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Royal Berkshire Fire AuthorityExecutive Committee
Retained Availability & the Impact on the Viability of Providing a Retained Service
Retained Fire Stations/Retained Units
Retained Cost/Availability/Activity
0
100
200
300
400
500
600
A B C D E F G H
Retained Stations
Staff Cost £k
Availability - %
No: of Incidents
Retained Issues
• Modernisation Costs– Five weeks paid leave based on previous activity
levels– Pay parity with Wholetime personnel– Access to Pension Scheme
Retained Issues
• Modernisation Costs
• Recruitment Standards– Ability to transfer between Retained and Wholetime– Same standards must be applied
• Ability/potential• Medical• Fitness
– Fewer applicants – Fewer successful applicants
Retained Issues
• Modernisation Costs• Recruitment Standards
• Development of Competence for Role– Common Firefighter role map– Three hours training/week– Availability for extra training– Cost of Extra Training– Health & Safety driving change
Retained Issues
• Modernisation Costs• Recruitment Standards• Development of Competence for Role
• EC Working Time Directive– Current Opt Out of 48 hour limit– Proposal to end all Opt Out
• End “long hours” culture in some member states• Create employment
– End to Secondary Contracts – Impact on Retained viability
Retained Issues
• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive
• EC road Transport Directive– Fire Appliance driving exempt– Hours spent working for FRS are counted towards
total drivers hours– Unable to employ Retained firefighters whose primary
employment involved LGV/PSV driving
Retained Issues
• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive
• Socio Demographics – Berkshire’s commuter culture– Onerous Impact on lifestyle
Retained Issues
• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive• Socio Demographics
• Economic Pressures– Willingness of primary employers to release staff– Need to travel beyond local community for work or to seek
employment– Need for longer hours for primary employer
Retained Issues
• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive• Socio Demographics • Economic Pressures
• Lower earning potential– Retained calls down by 30%– Fewer standby duties required
Consequences
• Significant periods of unavailability
Consequences
Retained Off the Run by Hour
Consequences
Retained Off the Run by Hour
Weekend
Consequences
Retained Off the Run by Hour
Week Day
Consequences
• Significant periods of unavailability• Extended Turnout Time
ConsequencesRetained Turnout Performance
0
50
100
150
200
250
300
42 51 61 71 91 101 111 121 141 151 162 192
Appliance
No
: o
f C
alls ≥7 mins
6 - 7 mins
5 - 6 mins
≤ 5 min
Consequences
• Significant periods of unavailability• Extended Turnout Time
Consequences
• Significant periods of unavailability• Extended Turnout Time
– Delayed attendance time– Secondary mobilisation of cover appliance
Consequences
• Significant periods of unavailability• Extended Turnout Time
– Delayed attendance time– Secondary mobilisation of cover appliance
• Risk Model based on false assumptions?– Need to re-model based on actual performance
The Way Forward
• Retained recruitment and Retention Coordinator– On hold pending further work
The Way Forward
• Retained recruitment and Retention Coordinator– On hold pending further work
• Strategic work– Focus on the issues– Identify response options– Inform IRMP process
The Way Forward - Recommendations
• Retained recruitment and Retention Coordinator– On hold pending further work
• Strategic work– Focus on the issues– Identify response options– Inform IRMP process
• IRMP review