Establishing Key Priorities & Principles To Strengthen Workforce Planning At NFRS

It is an ambition of ours to develop a more holistic approach to workforce planning over the next three years, to ensure that organisational decision-making and our resource planning decisions are more closely aligned. Currently we have different elements of the planning cycle operating in different parts of the organisation and – whilst there are no plans to change this - it is hoped that these functions can work together more effectively in the future.

Key stakeholders include the Business Intelligence and Crewing teams, Response managers, HR Station Managers, HR Business Partners and colleagues in the People analytics (iTrent Team) and Finance functions. Senior leaders in key departments will have an essential role to play strengthening our current approach.

We will work towards:

• Working more corporately to undertake effective workforce planning and decision-making.
• Establishing governance arrangements for strategic workforce planning to ensure corporate oversight.
• Proactively monitoring and reducing temporary appointments across the Service and management of the transfer window.
• Becoming more data-led and establishing insights based on consistent datasets. People analytics to be up-to-date and visible to enable proactive management; to include key performance indicators pertinent to workforce planning.
• On-call recruitment – review the relationship with POD to ensure closer working and ensure a flexible approach is maintained to meet the unique needs of this duty system.
• Ensuring that key individual departmental workforce planning issues are included in new departmental risk registers.