Interview Flashcards
What support is there for you and your teams
Your line manager – who can help and support you, along with your peers.
Confidential counselling – Email counselling@london-fire.gov.uk withyour phone number or call 020 8555 1200 ext.35555 between 08.30 and 16.30, our Counselling and Trauma Service provide confidential support. As a manager, the Counselling and Trauma service can also provide you with advice on how to support the psychological wellbeing of your team either collectively or as individuals.
External Complaints Service for anything relating to Discrimination, Harassment, & Bullying between the hours of 08:30 and 17:30 on 0207 112 4971.
Mental Health First Aiders (MHFA) - MHFA are staff who aretrained to offer help to colleagues in distress and signpost to the right support. If you, or a member of yourteam are impacted by the culture review and would like to arrange aregular check-in call with a mental health first aider, please contact pleaseemailLFBMHFA@london-fire.gov.uk. Please ensure that if you arecontacting the MHFA’s regarding a member of your team, that this hasbeen discussed and agreed with your team member.
You can also access the Fire Fighters Charity support line - 0800 389 8820 .
You cannot discriminate against anyone, on the basis of any difference, including their age, race, gender, disability, sexuality or religion. This includes:
Using ‘banter’ that is misogynistic, homophobic or racist or otherwise discriminatory
Using discriminatory language as abuse
Direct abuse or negative attitudes to anyone because of their age, race, gender, disability, sexuality or religion
Standing by if you see any of this behaviour, without taking any action.
what does the External Complaints Service deal with
Issues relating to Discrimination, harassment or bullying
When considering how todeal with discrimination, harassment and bullying, what questions can you ask yourself?
Was it clearly a simple mistake?
Has the person immediately apologised to all concerned?
Have they taken accountability to learn from it?
Has it never happened before or is it a repeat occurrence?
if you decide to deal with a complaint locally you must
You must have a conversation with the individual to make it clear it isn’t acceptable and take any appropriate action. This may include issuing a ‘Letter 1’ or proceeding to a Stage 1 Hearing under our Disciplinary Policy
What if the complainant doesn’t want the individual to be suspended?
What if the complainant doesn’t want the individual to be suspended?
A. It is not appropriate to rely solely on the complainants view of the situation. Particularly in close team environments, it is very common for individuals not to want to ‘rock the boat’ as they fear this may lead to further exclusion, so they may play down the behaviour or state that they don’t think it warrants suspension.
You must step back and look at the allegations objectively when assessing against the risks in the form. For example, when determining whether their continued presence could be a risk to the complainant’s physical or emotional wellbeing, they may play this down, but if you feel the allegation objectively could have this impact, you must suspend.
What will the togetherness strategy help us to achieve?
Build a culture
of belonging
Be Inspired by difference
Be at the center of London and our communities
Deliver excellence through inclusion
What is reverse mentoring
In normal mentoring scenarios a senior member of staff mentors a junior member, with reverdse mentoring a member of staff from a different background ie a someone with a disability may mentor someone without and explain what its like to be in that specific group
What projects are the LFB currently Undertaking
Lithium Ion
HMIC Cultural review
Grenfell recommendations
LFB Behavious
Incident Command (NOG)
Prevention Strategy
What is the TNA Process
The TNA follows a five stage cycle:
a) Consider personal development needs
b) Agree the development needs
c) Formulate a personal development plan
d) Hold periodic progress meetings
e) Review action plan and consider development needs
TNA - What happens in cases where a learning developement need has not been met?
In cases where an identified development need has not been resolved, the personal development plan should be updated/reviewed to ensure specific points remain ‘live’ until achieved. It may be appropriate to consult the learning support advisor at this point,
