Agenda item

(To receive a report by John Cook, Assistant Chief Fire Officer, which highlights the key outcomes and findings from the Local Government Association and National Fire Chiefs Council Fire Peer Challenge which took place over the period 26 – 29 September 2017)

Lincolnshire Fire and Rescue (LFR) undertook a Local Government Association and National Fire Chiefs Council Fire Peer Challenge over the period 26 – 29 September 2017.  Members were advised that the report presented highlighted the key outcomes and findings from that Peer Challenge process.  It was reported that feedback from the Peer Challenge was generally positive.  An action plan was developed to address those 'areas for consideration' identified in the report.  The report updated members on the progress made against the action plan to date.

Members were informed that the Action Plan comprised of 25 actions and had been updated with progress to June 2018.  While good progress had been achieved, those planned completion dates which had not been met had a new agreed target date entered beneath.  It was noted that of the 25 actions, 12 were complete, work had commenced on a further 12 and action against one had yet to commence. Officers continued to work hard complete all actions.

It was also noted that at the time the action plan was drafted, there was an announcement by the Home Office of its intent to introduce a formal inspection process, however, it was not anticipated that Lincolnshire would be within the first tranche of inspections.  It was believed that undergoing Fire Peer Challenge had put the authority in a good place in terms of preparing for a formal inspection.  However, the additional burden of inspection preparation and limited available resources for implementing some of the actions in the plan would be a factor, despite this progress continued to be made.

Members were guided through the action plan and provided with the opportunity to ask questions to the officers present in relation to the information contained within the report and some of the points raised during discussion included the following:

·         Action 8 - It was commented that it was good to see that fire fighters in training were able to ride in fire engines ahead of completing all course modules.

·         Action 23 – it was queried whether there were any lone workers who were at risk from working with machinery.  Members were advised that there were a number of employees who worked alone primarily maintaining fire hydrants, but highways standards were complied with.  It was also noted that community safety advocates went into people's homes alone and there were processes in place to provide them with support.  Work was ongoing with the County Council through the health and wellbeing team.

·         Action 19 – in terms of recruitment and retention, it was queried whether there was equality in terms of gender.  Members were advised that there were no particular issues around gender, although there were not as many women who wanted to join the fire service.  It was noted that there was now plenty of flexibility in terms of working hours. The only barrier in terms of recruitment was people's desire to do the job.  Recruitment from all parts of the community was encouraged at any opportunity.  It was also noted that in terms of retention there was no particular issue in losing staff from a gender point of view.  Issues were mostly around work for the retained duty fire fighters as for rural fire stations there was very little rural employment, and retained fire fighters had to live or work within 5 minutes of the station.  If they moved for work it was unlikely they would be able to continue as a retained fire fighter.  However, it was noted that female retained fire fighters were more likely to stay with the fire service than male retained officers.

·         The Executive Councillor for Culture and Emergency Services commented that there continued to be regular numbers of female fire fighters at the recent pass out parades he had attended.

·         It was highlighted that there were a number of acronyms within the report and in future it would be useful if a glossary was included.  Officers agreed to take note of this for the future.

·         It was clarified that the 'Bardney Four' referred to a decision by Rase at Bardney to release four members of staff to cover Bardney fire station.  Due to work constraints it had not been possible for these staff to attend training, and so a training programme had been developed which could be delivered in the work place during work hours.  It was noted that the Fire Service would like to deliver more training programmes in this way but they were very resource intensive.

·         Queries were raised in terms how the health, safety and welfare of staff was managed but members were advised that the next item on the agenda would explain this in more detail.  It was noted that a huge amount of work had been carried out into this area.

·         It was queried how the Fire Service was working within neighbourhood teams and the STP.  It was noted that in terms of carrying out the home safety checks, officers were working directly with the teams, and it was about reporting and sharing information to try and support with a more holistic approach.  This had been a very successful way of multi-agency working so far. It was noted that this had been led by the NHS, but there had been some difficulties engaging with the NHS.  Some teams were working really well but some were still in the development phase.  It was expected that things would move forward in the next 12 months.

·         Members were advised that for a whole time fire fighter, the training period was 12 continuous weeks, and for a retained fire fighter it was 35 days over a number of months.

·         In terms of the bad behaviour that had been directed towards fire fighters from members of the public, it was queried whether this was an issue experienced in Lincolnshire and how they coped with it.  Members advised that fortunately this was not a major issue in Lincolnshire, and occurrences were rare.  There had only been a number of really minor incidents.

·         It was noted that there had been a serious event 12 months ago in Spalding, and Fire and Rescue were working with the Police to debrief those involved.  Some additional training had been put together on what to do if conflict occurred.

·         The community safety advocates had also recently attended a self-defence course with the Police.

·         Members congratulated the Assistant Chief Fire Officer on achieving 30 years of service and wished him all the best for his future.

·         With regard to the reference to the future need for a strategic plan for collaboration between partners, it was queried whether this was considered to be the start of regionalisation of services.  Members were advised that the strategy that had been created was more focused on activities which could be shared such as training with the Police, as well as the improved sharing of information.   The aim would be to have more locally based delivery priorities.

·         Members congratulated Fire and Rescue on the findings of the Fire Peer Challenge Report, as it recognised that issues were being addressed in a robust and professional manner.

·         The report set out that there was a good working relationship with the East Midlands Ambulance Service (EMAS), and it was queried whether there were any potential difficulties with this, as Fire and Rescue had good response times.  It was acknowledged that on occasion there were frustrations, particularly in relation to co-responding.  However, it was noted that EMAS was working hard to try and resolve this.

·         It was queried why whole time firefighters were referred to as either technicians or operators.  Members were advised that the difference was not about ability, as all were trained to the same standard.  The difference was about some having specialised capabilities, as it did not make sense to train the whole work force with skill sets that would be rarely used.  Therefore, some would undergo training for specialised capabilities which would take a lot of maintenance and training.  It was recognised that there were some frustrations within the workforce around this.

·         It was noted that the number of home safety checks completed by whole time fire fighters was low.  However, it was noted that they did visited the vulnerable, and the number of visits carried out had increased.  It was also noted that retained fire fighters tended to have day jobs as well so generally would not carry out home safety checks.  Resources were concentrated on the most vulnerable people.  It was noted that it was a challenge to maintain the correct level of training for the whole retained firefighter workforce.

·         It was noted that the availability of vehicles for home safety checks had improved and a review of the fleet was planned.

RESOLVED

            That the progress made against the action plan be noted.