Marlow Fire Station alternative crewing model
One of the work streams of the area reviews and on-call improvement projects is to explore a more flexible approach to crewing arrangements at on-call fire stations. Marlow Fire station has been identified to pilot a flexible crewing system where staff will roster for duty to ensure a maximum of six staff are always available for the rescue pump, with the correct mobilising skills. This pilot will only require the appropriate amount of staff to respond to the station at any given time which allows other staff to have time off, mitigate the risk to staff and other road users from work-related driving activities and reduce the amount of attendance fees claimed.
Further on-call pilots and the area reviews
The on-call working group are proposing to pilot new resourcing models for on-call that will support the area reviews. Further updates will be provided as these pilots are rolled out.
Milton Keynes area review
The Milton Keynes area review is a large scale project that will involve changes for all those involved. It is also seen as the springboard for the other area reviews scheduled within the Corporate and Public Safety Plans. The opportunities are vast, ranging from better working relationships and shared resources with other agencies, providing new services and facilities to the community, new work patterns and crewing models for employees and a new proposition in terms of benefits and reward for the flexibility provided. The best way to shape the future of our Service in Milton Keynes and Buckinghamshire is through positive employee involvement from the outset. This is why the Authority is committed to involving all key stakeholders throughout to assist in the successful implementation of this project.
The purpose of the Flexi-time system is to allow the Authority to have flexibility and efficiency in working arrangements, enabling employees to enjoy a better work/life balance, while maintaining contractual monthly hours.
Bank shifts and operational resourcing pool
The introduction of bank shifts and the operational resourcing pool have been further examples of developing flexible working practices that support the Service and employees. By having employees working in different areas at different times, in-line with demand and risk, this has provided an example of the flexibility that can be achieved. Employees are being financially rewarded for working these shifts and are also working with different people in varied locations.
Alternative working patterns for co-responding
We now have a variety of crewing models for co-responding that suit the demand and risk of a particular area. So whether it be a supplemented service to an on-call station, a positively crewed vehicle at certain times of the day, or a fire appliance attending medical emergencies, we are now saving more lives than we ever have through a flexible approach to applying new services.