Transferability Between Duty Systems ‘The Right to Apply’ The Journey

Today Vacancy WT CM FF WT with ADC CM WT competent CM RDS competent CM EXT FRS FF EXT FRS with ADC FF RDS WITH ADC

National Context 11 th March 2008 ET ruled that all Fire Authorities should treat RDS Firefighters as part-time Firefighters under the Part Time Workers (Prevention of Less Favourable Treatment) Regulations CFOA guidance published ‘good practice’ framework for migration across duty systems (draft December 2008) Research undertaken at the time showed limited and inconsistent approach 6 FRS with processes in place for transferring at Ff level, some with IR challenges May 2009 – National CFOA L&D Forum – ‘Shifting Change, Changing Shift’

Regional Context RDS Seminar October 2008 – all South West FRS Chief Fire Officers gave a commitment to enabling transfers between duty systems South West CFOA HRMD prioritised the issue Draft regional policy provided a framework with local flexibility

Service Context RDS Working Group formed early 2008 Terms of reference: Point of entry & NFS ADCs Initial Training requirements Transfer between duty systems

ET Ruling Following the March 2008 ET (Part Time Worker Regs) D&SFRS was challenged at an ET on 1 st July 2009 Ruled in favour of DSFRS but only on the basis that the post in question was ring fenced to displaced staff following combination No credit was given for work in hand on facilitating processes RDS staff clearly considered as part time employees regardless of historical differences

Working Group Key Principles 1.That processes are the same for transfer between duty systems in either direction (Regional policy) 2.That processes will be consistent across duty systems and geographical locations within DSFRS 3.That progression through roles will use the National ADC toolkit 4.That progression will require an individual to be competent and substantive at the role below before they are eligible to access the ADC for the next role level

Key Principles 5. That all processes will use recognised/validated tools and appropriately trained assessors. QA is essential to be able to pay development and competent rates of pay 6. That NFS tests are not used other than for non-FRS applicants entering DSFRS at Firefighter level (National CFOA guidance) 7. That selection for a post is a competitive process designed to select the best candidate(s) 8. That movement between duty systems, at the same role, does not include any test of ‘competence’ (already deemed competent in role – ‘firefighter is a firefighter’ principle)

Key Principles 9.That any movement between roles or duty system will include a skills gap analysis, post-selection, in order to identify any relevant training needs 10.That internal and external applicants applying for promotion to posts above Firefighter within DSFRS must have completed the relevant national ADC 11.That eligibility for movement between duty systems requires individuals to be in date with their core skills

Job Specific Selection Processes Main drivers for development: Consistency More robust processes Support the testing of underpinning technical knowledge Better use of selection tools available ‘Best person for the job’ Development of a cross role / job matrix

Selection Tools GD Group Discussion SIM Simulation I - PQA Interview (PQA/structured) PSY-VR Psychometric - Verbal Reasoning I - RR Interview (role related) RP Role play MI Media interview TA Technical assessment (using CPS) PA Practical assessment ICS-V Vector incident command simulation PSY-S Psychometric - 'Scenarios' PRES-C Presentation (content assessed) WE-CS Written exercise (case study) PRES-INF Presentation (informal) WE-COM Written exercise (communication style) PRES-SK Presentation (skills assessed) WE-INB Written exercise (in-basket) PSY-NR Psychometric - Numerical Reasoning WE-EX Written paper (exam style) PSY-OPQ Psychometric - OPQ WE-R Written paper (researched)

Job specific Selection Process

The Model

Transfers at Firefighter Level Process carried out in November 2008 Based on the model developed by working group 13 RDS Firefighters transferred to Wholetime

Current Situation All FF, CM & WM vacancies open to RDS staff alongside Wholetime staff 3xCM (RDS) attained wholetime CM positions Current supervisory ADC opened up to RDS staff High Potential Leadership Programme open to RDS applicants FF & CM No RDS staff being substantively promoted without ADC

Industrial Relations Impacts Welcomed by RFU Section 6c issued by FBU Minor issues – ongoing discussions

Budgetary Impact Implementation of ADC for RDS - £50-60k per annum Implementation of JSSP proposals - £5k per annum Resources – impact on ADC, HR & T&D staff not yet quantified

Next Steps Support and refinement of the job specific selection processes Communicate and ‘sell’ the new process Minor amendments to existing linked policies Consideration of opening ADCs to external FRS and non Local Authority Firefighting staff Internal workforce stability issues – minimum time in post issues, return on investment Developing Issues around technical knowledge, QA, IFE examinations etc. – how to capture within the JSSP.

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