ST HELENA GOVERNMENT

TERMS OF REFERENCE

Fire and Rescue Service - Specialist Rescue Trainer

Date: April 2014

1Background

1.1The island of St Helena is an internally self-governing Overseas Territory of the United Kingdom located in the South Atlantic approximately 4,000 miles from the UK. The Government comprises a Governor (who is appointed by the Crown) an Executive Council, which has the general control and direction of Government, and a Legislative Council. The Governor retains responsibility for internal security, external affairs, defence, public service, finance and shipping.

1.2The island’s population is around 4,500 and it has a typical small island economy with a high import dependency, a narrow economic base, a large public sector (around 790 staff), and significant outward labour migration. Over half of its recurrent public expenditure and 90 percent of capital expenditure are funded by British budgetary aid as the UK has an obligation to ensure that the reasonable needs of the population are met. Economic development is constrained by St Helena’s extreme isolation, its small and declining population, and a lack of significant natural resources.

1.3The overall vision of the St Helena Government (SHG) is

  • “Strengthened community and family life through vibrant economic growth, with opportunities for all to participate, within a framework of effective government and law.”

1.4To support this vision there are three National Goals:

  • A vibrant economy providing opportunities for all to participate
  • Strong community and family life
  • Effective management of the environment

1.5In November 2011 HMG agreed to fund an airport. Construction is underway and operations are scheduled to begin in early 2016. The major construction activity leading up to this will significantly enhance St Helena’s economic prospects and have a dramatic impact on the island community, bringing a period of accelerated social and economic change. Achievement of the Goals and Strategic Objectives will require sound management and transformation of the public sector to make it a professional, modern, and flexible organisation able to initiate and respond to change.

1.6The St Helena Fire and Rescue Service forms part of the Police Directorate who have responsibility for the safety and security of the island.

1.7The St Helena Police Directorate’s mission statement is:

  • Public Service is at the core of all we do, protecting and serving our community and delivering a safe environment for all.

1.8The St Helena Fire & Rescue Service operates to Home Office Standards and deals with all aspects of fire and sea rescue, emergency planning and proactive community fire safety and fully discharges its statutory duties in regard to the requirements of the island which meets the needs of the local people.

1.9The St Helena Fire Service comprises of Deputy Fire Chief who is accountable to the Police Director, Station Officer, Sub Officer and 2 Fire Fighters, however the service is heavily reliant on the support of 10 Auxiliary Fire Fighters.

1.10Sea Rescue is headed by a fire officer and comprises of the following retained personnel; 3 Coxswains, 3 Mechanics, Navigator and 7 Rescue Divers.

1.11The St Helena Fire & Rescue Service like most public sector departments on the island suffers an acute recruitment and retention problem. Many St Helenians seek employment offshore to gain more remuneration. This means that expensive training is often quickly lost to the Directorate and a skills gap emerges just as fast. Owing to its remoteness and the specific circumstances prevalent on St Helena recruitment is difficult.

1.12The demands currently placed on the Fire Service are ever increasing with the focus being on air access, the development of the local economy through the tourist industry and the encouragement of Private Sector Businesses. The service has a much greater role to play on fire safety activities and inspections and our core objectives are designed to be in support this.

2Key Objectives

2.1The overall objectives of the post of Fire and Rescue Service - Specialist Rescue Trainer are:

  • Develop and deliver Fire and Rescue specialist rescue training to the Fire and Rescue Team
  • Provide accreditation to UK standards in respect of the training delivered to the St Helena Fire and Rescue Team
  • Review existing policies, procedures and training programmes and develop as required

3Scope of Work

3.1The duties of the Fire and Rescue Service - Specialist Rescue Trainershall include, but not be limited to, the following:

  • Developing and delivering bespoke Initial Recruit training for Fire and Specialist Rescue
  • Developing and delivering bespoke refresher training for Fire and Specialist Rescue
  • Developing training plans for the ongoing development of the Fire and Rescue Team
  • Provide accreditation to UK standards in all aspects of the Training deliver
  • Work with the Deputy Fire Chief to review existing policies and procedures in respect of the provision of a Fire and Rescue Service

4Qualifications and experience

4.1The Fire and Rescue Service - Specialist Rescue Trainerwill be expected to have the following qualifications and experience:

  • Essential
  • A serving or recently retired UK qualified Specialist Fire & Rescue Trainer
  • Experience of delivering initial recruit training
  • Knowledge and experience in managing all aspects of Fire and Rescue operations.
  • Effective communication skills both verbal and in writing
  • Resilient and self reliant

5Competencies

Under the SHG Competency framework, this post holder is required to have the competencies as outlined in the attached annex.

6Outputs, Timing and Reporting

6.1The Fire and Rescue Service - Specialist Rescue Trainershall provide to the Deputy Fire Chief reports on the progress of the training delivery plan and reviews of the current policies, procedures and training plans together with recommendations for development or change.

6.2The post will be for4 months. Performance will be measured with respect to the Trainers performance in training delivery against the Training Plan. There will be no requirement for a probationary period.

6.3The Fire and Rescue Service - Specialist Rescue Trainerwill report directly to the Deputy Fire Chief, St Helena Fire and Rescue service

Director of Policing

April 2014

Annex

SHG Competency Framework Levels

Professional development

  • Required Professional Competency standards met

Planning and delivery of work

  • Ensures appropriate resources and levels of capability to deliver to plan.
  • Promotes and enforces appropriate organisational rules and procedures
  • Leads by example in managing business relationships

Analysis and use of information

  • Interprets complex written information.
  • Able to assess the validity, relevance and limitations of different sources of evidence.
  • Generates a range of options and appraises them based on evidence available.

Decision making (iv)

  • Thinks through the implications of decisions.
  • Breaks down highly complex information into workable components for others.
  • Draws together disparate information to resolve problems.
  • Facilitates others to generate and solve probems.
  • Empowers others to take creative decisions to meet organisational needs.
  • Considers internal and external influences in complex decision making and problem solving.
  • Solves problems that have significant long-term implications for the organisation.

Working with others

  • Informs, consults and influences others using a range of communication mechanisms.
  • Engages with others to gather information
  • Shares and implements good practice with others
  • Works with senior management and other stakeholders

Communication

  • Varies language and content to ensure understanding of audience.
  • Facilitates understanding by explanation and example.
  • Highlights key points for summary from detailed and complex documents

Influencing and persuading

  • Ensures strategies to support a diverse workforce are implemented.
  • Recognises and anticipates the needs of senior managers and government officials.
  • Presents unpopular messages confidently.
  • Varies style of communication to have maximum impact on audience
  • Influences to maintain a balance between individual motives and directorate/departmental requirements
  • Integrates logic and emotion to construct and convey complex arguments in a face to face situation

Dealing with change

  • Sees change as an opportunity.
  • Supports colleagues in understanding change
  • Participates readily in change initiatives
  • Assists others to accommodate change.
  • Focuses on benefits to self and/or others.

Continuous improvement

  • Makes business and efficiency improvements through use of appropriate systems and tools.
  • Able to coach and develop individuals
  • Shares knowledge and experience with others
  • Manages own development and performance
  • Learns lessons from both successes and failures

Managing resources

  • Ensures appropriate resources and levels of capability to deliver to plan
  • Uses management information to monitor/control resources.
  • Supports initiatives for new and more efficient use of resources.
  • Gains respect and credibility from team members through effective delegation, coaching and development.

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