Archived decisions

Hampshire Fire and Rescue Authority

Human Resources Error! Bookmark not defined.Committee Item 6

16 June 2006

Presentation of the Workforce Plan Error! Bookmark not defined.

Report of the Chief Officer

Contact: Dave Curry Tel : 023 80 626 832 Email : [email protected]

1

Summary

1.1

This report presents the published version of Hampshire Fire and Rescue Service Workforce Plan. Also presented is the current Workforce Action Plan. The actions of this plan will be monitored by the Workforce Planning Steering Group. Workforce Planning is a requirement of all Local Authorities and therefore features significantly in the Service Assessment process.

2

RecommendationError! Bookmark not defined.s

a

That the HR Committee endorses the Hampshire Fire and Rescue Workforce Plan and associated Action Plan.

3

Introduction Error! Bookmark not defined.and Background

3.1

Our flexibility and ability to respond to the demands of our IRMP requires a structured approach to workforce planning, development and performance to ensure we have the right skills at the right time and where required. The Workforce Plan addresses the planning and development of our employees and our people management practices to maximise their performance to achieve our corporate aims.

3.4

Workforce planning will require input from all Function Heads on people management objectives. Historically, people management has been seen as an HR Function however, the Workforce Plan is a corporate process and will only be successful if we are able to embed people management as a central part of every Functions planning and development process.

It is proposed that this will be managed thorough the work of the Workforce Planning Steering Group which includes the monitoring of key activities such as Establishment Management; Sickness Management; Appointments, Transfers and Promotions (ATP) Groups; Retained Duty System Working Group; Recruitment Strategies; Assessment and Development Centres; Equality and Fairness; changes to Working Patterns and Duty Systems etc.

5

Contribution to Corporate Aims and Objectives

5.1

The development of the Workforce Plan is also an important element of the Improvement Planning Register, which will influence the Audit Commissions direction of travel assessment later this year. The individual actions flowing from the Improvement Planning Matrix have been identified separately against each People Management Objective in the Workforce Action Plan.

6

Risk Analysis

6.1

Failure to continue to progress the Workforce Plan into a meaningful way that underpins our IRMP will mean that the Service will not be appropriately resourced to meet its corporate objectives. We will also not be compliant with the requirements of the National Framework document or our own Improvement Planning Matrix.

6.2

Successful implementation of the Workforce Plan will bring into place many of the control measures identified in our corporate risk register.

7

Resource/Financial Implications

7.1

Human Resources

This will involve all functions more directly in the planning and responsibility of people management, particularly through the involvement of the Heads of Function in the work of the Workforce Planning Steering Group. As such, this may require a change in emphasis on managerial demands in some areas. The role of the HR Function at this stage provides professional support and advice to managers across the Service on a range of people management issues and to support and quality check processes undertaken.

7.2

Physical Resources

None identified

7.3

Information and Communications Technology Resources

None identified

7.4

Financial Implications

The financial implications of any activities identified in the Action Plan will need to be addressed separately by the relevant Function Head, either within existing resources, or in future years by a separate budget bid.

8

Equality Impact Assessment

8.1

An Equality Impact Assessment will be required for each activity undertaken in the Workforce Action Plan.

9

Consultation

9.1

Consultation has been undertaken with the HR Committee, SMT and the Representative Bodies, all of the issues and comments have been included in the published version.

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.