Firefighters at Avon Fire and Rescue Service (AFRS) are reportedly "scared" to use a QR code system designed for reporting bullying and harassment, fearing it could identify them. This concern was raised in a letter to government inspectors who revisited the service following an "inadequate" performance rating last year. While some improvements have been noted, staff confidence in the service’s commitment to change remains a significant issue.
Key Takeaways
- Firefighters fear being "QR coded" if they use the system to report bullying.
- Staff expressed low confidence in the service’s commitment to improvement.
- Improvements have been made to the mobilization system and fire prevention efforts.
- Concerns persist regarding the risk information process and the handling of disciplinary investigations.
Staff Concerns Over Reporting System
Inspectors from His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS) found that staff at AFRS are hesitant to utilize a QR code system implemented for reporting workplace issues. The system, launched in August 2023 and managed by an external organization, was intended to provide a confidential channel for staff to report harassment and other concerns. However, a letter from staff to inspectors revealed that the initiative was poorly communicated initially, leading to fear and the coining of the term "being QR coded." Some employees reportedly felt apprehensive discussing certain topics, worried their comments might be traced back to them.
Progress and Persistent Issues
During their revisit in September, HMICFRS noted that one of the two "accelerated" causes of concern – the service’s mobilization system – has been rectified with a software upgrade, making it "reliable and stable." Significant progress has also been made in fire prevention, with AFRS clearing a backlog of overdue home fire safety visits. However, improvements to the risk information process are still ongoing.
Inspectors also highlighted that many staff felt the service needed to enhance its communication regarding efforts to address concerns. Furthermore, a professional standards board established for disciplinary investigations was largely unknown to employees, who also expressed reservations about the efficiency and duration of investigations. Staff perceived the wellbeing support offered as a "tick box exercise."
Leadership Commitment to Improvement
AFRS chief fire officer Simon Shilton stated that the teams have worked "incredibly hard" to implement action plans following the initial inspection. He expressed pleasure that the inspectorate acknowledged these efforts, particularly the resolution of the mobilization system issue. "I’m pleased to see the inspectorate has acknowledged these efforts, particularly in closing the accelerated cause of concern surrounding the mobilisation system," Shilton said. He affirmed his commitment to ensuring necessary improvements continue.
