I P D S

1. IPDS brite-sparks analysis

2. Content • IPDS Drivers and Requirements • Setting the Scene. • Other PDS Systems • What Organisations need: • Know where they are. • Know where they want to be. • Know how to get to where they want to be. • What IPDS Software needs to deliver: • Demystify IPDS • Make it simple to understand and apply • Provide all the relevant information • Empower individuals to do it themselves.

3. Fire Service Goal • For the Fire Service, the goal is clear and unambiguous. It is largely what it has always been: • To have the right people, with the right skill sets, in the right place, and at the right time to deliver a set of services to the public at the time when they most need them.

4. IPDS Driver • The ODPM -'The Integrated Personal Development System is rooted in the need for the service to drive down risk. This approach stems from the fact that in the mid 1990’s there were a number of incident-related accidents (leading to firefighter deaths). Subsequent investigations by the Health and Safety Executive indicated that a key factor was that the service was not providing appropriate training and development for its people,

5. IPDSRequirements • To Develop a safe and skilled workforce • Utilising safe working practices with procedures and systems of support. • To Develop safe organisations from safe people • By developing national competencies through recognised National Occupational Standards (NOS) and vocational qualifications. • Maintain and develop competencies via training and instruction. • Measuring competencies via formal processes. • Move to role based assessment. • Do this with no additional funding or resources

6. Where should IPDS Fit? • There is a need to set development and competency action plans and objectives for the organisation: • Determined by individual organisational business plans • Informed by Integrated Risk Management Plans (IRMP) • Moderated by demands placed upon the service by central government standards and the legislative framework • These business and strategic plans will determine not only the range of services to be provided but also the timeliness of their delivery.

7. IPDS Musts • IPDS will be central to the development of the fire service. • IPDS needs to follow the strategic objectives of the service. • Training and personnel development needs to be aligned with the service and organisational objectives of the brigade/region/service. • IPDS is an opportunity. • To mitigate risk to the public and service personnel. • To set objectives for the service in terms of service delivery, risk reduction, operational effectiveness etc.

8. Successful Organisations • All successful organisations need to develop and maintain competencies. • Many have PD systems ( Arsenal, Dupont, US Army etc.) • The questions they pose themselves are: • Where are we now? • Where should we be heading? • What competencies do we need to develop to get there? • How do we motivate, enthuse and empower our workforce to make this journey with us? • How long is it going to take? • How do we measure our progress? • How much is it going to cost?

9. advanceRequirements • advance Personal Dashboard • What are the brigades objectives? • What are my Teams Objectives? • What are my Personal objectives? • Graphical overview of performance against Goals • Personal Workspace ( Personal Development Record) • PDR Competencies, products of study and research, CV’s etc. • Upload Documents for sharing and assessment • Communicate with Mentors • Communicate with assessors • View training options and book training

10. advanceRequirements • Where is the organisation now? • Overview of existing competencies • Do we have any shortcomings? • Objective measurement of capabilities. • Managers need a graphical overview of competencies by individual,role,watch,station,division,brigade and region. • A gap analysis of where we are compared to where we should be. • Drill down on any graphical item should show the underlying data in detail.

11. advanceRequirements • Where does the organisation want/need to be in 3,5,10 years? • What core competencies do we need to develop to get there? • How do we motivate, enthuse and encourage our staff to make this journey? • How do we resource, manage and track our progress towards these goals? • The software should provide target competency objectives, display progress towards these objectives plus report on slippage.

12. advance Individual Objectives • Where am I now? • What competencies do I need to develop or hone to better undertake my current role? • Where do I want to be in 3,5,10 years? • How do I get to where I want to be? • What core competencies do I need to develop? • The software should provide target competency objectives, display progress towards these objectives plus report on slippage.

13. advanceRequirements • The system should be able to: • Cascade objectives down through the organisation by location • Cascade objectives down through the organisation by function / role. • Create a skills and competency matrix by location, task,team, role & individual. • Measure progress against objectives by location, task team, role & individual. • Specify timescales for progress towards objectives and measure slippage. • Specify timescales for mandatory training. • Record formal and on the job training and assessments.

14. advance • The system should be able to: • Establish a competency database by location, task, team and individual. • Set development action plans and objectives for an individual • Update records and attach evidence • Track progress against objectives via a schedule diary system. • Provide a secure digital repository for records of achievement. • Empower individuals to manage their own developments needs. • Provide a facility for local Competence Assessors to record and update their assessments, wherever they are through a straightforward WEB or intranet interface. • Provide simple interfaces for the linking to or importation from existing HR systems.

15. advanceRequirements • Login / access control system with multiple access levels. • Audit trail on all changes of data. • Generic Document Management system for training and other documents • Personal document management system for products of training and research. • Simple effective interface to existing HR applications where applicable

16. advanceNational Occupational Standards • Provide functionality to create, change and delete: • Roles • Role maps ( Role / Unit associations) • Units • Elements within units: • Performance criteria • Keyword concepts • Knowledge Repository • View and Report on National Occupational Standards • Select Role—Display Units + Keyword concepts and elements. • Display Elements with criteria and knowledge

17. advanceoverviews • Management Functions • View system as Manager,HR Specialist, Assessor, Mentor, Trainee. • Allocate: • NOS Assessment Authority to assessors • Trainees to Mentors • Allocate External Verifiers to trainees • Record NVQ/SVQ award recommendations • View Gap analysis for any granularity of location or role.

18. advanceoverview • Define / apply competency requirements with timescales to any granularity of location. • Define / apply competency requirements with timescales to any granularity of role. • Allocate staff to training activities. • Respond to staff requests for training. • Review progress towards objectives by any granularity of location or role.

19. advanceOur business requirements: • Make it simple • Make it cost effective • Make it accessible • The requirements for an effective IPDS system are established. • In part II you will see what progress we have made in getting to where we wanted / needed to be in the delivery of the advance system.