Draft London Safety Plan 2010/2013 - Fire Brigades Union London

AIM 5 – PEOPLE
Working together to deliver high
quality services and to create a safe
and positive environment for
everyone
Our strategic objectives are:
To develop a positive and healthy culture
with strong and effective leadership
To embed ownership, responsibility and
accountability at all levels of the
organisation
To make sure our staff have the right
knowledge and skills to do their jobs
Alongside our headline targets (set out earlier) we have a
number of more specific performance indicators and
service measures (without targets) to show how we are
achieving our strategic objectives. For indicators, we set
targets each year and will publish performance regularly.
The full set of indicators will be included when the final
plan is published. For this aim, our performance indicators
include:
Maintaining Level 5 of the Equality Standard for Local
Government
Increasing the number of operational staff top earners
who are Black and Minority Ethnic and/or women
Reducing injuries/dangerous events reported to
government recorded under RIDDOR
During the life of the plan we expect to focus on:
Leadership strategy. Lack of clear and consistent
leadership can weaken an organisation’s ability to
prioritise and deliver organisational objectives. We
have adopted a leadership model that reflects our
specific needs, and which we will be rolling out into
our organisation. 2010/2011.
Future options for training review. We are
considering alternative approaches to our training
delivery. We will be considering the results of a ‘soft
market test’ to assess the market’s readiness and
appetite to deliver our requirements and to identify
potential options for outsourcing and partnership
models. 2010/2011.
Apprenticeship and young offender schemes. We are
establishing an apprenticeship scheme in the area of
business administration, not only bringing
professional development and nationally recognised
qualifications to the apprentice but a skilled and
competent person to the organisation. We are also
establishing a scheme to employ young offenders on
a permanent basis, understanding the key role that
employers can play in the rehabilitation of young
offenders. Ongoing.
Continued delivery of our staff management strategy.
We are implementing a comprehensive staff
management system to develop the high potential
and ability of our workforce, including the further
development of our graduate entry scheme and
targeted development programmes, including the
development of a strategic manager programme.
Ongoing.
Continued delivery of excellent training provision to
ensure staff have the skills and knowledge they need
to do their job. We will work with Train to Gain to
supply Level 2 qualifications for staff, as well as
broadening the use of computer-based learning
solutions for staff. Ongoing.
Multi-level entry. Following the success of our
graduate entry and targeted development schemes,
we will implement a multi-level entry scheme,
drawing from skilled applicants from inside and
outside the organisation to move into senior
operational areas. This will bring many benefits to the
organisation such as attracting high capability
candidates who may not be attracted to beginning
their career again, changing the culture of the
organisation and bringing enhanced and different
experience to senior levels. Ongoing.
Skills and establishment. The requirements placed on
us have grown extensively in recent years leading to
station based staff needing a greater range of skills
than ever before. To make sure that we are able to
deal with any and every eventuality, we are reviewing
our skills establishment at each station, undertaking
succession planning and have established a
mentoring scheme. Ongoing.
Employment contractual clarity. During recent
disputes, there have been examples of staff refusals
to perform some core activities because they are not
specified within existing employment contracts. This
can impact on our ability to provide all of our services
and needs to be addressed. As part of this, we will
also consider making further changes to contracts for
new entrants so that they join the service with terms
and conditions that reflect current expectations. We
wish to discuss with the trades unions ways of
improving the clarity of current contracts of
employment. Ongoing.
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