Members are requested to consider the identification of:

a)  declarations of interest by individual Members in relation to any item of business on the Agenda

b)  any additional items of business which the Chair has determined should be considered as matters of urgency; and

c)  items of business which may require the exclusion of the press and public during consideration thereof because of the possibility of the disclosure of exempt information.

Members considered the identification of any declarations of interest, matters of urgency or items that would require the exclusion of the press and public due to the disclosure of exempt information.

Resolved that:

a)    no declarations of interest were made by individual Members in relation to any item of business on the Agenda.

The Chief Fire Officer did highlight to Members, that as both himself and the Treasurer – Ian Cummins are Statutory Officers, the Authority’s Statutory/ Relevant Officers Disciplinary Procedure, would apply to them. However, it was noted that this meeting is simply to consider procedural changes, therefore having no effect on any individuals. 

b)  no additional items of business were determined by the Chair to be considered as matters of urgency; and

c) no items required the exclusion of the press and public, due to the disclosure of exempt information:

The Minutes of the Previous Meeting, held on 10 May 2022, are submitted for approval as a correct record and for signature by the committee chair.

Resolved that the minutes of the last meeting held on the 10^th May 2022 were agreed as an accurate record.

To consider Report CFO/042/022 of the Deputy Chief Fire Officer, which details the performance of Merseyside Fire and Rescue Service against its Local Performance Indicators (LPI’s) for H&S during 2021/22.

Deputy Chief Fire Office Nick Searle introduced the report. Group Mananger Craig Whitfield presented the Annual Report and then offered any questions form Members.

Cllr Makinson asked if there is a distinction in the report around collisions who are attending incidents under blue lights. Craig Whitfield stated there is a structured process on reviewing incidents. 95% of collisions while under blue lights are at a low speed. However, there is no distinction in the report on the type of collision.

Cllr Wood asked if the report breaks down the weather at the time of report. As if bad weather, collisions are more likely. Craig Whitfield stated the weather is reported in investigations but not in the incident. Craig Whitfield  look to break down the report to see weather on the incidents.

DFCO Nick Searle stated that all employees are sent an alert email when weather is particularly bad/ weather warnings are in place. Allowing operational staff to make reasonable adjustments.

Cllr Maloney asked around parking issues. If an appliance cannot get to an incident due to parking issues, what happens to overcome the issue? CW stated a lot of pro-action put into place through prevention department. If an appliance needs to get to an incident, they will do what is necessary to get to the incident.

Cllr Maloney also asked around how Mental Health is recorded. Craig Whitfield responded that Occupational Health and Health and Safety work closely to ensure Mental Health concerns are approached accordingly.

Cllr Tweed asks if we compare our figures with other authorities and if so how do we compare? CW stated that authorities are provided with benchmark statistics. Accident and Injury statists are recorded however; collisions are not recorded due to the varied statistics. Craig Whitfield is working with other authorities to try compare all statistics.

To consider Report CFO/043/022 of the Deputy Chief Fire Officer, which aims to provide Members with an update on the implementation of the People Plan and the planned next stages.

Deputy Chief Fire Officer Nick Searle introduced the report. Nick Mernock read the People Plan Report.

Nick Mmernock stated MFRS have three key headline documents, the

Integrated Risk Management Plan, Financial Plan and People plan. The 3 year People plan to run from 2021-2024.

Leadership-

Six values have been narrowed down to three key values and embedded into the “Leadership Message”. Leadership Message training has been ran across the organisational to all staff over last 7 months working with an external training provider “Clarity”. The training helps people identify how they work and breaks it down into four colours. Training has been successful and had a high feedback rate. This will be worked into the appraisal system and recruitment processes.

Accelerated Development Scheme to be created and introduced. An internal development scheme to identify high performing staff and get the best people in the roles. Beginning to identify future leaders in all roles.

Continue the CMI courses. These courses are delivered, assessed and verified internally as we are an accredited CMI centre. Level 5 & 7 senior leadership courses starting to run.

Coaching and mentoring. Lynn Hughes to develop and deliver a programme for staff.

Build “Just Culture”. This is a tool to open discussions beyond appraisals. Encouraging staff to speak out early and help reduce the grievances. Will take 8-9 months to build these systems and encourage a transparent communication system.

Rewards and Recognition Strategy- system to reward staff in different ways other than pay rises. This system needs to be created.

Equality and Diversity Implications

Looking to work towards creating a “Strong and Inclusive Organisation and a sense of belonging”

We are part of the 1 in 5 organisations that 10% of operational staff are female. We need to increase numbers in BAME employees to match this. We have a process in place to help BAME and Female candidates who fall out in the recruitment process.

There is a role in People and Organisational Development team to help with Positive Action. Candidate yet to be recruited for this. Currently two members of the staff network who are helping with outreach work. A post has been set up in Equality and Diversity team in “Knowing Communities” and work has started in this role. Staff Network now has its own budget to provide work in the community.

Nick Mernock provided members with figures for the August 2022 Recruit Course. Nick Mernock stated we compare well nationally, however we want to improve.

Wellbeing Culture

Wellbeing of staff is always important. Occupational Health, who provide internal and external councillors, look after Mental Health. If staff book sick with any mental health related sickness, they are provided with an appointment within 3 days. We moved to a Capability process using support plans to support staff back into work. Persistent short-term absences are dealt with quickly. This has now created a supportive process for staff.

“A great place to work”

Currently reviewing and building a flexible/hybrid working process. Staff were invited to two meetings,  ...  view the full minutes text for item 4.

To cinside the Scrutiny Forward Work Plan for 2022/23.

Ria Groves asked members if they would like to add anything onto the plan, to mention now or to contact Ria after the meeting. No members added at the meeting however Cllr Makinson to contact Ria after.