Royal Berkshire Fire AuthorityExecutive Committee

Retained Availability & the Impact on the Viability of Providing a Retained Service

Retained Fire Stations/Retained Units

Retained Cost/Availability/Activity

0

100

200

300

400

500

600

A B C D E F G H

Retained Stations

Staff Cost £k

Availability - %

No: of Incidents

Retained Issues

• Modernisation Costs– Five weeks paid leave based on previous activity

levels– Pay parity with Wholetime personnel– Access to Pension Scheme

Retained Issues

• Modernisation Costs

• Recruitment Standards– Ability to transfer between Retained and Wholetime– Same standards must be applied

• Ability/potential• Medical• Fitness

– Fewer applicants – Fewer successful applicants

Retained Issues

• Modernisation Costs• Recruitment Standards

• Development of Competence for Role– Common Firefighter role map– Three hours training/week– Availability for extra training– Cost of Extra Training– Health & Safety driving change

Retained Issues

• Modernisation Costs• Recruitment Standards• Development of Competence for Role

• EC Working Time Directive– Current Opt Out of 48 hour limit– Proposal to end all Opt Out

• End “long hours” culture in some member states• Create employment

– End to Secondary Contracts – Impact on Retained viability

Retained Issues

• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive

• EC road Transport Directive– Fire Appliance driving exempt– Hours spent working for FRS are counted towards

total drivers hours– Unable to employ Retained firefighters whose primary

employment involved LGV/PSV driving

Retained Issues

• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive

• Socio Demographics – Berkshire’s commuter culture– Onerous Impact on lifestyle

Retained Issues

• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive• Socio Demographics

• Economic Pressures– Willingness of primary employers to release staff– Need to travel beyond local community for work or to seek

employment– Need for longer hours for primary employer

Retained Issues

• Modernisation Costs• Recruitment Standards• Development of Competence for Role• EC Working Time Directive• EC road Transport Directive• Socio Demographics • Economic Pressures

• Lower earning potential– Retained calls down by 30%– Fewer standby duties required

Consequences

• Significant periods of unavailability

Consequences

Retained Off the Run by Hour

Consequences

Retained Off the Run by Hour

Weekend

Consequences

Retained Off the Run by Hour

Week Day

Consequences

• Significant periods of unavailability• Extended Turnout Time

ConsequencesRetained Turnout Performance

0

50

100

150

200

250

300

42 51 61 71 91 101 111 121 141 151 162 192

Appliance

No

: o

f C

alls ≥7 mins

6 - 7 mins

5 - 6 mins

≤ 5 min

Consequences

• Significant periods of unavailability• Extended Turnout Time

Consequences

• Significant periods of unavailability• Extended Turnout Time

– Delayed attendance time– Secondary mobilisation of cover appliance

Consequences

• Significant periods of unavailability• Extended Turnout Time

– Delayed attendance time– Secondary mobilisation of cover appliance

• Risk Model based on false assumptions?– Need to re-model based on actual performance

The Way Forward

• Retained recruitment and Retention Coordinator– On hold pending further work

The Way Forward

• Retained recruitment and Retention Coordinator– On hold pending further work

• Strategic work– Focus on the issues– Identify response options– Inform IRMP process

The Way Forward - Recommendations

• Retained recruitment and Retention Coordinator– On hold pending further work

• Strategic work– Focus on the issues– Identify response options– Inform IRMP process

• IRMP review