To consider an update on the Staff Survey 2022 (CFO/23/24).

Community Engagement Advisor, Michelle Kirk, gave a presentation which outlined an overview and recap of the last staff survey conducted in 2022. ? It was explained that staff engagement surveys have been conducted since 2014 and were developed  every two years, even during incidents such as COVID-19 Members were advised that all previous surveys are used as a benchmark to identify areas for improvement.

?Michelle Kirk explained the summary of findings from the 2022 survey?. It was highlighted that staff surveys have been conducted on behalf of the Authority by a company named People Insight, who also work with other Fire and Rescue Services.

Members were made aware that overall, the survey had a positive response, although there was a 2% drop in the Authority’s engagement levels compared to the previous survey. ?

Members were advised that the Authority had a strong employee engagement score, strong performance against benchmarks and staff reported that they felt  acknowledged and valued with positive appraisals.

It was noted that areas for improvement included response rates to the survey among operational staff, work-life balance, better collaboration between departments, and understanding the impact of national disputes.

Michelle Kirk summarised the actions taken to date.

With regards to responses about work life balance Members were advised that Hybrid Working had been introduced and the Flexi-Time system had been amended. It was hoped that this improvement would benefit the staff. Members were also advised that during the last HMI inspection staff had spoken positively about work life balance, showing an improvement since the survey was undertaken.

It was explained that the Draft People Plan was accompanied by the creation of a Cultural Action Plan and the associated cultural dashboard to aid organisational learning. Following feedback from 2023, it was noted that a revised approach was produced for the appointment process for 2024. Members were advised that the Recognition and Reward policies had been revised, based off staff feedback. 

It was explained that a new Learning Management System (LMS) was implemented based on staff feedback.

Michelle Kirk informed Members that x2 grade 12 Managerial roles were being trialed. This was a result of feedback in the survey relating to development opportunities for non-operational staff.

It was explained that career development will be a focus in the next staff survey in November and December 2024.

Councillor Wood queried how staff access the survey, and it was explained that it was accessible through mobile phones and laptops.

The committee discussed confidentiality as some staff had been concerned about their anonymity. It was explained that the survey had been conducted by an external organisation and responses had remained anonymous throughout the process.

Deb Appleton, Director of Strategy and Performance, advised Members that the survey was conducted throughout November and December to maintain a 2-year gap between surveys. ? Members were advised that reminders were sent to staff, and the survey was open for 5–6 weeks.

Councillor Hanratty praised the Authority on their hard work and progress, he also acknowledged that there were reasons for the low response rate.

The importance of Station Visits and Staff Engagement days were noted, and Councillor Hanratty suggested some improvements that could be made regarding engaging with Firefighters.

Deb Appleton advised Members that the upcoming Pulse Survey would be about Authority Members and their engagement with staff.

The use of Pulse Surveys and more frequent feedback was suggested by Councillor Lamb to overcome the limitations of conducting surveys every 2 years.  

RESOLVED that the content of the report (and the presentation that was given) as part of a broader discussion about the 2022 staff survey results and actions be noted.