsic values it holds dear are critical factors in achieving success.

4.2

The introduction and adoption of robust core values within the Service will positively affect every element of our work and assist the Service in achieving its Corporate Aims.

5

Risk Analysis

5.1

It will not be sufficient for us to merely acknowledge these values; we must actively promote and celebrate them if we are to move forward with the modernisation agenda. Inevitably some people in the Fire and Rescue Service will be uneasy with the changes that the new values will imply and there will undoubtedly be those with development needs who will require support if they are to make the transition to a value-centred way of working. There will be others well along the path to integrating a set of values into their procedures and practices.

5.2

However, if we do not take up the challenge of embracing a new value system, then we risk being increasingly regarded as out-of-touch with the needs of our own people and the communities we serve.

5.3

If the Service itself does not actively foster a spirit of innovation and is not prepared to confront new challenges in new ways, then it will never be able to meet the demands of a rapidly changing environment and we will be left behind. In short, we will have failed to support modernisation.

6

Resource Implications

There will be some resource implications resulting from the implementation of this recommendation and they will form part of those currently being diverted to the development of Equality and Diversity within the Service. Resource allocation for the consultation exercise was addressed in the 2004/05 budget.

7

Equality Impact Assessment

7.1

The development and introduction of core values into the Service will strengthen and improve equality and diversity in the workplace and in our delivery of services to the public. The values will underpin all of the initiatives in our forthcoming Workforce Plan and People Strategy and serve to actively promote a fairer workplace for all.

7.2

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Resources Act 1998, and the Race Relations (Amendment) Act 2000.

7.3

The proposals within this report are considered compatible with the provisions of the European Convention on Human Rights, the Human Rights Act 1998, and the Race Relations (Amendment) Act 2000.

8

Consultation

8.1

There is overwhelming support for the introduction of values into the Service, both from the public and our own personnel.

8.2

The view expressed by our staff that HFRS, as an organisation, is not demonstrating those values when dealing with its employees. Whilst this is disappointing, it is perhaps not entirely surprising given the recent industrial action and the enormous change the Service in undergoing. What is clear is the need to build the trust of staff through greater engagement in the modernisation agenda.

8.3

Once agreed, the Core Values Implementation Working Group will develop an implementation plan based upon the findings of the consultation exercise and this work will be monitored by the Local Diversity Group.

Background Information (Section 100D of Local Government Act 1972)

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.