Report of the Deputy Chief Fire Officer

The Fire Authority considered the Report of the Deputy Chief Fire Officer (DCFO) seeking approval for the ESFRS People Strategy 2021-2025. 

The draft People Strategy (Appendix A to this report) had been developed both collaboratively and in support of and aligned to the Integrated Risk Management Plan (IRMP) and the Corporate Plan.  The draft strategy had been reviewed by the Senior Leadership Team, other senior officers and Trade Unions.  It took into account the findings of the 2019 HMICFRS Inspection and the State of the Fire and Rescue Service Report of January 2020. 

Members thanked the Assistant Director People Services (ADPS) for the report and felt that the launch of the new strategy would be a good opportunity to equip managers to support staff.  There were queries over the form that staff training would take and also assurance was sought regarding purposeful engagement with staff forums, trade unions, outside groups.

The ADPS confirmed that the People Strategy had been created to fully align with the IRMP and the NFCC’s People and Equality, Diversity and Inclusion Strategies.  Equality, Diversity & Inclusion (EDI) was woven throughout the Service and external EDI was front and centre to the Safer Communities Strategy.  The People Strategy sets out where the Service intends to be in 5 years’ time, with the aim to better understand and represent our communities.

With regards to Training delivery, the EDI training was being revised and sessions on behaviours were being rolled out to all staff.  The training was currently virtual, but this was a blended approach and not solely e-learning.  There was a benefit to virtual provision in our specific circumstances, as the Service was shift based it enabled staff greater flexibility to complete courses.

Members queried what was going to be done to try and ensure that the workforce better represented the diversity of the community it served.  The ADPS was mindful that there had been no significant Firefighter recruitment for 10 years and that there was a high retirement profile coming up.  Recruitment would be opening in June 2021.  The CFO added that ESFRS had already been determinedly recruiting diversity into volunteers and cadets and that there was heavy engagement regarding this matter both locally and nationally. 

Cllr Lambert proposed and Cllr Evans seconded an amendment to recommendation iii to include that the Fire Authority would also receive regular updates, in addition to those sent to the SLT. 

Members raised some textual amendments that they felt necessary.  Cllr Galley proposed and Cllr Barnes seconded an additional recommendation to allow the CFO to make these changes.

Both amendments were agreed by the Fire Authority and reflected in the resolution below.

RESOLVED – That the Fire Authority agreed to:

i)                 approve the People Strategy 2021-2025 and the subsequent plan of work;

ii)                note the funding required in order to deliver the deliverables outlined within the strategy;

iii)              note that regular reports on the delivery of the People Strategy will be presented to the Senior Leadership Team and the Fire Authority; and

iv)              delegate authority to the Chief Fire Officer, after consultation with the Chairman and Vice-Chair, to make presentational amendments to the People Strategy which do not alter the substance.