Introduction

Retention and Progression within the organisation

Retention and Progression within the organisation

In November 2016 and February 2017, the Senior Management Team approved the pilot Aspiring Leaders Pathway (ALP). The pilot ALP was designed to deliver the first
development centre-type process open to all staff.

There was a notable success following the ALP in terms of the number of female staff
members (both operational and non-operational) which attended and who were successful.

2017/18 saw the first year since 2010 that female operational firefighters attended a
promotion process and were successful in entering the development pool and securing a supervisory manager position.

Promotion processes are open, fair and transparent and are applied consistently. They are clearly explained to all employees, and are underpinned by a fair and transparent policy which sets out clearly the criteria by which such opportunities will be offered.

Support networks and meaningful mentor/coaching programmes will continue to be
provided. Leadership training, opportunities for development such as job swaps, taster weeks and acting-up/temporary promotion will be available.

Staff know the selection, promotion process is fair, and that this is reflected in the diversity of staff represented at all levels of the organisation.

Leadership training, opportunities for development such as job shadowing and actingup/ temporary promotion (so that an individual can experience the different role) are in place. These are in line with fair and transparent policies which set out clearly the criteria by which such opportunities are offered.