UK Fire & Rescue ServiceePortfolio experience

Martin Taylor

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Resume

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•34 years Somerset FRS

•Seconded to IPDS project 2000 – 2008

– Implementation group

• Development Programmes

• Development Activities

• Personal Development Records

•IPDS Hub FSC

•PDR UK Review

• Commercial Advisor

•FSC Elearning Project

– European Civil Resilience Project…… ‘Secure All’

Key Objectives

• Providing individuals with asystem to join together theirlearning and vocationalexperiences;

• Provide managers with a facility tomanage their human assets;

• Provide a line of sight between thelearners journey, organisationalrisk management and strategicplanning;

• Provide a means to manage thetransfer of skills and increaseemployability of individuals.

FRS (core values)

An e-portfolio is the product,created by the learner, acollection of digital artefactsarticulating experiences,achievements and learning.Behind any product orpresentation, lie rich andcomplex processes ofplanning, synthesising,sharing, discussing, reflecting,giving, receiving andresponding to feedback’ JISC(2008)

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Is this your image of Firefighters?

How do we manage theirdevelopment & competence?

(Task & Activity based )

PQA frameworkPQA framework

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PQA Firefighter

Personal Style Commitment to Diversity and Integrity Understands and respects diversity and adopts a fairand ethical approach to others

Openness to Change Is open to change and actively seeks to support it

Confidence and Resilience Maintains a confident and resilient attitude in highlychallenging situations

Interpersonal Skills Working with others Works effectively with others both within the Fire andRescue Service and in the community

Working with Information Problem Solving Understands, recalls, applies and adapts relevantinformation in an organised, safe and systematicway

Organisational Effectiveness Commitment to Excellence Leads others to achieve excellence by theestablishment, maintenance and management ofperformance requirements

Modernisation…..why?

CAA

1. Increase in fatal& seriousaccidents to FF

2. Reduction of firerelated deaths

3. Communitysafety role forFRS

4. Civil resiliencerole post 9/11

5. Change inworkingpractices

6. Specific rescuerole

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Asset ManagementThe Equipment

•Personal ProtectiveEquipment

•BA set

•Fire Appliance

•Ladders

•RescueEquipment

•Pumps

•Hand lamps

The Person

•Firefighter selectiontests

•Health & fitnesschecks

•Developmentphase

•Acquisition

•Application

•Maintenance phase

•PDP?

•Role Profile

EquipmentComprehensive procurement

Systems.

All relevant standards andspecifications must be met.

Test daily – weekly – monthly –quarterly – annually.

In some cases

After use

The PersonFF selection tests on entry to service.

Medical on entry to service andthen every four years.

12 weeks basic training – locallydetermined syllabus

Two 6 month development moduleswith variable methods of assessment

Variable means of PDP

Limited coaching & mentoring

Would you use a fire appliancethat was missing a wheel?

Would you use a fire fighter missingthe right development?

Employabilityportfolios managePersonal & Organisationaldevelopment

85% of the Organisations budget is absorbed by Staff costs

How much is invested in Human Asset Management Systems?

Paperbased PDR Electronic PDR

Development Cycle

Progression - ADC

Role

Next Role

Development progs

Workplace Assessment

Recording

Qualifications

Maintenance

Potential for ADC

CPD

PQAs & BARs

Accountability and Transparency(TRUST)

Business Planning

Identifies Need

Workforce Development

Develops workforce to meetneed

Organisational Competence

Efficiency and Safety

Audit

Scrutiny

Employability (eportfolio + process) management - Business processes & portability

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Strategy

Objectives

Structure

Functions

Individual

TeamsWorkplace Objectives

Competency Profile

Recruitment

Development

Assessment

Succession Plans

Smart use of e-Portfolio services to supportHuman Asset Management

OrganisationOrganisation –– Individual Line of SightIndividual Line of Sight

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PDP

Accountability & Transparency

Accountability & Transparency

Quality Assurance

Accreditation Assessment

Competence

Stakeholders

GovernmentEmployersIndividuals

(Leitch)

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(Engagement)

EmployabilityEmployability is defined as the ability of individuals to gain employment, to

maintain employment and to obtain new employment or portfolioemployment if required. For individuals, employability depends on personalcompetences and the specific context within which they are employedincluding personal circumstances and labour market conditions.

Individuals need access to trusted and secured information sources aboutpersonal competences, job requirements and services to help them makeinformed and fast decisions about learning and working opportunities to stayengaged and committed, to avoid redundancy and unemployment.

“If in the old days the problem was unemployment ...

in the new world it is employability.

If in the old days lack of jobs demanded priority action...

in the new world it is lack of skills.”

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Challenges

• Lifelong employability services > regional & sectorialapproaches

• Giving the individual personal control of theiremployability data in a secure and trusted manner

• Improving accessibility and responsiveness of theemployment & skills system to employers and individualsneeds

• Complexity – range of stakeholders, data exchange, lowlevels of trust, lifelong and audit requirements

• Low level of e-portfolio maturity > need for maturitymodels, standards & infrastructure

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e-portfolios and Lifelong Learning

Lifelong e-portfolios or employability portfolios

support a ‘dynamically created view of

authentic and diverse evidence, drawn from

one or more repositories, that represents

facets which a person or group has acquired

over time and on which the person or group

has reflected, designed for presentation and

(personal) data exchange to one or more

audiences for a particular purpose and to

facilitate related employability business

processes (e.g. APL, WBL, PDP, PDR, CPD)’

2009 © SynergeticsNo reproduction without written permission

Conclusion

• e-Portfolio as a concept – many scenarios but common data models &processes involving competencies, assessment, learning & performance

• Reducing risks of compliance (data protection, privacy orconfidentiality)

• Individual v group competence > Competency Data Management

• Planning outcomes from the Personal Development Reviews

• Individual in control of their personal employability data –’in my control,with my consent, and form mutual benefit’

• Individual Employability v Organisation Performance Mgt

• Precision, trust and transparency

• Emergence of Trusted Intermediaries and regional/sectorial approaches

• Requirement for trust infrastructure – ‘clearing house for employabilitydata’

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Q & A

Further information contact:

mhtaylor@yerr.com

07595974776

Special thanks to Debbie Carlton

debbie@synergetics.be

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