To consider any apologies for absence.

Apologies were received from Councillor Dave Hanratty, (Councillor Lynn O’Keeffe attended as a substitute), Councillor Sam Gorst, who was unable to attend due to the change in the meeting date and Co-opted Member Mr Anthony Boyle.

To consider any declarations of interest in relation to any item on the agenda.

There were no declarations of interest in relation to any item on the agenda.

To consider the minutes of the last Scrutiny Committee held on 22nd July 2025.

RESOLVED that the minutes of the last meeting held on the 22nd July 2025 were agreed as an accurate record.

To consider the Enforcement and Prosecution report (CFO/18/2526).

Assistant Chief Fire Officer, Ged Sheridan, introduced the report and advised on the areas previously identified by His Majesties Inspectorate of Constabularies and Fire & Rescue Services (HMICFRS) as requiring improvement, relating to Enforcement and Prosecution.

Area Manager Kevin Longshaw, Head of Protection, delivered a presentation to Members providing an update on progress against the identified recommendations from the 2023 HMICFRS report. It was highlighted that significant focus had been placed on Enforcement and Prosecution, as well as high-rise building safety following the Grenfell Tower tragedy.

HMICFRS reported that regulator confidence in the department’s understanding of prosecution processes was perceived to be low, and this was therefore identified as a significant area for improvement.

Despite this, Members were reminded that the Service was still graded as ‘Good’ for Public Safety and Fire Regulation. Within the most recent tranche of inspections, Merseyside was one of only 16 other Fire and Rescue Services to achieve this rating, demonstrating that the Service remained in a strong position overall.

In relation to Enforcement and Prosecution, Members were advised of the directorate feedback or actions from the last inspection. It was noted that the required actions were:

·         The Service should assure itself that its use of enforcement powers prioritises the highest risks and includes proportionate activity to reduce risk.

• Not all the audits we reviewed were completed in a consistent and systematic way or in line with the service’s policies. We found evidence in all records that the authorising manager had given signed approval, but the HSE’s enforcement management model wasn’t completed as a part of the fire safety audit.

• Inspectors lose confidence in the prosecution process

• The Service could improve how it shares information with other enforcement agencies.

Members were advised that progress against these actions would be monitored through the 2024/25 Functional Delivery Plan, the Community Risk Management Plan (CRMP) internal review process, and the Authority’s wider governance framework.

The Chair, Councillor Finneran, sought clarification regarding the action referring to inspectors losing confidence in the prosecution process. Kevin Longshaw explained that this concern related specifically to prosecutions rather than enforcement activity, noting that staff had previously demonstrated inconsistency in their understanding of the relevant processes, and as such, there was no confidence in the prosecution procedure.

The Authority was required to ensure enforcement powers identified the highest risk and address inspectors losing confidence in prosecution process. It was highlighted that since the last HMICFRS inspection, a dedicated Enforcement and Prosecution team was introduced as part of a broader restructure; everyone would be trained following procedures being revised and updated. There were more regular meetings between the Protection Department and Legal Department. There was also a dedicated Protection Compliance Group formed to discuss on going cases, review and escalate appropriately as well as a number of forums and meetings to monitor deliverables. The result of this was that when speaking with team members, now the team felt confident to follow through a prosecution if there had been a failure to comply.

Councillor Murphy questioned whether  ...  view the full minutes text for item 10.

To consider the Culture Action Plan (CFO/17/2526).

Assistant Chief Fire Officer, Ged Sheridan introduced the Culture Action Plan report to Members.

A detailed presentation was provided by the Director of People and Organisational Development, Nick Mernock, who outlined the progress made to date.

Nick Mernock presented an update on the Culture Action Plan, noting that work began in November 2022 following national reviews of culture within Fire and Rescue Services. Members were informed that the Plan focused on values, culture, and misconduct and was developed in response to the 35 HMICFRS recommendations produced, 20 of which applied directly to Fire and Rescue Services.

Nick Mernock informed Members that a Culture and Inclusion Board, People Plan, and EDI Culture Plan had been established internally, alongside strengthened leadership behaviours.

It was noted that the Culture Action Plan now included over 50 measurable actions aimed at transparency and accountability. Members were advised that key developments included the introduction of a Cultural Dashboard to monitor wellbeing, fairness, and disciplinary trends, as well as the adoption of a “Just Culture” approach to resolve low-level issues quickly and constructively.

Members were updated on the positive progress reported through staff survey results, increased understanding of the Code of Ethics, and stronger engagement across all levels. It was also advised that the Culture Action Plan also aligned with national guidance and that a review would take place within the next six months.

Members were given detail of the work undertaken by officers to address the actions identified in the Cultural Action Plan. Members were also advised that training was being provided to ensure all staff understood the NFCC Core Code of Ethics, the Services Leadership Message, the Service Values and the Service expectations regarding behaviours and how to challenge poor behaviour. Additionally, Colours leadership training for supervisory and middle managers was also being delivered. The training provided the skills to have powerful conversations, identify poor behaviour and reflect on the leadership role.

CMI training continued for middle managers and Professional Standards training for those with line management responsibility covering conduct, absence and capability processes to strengthen managers skills. This was complimented alongside E. Learning for all staff on conduct, capability and absence management arrangements and Code of Ethics, Values and EDI training for all staff.

Members were also informed of the work undertaken to focus on the expected conduct of staff and support offered to encourage people to report wrongdoing. Members were advised that the Probation Service Instruction was amended to make clear that staff could be immediately dismissed if they failed to meet the required standards of behaviour set out in Core Code of Ethics and Service Values.

Clear guidance had been provided to staff on how to raise a grievance or whistle-blow along with a Joint Statement issued with representative bodies encouraging staff to anonymously report concerns through Safecall. The Anti-Bullying & Harassment Policy was updated to include of the Authoritys actions to provide reasonable steps to prevent sexual harassment. An independent external review of disciplinary and grievance investigations (Safecall) was completed and the  ...  view the full minutes text for item 11.

To consider the Scrutiny Forward Work Plan 2025-26 (MO/12/2526).

Monitoring Officer, Ria Groves introduced the Scrutiny Forward Work Plan 2025-26 report to Members. It was reiterated that at the Scrutiny meeting, held on the 22nd July 2025, it was noted that one topic (Pathway to Net Zero) had been carried over onto the new 2025-26 plan, due to time constraints.

It was acknowledged that all items highlighted in blue were the remaining topics scheduled for the rest of the year.

Members were invited to provide any suggestions for topics to scrutinise over the remainder of the year.

RESOLVED that;

a)    the current progress of the Scrutiny Forward Work Plan 2025-26 be noted; and

b)    the outstanding items on the Scrutiny Forward Work Plan 2025-26 be reviewed.

Close

Date of next meeting Thursday, 9 April 2026