Agenda item

(To receive a report from Debbie Yeates (Area Manager – Corporate Support) which provides the final update on the review of its on-call Retained Duty System (RDS), updating the Committee on the progress and outlining the plan to ensure future resilience of the on-call system)

The Area Manager for Corporate Support gave an update on the Fire and Rescue Retained Duty System (RDS) Review, and the progress of the action plan and which would ensure future resilience of the on-call system.

The report highlighted the following 9 key areas of recommendation and their projected outcomes:

·    Recruitment and Selection

·    Structure of organisational development

·    Strategy and policy

·    Training phases 1-3/Learning management system

·    Resilience reserve and crewing levels

·    Availability agreement

·    Annual leave arrangements

·    Electronic availability

·    Payment system

It was noted that recommendations had been assigned to each one of the key areas, with area having been given a priority rating, with the aim of completing the project by 30^th April 2018.

The Deputy Chief Fire Officer explained that during the review they had recognised the need to maintain a focus on the on-call RDS system. Consequently, they had established an 'On-Call' Resilience Board to ensure that relevant personnel continued the good work started by the RDS review. The Deputy Chief Fire Officer offered to report to the Committee on a six monthly basis to update them on the progress of the On-Call Resilience Board.

Questions and comments from members and officers included the following:

• One member questioned how flexible the on-call firefighters were able to be in terms of availability, and what the minimum amount of availability that could be offered was. In response, officers explained that the preferred minimum number of hours was 90 a week, but in some circumstances it would be allowed to drop below that. Ultimately the divisional commanders had autonomy on this.
• Officers highlighted that on-call availability was a constant challenge and that the staff deserved recognition for the work they provided to the fire-service. 
• One Member asked whether there was anything councillors could do to help advertise and recruit for the on-call roles. Officers were hopeful that improvements to the council's website would enable the fire service to have a better recruitment site online and assist in the process.
• Officers were looking to identify the divisional areas that were finding it difficult to recruit on-call firefighters, and contact the local councillors to see if they could work together to help with recruitment. 
• It was noted that there was an employer information section on the fire service's website to give employers an insight of what the role of an on-call firefighter entails.
• In response to a question, officers confirmed that there was no compensation paid to the primary employers for the on-call firefighters, but fire services nationally were lobbying to allow a form of compensation to the primary employers.
• It was confirmed that some Lincolnshire County Council employees were also on-call firefighters.
• Officers explained that on-call firefighters received a maximum of 10% of a full-time firefighter's salary on an annual basis, and also received the same hourly rate as a full-time firefighter during a call-out.
• In response to a question, it was clarified that around 5% of the firefighters in Lincolnshire were women, which was one of the highest rates nationally.
• It was highlighted that there had been national campaigns to drive recruitment and to attempt to change people's perceptions of the typical firefighter and the role itself.
• It was clarified that there was no age limit to be a firefighter, but there were fitness requirements. 
• Officers welcomed the attendance of councillors to the local inspections and agreed to send the dates of their inspections to councillors. It was noted that the course inspection dates would be put onto the website in due course.
• In response to question, officers explained that the main reasons for the resignation of on-call firefighters were: lack of activity; too much activity; significant family pressures/lack of leisure time; and a change in primary employer/moving house, meaning that they were too far from the station.

RESOLVED:

1.    That the report and comments made be noted

2.    That the Committee be updated the progress of the on-call resilience board on a six monthly basis