Kent Fire and Rescue Service
Supporting the CRMP - organisational enabling plans

• Establish standards (what does good look like) of learning and implement a revised learning plan. 
• Ensure effective assurance of learning outcomes throughout the organisation.
• Create career pathways and stage gateways for operational colleagues. 
• Establish key data and intelligence required for learning, ensuring systems for storing and displaying information are effective.
• Ensure EDI and ethics are embedded and messaged in learning.
• Access neurodiversity and disability data for learners and keep as a record with consent from the individual. Avoids the learner being asked multiple times for the same information and we can develop bespoke learning to help individuals.
• Introduce accelerated learning in exercises and courses.
• Ensure every qualified individual has a centralised assessment of their operational competence at least every five years. 
• Ensure facilities, vehicles, equipment, and courses are available to all and designed to effectively simulate the relevant risks in the CRMP priorities.  

Using Kirkpatrick's Four-Level Training Evaluation Model: there are four levels: 

Level 1: Reaction - Gauges learner satisfaction with the training experience (surveys, discussions)

Level 2: Learning - Measures knowledge and skill acquisition (tests, quizzes, Station based training (SBT)and Moodle tests, simulations, test how long learners retain the knowledge)

Level 3: Behaviour - Assesses if learners are applying new skills on the job (performance reviews, observation, service exercises, test- re/test of service exercise model, competence, and confidence in applying things such as firefighting techniques appropriately)

Level 4: Results/Impact - Evaluates the training's impact on KFRS goals (increased productivity, customer satisfaction, qualitative assurance measures through response assurance and operational debriefs)

• 100% of Learning courses compliant with standards and outcomes.
• Records of learning and progress against career pathways in place, monitored and reported on.
• Qualitative independent assessment of quality of ethics and inclusion in learning courses and events. 
• New courses, equipment, vehicles, and training facilities that meet the requirements of the CRMP priorities are in place.
• Number of cancellations of courses.
• Process Measures: track aspects such as course completion rates, training time, and trainer satisfaction.
• Quantifiable but non monetisable benefits. e.g. improved ability to rescue someone – but the benefits do not directly impact a team’s spending and so are not monetisable to KFRS.

Additional best practices we will use:

• Defining Clear Objectives: All training courses and programmes will have set specific, measurable goals. We will be clear on what skills or knowledge we want colleagues to gain and how it will benefit KFRS.  Using the KFRS Behaviour framework to design in behaviours needed to get full effect of the training e.g. customer.
• Use a Mix of Methods: We use more than one single metric. Gather data through surveys, tests, performance reviews, and even focus groups to get a well-rounded picture.
• Collect Data Over Time: We evaluate at different points - immediately after training, a few months later - to measure knowledge retention and behavioural changes.
• Analyse and Communicate: We will review the data to identify areas for improvement and share findings with stakeholders. This helps refine future training programs and demonstrates the value of training to KFRS.