Agenda item

The Assistant Chief Fire Officer introduced Area Manager, Jon Charters who gave a presentation on how the Authority’s additional investment of £600k in 2016/17 had been used to support the ambition to improve pump availability, fire fighter safety and incentivise staff.  £300k was for the Retained Duty Salary Review and the remaining £300k enabled the introduction of 7 Retained Support Officer (RSO) posts to support the current challenges associated with running an effective and sustainable RDS Unit and thereby improving recruitment, retention, appliance availability, training, gathering of operational risk information, liaison with administrative support and enhanced staff engagement.

The RSO role went live in May 2017.  It was recognised that the RSO role was potentially a demanding one that required self-starting individuals, prepared to work hard across a broad skill set with relatively high levels of lone working and role independence.  Reciprocally job satisfaction and reward would be high.  The roles were aligned to the day duty system but flexible to meet needs with priorities identified to: drive and shape recruitment; support development; improve staff retention and build relationships. 

Support was provided by the RSOs to the recruitment process through: engagement with primary employers, increasing positive action to attract more female and black and minority ethnic (BME) recruits, being innovative and supporting individuals through their transition from the recruits’ course to working on a station. 

During the last 12 months there had been an increase in the numbers of recruits with the course held November 2017 generating 84 applications.  Twenty-eight commenced the recruits’ course of which 24 successfully passed.  The RSOs would continue to work with those individuals who needed extra training and development to sustain their interest for the next recruitment campaign.

Work progressed during the 2017/18 strengthening and improving programme included the development of: a Primary Employer engagement package, a ‘Duty System Awareness’ LearnPro module, and a supported and time bound approach to completion of ‘Firefighter Development’ activity.  New work for 2018/19 included: exploring the potential to develop a multi-faceted support role, prevention activity for RDS, strengthening the provision of risk information to staff, establishing a Rota Management Working Group and RDS Gartan Rota Workshops.

In response to a question raised by CC Shedwick, AM Charters confirmed that wherever possible, there was joint training where wholetime staff were working on a retained station.

In response to a question raised by CC Parkinson, AM Charters advised that recruitment work centred on local gyms given the fitness requirements of the role.  Potential candidates were invited to ‘have a go’ days and support was given to individuals by the RSOs for the entry tests and to maintain their level of fitness.  In addition, the Service provided its own Physical Training Instructors.

In response to a question raised by CC Hennessy regarding documented outcomes from the priorities around: recruitment, development, staff retention and building relationships, the Assistant Chief Fire Officer confirmed that detailed information could be provided outside the meeting on numbers attending ‘have a go days’ right through to recruitment and selection as well as dropout rates including details of why and when.  An analysis report had recently been prepared which showed that: at one time half of the recruits were in development, on average recruits typically stayed with the Service for 4 years and it was recognised that it would take a year for a new RDS staff member to be competent. 

The Assistant Chief Fire Officer expanded that the Service had tried from the outset to put quantity measures in place working within a society where people lived and worked differently; a reduction in local employment and improved travel networks that enabled people to travel further meant achieving a 5 minute radius from the station was difficult.  He advised that AM Charters had delivered this presentation to the National Fire Chiefs Council.  With the Authority’s support, Lancashire had one of the finest retained services across the country with the RSO role recognised as best practice.

RESOLVED: - That the Authority noted and endorsed the report.