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Careers & Training
Employee Information
The ongoing success of the Service in reducing risk in our communities requires development of a constant stream of people, with the right skills and abilities to fill future positions. To achieve this, we will develop an integrated process to enable the organisation to identify groups and individuals with the abilities to become our leaders of tomorrow.
The changes we are introducing are the first steps in reshaping our existing progression processes to meet the future needs of the Service. The following 4 priority areas have been identified as critical in terms of improving our opportunities to develop our staff and the organisation.
Currently the ADC process follows the national ADC toolkit and there are 2 stages:
(1) First Stage , previously known as Initial Test of Potential (IToP) – Two written tests of understanding of the personal qualities and attributes and their application within a range of scenarios.
(2) Assessment and Development Centre (ADC) – the demonstration of personal qualities and attributes through 5 role plays
Following an extensive review of the current ADC process the working group looked at all aspects of the existing process and the points raised were deemed as potential barriers to ensuring an effective and efficient ADC process, which does not hinder opportunities to develop our staff and the organisation.
In short, the following points have been identified as areas for improvement
We are introducing additional elements to the process as outlined below:
A Self assessment by candidates against 5 PQAs providing evidence of their performance using a rating of 1 – 4
Line managers to assess the candidate against those 5 PQAs using a rating system 1-4 together with the opportunity to recommend or otherwise the suitability of candidates for the Assessment and Development Centre process
Self assessments to be collated and scrutinised by the ADC panel to ensure validation and impartiality
Test of operational knowledge to cover ICS, operational risk assessment and the Fire Services Act in the form of a multiple choice exam. This will ensure that potential managers possess the requisite knowledge to support sound operational decision making for the role applied for
Yes, the expectation will be for candidates to prepare for this process and a dedicated area for accessing the syllabus, reading list and all necessary publications will be available on line on the HFRS intranet
Following successful completion of Phases 1 and 2, the successful candidates will then attend an Assessment and Development Centre. The highest scoring candidates would then have a role based interview.
To summarise:
These changes will take effect at the next supervisory ADC which is due to take place in September/October 2009 and will be using the following format:
Phase 1 (IToP)
Phase 2 (ADC)
Successful candidates will subsequently attend an interview
The new style ADC will ensure candidates have every opportunity to demonstrate their knowledge of PQAs, provide evidence of operational knowledge, and furthermore be supported by the line manager.
We believe that this process is a fair and more effective way of ensuring progression opportunities at the right time for the individual and organisational development in the future.
Constructive feedback will be available to all candidates after Phase 2 and a development plan implemented to ensure development for all. This information will form part of the individual’s PDR portfolio and discussed at the PDR interview/review stage.
On successfully passing the ADC your name will be placed on a list of candidates eligible for promotion which will be passed to the Supervisory Managers Appointments, Transfers and Promotions Committee (SMATP). This committee convenes approximately once a month and vacant positions will be filled as necessary. When filling positions a number of criteria are taken into account such skills gaps, personal preference, need of the service etc.
You may be offered a period of temporary promotion which should be viewed as the ideal opportunity to explore alternative roles that are open to you. Temporary promotion is a development opportunity during which you will discover what it is really like working at the next level. You will not formally commence your development programme at this point but you should start gathering evidence and keeping records of your activities in preparation for substantive promotion. All development programmes are available in the training section of service forms.
Once you have accepted a substantive promotion you will be placed on the relevant development programme. Development programmes require the candidate to offer evidence against elements and units of the role map in a similar way to the NVQ. Once inducted on to the development programme you will have eighteen months to complete the process although you can finish in less time. On completion you will be paid at the competent rate of pay from the date on which the quality assurance officer signs off the programme.
During this period of development you may receive a number of further development inputs, or courses, including crew manager managing incidents, ICS Level 1, distance learning packages, health and safety and managerial courses.
When undertaking the promotion process you must fully understand the responsibility that you will be taking on when successful. There will be a period of time requiring significant dedication to the development process whilst at the same time adjusting to a new role in a new work place with new work colleagues. You must look beyond the ADC process and understand the challenges you will be faced with once promoted. You will find this period very rewarding as you grow in confidence and as your skills are developed and as the broader opportunities within HFRS are opened up to you
Supporting documentation includes: ADC Service Order, Candidates Testimony form and Guidance Notes.
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