Organisational and individual learning and development

EDI online training in place. This is mandatory at induction and repeated regularly by all employees. Managers are trained in people management, including skills such as how to have difficult conversations, to ensure they all recognise their responsibilities in promoting…

Recruitment and Selection Processes

Impact Assessments Training/Workshops/Education and a programme to enhance managers’ capabilities and confidence in working across diversity and progressing equalities in the workplace was undertaken, including anti-discrimination legislation and the Authority’s role as a provider of high quality services, and being…

Responsive and Accessible Services

Impact Assessments Training/Workshops/Education and a programme to enhance managers’ capabilities and confidence in working across diversity and progressing equalities in the workplace was undertaken, including anti-discrimination legislation and the Authority’s role as a provider of high quality services, and being…

Recruiting, Retaining and Employing a Diverse Workforce

The bellow is a summary from our Fire Authority Agenda report year two update to BFRS Equality objectives. This subject covers recruiting, retaining and employing a diverse workforce. Officers actively look to improve networks in the community to increase awareness…

Junior FireFit is now a Local Government Association case study

Buckinghamshire Fire & Rescue Service are committed to attracting diversity into our Service. Some of our fresh approaches have been recognised by the Local Government Association. One in particular is our High Wycombe Fire Station’s youth engagement programme, Junior Firefit. We…

Acceleration programmes for our best performing staff

The Buckinghamshire & Milton Keynes Fire Authority (BMFKA) is committed to offering internal staff the first opportunity for development and progression. We are in the process of looking into acceleration programmes for those members of staff who are demonstrating the…

Development opportunities through temporary promotions

A number of employees have been given opportunities for further development through temporary positions. Once an employee has demonstrated their potential and has committed to the whole development process, they can be considered for a temporary position, if available. This…

Institution of Fire Engineers – technical knowledge examinations

In July 2014, we identified the Institution of Fire Engineers (IFE) as the route for raising the technical knowledge of our supervisory and middle managers.  A pilot scheme was launched and following the successful uptake at all levels. In April 2015…

Further develop the performance appraisal system

Promotion of the performance management process and the importance of completing appraisals was undertaken via communications with the Leadership Group, the Director of People and Organisational Development Blogs and during the engagement programme rolled out to all managers within the…