The Trade Unions & Staff Representative Groups/ Associations.

1. The Fire Service’s Practitioners’ Forum The Development Agenda DevelopmentGoals • To influence, inform and shape the Fire Service’s Strategy within the Terms of Reference; • To become a well-informed sounding board for Ministers & Officials as they develop policies; • To add value to the Fire Service Authorities & Local government, and the Fire Service’s Chiefs,and their operational & control staff as they manage the day to day service. Adding Value to the Local Fire Service Building on the Practitioners’ Forum’s positive track record of completing several discrete pieces of policy development work, drawing on evidence of what has worked in the past, and resorting this from within its own operational budgets, the Forum now wishes to focus on developing both a reactive & proactive work programme. The Local Fire Service Operational (Uniformed) staff Control room staff Support staff To develop Quality Assurance Programme to ensure that agreed policies eg. Core Values & Diversity, develop from policy outputs to service outcomes. To build-up a robust advice service to Ministers and their Officials. To review & upgrade the task sub group’s remit to enhance local engagement, goodwill & trust. To generate an issues list/agenda to help to develop the Fire Service’s Vision & analytical framework eg. CPA. To develop the Quality Assurance Forum & build-up the performance management system. To build-up the Practitioners’ Forum’s visibility through publicising its successes, widening & intensifying its networks, and being called upon for Ministerial briefings. The Fire Chiefs & Fire Service Authorities The Inspectorates andstandard-settingbodies The TradeUnions &Staff Representative Groups/Associations. Local Government The National and Expert Advisory Groups & Advisers Office of The DeputyPrimeMinister Government’sPolicy Goals • People are safer. • The Fire Service is modernised & reformed through introducing new technology & ways of working. • The tax payer gets value for money.

2. Developing Leadership for Change(Professor Sir George Bain) • Something to march for … Need a coherent “vision” which makes sense to the workers. • A sense of urgency … Need a threat/sanctions plus rewards/resources to energise change. • A good management infrastructure … Need competent managers (not administrators) to support detailed changes with the workforce.