Archived decisions

AT A MEETING of the HAMPSHIRE FIRE AND RESCUE AUTHORITY HUMAN RESOURCES COMMITTEE held at Hampshire Fire and Rescue Service Headquarters, Eastleigh on 30 April 2009

PRESENT:

Councillors: K.G. Chapman (Chairman); R.J. Baulk; P. Galton; K. House; R.J. Kimber; R.C. McIntosh; Sam Payne

184 APOLOGIES FOR ABSENCE

Apologies for absence were received from Councillors E.F. Gale; L.J. Hunt; and F. Jonas.

185 DECLARATIONS OF INTEREST

Members were mindful that, where they believed they had a personal or personal prejudicial interest in any matter to be considered at the meeting, they should normally, at the time of debate, declare their interest and having regard to the circumstances described in paragraphs 9, 10, 11 and 12 of the Fire Authority's Code of Conduct consider whether to leave the meeting whilst the matter was discussed, save for exercising any right to speak in accordance with Paragraph 12 of the Code.

There were no declarations of interest made by Members under this item.

186 MINUTES

The Minutes of the meeting held on 28 November 2008 and the notes of the meeting held on 5 February 2009 were confirmed as a correct record and signed by the Chairman.

Matters arising:

Minute 180: The Chairman informed Members that there would not be an oral report on Level 3 of the Equality Standard for Local Government at the meeting, instead the action plan to achieve Level 4 would be reported on.

187 CHAIRMAN'S ANNOUNCEMENTS

The Chairman reported that he had recently attended an event on action planning for fire and equality champions and circulated a chart from that event demonstrating how many Member signatories each fire authority in England had received.

The Chairman thanked Members and Officers for their past help on the Committee ahead of the upcoming local elections.

188 DEPUTATIONS

There were no deputations made to the meeting.

189 EFFICIENT AND FLEXIBLE CREWING

The Committee received the oral report of the Chief Officer on Efficient and Flexible crewing. It was identified that this was an objective in the Service Plan, and was key to modernising crewing appliances and providing flexibility for staff. It was acknowledged that the Audit Commission continued to demand efficiency gains, and Efficient and Flexible crewing arrangements, could help provide the capacity for doing this.

Officers felt it provided an opportunity to freshen up fire-fighters who would like a short term change, test the establishment and fill increasingly diverse roles without needing to find more money. It was explained that Efficient and Flexible crewing had the potential to make huge non-cashable efficiency savings through redeployment.

Members were reassured the scheme would focus on redeployment to other areas such as fire investigation but were concerned about staff reaction to the scheme. It was acknowledged that emotions were mixed and there was some trepidation amongst staff, but the majority had been appeased by the fact the scheme would focus on redeployment.

It was explained that this was a move towards prevention, rather than purely response by utilising resources. Members requested a further report be provided to the Committee later in the year, updating Members on the progress of the scheme.

190 DEVELOPING OUR PEOPLE - IMPROVING OUR SERVICE

The Committee considered the report of the Chief Officer (Item 7 in the Minute Book) providing an update on the work to improve existing succession planning arrangements in the Service, and the development of talent management. Members were happy to endorse the report, and understood that those in supervisory roles couldn't be recruited externally due to the necessary experience needed. However, they were pleased that middle managers could be recruited through the Assessment and Development Centres, as it was felt some outside skills could complement the Service.

Members were pleased that manager and command level posts were going to be de-coupled, to prevent the fact that people were often forced into roles they were uncomfortable with to make progress in the Service.

RESOLVED:

(a) That the Committee endorses the improvements to the succession planning arrangements.

(b) That the Committee endorses the proposals for developing and implementing initiatives for managing talent, developing a skills pool and improving resilience for posts that are business critical.

191 MEMBER DEVELOPMENT STEERING GROUP - UPDATE

The Committee considered the report of the Chief Officer (Item 8 in the Minute Book) updating Members on the progress towards achieving the South East Employers Charter for Elected Member Development. The work of the steering group was praised, but there were concerns that the upcoming local election may impact on the group. Members were keen for some development and qualifications whilst in the job, and it was hoped that a member led Service could be embedded through this work.

RESOLVED:

That the Committee notes the update from the Member Development Steering Group.

192 ESTABLISHMENT

The Committee considered the report of the Chief Officer (Item 9 in the Minute Book) on the actual and authorised establishment as of 31 January 2009. It was explained that the report was based on the facts available at the time, and as the paper was generated in advance of the meeting, this led to some of the dates passing prior to the meeting.

Members noted that funding for the new Head of HR Services would be coming from efficiency savings yet to be allocated, rather than from the Deputy Head of HR position.

RESOLVED:

That the Committee notes the changes to the establishment under the Chief Officer's delegated powers, as contained within the report.

193 WORKFORCE STRATEGY 2009 - 2012

The Committee considered the report of the Chief Officer (Item 10 in the Minute Book) on the Workforce Strategy 2009 - 2012 as approved at the meeting of the Hampshire Fire and Rescue Authority on 11 February 2009. Officers explained that the strategy was extremely important in driving the Service forward and supporting the aim that HFRS becomes the best Service through the support of those who work there. Members were happy with the Workforce Strategy as approved at the HFRA meeting on 11 February 2009 and were happy to adopt it.

RESOLVED:

That:

(a) The Committee notes that at the meeting of the Hampshire Fire and Rescue Authority the attached Workforce Strategy was approved for the period 2009-2012 in principle, pending any comments and amendments made by the HR Committee.

(b) Members support the Workforce Strategy by championing the principles and practices it contains, and assist with it's positive promotion during the course of their activities within the Authority.

194 EQUALITY STANDARDS FOR LOCAL GOVERNMENT - LEVEL 4 ACTION PLAN

The Committee considered the report of the Chief Officer (Item 11 in the Minute Book) on the action plan to achieve Level 4 of the Equality Standards for Local Government. Members were informed that as soon as Level 3 had been achieved, Officers had started to put in place the plan to achieve level 4. Whilst there had been a period of consolidation after receiving Level 3, a timeframe of April 2010 had been agreed to achieve Level 4. Members were happy to endorse the action plan to achieve Level 4.

RESOLVED:

That:

(a) The Committee recommend to the Authority that a commitment is made to adopt the action plan to achieve Level 4 of the ESLG.

(b) The timeframes for achieving Level 4 by April 2010 be accepted.

(c) The Committee notes the resources required to ensure HFRS achieves Level 4, and that further financial consideration may be needed in due course.

195 HFRS ENGAGEMENT AND PARTICIPATION STRATEGY

The Committee considered the report of the Chief Officer (Item 12 in the Minute Book) outlining the key elements of HFRS's Engagement and Participation Strategy. Members were informed this was a necessary element in enabling the Service to achieve Level 4 of the Equality Standards for Local Government.

It was acknowledged that an important part of making communities safer was by engaging with them. The aim of the strategy was to have an understanding of diverse communities and by collecting information through engagement, see what might make them more vulnerable to risk.

Members were pleased to note that Officers from the Senior Management Team were championing certain areas and were keen for Members to be more heavily involved with the strategy. It was felt important to go out and identify groups at risk rather than waiting for them to approach the Service, and it was acknowledged Members were well placed to do this.

RESOLVED:

That the Committee:

(a) Endorses the Engagement and Participation Strategy noting the pro-active role of Members.

(b) Notes the Engagement and Participation Implementation Plan.

(d) Notes the current network of Voluntary Community Advisors.

196 FLEXIBLE WORKING FOR GREY BOOK EMPLOYEES

The Committee considered the report of the Chief Officer (Item 13 in the Minute Book) on the work undertaken to introduce flexible working opportunities into the Grey book operational workforce. It was explained that this was linked to Efficient and Flexible crewing. Members were pleased to note that such an opportunity had the potential to introduce flexibility at no cost or detriment to the Service. It was noted that the initiative was necessary for HFRS to progress to the Equality Standard for Local Government Level 4.

RESOLVED:

That the Committee:

(a) Notes the work undertaken to date and endorses the planned ongoing work of the project board.

(b) Approves the next steps for part time working in the role of fire-fighter on the 2-2-4 duty system from April 2009, all Grey book roles on the 42 hour week day duty system from June 2009, and all Grey book Supervisory manager roles from September 2009.

197 THE RETAINED DUTY SYSTEM STRATEGY PROJECT - PROGRESS REPORT

The Committee considered the report of the Chief Officer (Item 14 in the Minute Book) on the work undertaken to introduce flexible working opportunities into the Grey book operational workforce, particularly the progress to the end of the second phase. Members were pleased to note the benefits to the Service of a fully flexible workforce, and were pleased that the project board had addressed inefficiencies that were identified. Officers explained that this linked to Efficient and Flexible crewing and flexible working for grey book employees; Members were pleased that completing stage 2 had provided a foundation for greater efficiencies in the future.

RESOLVED:

That the Committee notes the progress made with the Retained Duty System Strategy Project.

This content is archived