Achievements
Introduced:
- First Wholetime recruitment campaign since 2007.
- Flexible Rostering Duty System.
- Review of Flexible Rota System.
- Enhanced pay and leave provisions for parents.
- Carers Agreements.
- Secondment opportunities to partner organisations e.g. South East Coast Ambulance Service, National Health Service.
- Homeworker Agreements outlining terms and conditions changed during the pandemic.
- Station Leader structure
- Operational Group structure.
Reviewed:
- On Call pay elements which have been simplified and consolidated.
- Pay levels and market forces affecting recruitment to specialist roles within the IT team.
- All operational roles and requirements (new Job description/ Person Specification).
Improved service delivery:
- New duty system for the shift stations, station and Group structures support organisational objectives such as reduction of overtime and resilience.
- Conversion of firefighter roles into Corporate Team terms and conditions to encourage greater and more diverse applicant pool.
- We can offer competitive terms and conditions to attract applicants to specialist roles e.g. IT.
Measures of Success
- All stations now operate under the Flexi-Rostering Duty System which has enabled a reduction of establishment across wholetime stations without impact on service delivery.
- Carers Agreements have be introduced.
- Continued transition of roles with no operational requirement being converted to corporate team’s terms and conditions.
Current Maturity Model Levels
| Recruitment | 3 |
|---|---|
| Leadership | 3 |
| Learning Organisation | 3 |
| Blended Learning | 1 |
| Employee Recognition & Engagement | 2 |
| Equality, Diversity & Inclusion | 2 |
| Wellbeing | 3 |
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