| RDS Projects |
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Our current resources have been spent on looking at the three RDS projects recently published by HFRS, many were invited to the show case aback around March which introduced the basic tenets of the projects. |
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The underlying theme of the projects dates back to the Governments report "The Retained Duty System" which draws to the attention of Fire Services throughout the country how poorly they are looking after their RDS employees. It took a few years but eventually HFRs got the bit between the teeth and started forging ahead with changes. |
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| Are these changes good or bad? You can read the Project Reports on the right and the RFU response, however our main conclusion is that it is an opportunity lost. HFRS miss a great opportunity to lead the way in professionally and efficiently managing their RDS shifts in a way which does not just benefit the organisation, but also could have benefited the individual. |
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| RDS Projects Part 2 |
| Following a days meeting at Marwell the RDS projects have now been divided into two projects which will be now commenced strictly in an evaluative format. |
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| Hay Job Evaluation |
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| As part of the project to ensure that employemnt across the fire service is equal independent of grey or green book, race, sex etc. the Hay job evaluation is an involved and long running project which ensures that your fire service is fair. |
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| The project uses Grey Book (that is uniformed staff) as the model to which everything else is mesaured consequently there should be no effects on Grey book employees or any RFU members. |
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| Integrated Clothing Project |
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| Started by London Fire Brigade, adopted by government the ICP project sets out to provide a one stop shop for everything fire service. This should mean as the purchases are made in such bulk great savings should be offered - a good idea? |
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Well on paper it looks great but many issues are being raised:
- Why should we change our uniform?
- Is there really any need for all Firefighters to look the same?
- Is the PPE chosen considered 'the best' or the most cost effective?
- How will RDS firefighters kit be managed under the leasing scheme?
- Is bigger always better?
- If Fire Services are allowed to opt out - and some sizeable ones have - will the project loose all momemtum?
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| These and many other issues have been raised - we shall just wait and see where this project will end up! |
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| Incident Reporting System |
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| Every single call will result in the new Incident Reporting System having to be employed. The Government wants the fire service to be alot more accountable and arguably some interesting facts and figures can be reported - especially as this feeds into a Government system. |
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| But, this will add even more to operational officers adminsitartive time - less than 5 minutes for an AFA over 45 minutes for a 'reasonable' sized incident, we don't expect this to be appreciated. |
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| This system will ultimately be installed on pumps and you will not be available until it is completed - lots of waiting on the trucks! |
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| Right Of Search |
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| Following a report to the RFU from an RDS station who felt that a management search of their station had been heavy handed and unfair. We approached HFRS as to the the guidance that officers received on searching. On establishing that there was no such guidance we have spent time with HR and the other RB's in creating a workable and mutually agreeable policy. In essence a few points on this are: |
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- Changing the terminology of kit lockers to kit bins
A small but important change identifying that where you store your PPE is an HFRS area which can be accessed by colleagues (if your kit needs to go to Bristol Uniforms for servicing) and officers to check the PPE is suitable.
- Supplying lockers which will be for the individuals
- Establishing a protocol for searching individuals areas which treat the individual fairly but recognises corporate responsibility.
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| We will add the policy here when finalised. |
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| This project was a fine example of how working together from the outset with HFRS can produce some great results and we recognise the efforts of the HR team in working together. |
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| Working Time Regulations |
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| Now this is how a project should be run. We are proud to have been associated with the introduction of this policy. Let us be fair - the Working Time Regulations are an intrusive, unnecessary piece of burocratic bungling. But it is not just law but European law so it had to be rolled out. |
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| We worked very closely with the HR department to establish the most efficient and user friendly way of introducing this to the service. No hob nail boots, no strong orders but sympathetically and efficiently. |
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| Two documents asociated with this project are on the right. |
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