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Continuous Development and Improvement
Using the established Core Code of Ethics and EDI priorities as the catalysts for promoting a positive and inclusive culture, the Service will continue to develop and improve through the delivery and learning of key Service activities:
- Production and application of Equality Impact Assessments for all Service policies and related activities.
- Staff forum groups used to inform Service EDI priorities supporting continual improvement working in collaboration with the Service Culture Working Group.
- Completion of the HMICFRS recommendations issued in their Spotlight Report: Values and culture in the fire and rescue services and Standards of behaviour: The handling of misconduct in fire and rescue service.
- Application of a comprehensive communications and engagement plan reflective of staff and stakeholder needs.
- Support regional and national sector networks including the NFCC, contributing to positive and inclusive culture practices.
- Continue to invest in our people, making sure that everyone can reach their full potential, nurturing a workforce which is fit for the future.
- Conducting detailed workforce planning to make sure our attraction, recruitment, training and development activities are coordinated and agile.
- Provide structured learning and development for the entire workforce in line with the requirements of the Service’s Core Skills Framework in relation to leadership, management, EDI, Safeguarding, Welfare and Wellbeing, Health and Safety and Communications.
- Conduct Performance Development Reviews (PDR’s) with all staff annually, providing opportunities for managers to hold maximising potential conversations with individuals who are considering career progression or have been identified as talent.
- Conduct 360-degree feedback for all managers with line management responsibility linked to the four quadrants of the NFCC Leadership Framework and the Core Code of Ethics.
- Continued use of apprenticeships to support professional development and core skills requirements, whilst considering the most appropriate apprenticeship routes to support vacancy management.
- Develop our approach to coaching and mentoring by providing accredited training for mentors and mentees, whilst continuing to develop our mentor network both locally and nationally.
- Continued application and development of our reasonable adjustment passport process to support staff with disabilities; whilst working with neurodiversity experts to produce Workplace Needs Assessments to support our neurodiverse staff.
- Provide training to staff and managers in relation to inclusive recruitment, neurodiversity awareness and how to be an active bystander, challenging inappropriate behaviour.
- Continuing to strengthen the ways in which we support the health and wellbeing of our staff through occupational health, mental health awareness, wellbeing initiatives, supporting national campaigns and working with staff groups.
- Supporting our staff as they prepare for and embark on their retirement, to make sure a smooth transition whilst keeping high levels of both physical and mental health and wellbeing.