Fire Rescue Service Reshaping to increase capacity Serving

Fire & Rescue Service Reshaping to increase capacity Serving the people of Cumbria

Aims and objectives • To update on the consultation responses • To feedback the final structure for CFRS • To update on implementation timelines Serving the people of Cumbria

Unprecedented Challenges Serving the people of Cumbria

Serving the people of Cumbria

Serving the people of Cumbria

Potential 2017/18 Pressures Potential pressures for planning purposes at this early stage £ 7 m Serving the people of Cumbria

Capacity to deliver • • • 45 fire engines / 38 fire stations Station Managers currently managing 7 stations each Lack of capacity for supporting fire strategy, reform and projects (Home Office / HMI) Middle Manager numbers inadequate Enhanced Cover Watch Manager rota uneconomical and too many staff working that duty system Lack of support for Crew Managers on Regular Stations Serving the people of Cumbria

Capacity to deliver • • • FP Risk Based audit prog. Ops Training / Developing FFs Standards / behaviours / attitude / performance Safe & Well assessments HMI / Targets Prevent / Protect (CCC lead) Broader community safety Resilience Team Succession Planning Serving the people of Cumbria

What we are trying to achieve • Management restructure to realise efficiencies • Changes to crewing the Penrith Regular appliance (Mon-Fri), using a different delivery model but delivering the same response service (Penrith staff in scope as posts ‘at risk’. New delivery model to be consulted upon separately) – to realise efficiencies Serving the people of Cumbria

Feedback – You said, we did……. . • “The present situation seems to deliver many of the things we, as a local authority service, would want……there areas where things could be enhanced like improved working at strategy level and a more robust Fire Safety and prevention programme” - Fire Reform Team, SM in Prevention and Protection Serving the people of Cumbria

Feedback – You said, we did……. . • Concern over WMs not supporting SMs in Service Delivery: – Additional SMs in Service Delivery. – Regular Stations managed on day to day basis by ECWMs. – Station Manager B responsible for 4 RDS units (down from 7). – Additional WMA support to Command Areas (new). – Additional WMAs across the Service to support Training Teams. – New Reform / Performance Team to support performance management information flows. Serving the people of Cumbria

Feedback – You said, we did……. . • RDS Training Team concerns – New Day Duty System Policy to support on-call station training. 25 WMs across CFRS to support Training Team concept. • RDS management / availability concerns – SM Reform to drive forward RDS reform programme • Pay Protection arrangements – 15% for substantive ECWMs protected. Anticipate that there will be sufficient WMB roles in the new structure to accommodate all existing substantive WMBs Serving the people of Cumbria

Feedback – You said, we did……. . • Vacant Volunteer Coordinator Post – delete and use funds to increase community safety delivery capacity in Command Areas. Post to be deleted and funds reallocated to Community Safety Team • Structure – need for more resource in Command Areas. New post of WMA in Command Areas (removal of some Associate Trainer Budget to facilitate) • Structure – role of ‘training WMs’ To remain in OTD but to be allocated to Command Areas for supporting training delivery. Reduced from 8 to 6. Serving the people of Cumbria

Feedback – You said, we did……. . • Structure – WMAs should be WMBs. Reviewed a number of roles and increased number of WMBs to reflect feedback. • Structure – ideas around 2 SMs in OTD and deletion of WM post. Reshaped OTD to support other service delivery changes. No reduction in managers, overall net increase in 1 FTE manager from original proposal. • Structure – WMBs running fire stations should be SMAs. WMBs managing a station of 20 FTE with 4 CMs to support is realistic. SMs in Command Areas are always available to support, as is the Command GMB. Serving the people of Cumbria

Feedback – You said, we did……. . • Role Profiles – workshop set up to talk through RPs and incorporated some suggested changes • Operational Rotas - Progress made and further meetings to finalise. Fundamentals of FDS rota doesn’t change • Job sizing / request to size all jobs from CM upwards – Due to FBU feedback Service meeting with People Management to consider a robust process of job sizing of WMs to GMs if required (shift based CMs not affected by reshaping) Serving the people of Cumbria

Feedback – You said, we did……. . • Further savings to be made from revised duty systems (Kendal model). Need a ‘sea change’ in working patterns to free up resource – New reform team to look at IRMP and revised duty systems, including 8 hr/12 hr shifts and Kendal model elsewhere. Potential commissioning work to look at wholesale Service review. • Do we need WMs in training? The CMs on shifts have as much responsibility, if not more – WMAs in training to support command areas and assessment of competence. CMs on shifts will be supported by a dedicated ECWM. Ongoing reduction of WMs working the on-call duty system (review to be carried out by SM Reform) Serving the people of Cumbria

Feedback – You said, we did……. . • WMB at Penrith looking after the station, plus the RDS and having the reference of Operational Resources, Recruitment and Fitness is too much – Changes made to references to reflect feedback. • Consider Day Duty GM and SM - difficult to achieve due to ECWM being higher paid than Day Duty SMB and FDS SMB being on more than Day Duty GMB. Service will always consider requests for Day Duty working in line with council policy. ECWM rota continues to be subject to ongoing review. Serving the people of Cumbria

Feedback – You said, we did……. . • SMBs should have responsibility for Regular Stations – The day to day running of Regular Stations will be facilitated through the ECWMs. Each Command Area has a number of SMBs that can support the ECWMs if required, under the direction of the GMB Operational Commander • Increase number of ECWMs from 8 to 15 and have 3 rotas for resilience – Service operational response model designed to meet risks within IRMP does not require the additional numbers. As always, subject to ongoing review of risk and demand. Serving the people of Cumbria

Current Structure (agreed 2015) Serving the people of Cumbria

Adding Capacity – final structure 2016 Serving the people of Cumbria

Fire Strategy & Reform (proposed) Serving the people of Cumbria

Fire Strategy & Reform (final) Serving the people of Cumbria

Operational Support (proposed) GM Operational Support SM Operational Planning / Policy SM Ops Assurance / H&S WMA Ops Planning / Policy (Resilience) WMA Ops Planning / Policy FF Ops Planning / Policy SM Technical Services Risk Technician Risk / Asset Technician Risk Technician Stores / Assets Support (0. 5 FTE) SM ESMCP Project (Temp) FF Tech Services (vacant) FF Ops Planning / Policy (vacant) Operational Support Technician Serving the people of Cumbria

Operational Support (final) Note: Vacant post in Ops Planning / Policy to be removed if not filled by Penrith FF through VPP) Serving the people of Cumbria

Prevention & Protection (proposed) Serving the people of Cumbria

Prevention & Protection (final) Serving the people of Cumbria

Operational Training (proposed) Serving the people of Cumbria

Operational Training (final) Serving the people of Cumbria

South Lakes & Barrow Operational Command (proposed) Serving the people of Cumbria

South Lakes & Barrow Operational Command (final) Serving the people of Cumbria

Carlisle & Eden Operational Command (proposed) Serving the people of Cumbria

Carlisle & Eden Operational Command (final) Serving the people of Cumbria

Allerdale & Copeland Operational Command (proposed) Serving the people of Cumbria

Allerdale & Copeland Operational Command (final) Serving the people of Cumbria

Operational 24/7 cover (proposed) Serving the people of Cumbria

Operational 24/7 cover (final) Rota system Strategic Manager (Gold) rota (non-geo) Group Manager / NILO (Silver) rota (non-geo) Flexi Duty System rota Watch Manager Enhanced Cover rota Resilience Rotas (nongeo but need flexibility) Description 2015 structure Final structure 2 PO / 2 AM working a 1 in 4 rota 1 1 To be agreed. Default: 5 GM working the current 1 in 5 rota 1 1 16 SM/GM working a 1 in 4 rota 3 4 8 ECWM working a 1 in 4 rota 4 2 A small cohort of managers at GM, SM and WM to support the above - Variable 9 8+ Total Operational Command Managers available 24/7 Serving the people of Cumbria

North ‘blue’ zone 4 ECWMs covering Carlisle (East/West), Workington, Whitehaven Serving the people of Cumbria

South ‘blue’ zone 4 ECWMs covering Penrith, Kendal, Ulverston & Barrow Serving the people of Cumbria

FDS Operational response ‘red’ zones 4 x SM/GM Geographically Based Rotas: 4 Station/Group Managers covering on 1 in 4 rota (16) based around Carlisle, Kendal, Barrow and Workington. Managers must provide a base within the 4 existing operational ‘red’ zones unless exemption agreed by Principal Officer. Serving the people of Cumbria

Vacancy Preference Process • Process will run from 01 September 2016 • Ability to state post preference • Posts that can be applied for through vacancy preference process confirmed in individualised letters. • Letters contain links to make an application. • Maximum character limit for applications. • A competitive selection process (interview) may be necessary. • Interview dates confirmed asap Serving the people of Cumbria

Promotion Boards • Promotion Boards will run throughout September alongside the VPP and be used to fill vacant posts: – – Group Manager Promotion Boards: 30 th, 31 st August, 2 nd September Station Manager Promotion Boards: 5 th – 9 th September Watch Manager Promotion Boards: 12 th – 16 th September Crew Manager Promotion Boards: 19 th – 23 rd September Serving the people of Cumbria

Implementation • Staged throughout September/October • GMs to hold Team meetings (TUs invited) to outline revised ways of working and expectations • Development Pathways work to be finalised by year end • FSC courses and other development plans put in place for recently / newly promoted staff Serving the people of Cumbria

Questions? Serving the people of Cumbria