Appendix 2 HMI Recommendations Values and Culture

Recommendation 1 By 1 October 2023, Chief Fire Officers should make sure their services provide a confidential way for staff to raise concerns and that staff are aware of whistleblowing processes.		Y
Recommendation 2 By 1 October 2023, National Employer, the Local Government Association and the National Fire Chiefs Council should review any current independent arrangements whereby staff can raise concerns outside their FRS. They should then ensure that all FRS staff have access to an independent reporting line that can be used as a confidential way to raise concerns outside their own FRS.		Action for National Employer, the Local Government Association and the National Fire Chiefs Council
Recommendation 3 By 1 June 2023, Chief Fire Officers should review the support available for those who have raised concerns and take any action needed to make sure these provisions are suitable.		Y
Recommendation 4 By 1 June 2023, Chief Fire Officers should assure themselves that updates on how concerns are being handled are shared with those who have raised them. The updates should be given in an accessible way that encourages trust and confidence in the service response.  Consideration should be given to creating professional standards function to handle concerns in Service (or from an external service) to have oversight of cases, to make sure they are conducted in a fair and transparent way and act as a point of contact for all staff involved.		Y
Recommendation 5 By 1 June 2023, Chief Fire Officers should make sure they provide accessible information for all staff and members of the public on how they can raise concerns and access confidential support (including through external agencies). Chief Officers should also make sure accessible information is provided on how concerns and allegations will be investigated in a way that ensures confidentiality and is independent of the alleged perpetrator.		Y
Recommendation 6 By 1 January 2024, the Home Office, working with the Ministry of Justice, should make sure that the Government incorporates fire and rescue authority employees within the Rehabilitation of Offenders Act 1974 (exceptions) Order 1975 so that they are eligible for the appropriate DBS checks.		Y
Recommendation 7 By 1 May 2024, the Home Office, working with the fire and rescue sector, should make sure that the Police Act 1997 (Criminal Records) Regulations 2002, or a similar appropriate legislatively enabled solution, makes detailed provisions for fire and rescue services.		Y
Recommendation 8 By 1 December 2023, the Fire Standards Board, in liaison with the National Fire Chiefs Council, should review the existing relevant standard(s) and underpinning guidance. It should: clearly state the requirement for background checks undertaken by Services, clarify the minimum requirements (including levels of DBS checks) for all roles particularly roles where staff have access to vulnerable members of the public; define the standards required to embed a culture across fire and rescue services that empowers all members of staff and local communities to report concerns; and be subject to review following any legislative change.		Y
Recommendation 9 By 1 January 2024, Chief Fire Officers should immediately review their current background checks arrangements and make sure that suitable and sufficient background checks are in place to safeguard their staff and communities they serve; and Make sure that appropriate DBS check requests have been submitted for all existing, new staff and volunteers according to their roles as identified by the Fire Standards Board.	As of July 2024 the arrangements for back ground checks have been reviewed and considered satisfactory, DBS checks are being carried out as per risk assessment.  86% of Grey Book members of staff have had their DBS check completed and where appropriate a risk assessment completed. 72% of Green Book members of staff have had their DBS check completed and where appropriate a risk assessment completed. This work will continue until completion.	In Progress
Recommendation 10 By 1 September 2023, Chief Constables should make sure they are appropriately using their Common Law Police Disclosure powers in circumstances involving employees of fire and rescue services.		Y
Recommendation 11 By 1 December 2023, the Fire Standards Board, in liaison with the National Fire Chiefs Council, should review the existing relevant standard (s) and supporting guidance to clearly state how services should handle staff disclosures, complaints and grievance.		Y
Recommendation 12 By 1 March 2024, Chief Fire Officers should provide assurances to HMICFRS that they have implemented the standard on staff disclosure, complaint and grievance handling.		Y
Recommendation 13 By 1 December 2023, the Fire Standards Board, in liaison with the National Fire Chiefs Council, should review the existing relevant standard(s) and supporting guidance to clearly state how services should handle misconduct and safeguarding-related allegations and outcomes. These should include requirements to: Conduct and complete investigations, whether or not the staff member under investigation leaves, consider whether the incident requires immediate dismissal, provide training for staff who are carrying out investigations and ensure the diversity ad neutrality of the investigation panel/person.		Y
Recommendation 14 By 1 March 2024, the Chief Fire Officers should provide assurances to HMICFRS that they have implemented the standard on misconduct allegations and outcomes handling		Y
Recommendation 15 By 1 October 2023, the Home Office should work with the National Fire Chiefs Council and the fire and rescue service employers to make sure there is a process to handle misconduct allegations against chief fire officers. The Home Office should immediately notify HMICFRS of any allegations and outcomes that it is aware of.		Action for Home Office and NFCC
Recommendation 16 BY 1 October 2023, the National Fire Chiefs Council should develop and manage a national barred list that holds details of staff who have been dismissed for gross misconduct (including staff who have already left the service). It should ensure that this list is referred to in all processes to prevent those who are barred from rejoining another service. After the College of Fire and Rescue has been established (see recommendation 25), it should take responsibility for managing the list.		Action for NFCC
Recommendation 17 BY 1 October 2023, the National Fire Chiefs Council should develop and manage a national barred list that holds details of staff who have been dismissed for gross misconduct (including staff who have already left the service). It should ensure that this list is referred to in all processes to prevent those who are barred from rejoining another service. After the College of Fire and Rescue has been established (see recommendation 25), it should take responsibility for managing the list.		Y
Recommendation 18 By 1 August 2023, Chief Fire Officers should provide assurances to HMICFRS that all parties are supported in relation to ongoing investigations.		Y
Recommendation 19 By 1 July 2023, the Home Office should examine whether any appeal processes for fire and rescue misconduct cases are appropriate.		Action for Home Office
Recommendation 20 By 1 June 2023, Chief fire officers should have plans in place to ensure they meet the Fire Standards Board’s Leading the Service Standard and its Leading and Developing People Standard.		Y
Recommendation 21 By 1 June 2023, Chief Fire Officers should make sure there is a full, 360-degree feedback process in place for all senior leaders and managers (assistant chief fire officer equivalent and above) in service.		Y
Recommendation 22 By 1 September 2023, Chief Fire Officers should make sure there is a full, 360‑degree feedback process in place for all other leaders and managers in service. The process should include gathering feedback from a wide range of sources including colleagues and direct reports.		Y
Recommendation 23 By 1 June 2023, Chief Fire Officers should seek regular feedback from staff about values, culture, fairness and diversity, with due regard to the leading and developing people standard. They should show how they act on this feedback.		Y
Recommendation 24 By 1 October 2023, Chief Fire Officers should put plans in place to monitor, including through the gathering and analysis of staff feedback, watch and team cultures and provide prompt remedial action for any issues they identify.		Y
Recommendation 25 BY 1 January 2025, the Government should establish a College of Fire and Rescue, as proposed by the White Paper Reforming our Fire and Rescue Service. There should be no further delay to its implementation.		Home Office Action
Recommendation 26 By 1 October 2023, as a precursor to the development of the College of Fire and Rescue, Chief Fire Officers and the National Fire Chiefs Council should work with the home office to consider how they can improve the training and support they offer to staff in management and leadership development.  this should include authority members in respect of their assurance leadership roles and should ensure that opportunities are offered fairly across all staff groups.		NFCC Action
Recommendation 27 By 1 June 2023, Chief Fire Officers should make sure their equality impact assessments are fit for purpose and, as a minimum, meet the requirements of the National Fire Chiefs Council equality impact assessment toolkit.		Y
Recommendation 28 By 1 June 2023, Chief Fire Officers should review how they gather and use equality and diversity data to improve their understanding of their staff demographics, including applying and meeting the requirements of the National Fire Chiefs Council equality, diversity and inclusion data tool kit.		Y
Recommendation 29 By 1 December 2023, the Home Office should publish greater detail on the protected characteristic data it collects about FRS staff, including joiners and leavers, by rank and role.		Home Office Action
Recommendation 30 By 30 December 2024, the home office should align the data it collects on protected characteristics with the office for National Statistics harmonised standard and publish this data.		Home Office action
Recommendation 31 By 1 December 2024, the Home Office should collect and publish experimental statistics on public complaints and conduct matters in relation to FRS staff, similar to that which is currently published on police forces in England and Wales.		Home Office Action
Recommendation 32 By 1 June 2023, Chief Fire Officers should, as a priority, specify in succession plans how they intend to improve diversity across all levels of the service. This should include offering increased direct-entry opportunities.	The Service is actively involved in positive action to attract a diversity of candidates to apply for job roles within the fire service.  The employee voice groups develop plans each year to identify ways in which the Service can contribute to promoting equality of opportunities. Lift and Climb has been launched this is an internal coaching and mentoring programme aimed at supporting individuals to make the next step. A Leadership Development Plan has been developed supporting development opportunities.   Incident Command development session in the planning aimed at attracting women into the role of Incident Command.  External Coaching and mentoring offered.	In Progress
Recommendation 33 By 1 August 2023, Chief Fire Officers should develop plans to promote progression paths for existing staff in non-operational roles and put plans in place to reduce any inequalities of opportunity.		Y
Recommendation 34 With immediate effect, Chief Fire Officers should review their implementation of the Core Code of Ethics and make sure it is being applied across their services.		Y
Recommendation 35 By the end of the Parliament, the Government should consider the findings and recommendations in this report when refreshing the Fire and Rescue National Framework for England.		Home Office action