DOCSLIB.ORG

Independent Review of Conditions of Service for Fire and Rescue Staff in England February 2015

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Independent Review of Conditions of Service for Fire and Rescue Staff in England February 2015 Independent review of conditions of service for fire and rescue staff in England February 2015 By Adrian Thomas Adrian Thomas February 2015 (amended where appropriate for passage of time) 1 © Crown copyright 2016 This publication is licensed under the terms of the Open Government Licence v3.0 except where otherwise stated. To view this licence, visit nationalarchives.gov.uk/doc/open-government-licence/version/3 or write to the Information Policy Team, The National Archives, Kew, London TW9 4DU, or email: [email protected]. Where we have identified any third party copyright information you will need to obtain permission from the copyright holders concerned. This publication is available at www.gov.uk/government/publications ISBN: 978-1-78655-270-9 2 Contents Foreword 4-5 Approach to the review 8-11 Executive summary & Key findings 12-18 Chapter 1: The working environment 19 Section 1.1: The role of the customer in defining working practice 19-20 Section 1.2: Change Management 20-23 Section 1.3: Culture & Trust 23-24 Section 1.4: Bullying & Harassment 24-26 Section 1.5: Equality 26-28 Section 1.6: Second jobs 28-30 Section 1.7: Technology 30-32 Chapter 2: Documented Conditions of Service 33 Section 2.1: Role of the firefighter, response vs prevention 33-35 Section 2.2: Grey book 35-39 Section 2.3: Role Maps 39-41 Section 2.4: Duty systems 41-43 Chapter 3: Industrial Relations 44 Section 3.1: National Joint Council 44-47 Section 3.2: Technical Advisory Panel/Resolution Advisory Panel 47-48 Section 3.3: Fairness in representation 48-50 Section 3.4: Right to strike 50-53 Chapter 4: Retained Duty System 54 Section 4.1: Flexible contracts and legislation 54-57 Section 4.2: Bounty payments 58-59 Chapter 5: Management of the Fire & Rescue Service 60 Section 5.1: Fire Authorities 60-61 Section 5.2: Recruitment 62-65 Section 5.3: Training and development of workforce 65-69 Section 5.4: Gold Book/ Principal Officers/ Brigade Managers 69-75 Appendices 76 3 Foreword I was delighted when Penny Mordaunt MP, the then Fire Minister endorsed my appointment to investigate further the barriers to change that had been suggested by Sir Ken Knight within his review of the efficiencies and operations of the fire and rescue authorities in England1. The review launched formally in October 2014, although I had the benefit of it being announced a little earlier in the year. This gave me time to read and become familiar with the fire and rescue service prior to launching the fieldwork phase of the review (terms of reference are shown as appendix 1). I was appointed as an independent reviewer, not being linked to the Government, the fire and rescue service employers nor any of the representative bodies. This independence has been challenged by both the employers and the employee representatives – although I sensed most of the objection was more from having a review imposed with little consultation rather than an accusation of potential bias. Independence also meant that there was only one of me! Combined with limited time (an average of two days per week over five months, equivalent to just two months’ full time investigation) to deliver the report led to the practical decision to appoint a small secretariat and technical advisory support from the National Fire Policy team. Additionally, I appointed (on a pro bono basis) PwC, to provide specialist input to the section that looks at the evaluation of the role, and pay, of Principal Officers. I have included their report in full in the appendices and drawn extensively from it in the section on Gold Book pay. The overriding first impression I received of the fire and rescue service was of the particular dedication towards being a firefighter. Whilst many conversations, especially with front line firefighters, started with an element of suspicion and a degree of awkwardness, these soon melted away and the sense of passion and concern for their role and the industry came flooding through. It is clear that the history of the service and the public’s appreciation of the role of firefighter play heavily on the many people I met. It was also clear that the industry has been extraordinarily successful. Reducing attendance at fires and false alarms 1 Facing the Future, May 2013 4 by over 50 per cent in the last ten years2, becoming increasingly more efficient and undertaking a much wider range of activity than simply (if you can say ‘simply’) responding to fire calls. Despite all of this change it was somewhat surprising to find that ‘conditions of service’ had not been reviewed for some time. As I travelled between fire authorities I was struck by the very different cultures I encountered. I found examples of clear, arguably inspirational, leadership and in other places a management team than seemed to struggle with direction setting and dealing with resistance. The one thing that perhaps struck hardest, early in the review, was the language being used to describe the relationship between staff and various layers of management (and indeed government). Often ‘fruity’, it went beyond banter to, in some places, vitriolic comments about the management, leadership and direction of the service. It is against this combative environment that I set out to explore, to unearth, the barriers to change identified by the Knight review. The small team supporting me did so in addition to their ‘day job’, working extremely long hours to support the various visits, note taking and checking back with contributors. I am indebted to them as I am to all the individuals who met with me or contributed to one of the several surveys that provided input to the review. I believe that there is a clear direction of travel emerging from this review: one that balances the superb but ever changing contribution the fire industry (and the people within it) make to our society with the resources that are available. The challenge for the Fire and Rescue Service is to continue to build upon the passion of the people within the industry, to accept and accelerate change, reach out to new technology and working practices and get in front of the change curve. Adrian Thomas Independent Reviewer for the conditions of service of fire and rescue staff in England 2 Table 1.1 Fire Statistics Great Britain: 2013 to 2014 5 Approach to the review It would have been easy to set myself up in London and taken evidence in a comfortable office environment. However I viewed this as a risk. It was clear to me that there were large differences in the scale and delivery of service of fire authorities and there was a risk that the review could be seen as being undertaken from a London/South east viewpoint and that the rank and file could be excluded from giving evidence unless I went to them. As a result the fieldwork phase of data/evidence gathering reached out to 21 fire authorities, key players within government, the employers’ representatives and all the employees’ representative organisations. In addition I met with academic researchers, Skills for Justice, ACAS, the Fire Service College and diversity groups. I also wished to guard against evidence being gathered in a legalistic or court room environment – I wanted people to speak openly and my findings to reflect what I was hearing. With this in mind I instigated a feature of this review, whereby when verbal evidence was gathered it was transcribed and returned to the individual for sense and accuracy checking and only then submitted to myself for inclusion in the review. As a result all the points I highlight within this review have come directly from within the industry (with the sole exception of the section on Gold Book pay). It is clear that there has been a significant amount of change, particularly with reference to the declining number of fires attended around the various Fire and Rescue Authorities, with some instigating changes of approach and others maintaining a status quo in staffing and operational activity. This review had a clear mandate3 to look at barriers to change (rather than change itself) and why successful change in one authority is not a guarantee of successful change within another. The need for a ‘conditions of service’ review arose from the Knight Review. During his review Sir Ken Knight found what he identified as inexplicable differences in the expenditure of different fire and rescue authorities in England with the net result that some authorities were spending almost twice as much as others with little relationship between that spend and any reduction in demand for operational response. Sir Ken went on to consider what the options may be available to deploy, in reducing expenditure (noting that he believed there were opportunities to change operational practice, including minimum crewing levels and the ratio of senior officers to firefighters) without reducing the quality of outcomes for the public. 3 Terms of Reference - Appendix 1 6 Having noted opportunities for efficiencies (in particular crewing levels, ‘on-call’ firefighters, lean management, conditions of service, merger, spend to save projects, duplication in evaluation and procurement) the Knight review left it to others to identify how those opportunities could be realised in practice. Sir Ken argued4 that there were clearly barriers occurring that were hindering the progression of positive change and these should be investigated more fully, with the objective of unearthing the issues behind those barriers. Sir Ken clearly made those comments with ‘conditions of service’ in mind, however even a rudimentary evaluation of the evidence (previous research papers, submissions to the Knight review and initial desk research for this review) shows that some fire and rescue services/authorities seemed able to instigate change in this area successfully, whilst others appear to find excuses and reasons not to progress change.
Load more

Recommended publications
  • The Challenge to the Trade Unions
    The Conservative Government’s Proposed Strike Ballot Thresholds: The Challenge to the Trade Unions Salford Business School Research Working Paper August 2015 Professor Ralph Darlington Salford Business School, University of Salford, and Dr John Dobson Riga International College of Economics and Business Administration Corresponding author: Professor Ralph Darlington, Salford Business School, University of Salford, Salford M5 4WT; [email protected]; 0161-295-5456 Ralph Darlington is Professor of Employment Relations at the University of Salford. His research is concerned with the dynamics of trade union organisation, activity and consciousness in Britain and internationally within both contemporary and historical settings. He is author of The Dynamics of Workplace Unionism (Mansell, 1994) and Radical Unionism (Haymarket, 2013); co-author of Glorious Summer: Class Struggle in Britain, 1972, (Bookmarks, 2001); and editor of What’s the Point of Industrial Relations? In Defence of Critical Social Science (BUIRA, 2009). He is an executive member of the British Universities Industrial Relations Association and secretary of the Manchester Industrial Relations Society. John Dobson has published widely on the operation of labour markets in Central and Eastern Europe and is currently Associated Professor at Riga International College of Economics and Business Administration, Latvia. He was previously a senior lecturer in Industrial Relations at the University of Salford, where he was Head of the School of Management (2002-6) and President
    [Show full text]
  • Dinosaurs and Donkeys: British Tabloid Newspapers
    DINOSAURS AND DONKEYS: BRITISH TABLOID NEWSPAPERS AND TRADE UNIONS, 2002-2010 By RYAN JAMES THOMAS A dissertation submitted in partial fulfillment of the requirements for the degree of DOCTOR OF PHILOSOPHY WASHINGTON STATE UNIVERSITY The Edward R. Murrow College of Communication MAY 2012 © Copyright by RYAN JAMES THOMAS, 2012 All rights reserved © Copyright by RYAN JAMES THOMAS, 2012 All Rights Reserved To the Faculty of Washington State University: The members of the Committee appointed to examine the dissertation of RYAN JAMES THOMAS find it satisfactory and recommend that it be accepted. __________________________________________ Elizabeth Blanks Hindman, Ph.D., Chair __________________________________________ Douglas Blanks Hindman, Ph.D. __________________________________________ Michael Salvador, Ph.D. ii ACKNOWLEDGEMENTS This dissertation, not to mention my doctoral degree, would not be possible with the support and guidance of my chair, Dr. Elizabeth Blanks Hindman. Her thoughtful and thorough feedback has been invaluable. Furthermore, as both my MA and doctoral advisor, she has been a model of what a mentor and educator should be and I am indebted to her for my development as a scholar. I am also grateful for the support of my committee, Dr. Douglas Blanks Hindman and Dr. Michael Salvador, who have provided challenging and insightful feedback both for this dissertation and throughout my doctoral program. I have also had the privilege of working with several outstanding faculty members (past and present) at The Edward R. Murrow College of Communication, and would like to acknowledge Dr. Jeff Peterson, Dr. Mary Meares, Professor Roberta Kelly, Dr. Susan Dente Ross, Dr. Paul Mark Wadleigh, Dr. Prabu David, and Dr.
    [Show full text]
  • Register of Interests of Members’ Secretaries and Research Assistants
    REGISTER OF INTERESTS OF MEMBERS’ SECRETARIES AND RESEARCH ASSISTANTS (As at 11 July 2018) INTRODUCTION Purpose and Form of the Register In accordance with Resolutions made by the House of Commons on 17 December 1985 and 28 June 1993, holders of photo-identity passes as Members’ secretaries or research assistants are in essence required to register: ‘Any occupation or employment for which you receive over £380 from the same source in the course of a calendar year, if that occupation or employment is in any way advantaged by the privileged access to Parliament afforded by your pass. Any gift (eg jewellery) or benefit (eg hospitality, services) that you receive, if the gift or benefit in any way relates to or arises from your work in Parliament and its value exceeds £380 in the course of a calendar year.’ In Section 1 of the Register entries are listed alphabetically according to the staff member’s surname. Section 2 contains exactly the same information but entries are instead listed according to the sponsoring Member’s name. Administration and Inspection of the Register The Register is compiled and maintained by the Office of the Parliamentary Commissioner for Standards. Anyone whose details are entered on the Register is required to notify that office of any change in their registrable interests within 28 days of such a change arising. An updated edition of the Register is published approximately every 6 weeks when the House is sitting. Changes to the rules governing the Register are determined by the Committee on Standards in the House of Commons, although where such changes are substantial they are put by the Committee to the House for approval before being implemented.
    [Show full text]
  • This Thesis Has Been Submitted in Fulfilment of the Requirements for a Postgraduate Degree (E.G
    This thesis has been submitted in fulfilment of the requirements for a postgraduate degree (e.g. PhD, MPhil, DClinPsychol) at the University of Edinburgh. Please note the following terms and conditions of use: • This work is protected by copyright and other intellectual property rights, which are retained by the thesis author, unless otherwise stated. • A copy can be downloaded for personal non-commercial research or study, without prior permission or charge. • This thesis cannot be reproduced or quoted extensively from without first obtaining permission in writing from the author. • The content must not be changed in any way or sold commercially in any format or medium without the formal permission of the author. • When referring to this work, full bibliographic details including the author, title, awarding institution and date of the thesis must be given. An Exploration of Culture and Change in the Scottish Fire Service: The Effect of Masculine Identifications Brian M. Allaway PhD by Research The University of Edinburgh 2010 1 Abstract This study examines the organisational culture of the Scottish Fire Service, and the political pressures for change emanating from the modernisation agenda of both the United Kingdom and Scottish Governments. Having completed a preliminary analysis of the Fire Service‟s culture, by examining the cultural history of the Scottish Fire Service and the process through which individuals are socialised into the Service, the study analyses the contemporary culture of the Service through research in three Scottish Fire Brigades. This research concludes that there is a clearly defined Fire Service culture, which is predicated on the operational task of fighting fire, based on strong teams and infused with masculinity at all levels.
    [Show full text]
  • Influences on Trade Union Organising Effectiveness in Great Britain
    Abstract This paper brings together data from the 1998 Workplace Employee Relations Survey, National Survey of Unions and TUC focus on recognition survey to investigate influences on union organising effectiveness. Organising effectiveness is defined as the ability of trade unions to recruit and retain members. Results suggest that there are big differences in organising effectiveness between unions, and that national union recruitment policies are an important influence on a union’s ability to get new recognition agreements. However local factors are a more important influence on organising effectiveness in workplaces where unions have a membership presence. There are also important differences in organising effectiveness among blue and white-collar employees. These differences suggest that unions will face a strategic dilemma about the best way to appeal to the growing number of white-collar employees. JEL classification: J51 Key words: Trade union objectives and structures, organising effectiveness This paper was produced under the ‘Future of Trade Unions in Modern Britain’ Programme supported by the Leverhulme Trust. The Centre for Economic Performance acknowledges with thanks, the generosity of the Trust. For more information concerning this Programme please email [email protected] Influences on Trade Union Organising Effectiveness in Great Britain Andy Charlwood August 2001 Published by Centre for Economic Performance London School of Economics and Political Science Houghton Street London WC2A 2AE Ó Andy Charlwood, submitted June 2001 ISBN 0 7530 1492 0 Individual copy price: £5 Influences on Trade Union Organising Effectiveness in Great Britain Andy Charlwood Introduction 1 1. Organising Effectiveness: Concepts and Measures 2 2. Influences on Union Organising Effectiveness 5 3.
    [Show full text]
  • Values, Role Regulation and Work Identity Within the Fire and Rescue Service
    Tradition Under Fire: Values, Role Regulation and Work Identity within the Fire and Rescue Service Submitted for the Degree of Doctor of Business Administration At the University of Northampton Year 2018 Shaun Hallam © [Shaun Hallam [2018 (DBA)]. This thesis is copyright material and no quotation from it may be published without proper acknowledgement Abstract The Fire and Rescue Service is characterised by a strong culture, reinforced by positive esteem. But the role of the Firefighter in society is changing by design, and as a reaction to changing demand and a need to diversify, beyond that of a traditional model. This is a qualitative study, which gets to the heart of what it means to be a Firefighter. This provides us with a fascinating insight from the front line of the Fire and Rescue Service during a significant period of change, to consider how this is, or will affect what it means to be a Firefighter. By focussing on identity during this period of flux, this study considers how Firefighters renegotiate self-images and work orientations in response to their changing environment. This raises the importance of how Firefighter values and identity influence organisational perspectives regarding strategic direction, mission determination, visioning, and ultimately performance outcomes within a County Council Fire and Rescue Service. The present study offers a privileged personal account, which is uniquely viewed through an insider’s appreciation, providing a rare and fascinating insight into their worlds. This provides us the opportunity to look behind the scenes into what it means to be a Firefighter, making it unusual and interesting compared to other organisational studies in this area.
    [Show full text]
  • Trade Unions and Climate Politics: Prisoners of Neoliberalism Or Swords of Climate Justice?
    Trade unions and climate politics: prisoners of neoliberalism or swords of climate justice? 6 March 2015 Paper presented to the Political Studies Association Conference 2015, Sheffield, 30 March 2015 Dr Paul Hampton Head of Research and Policy Fire Brigades Union [email protected] 07740403240 02084811511 Dr Paul Hampton is Research and Policy Officer at the Fire Brigades Union. He is the author of numerous publications, including Lessons of the 2007 Floods ‐ the FBU’s contribution to the Pitt review (2008), Climate Change: Key issues for the fire and rescue service (2010) and Inundated: Lessons of recent flooding for the fire and rescue service (2015). He holds a PhD in climate change and employment relations, focusing on the role of trade unions in tackling global warming. His book, Workers and Unions for Climate Solidarity is due to be published by Routledge this year. This is a work in progress. Please do not quote or distribute. 1 Introduction The early decades of the twenty‐first century have witnessed the failure of climate change politics. The failure is not principally with the physical science evidence for climate change, which as a scientific hypothesis is increasingly robust, although still evolving and variously contested. Intergovernmental Panel on Climate Change (IPCC) reports articulate the widely‐ held but conservative consensus around the physical science of climate change: the climate system is now warming significantly and is likely to continue, human activities are the major cause of it and potentially large impacts are likely (IPCC 2013). The fifth IPCC report predicts significant increases in surface warming and sea level by the end of this century.
    [Show full text]
  • Fbu Supports Homerton Eleven 2
    ESTABLISHED 1918 JOURNAL OF THE FIRE BRIGADES UNION F ir e F ig h t e r VOL 28 NO. 1 JANUARY/FEBRUARY 2000 FBU SUPPORTS HOMERTON ELEVEN 2 CONFERENCE TRESSELL FESTIVAL 2000 HE Robert Tressell Centre has been set up, with the support of Trade Unions both locally and nationally, to preserve and promote the memory of Robert Tressell author HE Annual Conference this Tof the classic working class novel, The Ragged Trousered Philanthropist. One of the year will have many significant major undertakings of the group is the Robert Tressell Festival, the second of which will be Telements contained within it, held over the weekend of the 27th/28th May 2000. The inaugural event last year was a great apart from the fact that it will be success with trade unionists and other enthusiasts travelling from around the country to the first of the new millennium. Hastings. Apart from the Festival the group are trying to introduce a whole new generation To mark this occasion it is of readers to this wonderful work via schools and libraries. For further information please proposed to produce for the week contact Dee Daly at the Robert Tressell Centre, 84 Bohemia Road, St Leonards on Sea, East of Conference, in print and on the Sussex, TN37 6RN or visit the website at: www.1066.net/tressell Website, a Conference 2000 special edition of Firefighter. To do this the Executive Council need your help. THOMPSONS & THE FBU The Journal will hopefully contain articles, letters, and photos of how UNION LEGAL SERVICES this Union has grown and evolved over the 20th Century and also NION legal services are substantially cheaper than any other legal expenses look forward to how it will progress insurance, according to a TUC survey, Focus on Union Legal Services.
    [Show full text]
  • No.9 Trade Unions and Other Employees' Associations
    This Information Note lists trade unions and other employees' associations representing the interests of workers in Northern Ireland. The Agency updates the list as frequently as possible and is therefore grateful to receive notification of any additions or amendments required. INFORMATION NOTE NO 9 MARCH 2015 TRADE UNIONS AND OTHER EMPLOYEES’ ASSOCIATIONS IRISH CONGRESS OF TRADE UNIONS (NORTHERN IRELAND COMMITTEE) Mr. Peter Bunting, Assistant General Secretary 4-6 Donegall Street Place, Belfast, BT1 2FN Phone: 02890 247940 Fax: 02890 246898 Website: www.ictuni.org UNITE Regional secretary Mr. Jimmy Kelly: 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 02890 232381 Fax: 02890 748052 Regional Women's Officer Ms Taryn Trainor: 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 02890 232381 Fax: 02890 748052 Branch Secretaries Mr Maurice Cunningham: (BELFAST) Mr David McMurray: (BELFAST) 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Davey Thompson: (BALLYMENA) The Pentagon, 2 Ballymoney Road, Ballymena, BT43 5BY Phone: 028 2565 6216 Fax: 028 2564 6334 1 Organisers Mr Dessie Henderson 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Regional Officers Mr Jackie Pollock 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Philip Oakes 4 Foyle Road, Londonderry, BT48 6SR Phone: 028 71220214 Fax: 028 7137 3171 Mr Kevin McAdam 26 – 34 Antrim Road, Belfast, BT15 2AA Phone: 028 9023 2381 Fax: 02890 748052 Mr Gareth Scott: (Londonderry and District) 4 Foyle Road,
    [Show full text]
  • Trade Union Facility Time
    TRADE UNION FACILITY TIME Facility time arrangements at the Isle of Wight Council The Isle of Wight council whilst having statutory obligations to comply with employment legislation to make provision for trade union facility time believes in the benefits that can be realised by positive employee relations. All facility time arrangements are set out in an agreement in which all parties can make a positive contribution to the efficient and effective management of council services by setting out the consultation processes, conditions of recognition and facilities which will be made available to Union representatives and specifying how reasonable time off for union duties and activities, training and for health and safety, can work to the mutual advantage of both parties. The agreement takes account of current practices within the council; employment protection legislation; the ACAS Code of Practice 3 for time off for trade union duties and activities, the health and safety commission code of practice on safety representatives and appropriate national agreements. The council affords reasonable time off with pay to trade union representatives, subject to the needs of the service, to carry out duties concerned with employee relations and the members they represent. The purpose for this time off must be either to carry out official union duties or to undergo relevant training as approved by the TUC or Trade Union. The amount of time-off a steward may take to undertake official union duties in their particular constituency should not normally exceed one day per month, with an additional two hours per month plus travelling time being allowed to attend Union meetings to discuss employee relations matters concerning the Council.
    [Show full text]
  • Investigation Into the King's Cross Underground Fire
    Investigation into the King's Cross Underground Fire Presented to Parliament by the Secretary of State for Transport by Command of Her Majesty November 1988 1 THE DEPARTMENT OF TRANSPORT LONDON HER MAJESTY'S STATIONERY OFFICE £19.50 net Investigation into the King's Cross Underground Fire Inspector: Department of Transport Mr Desmond Fennell OBE QC 2 Marsham Street London SWlP 3EB 21 October 1988 The Rt Hon. Paul Channon MP Secretary of State for Transport Department of Transport 2 Marsham Street London SWlP 3EB Dear Secretary of State, King's Cross Underground Fire Investigation I was appoipted by you on 23 November 2987 to hold a formal Investigation into the circumstances of the King's Cross Underground fire. I have completed the Investigation and enclose my Report. Yours sincerely, Desmond Fennell T022b8O 000Lb75 AT7 W Contents Page CHAPTER 1 Executive Summary ................................................................. 15 CHAPTER 2 Introduction and Scope of the Investigation .................. 21 CHAPTER 3 London Regional Transport and London Underground Limited ................................................................25 CHAPTER 4 The Ethos of London Underground ................................. 29 CHAPTER 5 London Underground Organisation and Management 33 CHAPTER 6 King's Cross Station ............................................................ 37 CHAPTER 7 Escalators on the Underground ..................................... 41 CHAPTER 8 Staff on duty at King's Cross on 18 November 1987 47 CHAPTER 9 Timetable and Outline
    [Show full text]
  • Development and Critical Evaluation of Fire Services in India By
    DEVELOPMENT AND CRITICAL EVALUATION OF FIRE SERVICES IN INDIA BY R K. JOHN M.A. ThESIS SUBMITTED FOR THE Ph.D. DEGREE IN POLITICAL SCIENCE OF GOA UNIVERSITY UNDER THE GUIDANCE OF PROF. ADI. H. DOCTOR HEAD OF THE DEPARTMENT OF POLITICAL SCIENCE GOA UNIVERSITY GOA UNIVERSITY TALEIGAO PLATEAU, GOA, 403203 1994 P. K. JOHN M.A. Department of Political Science Goa University, Taleigao Plateau, Goa, 403203. STATEMENT BY THE CANDIDATE I hereby state that the thesis for the Ph.D. Degree on "Development and Critical Evaluation of Fire Services in India", is my original work and that it has not previously formed the basis for the award of any Degree, Diploma, Associateship, Fellowship or any other similar title. SIGNATURE OF THE CANDIDATE Place: Goa Date: 24-11-1994 Countersigned: .05 Dr. Adi. H. Doctor, M.A. Ph. D. Professor and Head of Department, of Political Science. Goa University, Taleigao Plateau, Goa 403203. CONTENTS PAGE INTRODUCTION - 1-7 CHAPTER I - HISTORICAL DEVELOPMENT OF FIRE SERVICES IN INDIA. 8-65 CHAPTER II - ORGANISATION FOR FIRE SERVICES AND DEVELOPMENT OF GOA FIRE SERVICE. 66-115 CHAPTER III - RECRUITMENT & TRAINING OF FIRE SERVICE PERSONNEL. 116-154 CHAPTER IV - EXISTING FIRE SERVICE LEGISLATION IN INDIA. 155-228 CHAPTER V - SUGGESTIONS FOR IMPROVEMENT OF THE FIRE SERVICE. 229-295 BIBLIOGRAPHY 296-301 APPENDICES - PHOTOGRAPHS. A1-A9 B1-B4 *************** INTRODUCTION OBJECTIVES OF STUDY : I have been long acquainted with the Fire Services in India having worked for now nearly 25 years in various organizations of the fire services in India, in varying capacities, culminating in my present position as the Director of Fire Services, Goa.
    [Show full text]