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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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