Hampshire Fire and Rescue Authority Item 7

Human Resources Committee

15/03/20052 February 2007

Error! Bookmark not defined.Long Service Increment & Continual Professional Development

Report by the Chief Officer

Contact: Bob Ratcliffe - Head of Training and Development - Tel : 023 8064 4000 ext 2362 Email : [email protected]

1

Summary

1.1

As part of the November 2003 pay agreement between the National Employers and the Fire Brigades Union, it was agreed that the Long Service Increment (LSI) paid to eligible staff (those conditioned to the `Grey Book' conditions of Service) would be phased out and replaced with a payment scheme to support Continual Professional Development (CPD). The final phase of this agreement will be completed by July this year and a new national payment scheme for Continual Professional Development system introduced.

2

RecommendationError! Bookmark not defined.

2.1

The HR Committee note this report and the potential resource implications associated with this proposed new system (as outlined in section 8).

3

Introduction Error! Bookmark not defined.and Background

3.1

During the 2003 pay negotiations, it was anticipated that LSI would breach the expected Age Discrimination Regulations which have now been introduced from October 2006. LSI is also not paid to Retained Duty System staff.

3.2

Prior to the November 2003 pay agreement, Wholetime staff (from Firefighter to Area Manager) were eligible for the Long Service Increment (LSI), having completed 15 years of Service. This payment was a total of £990 per annum.

3.3

Nationally, as part of the 2003 agreement, 50% of the LSI allowance was withdrawn from staff's pay in 2006 with the remaining allowance due to be withdrawn in July 2007.

3.4

On 15 December 2006, the National Joint Council (NJC) published proposals outlining a CPD scheme for eligible staff. The NJC will reconvene on the 6 February 2007 when it is intended that both sides will be able to agree to the proposals.

4

What is Continual Professional Development ?

4.1

In 2006 a joint working party agreed that eligible staff should receive an annual payment for demonstrating CPD within 4 new "National Standards" :-

· Professional Competence

· Commitment to the job

· Relations with the public and colleagues

· Willingness to learn and adjust to new circumstances

5

Who is eligible for this new CPD payment ?

5.1

Employees covered by the `Grey Book' Conditions of Service (Firefighter to Area Manager) who have completed a minimum period of 5 years' service. This incorporates Wholetime, Retained and Control staff. Staff will be required to submit an annual application/evidence form in March each year for verification and payment in July each year.

6

Contribution to Corporate Aims and Objectives

6.1

These national proposals regarding the principles of CPD align with IRMP objective MR1 - Workforce Plan and People Strategy

7

Risk Analysis

7.1

Whilst these CPD proposals align with IRMP objective MR1, the proposed administrative system to support this CPD system is complex and applies proposed new "national standards" which do not align with the existing national Integrated Personal Development System (IPDS) or the introduction of our own Personal Development Review System (PDRS) from April 2007.

8

Resource Implications

8.1

Human Resources

The verification and administration of this system will require a significant increase in administration time to verify and process each individual application prior to confirmation for payment each year.

8.2

Physical Resources

Not applicable

8.3

Information and Communications Technology Resources

Not applicable.

8.4

Financial Implications

8.1

Transitional pro rata payments for eligible staff will commence from 1 July 2007. These have been calculated as :-

Wholetime staff - £371.25 per person

Retained Staff - £92.81 per person

This payment in 2007 is a national average initial payment for all eligible Fire and Rescue Service staff.

8.2

The proposed payments for each Fire and Rescue Service have been determined by the NJC. These amounts have been calculated taking into account the estimated net savings resulting from the 15 year Long Service Increment being phased out and assumptions made about the number of eligible employees within each Fire and Rescue Service. The cost to Hampshire Fire and Rescue to support the LSI scheme was £278,000.00. The proposed new payment for HFRS staff has been calculated as £585.00 per person. RDS staff will receive 25% of this payment which will be £146.25 per person.

8.3

The understanding from the 2003 Pay Agreement was that the introduction of a national CPD scheme would be funded from the removal of the LSI payment and therefore the new scheme would be cost neutral. The proposal to award such payments having completed 5 years Service means that costs will be more than the existing funds allocated to LSI. Final detailed costs cannot be calculated until a national agreement has been reached.

9

Equality Impact Assessment

9.1

This payment is part of national negotiations and agreement for all staff conditioned to the `Grey Book' conditions of Service and will apply to Wholetime, Retained and Control staff. The equality of the proposal and the removal of age discrimination from the pay structure is a positive action.

9.3

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.

10

Consultation

10.1

These proposals are part of national negotiations between the Fire Brigades Union and the National Joint Council for Local Authority Fire and Rescue Services.

10.2

The proposals have been circulated to all Fire and Rescue Services as part of the consultation process prior to the next meeting of the Fire Brigades Union and National Joint Council on the 6 February. Hampshire Fire and Rescue Service will be making a submission as part of this process highlighting our concerns. In addition, we will also be contributing to a South East regional response.

11

Conclusion

11.1

Whilst supporting the concept of Continual Professional Development for all staff, it is disappointing that this proposed national system does not align with existing IPDS compliant systems. This new scheme has potential additional cost implications for the Service. The proposed application process for claiming payment for CPD presents individual members of staff, line managers and HR staff with additional workloads which could have been avoided.

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:

National Joint Council Circulars :- Circulars NJC/09/06 and NJC/10/06

Continual Professional Development Scheme

Note: The list excludes: (1) published works; and (2) documents that disclose exempt or confidential information defined in the Act.