To consider the High Potential Programme Report (CFO/07/2526).

Chief Fire Officer, Nick Searle introduced the report highlighting the Authority’s progress and the positive outcomes of the pilot. Members were advised that the review of the pilot showed that of the 160 participants, one-third were highly active, one-third partially engaged, and one-third did not participate. It was highlighted that 42 individuals involved whom participated in the programme had since secured promotions.

Following the pilot, Members noted that a comprehensive review was conducted by the Organisational Development and Change Adviser, who joined the service in September 2024.  Members were advised that key findings from this evaluation were presented to the People Board in December 2024 and as a result, several changes to the programme had been agreed by Strategic Leadership Team (SLT), detailed in paragraphs 8 to 13 of the report. The Chief Fire Officer noted that a new policy (High Potential Programme Policy) had also been developed and was on page 313 of the report.

Councillor Bell praised the programme as fantastic work and highlighted the participation of 148 staff, including 48% women and 9% BAME and requested that future reports include these figures as a percentage of the total workforce to better assess representation and identify areas for improvement.

Councillor Byrom expressed support for developing internal talent, He emphasised the importance of recognising and investing in staff who bring elevated levels of education and potential. He praised the programme for preparing future leaders and highlighted recent appointments in Merseyside as evidence of its success, calling it a worthwhile investment in people.

The Chief Fire Officer highlighted the positive impact of recent recruitment, noting that new talent was reflecting an increase in diversity within management also. It was noted that recent Group and Station Manager processes had shown encouraging signs of greater diversity, with the goal of a fully diverse senior leadership team in the future.

The Chair, Councillor Roberts referred to paragraph 5 and noted that 160 individuals were identified as part of the High Potential Programme. It was queried that despite these individuals being selected for their motivation or potential, only around a third were fully participating, with another third showing limited engagement and Councillor Roberts requested further clarity on engagement.

The Chief Fire Officer acknowledged that the High Potential Programme may not have been effectively launched initially and that participants were often nominated by managers without consulting the individuals, which may have affected engagement. He noted that moving forward, the process would be more deliberate, with clearer expectations and justification for inclusion. It was highlighted that participants going forward must take personal responsibility for engaging and making the most of it.

The Chair observed that about a third of the 160 participants (approx 50 to 60 individuals) were very active in the programme. He highlighted the 42 participants that were promoted and queried how many of those promotions came specifically from the highly engaged cohort. The Chief Fire Officer advised that the figures could be provided to Councillor Roberts, through a request to the relevant department.

Councillor Byrom welcomed the opportunity for staff following the programme and discussed the positive internal promotions of development across the service.

The Chief Fire Officer noted that recruitment and consequently promotions would slow in the next few years due to recent high levels driven by retirements.  The Chief Fire Officer further emphasised the High Potential Programme would also focus on lateral progression, helping staff develop and improve in their current roles rather than just moving upward.

The Chair welcomed the programme, praising its role in identifying and supporting talented individuals. However, he drew attention to paragraph 23 about the nomination criteria not being transparent. He stressed the importance of having clear, objective, and widely published criteria for entry to the programme. He requested further information about the criteria and how accessible it was to all staff.

Councillor Heather Westhead joined the meeting at 13:32pm.

The Chief Fire Officer confirmed the criteria for the programme and how it was communicated to staff would be provided to be shared with Members as reassurance. Members were advised that there would also be further information available on the portal for staff.

RESOLVED that;

a)    the positive work undertaken to date as part of the development of the High Potential Programme, be noted;

b)    the outcomes of the detailed review that has been completed with a variety of stake holders and reported back into People Board and SLT, be noted; 

c)    the attached HPP policy, be approved; and 

d)    further review will be undertaken in 18 months’ time to consider the most appropriate ongoing approach for supporting employees with high potential at the Leading Yourself and Leading Others leadership level be noted.