HR Practitioners Forum
St David’s Park
24th March 2010
Julie Benson
Richard Hannigan
Julian Sears
Zoe Scott
What we’ll talk about
Skills for Justice
Who we are
Behind the Scenes
Supporting FRS
What are Sector Skills Councils?
Sector Skill Councils (SSCs) are independent,
UK-wide organisations licensed by the
Secretary State for Business, Innovation, &
Skills, in consultation with Ministers in
Scotland, Wales and Northern Ireland to
tackle the skills needs of their sector
throughout the UK.
What do SSCs do?
We work in partnership with employers and
key partners to ensure that all those who
work in the Justice Sector are equipped with
the right skills, at the right levels, to enable
them to be productive, effective and efficient.
The Sector Strands
Fire and Rescue Sector (prevention, protection, response)
Attending fires – to protect people, property and the environment
Attending non-fire related incidents – including road traffic incidents, chemical, biological and
radioactive exposures and spills, collapsed buildings, rescue of trapped people etc
Community safety - including fire prevention and other initiatives aimed at reducing risks
Enforcing fire safety legislation
Planning for, and responding to civil contingencies such as major transport incidents, terrorist
events and severe flooding.
Police and Law Enforcement
maintenance of law and order
prevention and detection of crime
reassurance and support for communities
Forensic Science
forensic investigation of crime
delivering evidence in court
Custodial Care
secure escort services
prevention and re-offending
electronic monitoring services
The Sector Strands
Community Justice
services for victims, survivors and witnesses
community safety and crime prevention
prevention of offending and re-offending
supervision of offenders in the community
community-based rehabilitation projects
Courts and Tribunal Services
the judiciary and magistracy
court management and administration
custodial care
Public Prosecution
production and issue of summonses
preparation of cases for court
public prosecutions
Supporting Fire and Rescue
We are working closely with the Fire and Rescue Sector to support
National Occupational Standards, Qualifications, Learning and
Development and Integrated Personal Development System (IPDS).
All of the work being done by everyone working behind the scenes
• The FRS to meet current and future challenges and support the shift
from being primarily an emergency response service, to being both
an emergency response and a community safety service
• Improve performance and support organisational and cultural change
• Encourage collaboration and partnership working
• Support equality and diversity
• Enable individuals to maximise their personal and organisation
FRS partnership agreement between
Skills for Justice and:
- Communities and Local Government
- Scottish Government and Welsh Assembly
- Northern Ireland Fire and Rescue Service
- Defence Fire Risk Management Organisation
FRSOC and work stream structure
Fire and Rescue Occupational
Committee (FRSOC)
Max Hood (Chair)
Work stream IPDS
Work stream NOS &
Work stream Marketing &
Julian Sears (Chair)
Richard Hannigan (Chair)
Joy Flanaghan (Chair)
How NOS can add value
Job Descriptions
Recruitment and Selection
Tendering and Contracting
Partnership Working
Quality Assurance
NVQ / SVQ / Awards
Work Objectives
Performance Management
and Appraisal
Learning and Development
National Occupational Standards
National Occupational Standards
National Occupational Standards (NOS)
describe competent performance in terms of
the outcomes of an individual's work. They
do this by describing what the individual
needs to be able to do, as well as what they
need to know and understand.
National Occupational Standards
NOS are presented as units. Units are usually
introduced with a summary, which says:
• What the unit is about
• Who the unit is for
National Occupational Standards
NOS units also contain:
Outcomes of effective performance –
describing the performance required
Knowledge and understanding –
describing the essential knowledge and
National Occupational Standards
While NOS have been used primarily in NVQs/SVQs,
they can also be used for:
Workforce planning
Job design
Recruitment and selection
Training and development
Performance management
Progression and succession planning
Uses of National Occupational Standards
Role descriptions /
Recognition &
• Performance outcomes
• Knowledge and
Individual performance
& appraisal
Career planning
& progression
Focused training &
National Vocational Qualifications (NVQs) and
Scottish Vocational Qualifications (SVQs)
help to show that an individual has the
knowledge, abilities and skills to actually
carry out their work. This is demonstrated
through evidence provided by the candidate,
as well as observations from an assessor.
The Fire and Rescue Services have developed a number
of NVQs/SVQs. These are as follows:
 N/SVQ in Emergency Fire Services Operations in the
Community Level 3
 N/SVQ in Emergency Fire Service Control Operations
Level 3
 N/SVQ in Emergency Fire Services Watch Management
Level 3
 N/SVQ in Fire Safety Level 2
 N/SVQ in Fire Safety Level 3
 N/SVQ in Fire Safety Level 4
Vocational Qualifications (VQs) focus on
assessing and recognising knowledge and
understanding. They are usually delivered
through a taught programme and have a work
placement running alongside.
The structure and design of qualifications
across England, Wales and Northern Ireland
are changing as part of the introduction of the
Qualifications and Credit Framework (QCF).
The new QCF will help present qualifications
in a way that is easy to understand and
measure. The QCF will be made up of QCF
QCF - Rules of Combination (ROC)
QCF - Rules of Combination (ROC)
Rules of Combination:
- Identify collection of units that go to make up a full
- Comprises of ‘Mandatory’ and ‘Optional’ units
- Also identifies ‘Exemptions’ – possible units from other
- Highlights opportunity for transferability
- Developed by SSCs/SSBs and/or Awarding
QCF – Awards, certificates and diplomas
Level of
challenge for
units and
ranges from
entry to level 8
The rest of the
qualification title
size is
indicated by
use of the
terms Award,
Certificate or
For learners, the QCF will:
offer more freedom, choice and flexibility
give easy access to information about the commitment needed for
different routes to achievement, letting learners balance that
commitment with family, work and other responsibilities
allow them to build up credits at their own pace and combine them
in a way that will help them get where they want to be
enable them to transfer credits between qualifications to avoid
having to repeat their learning
record all their achievements on an electronic learner record,
encouraging them and others to value their past achievements
For employers the QCF will:
help them to measure quickly the level and size of achievements of
prospective employees
enable them to get in-house training recognised within a national
describe levels of achievement in terms everyone can understand
make training options and pathways clear, helping employees and
employers find the right training for their learning and business
For learning providers (schools, colleges, workplaces) the
QCF will:
enable them to design more flexible programmes, suitable to the
individual needs of learners
help them improve retention and progression rates by recognising
smaller steps of achievement more frequently
track all learners' achievements through the use of a unique learner
number (ULN) and an individual's electronic learner record, giving
providers standard information about each learner's past
help them describe achievements to employers and learners in a
language that is easy to understand
QCF units are the component parts of qualifications and
therefore the building block of the QCF. Units are made
up of a coherent and explicit set of learning outcomes
and assessment criteria with a title, credit value and level.
They will be assessed independently and this means that
learners, employers and learning providers will have
much more flexibility to combine units in different ways
and create programmes tailored to their particular
personal, social or employment needs.
Integrated Personal Development
System (IPDS)
Integrated Personal Development System (IPDS)
The IPDS enables Fire & Rescue Services to
train and develop staff to meet the changing
needs of the service.
The IPDS also enables individuals to assess their
development needs against a set of National
Occupational Standards (NOS) and seek appropriate
training and development opportunities.
IPDS Components
1. Rolemaps and associated use of National Occupational
2. Personal Qualities and Attributes framework
3. National Firefighter Selection and Assessment and
Development Centre processes and tools
4. Framework of Development Modules and Development
5. Framework for Workplace Assessment of Competence
6. Framework for Personal Development Records and
Quality Assurance
7. Use of appropriate qualifications within the FRS
Qualifications Strategy
Integrated Personal Development System (IPDS)
The IPDS products hosted on Skills for Justice website
 National Joint Council/Local Authority Fire and Rescue
Services Rolemaps
 National Occupational Standards (NOS)
 Development Modules
 Personal Qualities and Attributes (PQA) Framework for
all levels
 Behaviourally Anchored Rating Scales (BARS)
Integrated Personal Development System (IPDS)
Rolemaps have been developed for:
Crew Manager
Watch Manager
Firefighter (Control)
Crew Manager (Control)
Watch Manager (Control)
Station Manager
Group Manager
Area Manager
Brigade Manager
Integrated Personal Development System (IPDS)
Rolemaps contain:
 The agreed National Occupational Standards
(NOS) for the role
 The relevant Training and Development Modules
for the role
Integrated Personal Development System (IPDS)
The Personal Qualities and Attributes (PQA)
Framework provides behavioural indicators for the
roles covered by the IPDS. PQAs cover areas such
as the ability to work with others, to act appropriately
in conflict situations, to work as part of a team and to
communicate effectively.
The measurement of individuals’ personal qualities
and attributes is conducted during the recruitment
and selection process.
IPDS Workstream
The UK-wide IPDS Work Stream oversee the management,
maintenance and future development of the IPDS products which are
available on the Skills for Justice website, ensuring that they are fit for
purpose and meet the needs of employers
The IPDS Work Stream Group comprises of FRS representatives
responsible for managing IPDS locally within there own organisation
and those who are responsible for operating HR processes and
procedures both locally/nationally who can support the work stream
Inform FRS sector and other stakeholders in their
localities/region/country about forthcoming and current projects, and
encourage their involvement and feedback during consultation phases
Contribute to the development and communication of IPDS to ensure
that that the content is right and fit for purpose
Provide appropriate advice, guidance and research information to
Skills for Justice
IPDS Workstream Members
Julian Sears
Linda Hurford
Sean Starbuck
Ade Robinson
Linda Hunter
Grainne McCarton
Kerry Citric
Mark Rayner
Anita Wainwright
Zoe Scott
CFOA - Bedfordshire and Luton FRS
Communities and Local Government
Fire Brigades Union
Fire Officers Association
Scottish Fire Service College
Northern Ireland FRS
Welsh Assembly Government
CFOA Learning and Development
CFOA Operations
Skills for Justice (Project lead)
The aim of NVQ/SVQ assessment is to
establish whether the candidate can perform
to the National Occupational Standards
across a range of circumstances and meet
changing demands.
Being assessed as competent against National Occupational
Standards (NOS) gives confidence to the following people:
 the employee - as they have their skills, knowledge and
experience recognised through gaining a nationally set
 the team - as colleagues can rely on each other
 the supervisor - as the members of their team can perform
competently in different situations
 the employer - as they have a competent and well-qualified
 the public - as they can be reassured that individuals are
qualified and competent in their roles
There are a number of steps to carrying out assessment:
identify relevant candidate activities for assessment
decide the most appropriate assessment methods
set target dates when the activities are expected to take place
identify and be clear about who will be involved
identify which aspects of the unit each activity covers
consider whether the evidence produced might contribute to
the achievement of other units
 record when planned activities and evidence collection is
Evidence of effective performance can be obtained from:
witness testimony
the candidate’s report
outputs of the candidate’s work
professional discussion – based on the activities that
candidate has carried out
 documentation (that the candidate completes as part of their
Evidence of knowledge and understanding can be obtained
the way they carry out their work
questions posed at the time
professional discussion
answers to questions away from work
Once evidence has been gathered it needs to be interpreted by
an assessor. The interpretation of evidence is more important
than simply gathering more and more – quality is always better
than quantity. To interpret evidence effectively an assessor, will
 the appropriate occupational knowledge and understanding
 a good knowledge of the required National Occupational
Standards (NOS)
 familiarity with the organisation’s own systems, procedures
and practice
All the evidence a candidate gathers has to be acceptable. This
means it has to be:
 Valid – it relates to a specific part of the standard
 Authentic – the work that the individual has achieved
 Relevant – matches the required competence
For further information please visit
Skills for Justice website
1. Rolemaps and associated use of National Occupational
2. Personal Qualities and Attributes framework
3. National Firefighter Selection and Assessment and
Development Centre processes and tools
4. Framework of Development Modules and Development
5. Framework for Workplace Assessment of Competence
6. Framework for Personal Development Records and
Quality Assurance
7. Use of appropriate qualifications within the FRS
Qualifications Strategy

National Occupational Standards (NOS) for …