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Regular consultation with employees

Regular consultation with employees The Authority believes in giving employees a voice in the business and recognises that effective consultation and information exchange are essential to fully engage employees in the business and its strategic objectives and to develop a commitment to change. To facilitate effective...

Revised pay policy

Revised pay policy The Authority strives to provide a modern employment proposition to support demand. A revised Pay Policy Statement 2016/2017 has been approved by the full Authority and recognises that new employees may be employed on terms and conditions outside of the Grey Book. The...

Make people accountable

Performance appraisals The performance appraisal includes an objective setting process. The Corporate Plan has key objectives and should be used to support the alignment of personal objectives with the corporate strategy. This way each employee can see how their objectives are aligned. Throughout the year it is...

Joint Consultation Forum

Joint Consultation Forum The Joint Consultation Forum plays an important role in informing and consulting employees, but the organisation will continue to use a range of other established communication and consultation tools to gauge employee opinions and to disseminate information (such as the weekly team briefings,...

Build a culture of trust

Senior Management Board - manager workshops During 2015, the Senior Management Board (SMB) implemented a series of manager workshops. These workshops were designed to create a more informed workforce, improve communications and encourage ideas for innovation. The workshops cascaded through the organisation, ultimately ensuring all employees...

Shadowing

A new culture of shadowing has been promoted by the Senior Management Board and is an initiative allowing any member of staff to experience the service from a different angle. This initiative has been very successful with employees from all areas of the service shadowing...

Performance relating to pay and development centres

Our performance appraisal process now links to reward and recognition. A decision on remuneration regarding Additional Responsibility Allowance (ARA), honorarium, Continuous Professional Development (CPD) and incremental pay increases can now be made as part of this process. If a manager wishes to consider an ARA they should complete...

Long Service Awards

On Friday 30th September over 70 people were invited to be recognised for their outstanding contribution to our Service during 2016. 21 of which were invited to be awarded their Long Service and Good Conduct Medals. Recognising each individual for their dedication and commitment to...

SAFE Awards

Buckinghamshire Fire and Rescue Service took the decision in 2015 to introduce a series of awards which allowed members of the community and colleagues to recognise members of staff for exceptional service and excellence. The awards were advertised internally and externally as well as on social media....