Archived decisions

PEOPLE IMPACT ASSESSMENT

Succession Planning / Talent Management

Directorate/Department: Human Resources

Person/Team Responsible: Mark Rayner

Date of Assessment: 13^th October 2008

Date of Review: October 2009

Last updated:

Description

1 Background to the Proposal

Please give a summary Statement of Intent for the proposal and an indication of what has informed the need to consider the proposal

An initial discussion document was developed within HR to consider opportunities to improve existing succession planning processes and to develop an agreed approach to talent management for all staff in the service. The following issues have informed the development of the proposal to date:

· HFRS Learning and Development Strategy

· HFRS Workforce strategy

· Peer review of ADCs and regional discussions on the current national processes.

· The need to improve the current ADC process for Grey Book staff to meet the

· needs of HFRS.

· The need to create improved career progression Green Book staff

· The need to identify risk critical roles and identify suitable succession

· planning processes for the identified posts

· Need to develop succession planning systems to support the service in the future

· Future financial pressures

2 Aims and Objectives of the Proposal

The Fire and Rescue Service National Framework 2008-11, the Fire and Rescue Service Equality and Diversity Strategy 2008-2018 and the National Fire and Rescue Service Learning and Development Strategy set out the expectations of Government in terms of delivering our services, improving diversity within the service and providing the appropriate development of our staff in the future.

The aim is to establish robust succession planning/talent management activities within the service to ensure we are able to meet the future opportunities and demands placed upon us. This will move the service in a positive direction and improve career development opportunities for our staff. .

3 Intended Outcomes of the Proposal

We will improve existing progression/development opportunities and introduce a talent management strategy to ensure that the service attracts the right people for the right roles, provides the right development at the right time to meet their development needs.

We will provide equal and open access to career progression and development opportunities to all personnel.

4 How do these outcomes support the directorate Business Plan

We are striving to ensure we fill future vacancies in the service with the appropriate people and to ensure we have people with the correct skills and knowledge to deliver the services in the future. We are seeking to develop systems to support progression through the service and to identify future talent to broaden our skill base from within the service and externally. To ensure our future success to we will be identifying our future leaders and providing appropriate development through internal and external opportunities.

The proposals within this initiative support the HFRS Workforce Strategy and the HFRS Learning and Development Strategy.

5 Who are the main beneficiaries/users

This will apply to all current and future members of HFRS

6 Who are the main stakeholders

Detail who has defined the proposal and list who will be involved in the implementation. If agencies and external partners are involved detail how compliance with ED principles will be sought. Include an equalities profile of the main Project Board

This proposal is developed by the HR Department, with support from Service Delivery. External organisations may be used to support delivery of some elements of this proposal (Development Centres) and we advise and monitor performance of external providers against our E+D principles. We will use internal and external training resources to support development of our staff.

Identified stakeholders - Internal

Grey Book Staff

Green Book employees

Service Management Team

Representative Bodies

Human Resources Committee

HFRA

ATP Groups

Workforce Steering Group

Identified stakeholders - External

ADC suppliers

Training providers

Other FRSs

Fire Service College

CFOA

CLG

7 Linkages to other policies and processes

List any other proposal or policy that could potentially be linked and identify how these will be amended as a result of this assessment. Additional amendments will be referenced in the action plan at the end of this document

Service Orders:

Establishment SO 1/1

Capability Support SO 1/2/19

Flexible Working

Pay and Allowances Policy SO 1/2/10

Career Breaks/Secondments SO 1/22

Transfers SO1/2/8

Development Programmes SO 9/4

Fairness, Dignity and Diversity SO 1/6/2

Secondment Policy SO 1/22

Other processes:

Equal Pay

National Joint Council Scheme of Conditions of Service (Grey Book)

NJC - Green Book

National Role-maps

Appointment, Transfer and Promotion processes

Learning and Development Strategy

Workforce Planning

PDRS process

Evidence of Impact

8 Data Capture

8a Quantitative Data

Equality Profile of Beneficiaries/Users - detail in terms of race, gender, disability, sexual orientation, religion and belief and age

These statistics show the makeup of our organisation as of 30th September 2008. The total number of people we employ (headcount) is 1985.

Gender

Males 1713

· 795 wholetime firefighters

· 726 retained firefighters

· 14 control room staff

· 178 support staff

· Females 272

· 19 wholetime firefighters

· 34 retained firefighters

· 30 control room staff

· 189 support staff

Age Statistics

The youngest person we employ is 18, and the oldest is 66. The average age of our female employees is 40.01 and for our male employees it's 39.89.

Ethnicity (Race)

The ethnic makeup of our staff is as follows;

Ethnicity	Percentage of Staff	Headcount
A-Other White Backgrnd	1.81%	36
A-White, British	94.66%	1879
A-White, Irish	0.25%	5
B-Mixed Wh&Blk Caribbean	0.15%	3
B-Mixed White & Asian	0.05%	1
B-Other mixed backgrnd	0.15%	3
C-Asian/As British Indian	0.30%	6
C-Asian/AS GB Other Asian	0.20%	4
E-Any Other	0.10%	2
Not Declared	2.32%	46
Total	100%	1985

Disability

Employee Type	Percentage of disabled employees per employee type
Wholetime Firefighters	1.35%
Retained Firefighters	0.66%
Control	2.27%
Support Staff	4.36%

Progression Data

We are unable to provide data on progression of staff by age, gender or race at this time.

The beneficiaries of the policy may be any Green or Grey Book Member of staff who is identified as being eligible for future career progression.

8b Qualitative Data

Local Data

Detail data relating to grievances/informal complaints/consultation or feedback that relates directly to this proposal.

Continue to detail additional data that emerges from the project plan and application of the process in order that this EIA continually evolves.

No appeals currently outstanding under the existing ADC policies. Some have previously been logged and resolved through existing procedures.

Anecdotal feedback has been received from staff, line managers and SMT members regarding existing practices and outcomes which has led to the review of this work.

Research

Detail any additional research or reference to other documents that have been used to inform these proposals

Continue to detail additional research that emerges from the project plan in order that this EIA continually evolves

Research has been undertaken with all members of SMT to gather their views and ideas for improvement. Some discussion has taken place with Kent FRS to share ideas with them. Discussion has taken place with the SE Regional ADC Coordinator. We have provided input and evidence to the CFOA ADC Review Group and the recommendations of the review have been considered within this work.

9 Consultation and Involvement

Detail how and with who you will gather additional information relating to the impact of this proposal, as well as the outcome of your consultation with others.

Continue to detail additional feedback that emerges from the your consultation in order that this EIA continually evolves

9a Current

The outline proposals have been informally consulted on with SMT, other HR members and the representative bodies.

9b Planned

The final proposals will be formally consulted on with the representative bodies, with HFRS staff and managers. Other FRS' will be advised of developments through regional and national forums.

10 Identified risks/analysis of impact/effect

In this section your should identify which equality strands are potentially relevant to and could be effected by this proposal. The information, data and research you have gathered in the previous sections of this PIA will help you determine this.

Race

a) Identify the effect of this proposal on different race groups from the information you have available.

This proposal will not provide any negative impact on different race groups within HFRS. Access to middle and strategic management assessment processes by external candidates will increase the opportunity to potential employees from different race groups.

Gender

b) Identify the effect of proposal on different gender groups from the information you have available.

This proposal will not provide any negative impact on different gender groups within HFRS. Access to middle and strategic management assessment processes by external candidates will increase the opportunity to potential employees from different gender groups.

Disability

c) Identify the effect of this proposal on different disability groups from the information you have available. Please see employment of people with disabilities webpage (www.hantsfire.gov.uk/disabilities.htm).

Access to, and progression within, the Grey Book side of the service will still require individuals to meet the required physical fitness standards appropriate to the role. Reasonable adjustments will be considered and made where appropriate and where this does not affect the health, safety or well-being of the individual or other HFRS staff.

Sexual Orientation

d) Identify the effect of this proposal on different sexual orientation groups from the information you have available.

This proposal will not provide any negative impact on different sexual orientation groups within HFRS. Access to middle and strategic management assessment processes by external candidates will increase the opportunity to potential employees from different gender groups.

Age

e) Identify the effect of this proposal on different age groups from the information you have available.

This proposal will not provide any negative impact on different age groups within HFRS. The removal of the age restriction on people joining the service has improved access for older applicants. Access to middle and strategic management assessment processes by external candidates will increase the opportunity to potential employees from different age groups. Access to operational roles will require individuals to meet the required physical fitness standards appropriate to the role.

Religion/Belief

f) Identify the effect of this proposal on different religion/belief groups from the information you have available.

This proposal will not provide any negative impact on different religion/belief groups within HFRS.

Other

g) Identify the effect of this proposal on any other groups from the information you have available, such as social background, literacy, health, poverty, green/grey terms and conditions, etc.

11 Measures to mitigate/lessen negative effects

If a negative effect has been identified you should consider whether it can be objectively justified, such as on the grounds of promoting equality of opportunity or for another legitimate reason.

The following table should include the areas you have identified there could be a negative effect and the action you intend to take as a result.

The action plan should demonstrate that you have considered:

1. How to lessen the negative effect; and/or

2. Ensure that the negative effect is legal under anti-discriminatory law; and/or

3. Provide an opportunity to promote equality, equal opportunity and improve relations within equality target groups, i.e. increase the positive impact of the proposal


Your local plan (station/group/medium term plan) should be updated to include the actions identified in your action plan. The actions will also be reflected in the Corporate Equality Plan (CEP) and monitored through the Local Diversity Group.

We have a cross representation of the workforce who are developing these policies (Green/Grey Book - male/female).

We will challenge the thinking of each policy/proposal and test our thinking against this PIA.

12 Conclusions and Action Points

The table below should be completed using the information resulting from this equality impact assessment. A final action plan is required to demonstrate that consideration has been given to:

1. Lower the negative impact, and/or

2. Ensure that the negative impact is legal under anti-discriminatory law, and/or

3. Provide an opportunity to promote equality, equal opportunity and improve relations within equality target groups, i.e. increase the positive impact


Please ensure that you update your service/business plan within the equality objectives/targets and actions identified below. These actions will also be reflected in the corporate equality plan (CEP) and monitored through the Local Diversity Group

People Impact Assessment Action Plan

Succession Planning/Talent Management

Directorate/Department: Human Resources

Person/Team Responsible: Mark Rayner

Date of Assessment: February 2009

Date of Review: February 2010