Meeting to be held on 14 July 2025
(Appendix A refers)
Contact for further information – Liz Sandiford Director People and Development
Tel: 01772 866987
Executive SummaryThe Fire and Rescue National Framework for England outlines the government’s priorities and objectives for fire and rescue services. It states that each fire and rescue authority should have a people strategy in place. The People Strategy for Lancashire Fire and Rescue Service 2025 – 2027, detailed in Appendix A, is a comprehensive three-year plan aligned with the Community Risk Management Plan. It aims to ensure that the right people are in the right roles, equipped with the necessary skills to contribute to the success of Lancashire Fire and Rescue Service (LFRS).
Recommendation(s)The Planning Committee are asked to note and endorse the People Strategy for 2025 – 2027.
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The Fire and Rescue National Framework for England sets out the government’s priorities and objectives for fire and rescue services. The framework states that each fire and rescue authority should have a people strategy in place. The Home Office collects and publishes a range of workforce data that fire and rescue authorities are required to provide.
The People Strategy for Lancashire Fire and Rescue Service 2025 – 2027, as attached at Appendix A, is a comprehensive three-year plan that outlines how the Service will manage and develop its workforce in alignment with its Community Risk Management Plan. It is a framework that ensure the right people are in the right roles, equipped with the necessary skills to contribute to the success of Lancashire Fire and Rescue Service.
The Strategy involves various aspects of human resources, including recruitment, training, development, engagement, effective utilisation of data, and retention.
The development of the Strategy and its priorities is influenced by HMICFRS recommendations, Fire Standards, legislative changes, the changing nature of our operating environment, as well as policy development and learning from the NFCC.
The current people priorities are to:
· Embed Service values, behaviours, and the Code of Ethics making LFRS a place where everyone feels valued and included.
· Promote LFRS as an employer of choice, recruiting a workforce which is diverse, meets the needs of the people of Lancashire, and addresses any employment needs identified in our workforce plan.
· Continue to develop the capability and resilience of leaders who can energise their teams, who encourage flexibility, innovation and who promote continuous improvement.
· Continue to embed talent management and succession planning, shaping the workforce to meet Service needs and support individuals to achieve their full potential.
· Promote a resilient and healthy workforce.
· Continue to actively engage with our workforce responding to feedback and involving staff in the shaping of our plans and decision-making.
There is no business risk arising from the report.
There is no sustainability or environmental impact arising from the report.
The strategy details a number of interventions the Service will deliver in terms of recruiting a workforce which is diverse and meeting the needs of the people of Lancashire.
Data Protection (GDPR)
Will the proposal(s) involve the processing of personal data? N
If the answer is yes, please contact a member of the Democratic Services Team to assist with the appropriate exemption clause for confidential consideration under part 2 of the agenda.
The HR implications of the Strategy are detailed within it.
The financial implications of the Strategy can be addressed within existing resources.
The production of a People Strategy is a requirement of the Fire and Rescue national framework for England.
Paper:
Date:
Contact:
Reason for inclusion in Part 2 if appropriate: Insert Exemption Clause