report of purpose of report to update the committee on ... · 8 service plan links 8.1 this report...

WYFRA

HUMAN RESOURCES

COMMITTEE

18 January 2013

ITEM No

5

REPORT OF:

Director of Service Support

PURPOSE OF REPORT:

To update the Committee on accident data for period April 11 – March 12

RECOMMENDATION:

That Committee note the performance of the Authority

LOCAL GOVERNMENT (ACCESS TO INFORMATION) ACT DETAILS

EXEMPTION CATEGORY:

None

ACCESS CONTACT OFFICER:

Mark Dixon, HOHS

BACKGROUND PAPERS OPEN TO INSPECTION: None

SUMMARY

Reactive and proactive monitoring of Health and Safety performance is an essential element of an effective H&S management system. This paper includes accidents that involved WYFRS employees and accidents involving non-employees who were on WYFRS premises or were caused or affected by our undertakings. The paper covers the period between April 2011 and March 2012.

The paper also contains a summary of the number of visits made (to assist rehabilitation and recuperation) to facilities provided by the Firefighters Charity.

1. BACKGROUND

1.1 WYFRS have carried out analysis of accidents on an annual basis for many years. Up until last year this was part of the “Re-vitalising Health & Safety Strategy”, the analysis compared performance against ten-year targets set by Government. WYFRS performance in relation to accident reduction exceeded the Re-vitalising Health and Safety targets.

1.2 Whilst the Re-vitalising H&S initiative has now finished the analysis of accidents is still an important reactive monitoring tool. WYFRS will continue the analysis in order to reduce accidents. WYFRS accident reduction targets will contribute to the strategic objectives within the Service Plan.

2 INFORMATION

2.1 In the year April 11 – March 12, there were 225 accidents. These included accidents to staff and to others who were on WYFRS sites or affected by WYFRS actions e.g. contractors, visitors & members of the public. This is a reduction of 74 (25%) from the previous year. Whilst this sounds significant, the trend line suggests the number of accidents in the previous year (2010/11) were unusually high. This year’s results are more consistent with previous years, however it is encouraging to note that the number of accidents in 2011/12 were the lowest in the seven years. See Appendix 1.

2.2 The following table shows the targets and performance for 2011/12.

*Due to the small numbers of RIDDOR Majors (Av 3.4/yrs. over last 5 yrs.), no target has been set for this category, although performance is still monitored.

2.3 There was a significant reduction in the most serious category of accident (RIDDOR reportable accidents) of 51% compared to the previous year.

2.4 9% of all accidents reported in 2011/12 occurred to non-employees, which is the same percentage as the previous year. Contractors whilst working on our premises made up the majority, with Young Firefighters and visitors to stations making up the remainder.

2.5 There were 915 working days lost to accidents in 2011/12. It is possible to estimate the costs associated with the accidents, the costs include any days lost, physiotherapy provided, accident investigation time and legal costs attributed to any on-going civil actions.

Category 2011/12 Target

2011/12 Performance

Comment

< 3 day accidents (lost time) 47 51 Within 10%

3+ day accidents 35 22 Achieved

RIDDOR Major Injuries Not set* 1 N/A

Fatal 0 0 Achieved

2.6 The total cost of accidents (including insured and non-insured costs) for the year is estimated to be £915,350, compared to £644,522 in 10/11 and £147,000 in 09/10. The increase in the last 2 years are due to the reserve value on the Ilkley ladder accident in (May 11) and the Bingley pit accident in March 11.

2.7 The top 5 most common causes of accident in 2011/12 based on lost time accidents were:

1= Musculoskeletal disorders

The biggest contributor was cumulative/non-specific injuries. These are injuries sustained whilst performing tasks but with no specific “accident”. Examples would include back pain following a PT session or shoulder pain whilst performing ladder or hose drills and are therefore inherently difficult to investigate and control.

2= Slips, trips & falls

Analysis has found the most common cause of slips, trips and falls in 2011/12 to be rough/uneven ground and tripping over obstructions

3= Contact with

This category includes contact with sharp objects, animals (bites), hot surfaces, airborne particulate, insects (bites) and electricity. The most common cause was cuts from sharp objects including metal/glass at Road Traffic Collision incidents but also from knives and broken glass/pots in the kitchen.

4= Struck by/against.

This category includes being struck by flying/falling objects and struck against fixed or stationary objects (banging into things). Similarly to “contact with” there is a high percentage of minor accidents which indicates these accidents are relatively minor in nature.

5= Exposure to.

This category includes exposure to hazardous substances, heat/fire, explosion, & noise.

3 Operational V non-Operational accidents

3.1 Excluding accidents to non-employees (21) there were 164 (80%) accidents to operational personnel and 40 (20%) to non-operational personnel. The ratio of staff is 77% operational and 23% non-operational.

3.2 The analysis of the 164 operational personnel accidents has identified that there is a 1:3 ratio of incident ground v non-incident ground accidents, this is consistent with the previous 5 years. Operational personnel spend approximately 97% of their time undertaking non-incident ground activities therefore it could be expected for the majority of accidents to occur when undertaking this time.

4 FIREFIGHTERS CHARITY

4.1 The following table shows the number of beneficiaries that have visited or had support from the three centres run by the Firefighters Charity. The three centres are based in Devon, Cumbria and West Sussex, they offer a range of support programmes including physical rehabilitation and recuperation to members of the fire and rescue community in times of need. The centre in Cumbria also offers nursing care. To aid emotional recuperation, one or two week visits are offered which are designed to help those who have suffered injury, illness, stress or bereavement.

Dependants and

Other

Former Personnel

(incl Retired)

Serving Personnel

(Retained)

Serving Personnel

(Support Staff)

Serving Personnel

(Wholetime)

Serving Personnel

(Works)Unknown

Helpline 1 3 1

Regional

Support3 6 1 3

Child and

Family

Programme

Harcombe

House 6

Harcombe

House16 23 3 30

Jubilee

Therapy

Centre

6 10

Marine Court 14 16

Harcombe

House2

Jubilee

Therapy

Centre

6 3 5 3 44 9

46 51 6 6 94 2 9

BSS

Recuperation

Therapy

Total Beneficiaries

5 FINANCIAL IMPLICATIONS

5.1 Accidents in 2011/12 have been costed and contained within the report.

6 EQUALITY AND FAIRNESS IMPLICATIONS

6.1 There are no equality & fairness issues.

7 HEALTH AND SAFETY IMPLICATIONS

7.1 Contained within the report

8 SERVICE PLAN LINKS

8.1 This report links to the following Priorities:

Provide a safe, competent and diverse workforce.

9 CONCLUSIONS

9.1 Overall, 2011/12 has been a good year in terms of accident reduction at work. The total number of accidents is down by 74, a reduction of 25% in comparison to the previous year.

9.2 A similar pattern can also be seen on the more serious major (lost time) and RIDDOR reportable accidents reporting a reduction of 23 (24%) and 25 (51%) accidents respectively in comparison to the previous year.

9.3 The “top 5” priority topics remain largely consistent over the last 7 years.

9.4 The Firefighters Charity supports WYFRS in assisting personnel back to work following periods of sickness.

Appendix 1

WYFRA

HUMAN RESOURCES

COMMITTEE

18 January 2013

ITEM No

6

REPORT OF:


PURPOSE OF REPORT:

To inform Members about the Public Service Pensions Bill which is progressing through the parliamentary stages

RECOMMENDATIONS:

That the paper be noted and that Director of Service Support provide further reports as and when specific details of the new pension scheme become available


EXEMPTION CATEGORY: None

ACCESS CONTACT OFFICER: Steve Rhodes, 01274 655704

[email protected]

BACKGROUND PAPERS OPEN TO INSPECTION:

SUMMARY

This paper provides an update on the Government’s move to change all public sector pension schemes, by providing an overview of the Public Service Pensions Bill currently going through parliament. At the time of writing this was in the committee stages of the House of Lords.

mailto:[email protected]

1. Background

1.1. The Independent Public Service Pensions Commission published its final report in March 2011. The Government accepted its recommendations as the basis for consultation with public servants, trades unions and other member representatives and the Public Service Pension Bill implements the agreements reached. It is currently at the committee stage in the House of Commons.

1.2. The Bill aims are:

Enabling the creation of new, fairer, career average public service pension schemes to replace the largest existing final salary schemes,

Linking normal pension ages to State Pension age, to manage longevity risk (except for firefighters’, police and the armed forces, where normal pension age will be age 60, subject to regular reviews),

Introducing an employer cost cap to ensure unforeseen changes in cost are controlled to protect the taxpayer,

Setting out requirements for scheme governance, regulation and administration to deliver transparency and accountability,

Allowing for the provision of transitional arrangements and protections, where necessary,

Reforming public body and ministerial pension schemes and closing the Great offices of State pension schemes.

1.3. The Public Service Pensions Bill is a framework bill and so does not contain detail on individual scheme designs. These designs will be set out in regulations and scheme rules. This approach:

is in line with previous pensions legislation,

provides the flexibility needed to establish schemes for the different workforces,

ensures that schemes can be amended to reflect new regulatory requirements without primary legislation.

1.4. The following pensions schemes, of which authority staff are members, are affected by the proposals: -

Local Government Pension Scheme (LGPS),

Firefighters Pension Scheme (FPS) (1992),

New Firefighters Pension Scheme (NFPS) (2006),

Firefighters Compensation Scheme (FSC) (2006).

1.5. The effects on each pension scheme are set out in the next sections.

2. All Public Service Pension Schemes

2.1. The following will be required within all public sector pensions schemes: -

Scheme Manager – may be the responsible authority,

Pensions Board – responsible for assisting the scheme manager in securing compliance with scheme regulations and compliance with requirements imposed,

‘Career average revalued earnings’ (CARE) basis for future pensions,

Employer cost capped in accordance with Treasury directions,

Employees will have protection for their accrued benefits in particular their final salary up to change over to new scheme, with the final salary based on the rate of pay at retirement.

3. Local Government Pensions Scheme (LGPS)

3.1. State pension age to be the scheme’s ‘normal pension age’. Should an individual choose to retire before their ‘normal pension age’ their payments would be actuarial reduced.

3.2. Employee contributions will be set to ensure the solvency of the scheme and long term cost-efficiency of the scheme.

3.3. The replacement for the LGPS is currently subject to detail design work and will become active on the 1 April 2014.

4. Firefighters’ Pensions Scheme (FPS) New Firefighters’ Pensions Scheme (NFPS) and Fire Service Compensation Scheme (FCS)

4.1. Normal pension age will be 60, currently 55 FPS and 60 NFPS. Where an individual retires before 60 their pension would be actuarial reduced at a predicted rate between 4 and 5%. If retirement is between 55 and 57 the reduction is based on state pension age, if between 57 and 60 the reduction is based on 60.

4.2. All these firefighter schemes close on the 5 April 2015; full protection exists for staff who were within ten years of their normal pension age (55 FPS and 60 NFPS) as of April 2012. In addition there is some further tapering protection for those just outside the full protection. All members of both schemes accrued benefits are protected, e.g. final salary for the service in the relevant scheme.

4.3. The definition of Fire and rescue workers appears to be very broad, however, it is expected that this will be tightened within the specific firefighter’s pension scheme bill. The Public Service Pension Bill defines them as: employed by

a fire and rescue authority in England or Wales,

the Scottish Fire and Rescue Service, or

the Northern Ireland Fire and Rescue Service Board.

5. Financial Implications

5.1. There are no direct financial implications from this paper.

6. Equality and Diversity Implications

6.1. The more detailed proposals for the LGPS should improve pensions for some groups of staff e.g. part-time and those who take career breaks, which tend to be women.

6.2. The main adverse effect will be for female firefighters, it is expected that they will find it difficult to maintain their fitness in their late fifties; this could mean that they have to retire before their normal pension age and take an actuarially reduced pension. However, this ‘normal pension age’ already applies to members of the New Firefighters Pension Scheme.

7. Service Plan Links

7.1. This report links to the following Priorities:

Provide a safe, competent and diverse workforce

Provide effective and ethical governance and achieve value for money in managing resources

8. Health and Safety Implications

8.1. None from this paper.

WYFRA

HUMAN RESOURCES

COMMITTEE

18 January 2013

ITEM No

7

REPORT OF:


PURPOSE OF REPORT:

Future of the Fire Service College - update

RECOMMENDATION:

That Members note the content of this report


EXEMPTION CATEGORY:

ACCESS CONTACT OFFICER:

AM Rhodes 01274 655704


SUMMARY

This paper provides an update on the preferred bidder for the Fire Service College.

1. Background

1.1. The Fire Service College provides Operational training, Incident Command training

and a range of other courses such as Fire Safety training. West Yorkshire Fire and Rescue Service use the Fire Service College to train personnel and Instructors that work in WYFRS Training Centre.

2. Information

2.1. On 13 December 2012 Brandon Lewis, DCLG Minister, announced Capita as the

preferred bidder for purchase of the Fire Service College.

2.2. He stated: - “That we are making real progress in securing the future of such an important facility. It is vital for the development of the Fire Service College that we put it on a sound footing, giving the private sector a chance to provide innovation and investment that will guarantee the future of a world-class asset.” To ensure best value for money for taxpayers and enable the college to continue in its role, a number of conditions will be imposed on the proposed sale. These include commitments that:

the college be preserved as a national training centre for fire and rescue authorities

it will continue to offer wider national resilience and emergency services training and exercises

government permission will be required if Capita wish to sell the incident ground”

2.3. On 7 January 2013 further communication was received by the Chief Fire Officer, by

way of a joint letter from the Chief Executive of the Fire Service College and the Managing Director of Capita. The letter provided various updates and assurance regarding the ongoing sale process.

2.4. Notably, the letter identified an intended completion date for the process of 28 February 2013. Following this completion, an initial investment phase will commence to cover the first two years of Capita’s ownership.

2.5. The letter further sets out the long term vision that Capita have for the Fire Service College, namely to:

• Provide high quality and value for money individual training in core capabilities for the fire and rescue service, undertaken in realistic conditions as appropriate

• Provide a core location for fire and multi-agency exercising, enabling a range of

multi crew, multi FRS and multi-agency exercises up to large scale;

• Support FRS intra-operability through the development with CFOA of common and consistent standards of training linked to operational guidance;

• Support the Joint Emergency Service Interoperability Programme through provision of joint training and exercising;

• Invest in existing and new products to ensure the quality of training courses is consistently high and they fully meet the requirements of our FRS customers;

• Provide leadership training and development to all levels in the fire and rescue service in a progressive and practical way, contextualised within the emergency services environment;

• Be a centre for Fire Protection and Prevention and road safety training expertise;

• Develop courses and training methods which reduce disruption by delivery closer to your home location.

• Be a recognized international centre of excellence for FRS and multi-agency response attracting a growing base of overseas customers;

• And, subject to agreement, safeguard the heritage of the fire and rescue service which is currently located at the College.

3. Financial Implications

3.1. There are no financial implications arising directly from this report; however the Fire Service College has revised its pricing structure for courses and implemented flexible ways of providing training. This will result in West Yorkshire Fire and Rescue Service benefiting from current courses costing less.

4. Equality and Diversity Implications

4.1. There are no direct equality and diversity implications arising from this report for WYFRS. The CLG are responsible for the equality considerations in the procurement process.

5. Health and Safety Implications

5.1. There are no direct H&S implications arising from this paper.

6. Link to Service Plan

6.1. The Fire Service College’s intention is to support national resilience and deliver high

quality training and assessment to Fire and Rescue Services and other emergency services supports West Yorkshire Fire and Rescue Services’ strategic priorities to:

Provide a safe competent and diverse workforce.

Deliver a professional and resilient emergency response service.

Deliver a proactive fire prevention and protection programme. 7. Recommendation

7.1. Members note the content of this report.

WYFRA

HUMAN

RESOURCES COMMITTEE

18 JANUARY 2013

ITEM No.

8

REPORT OF: Director of Human Resources PURPOSE OF REPORT: To advise of Personnel Activity to the end of

December 2012

RECOMMENDATIONS: 1. That Members approve amendments to the Establishment as detailed at paragraph 2.

2. That Members note the content of the report

LOCAL GOVERNMENT (ACCESS TO INFORMATION) ACT DETAILS EXEMPTION CATEGORY: None ACCESS CONTACT OFFICER: Steve Rhodes (01274) 655704 OPEN TO INSPECTION: None Summary This report informs Members of the Authority’s key areas relating to Human Resources for 2012 / 2013.

1. SICKNESS ABSENCE – WORKING DAYS LOST PER EMPLOYEE 1 APRIL 2010 – 30 SEPTEMBER 2012

1,853 employees as at 30 September 2012

BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Ops Response 1.28 1.51 1.57 1.55 1.34 1.27 1.41 1.70 1.50 1.59

Ops Support 0.64 0.30 2.39 3.64 1.74 1.59 0.21 0.84 1.99 1.30

Prev & Prot 2.38 2.20 3.06 3.35 1.13 1.62 1.84 2.53 2.48 2.56

Corp Res 1.55 2.92 1.92 2.54 1.35 1.85 1.88 2.23 2.46 2.01

Corp D & T 0.36 0.42 0.51 1.56 1.01 1.41 1.09 1.69 0.74 0.74

Service Support 0.46 1.63 2.08 2.16 1.94 1.89 1.62 1.26 1.57 1.53

Finance 0.00 3.44 0.00 4.33 1.56 4.56 1.50 1.11 0.11 0.25

FSHQ 4.29 1.27 0.00 0.33 0.00 0.00 0.00 0.00 0.00 0.23

Total 1.32 1.60 1.72 1.84 1.38 1.38 1.44 1.71 1.58 1.60

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56

http://wydtdev.westyorksfire.gov.uk/servers/wydtpmi1/pmidashboard/Default.aspx?z=400&i=5040








SICKNESS ABSENCE – WORKING DAYS LOST PER EMPLOYEE 1 APRIL 2010 – 30 SEPTEMBER 2012 1,853 employees as at 30 September 2012

BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date Year End Forecast

Ops Response 5.81 5.65 3.06 6.12

Ops Support 6.44 4.01 3.01 6.02

Prev & Prot 10.05 6.78 4.95 9.90

Corp Res 8.90 7.29 4.42 8.84

Corp D & T 2.92 5.32 1.49 2.98

Service Support

6.30 6.85 3.05 6.10

Finance 7.78 8.72 0.33 0.66

FSHQ 5.86 0.00 0.83 1.66

Total 6.33 5.82 3.16 6.32

Target 6.50 6.37 6.25 6.25

Further Information

The forecast for the year end is slightly above the target set for 2012/13. In general a large proportion of sickness absence in the first half of 2012/13 has been due to long term certified sickness, the individual cases are being managed between the departments and the Occupational Health team. It is worth noting that a number of personnel who have had long term sickness have left WYFRS either by retirement or voluntary severence. Further analysis and management of sickness will continue with patterns being discussed with Managers.










1.1 SICKNESS ABSENCE – OPERATIONS RESPONSE

1,441 employees as at 30 September 2012 BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Districts 1.32 1.59 1.57 1.61 1.39 1.30 1.48 1.70 1.47 1.50

MACC 0.95 0.89 1.33 0.82 0.64 0.88 0.52 1.81 2.46 3.26

Ops Policy 0.62 0.29 2.39 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Total 1.28 1.51 1.57 1.55 1.34 1.27 1.41 1.70 1.50 1.59

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56




SICKNESS ABSENCE – OPERATIONS RESPONSE

1,441 employees as at 30 September 2012 BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Districts 6.03 5.78 2.96

MACC 4.07 3.62 5.72

Ops Policy 3.01 0.00 0.00

Total 5.81 5.65 3.06

Target 6.50 6.37 6.25

Further Information

The Mobilising and Communication Centre (MACC) has had the largest number of days sickness per person, approximately 50% of the staff in MACC have had a period of sickness so far in 2012/13. However a large proportion of the overall sickness in MACC (60%) was due to long term certified sickness. Currently the sickness of three employees is being managed in conjunction with the Authority Medical Advisor.




1.2 SICKNESS ABSENCE – OPERATIONS SUPPORT

25 employees as at 30 September 2012

BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Total 0.64 0.30 2.39 3.64 1.74 1.59 0.21 0.84 1.99 1.30

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56

SICKNESS ABSENCE – OPERATIONS SUPPORT


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Total 6.44 4.01 3.01

Target 6.50 6.37 6.25

1.3 SICKNESS ABSENCE – PREVENTION & PROTECTION

83 employees as at 30 September 2012 BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Prevention 3.68 3.69 3.62 4.24 1.42 2.31 2.52 0.28 2.13 2.04

Protection 1.28 0.90 2.47 2.44 1.00 1.33 1.55 3.59 2.64 2.79

Total 2.38 2.20 3.06 3.35 1.13 1.62 1.84 2.53 2.48 2.56

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56



SICKNESS ABSENCE – PREVENTION & PROTECTION

83 employees as at 30 September 2012 BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Prevention 14.84 6.19 4.09

Protection 6.01 7.04 5.34

Total 10.05 6.78 4.95

Target 6.50 6.37 6.25

Further Information

The first two quarters of 2012/13 and the forecast for the end of the year identify that the level of sickness will not achieve the target. However 90 of the 114 days sickness in the Fire Safety (Prevention) team are attributable to one individual’s long term sickness and two thirds of the sickness in Fire Safety (Protection) are attributable to the long term sickness of five individuals.



1.4 SICKNESS ABSENCE – CORPORATE RESOURCES


BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Corp Services 1.17 2.23 2.44 1.04 1.42 1.40 2.39 2.24 1.04 0.74

Transport & Logistics 0.13 0.63 2.18 3.62 1.21 1.39 1.65 2.46 3.19 2.81

Comm & Admin 5.73 15.66 0.86 4.30 2.80 4.40 0.50 0.00 2.77 1.18

Property 4.05 2.55 0.50 0.00 0.35 2.30 3.00 3.69 2.33 2.22

Total 1.55 2.92 1.92 2.54 1.35 1.85 1.88 2.23 2.46 2.01

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56




SICKNESS ABSENCE – CORPORATE RESOURCES


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Corp Services 7.02 7.25 1.72

Transport & Logistics 6.58 6.73 6.00

Comm & Admin 24.73 7.70 3.95

Property 7.05 9.34 4.56

Total 8.90 7.29 4.42

Target 6.50 6.37 6.25

Further Information

Transport and Logistics is the department that has greatest influence on the overall sickness levels in Corporate Resources, because they are the largest team. Approximately 50% of the sickness in Transport and Logistics is attributable to two individuals (one of whom has now retired).




1.5 SICKNESS ABSENCE – CORPORATE DATA & TECHNOLOGY


BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 2010/11 Q2 2010/11 Q3 2010/11 Q4 2010/11 Q1 2011/12 Q2 2011/12 Q3 2011/12 Q4 2011/12 Q1 2012/13 Q2 2012/13

Total 0.36 0.42 0.51 1.56 1.01 1.41 1.09 1.69 0.74 0.74

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56

SICKNESS ABSENCE – CORPORATE DATA & TECHNOLOGY


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Total 2.92 5.32 1.49

Target 6.50 6.37 6.25

1.6 SICKNESS ABSENCE – SERVICE SUPPORT


BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Emp Services 1.63 2.37 0.83 0.67 0.31 0.79 0.20 0.12 1.28 3.96

OHSU 0.55 2.54 6.18 5.91 7.09 5.91 2.50 0.30 0.56 0.63

Training 0.21 1.46 2.64 2.95 1.94 0.84 1.12 1.55 2.61 1.81

Emp Resourcing 0.14 1.31 1.35 1.33 1.70 2.76 2.51 1.59 0.85 0.48

Total 0.46 1.63 2.08 2.16 1.94 1.89 1.62 1.26 1.57 1.53

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56





SICKNESS ABSENCE – SERVICE SUPPORT


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Emp Services 5.48 1.40 5.08

OHSU 15.41 15.55 1.11

Training 7.01 5.49 4.33

Emp Resourcing 4.17 9.05 1.33

Total 6.30 6.85 3.05

Target 6.50 6.37 6.25

Further Information

The majority of sickness in Service Support can be attributed to long term sickness of employees who have now retired or left WYFRS





1.7 SICKNESS ABSENCE – FINANCE


BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Total 0.00 3.44 0.00 4.33 1.56 4.56 1.50 1.11 0.11 0.25

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56

SICKNESS ABSENCE – FINANCE


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Total 7.78 8.72 0.33

Target 6.50 6.37 6.25

1.8 SICKNESS ABSENCE – FSHQ INCLUDING STRATEGIC DEVELOPMENT


BY QUARTERS

0

1

2

3

4

5

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Q1 10/11 Q2 10/11 Q3 10/11 Q4 10/11 Q1 11/12 Q2 11/12 Q3 11/12 Q4 11/12 Q1 12/13 Q2 12/13

Total 4.29 1.27 0.00 0.33 0.00 0.00 0.00 0.00 0.00 0.23

Target 1.63 1.63 1.63 1.63 1.59 1.59 1.59 1.59 1.56 1.56

SICKNESS ABSENCE – FSHQ INCLUDING STRATEGIC DEVELOPMENT


BY YEARS

0

1

2

3

4

5

6

7

8

9

10

11

2010/11 2011/12 2012/13 todate

2012/13forecast

2010/11 2011/12 2012/13 to date

Total 5.86 0.00 0.83

Target 6.50 6.37 6.25

2. ESTABLISHMENT AND STRENGTH AS AT 8 JANUARY 2013

Staff Group

No. of Posts following

HR Committee 2 Nov 2012

Amendments to

Establishment

Proposed Number of Posts (New

Establishment)

Number of People

Employed

Whole Time 1311 23 * 1288 1295

Retained 156 156 159

(120 posts)

MACC (Mobilising and Communications Centre)

51 51 50

Green Book (Non-Operational) Personnel

268 268 284

Total 1786 23 * 1763 1788

Further Information

* At the meeting on 9th September 2011 the Fire Authority approved (as part of the Integrated Risk Management Plan) the introduction of a Combined Aerial Rescue Pump (CARP) at Bradford fire station. The reduction of 12 posts forms the staffing element of the implementation of the Bradford CARP.

At the meeting on 21st December 2012 the Fire Authority approved the removal of one fire engine from Stanningley, replacing it with the Leeds District Fire Response Unit (FRU) which will be dual crewed with the High Volume Pump, a Hoselayer and a Welfare Unit. The reduction of 11 posts (4 at Stanningley and 7 from the Operation Resource Pool) forms the staffing element of the implementation of this IRMP proposal.

3. NUMBER AND DISTRIBUTION OF POSTS AS AT 8 JANUARY 2013

Grade

Previous

Estab

Approval

Sought

New

Estab Grade

Previous

Estab

Approval

Sought

New

Estab Grade

Previous

Estab

Approval

Sought

New

Estab Grade

Previous

Estab

Approval

Sought

New

Estab Grade

Previous

Estab

Approval

Sought

New

Estab Grade

Previous

Estab

Approval

Sought

New

Estab

ACO 1 1 ACO 1 1 DCFO 1 1 ACO 0 0 Chief 1 1 Prin Off 4 4

AM 3 3 AM 1 1 AM 0 0 AM 0 0 AM 0 0 AM 4 4

GM 8 8 GM 3 3 GM 2 2 GM 0 0 GM 0 0 GM 13 13

SM 40 40 SM 6 6 SM 4 4 SM 0 0 SM 0 0 SM 50 50

WM 154 154 WM 39 39 WM 2 2 WM 0 0 WM 0 0 WM 195 195

CM 199 -7 192 CM 30 30 CM 0 0 CM 0 0 CM 0 0 CM 229 -7 222

FF 780 -16 764 FF 36 36 FF 0 0 FF 0 0 FF 0 0 FF 816 -16 800

WT 1185 -23 1162 WT 116 0 116 WT 9 0 9 WT 0 0 0 WT 1 0 1 WT 1311 -23 1288

Prin Off 0 0 Prin Off 0 0 Prin Off 0 0 Prin Off 1 1 Prin Off 1 1 Prin Off 2 2

EO 0 0 EO 0 0 EO 0 0 EO 2 2 EO 1 1 EO 3 3

G14 2 2 G14 2 2 G14 0 0 G14 4 4 G14 0 0 G14 8 8

G13 0 0 G13 0 0 G13 0 0 G13 0 0 G13 0 0 G13 0 0

G12 0 0 G12 0 0 G12 0 0 G12 2 2 G12 0 0 G12 2 2

G11 3 3 G11 1 1 G11 0 0 G11 2 2 G11 0 0 G11 6 6

G10 11 11 G10 1 1 G10 0 0 G10 10 10 G10 0 0 G10 22 22

G9 0 0 G9 5 5 G9 0 0 G9 1 1 G9 3 3 G9 9 9

G8 19 19 G8 3 3 G8 0 0 G8 8 8 G8 0 0 G8 30 30

G7 7 7 G7 4 4 G7 0 0 G7 25 25 G7 1 1 G7 37 37

G6 1 1 G6 12 12 G6 0 0 G6 9 9 G6 1 1 G6 23 23

G5 22 22 G5 3 3 G5 0 0 G5 11 11 G5 3 3 G5 39 39

G4 1 1 G4 2 2 G4 0 0 G4 4 4 G4 4 4 G4 11 11

G3 44 44 G3 11 11 G3 0 0 G3 12 12 G3 0 0 G3 67 67

G2 1 1 G2 0 0 G2 0 0 G2 7 7 G2 0 0 G2 8 8

G1 0 0 G1 0 0 G1 0 0 G1 0 0 G1 0 0 G1 0 0

APP 0 0 APP 0 0 APP 0 0 APP 1 1 APP 0 0 APP 1 1

Green 111 0 111 Green 44 0 44 Green 0 0 0 Green 99 0 99 Green 14 0 14 Green 268 0 268

WM® 13 13 WM® 13 13

CM® 26 26 CM® 26 26

FF® 117 117 FF® 117 117

Retained 156 0 156 Retained 156 0 156

GM(Con) 1 1 GM(Con) 1 1

WM(Con) 10 10 WM(Con) 10 10

CM(Con) 8 8 CM(Con) 8 8

FF(Con) 32 32 FF(Con) 32 32

MACC 51 0 51 MACC 51 0 51

Total 1503 -23 1480 Total 160 0 160 Total 9 0 9 Total 99 0 99 Total 15 0 15 Total 1786 -23 1763

TOTALSSERVICE DELIVERY SERVICE SUPPORT STRATEGIC DEVELOPMENT CORPORATE RESOURCES FSHQ

4. ENROLMENTS AND LEAVERS/RESIGNATIONS OCTOBER – DECEMBER 2012

Staff Group Enrolments Leavers and

Retirees

Whole Time Nil 21

Grey Book Re-Engagement Nil n/a

Retained 3 # 5

MACC (Mobilising and Communications Centre)

Nil Nil

Green Book (Non-Operational) Personnel 3 * 43 **

# Two new firefighters at Ilkley (both existing wholetime) and one new Crew Commander at Haworth.

* Employees taking up additional hours.

** Part of fundamental review. Most occurred on 7 October 2012.

5. NUMBER OF ILL HEALTH RETIREMENTS OCTOBER – DECEMBER 2012

Two of the Whole Time retirements above were due to medical reasons.

6. AGE PROFILE OF WHOLE TIME WORKFORCE ONLY INCLUDED AFTER EACH FINANCIAL YEAR END

WYFRA

HUMAN RESOURCES

COMMITTEE

18 January 2013

ITEM No

9

REPORT OF: Director of Service Support

PURPOSE OF REPORT: To request members consider the consultation response to the proposed increases to employee contribution rates for the Firefighters Pension Schemes

RECOMMENDATION: That Members approve the response as set out in paragraphs 2.3 to 2.6.


EXEMPTION CATEGORY: None

ACCESS CONTACT OFFICER: Dave Walton, Director of Service Support

Steve Rhodes, Service Support AM


Firefighters’ Pensions Scheme 1992 and the new Firefighters’ pension Scheme 2006 -Proposed increases to employee contribution rates effective from 1 April 2013

SUMMARY

This report sets out the proposed amendments to the Firefighters Pension schemes and the Authority’s draft responses to those proposals. These proposals from the Communities and Local Government (CLG) are directly related to both the Firefighters Pension Scheme and the New Firefighters Pension Scheme and deal with proposed increases in contribution for 2013/14.

1 BACKGROUND 1.1 Communities and Local Government issued a consultation on amendments to

both pension schemes applicable to operational firefighters in November 2012. The consultation runs for 12 weeks with a return date of 25 January 2013.

1.2 The vast majority of operational staff are members of either the Firefighters’ Pension Scheme (1992) (FPS) or the New Firefighters’ Pensions Scheme (2006) (NFPS). The main group of operational staff who are in neither scheme are Retained Duty System staff who did not take up the option to join the NFPS when it was created.

1.3 At the Spending Review, the Government accepted Lord Hutton’s rationale and announced the intention to increase employee contributions by 3.2 percentage points on average, to be phased in over the three years to 2014-15. This consultation covers the proposed increase in employee contributions for the Firefighters’ Pension Scheme and New Firefighters’ Pension Scheme in England, with effect from April 2013.

1.4 Lord Hutton’s interim report then set out a clear rationale for increasing member contributions to public service pension schemes:

People are living much longer than previous generations – the average 60 year old is living ten years longer now than they did in the 1970s. More of people’s lives are now being spent in retirement – between 40 to 45 per cent of adult life compared with around 30 per cent for pensioners in the 1950s

As people are living longer in retirement, the cost of providing pensions is increasing; annual expenditure on public service pensions over the last decade has increased by a third to £32bn. Lord Hutton said in his report, “these costs have generally fallen to the taxpayer”

However, taxpayers cannot be expected to bear all the cost of increased longevity. There needs to be a fairer balance between what employees pay and what other taxpayers contribute towards a public service pension.

1.5 Based on this clear rationale, the Government announced in the 2010 Spending Review that public sector workers would be asked to contribute more for their pensions. In particular, the Spending Review set out plans for savings of £2.8bn per year to be realised by 2014/15. To deliver these savings the firefighters’ pension schemes, like other public service schemes, should deliver savings equivalent to an average increase of 3.2 percentage points in employee contributions by 2014/15.

1.6 These savings are intended to rebalance the contributions made by employers and staff. The proposed increase for 2013/14 does not change the benefits provided by either of the firefighters’ pension schemes, which remain among the best available. Longer-term reform of the firefighter schemes from April 2015 will be discussed with trade unions and employer representatives before being consulted on in due course.

1.7 At present, members of the Firefighters’ Pension Scheme contribute between 11.6 and 13 per cent of pensionable pay, compared with 21.3 per cent contributions from employers (excluding the ill-health charge). For members of the New Firefighters’ Pension Scheme the balance is closer, with members contributing between 8.8 and 9.7 per cent of pensionable pay, and employers 11 per cent.

1.8 The Government believes that any proposed increases in contributions rates

should protect low earners and be progressive, so that high earners pay proportionally higher increases to reflect their more generous pensions. The government’s parameters, are reflected in the proposed tariff increases:

There should be no increase in employee contributions for those earning less than £15,000

There should be no more than a 1.5 percentage point increase in total by 2014/15 for those earning up to £21,000. This amounts to a 0.6 percentage point increase in 2012-13 on a pro-rata basis

High earners will pay more, but no more than 6 percentage points (before tax relief) by 2014/15.

1.9 One area for concern was if the number of staff opting out of either pension

scheme. Although there has been an increase numbers remain at a very low level. Therefore it appears that the increased contribution levels do not appear to be having an ongoing material opt out effect.

2 INFORMATION

2.1 The consultation does deals with increasing the contribution rates for both pension schemes as set out in the tables below: -

2.2 The consultation seeks a response on four specific questions: -

2.2.1 Do the proposed tiered contributions meet the objectives set out by the

Government?

2.2.2 Are there any consequences of the proposed contribution tiers that you consider have not been addressed?

2.2.3 Do you consider that there are any equality issues, which the Department hasn’t considered in the published (partial) Equality Statement which will result in individual groups being disproportionately affected by the proposed contribution tiers? If so, what do you consider to be the nature and scale of that disproportionate effect?

2.2.4 Is there a tariff which you think will help to further minimise any opt outs from the firefighters’ pension schemes, but will deliver the cumulative 1.92 percentage point increase across 2012-13 and 2013-14?

2.3 Do the proposed tiered contributions meet the objectives set out by the Government? This is impossible to answer without access to the full financial evaluation.

2.4 Are there any consequences of the proposed contribution tiers that you consider have not been addressed? None.

2.5 Do you consider that there are any equality issues, which the Department hasn’t considered in the published (partial) Equality Statement which will result in individual groups being disproportionately affected by the proposed contribution tiers? If so, what do you consider to be the nature and scale of that disproportionate effect? None.

2.6 Is there a tariff which you think will help to further minimise any opt outs from the firefighters’ pension schemes, but will deliver the cumulative 1.92 percentage point increase across 2012-13 and 2013-14? As staff are expecting long term changes which is likely to close the FPS with a new scheme that is likely to be similar to the NFPS, if would be sensible to encourage transfers from the FPS to the NFPS. It is noted that DCLG has recently issued more guidance, however, there is still room for centrally produced information setting out both the benefits from remaining in a pension scheme and emphasizing the negatives of leaving the scheme.

3 FINANCIAL IMPLICATIONS

3.1 There are no direct financial implications from the consultation, however if employees opt to leave the pension schemes the deficit will be larger to fund which may result in a requirement to increase contributions in the future.

3.2 There will be no additional administration costs for the Authority caused by the increase to contributions.

4 EQUALITY & DIVERSITY IMPLICATIONS 4.1 The increased contributions by salary band apply to all equality strands including

part-time workers and Retained Duty System staff. 5 HEALTH & SAFETY IMPLICATIONS 5.1 There are no direct health and safety implications from this report.

6 SERVICE PLAN LINKS

6.1 This report links to the following Priorities:

Provide a safe, competent and diverse workforce

Provide effective and ethical governance and achieve value for money in managing resources

7 CONCLUSIONS

7.1 The above responses, detailed in paragraphs 2.3 to 2.6, meet the needs of the

Authority.

report of purpose of report to update the committee on ... · 8 service plan links 8.1 this report...

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