NSW Fire Brigades In Orders 2006/27
IN ORDERS
8 December 2006 2006/27
Current national security alert level: Medium
POLICIES 2
Relief arrangements for Operational Support positions 2
Permanent firefighters converting annual leave to consolidated leave 3
Flexible annual leave for Operational Support Levels 1 to 3 5
Part Time roster 8
Loss of motor vehicle driver’s licence 9
Correspondence 10
Policy on giving personal references 15
PROCEDURE 16
Procedure for permanent firefighter secondments 16
RESTRUCTURE 17
New letterhead 17
GENERAL 18
Hamlyn Terrace Fire Station 18
Kariong Fire Station change of address 18
ADMINISTRATIVE AND TECHNICAL SUPPORT STAFF NOTICES 19
Appointments 19
PERMANENT FIREFIGHTERS NOTICES 19
Vacancies 19
Zone Commander Regional South 2 19
Zone Commander Regional West 1 20
Zone Commander Regional North 2 20
Zone Commander Metropolitan North 3 21
Relieving Officer Lismore 21
Appointments 22
Promotions 23
Retirement 24
Resignations 24
RETAINED FIREFIGHTERS NOTICES 24
New members appointed to Brigades 24
Appointed to Ranks 24
Transfers 24
Resignations 25
Retirements 25
Transferred to Honorary List 25
POLICIES
Relief arrangements for Operational Support positions
All Operational Support positions have been allocated a priority category for being filled when the position is temporarily vacant.
Operational Support positions are those that fall under Clause 14, Operational support positions, of the Crown Employees (NSW Fire Brigades Firefighting Staff) Award 2005.
The categories for filling temporary vacancies are:
Category / ExplanationA / Temporary vacancies are filled at all times. They are replaced from within the section in the first instance, or otherwise as considered appropriate by the manager.
B / Temporary vacancies are filled if the vacancy is for more than one week, but not for periods of less than a week except at the Director’s discretion.
C / Temporary vacancies are not usually filled. This is subject to review if the position remains vacant for more than four weeks, or earlier at the Director’s discretion.
The list of Relieving categories for Operational Support positions is posted in the Human Resources section of the Intranet.
Contact Officer: Acting Chief Superintendent Marcus Baker, Acting Assistant Director Operational Personnel, (02) 9265 2869
File Reference: CHO/07002
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Permanent firefighters converting annual leave to consolidated leave
1. Introduction
1.1 Under the Crown Employees (NSW Fire Brigades Firefighting Staff) Award 2005, permanent firefighters have set rosters for working hours and annual leave. While this system efficiently supports 24 hour service delivery and capability, the Commissioner, in agreement with the NSW Fire Brigade Employees’ Union (FBEU), recognises the impact that shift work can have on an individual’s family and social life.
1.2 To address this, the Commissioner and the FBEU have agreed to trial allowing certain categories of permanent firefighters to convert some of their annual leave to consolidated leave in accordance with the conditions below.
2. Application
2.1 This instruction applies to:
· permanent firefighters and officers working the Standard, Back to Back or Special rosters who are not in Operational Support positions, and
· permanent firefighters in Level 1 to 3 Operational Support positions classified as Category A (see Relieving categories for Operational Support positions posted in the Human Resources section of the Intranet).
2.2 It does not apply to executive officers, firefighters in Level 4 or 5 Operational Support positions, or firefighters in Level 1 to 3 Operational Support positions classified as Category B or C.
3. General conditions
3.1 The conversion of any annual leave is voluntary.
3.2 Any period of annual leave must be continuous.
3.3 Consolidated leave will be granted on a 1 for 1 basis (ie 1 hour of foregone annual leave = 1 hour of consolidated leave granted).
3.4 Consolidated leave will only be granted for time on duty.
3.5 Consolidated leave will only be granted for the rostered working hours of annual leave foregone.
3.6 Firefighters on mutual change of annual leave may elect to convert annual leave to consolidated leave provided that a maximum of 48 hours is converted in 64 weeks.
4. Standard roster
4.1 Firefighters on the Standard roster can convert that part of their annual leave not part of a full set of shifts to consolidated leave to a maximum of 48 hours per 64 week cycle.
4.2 If the last rostered shift before commencing annual leave is a Thursday, the firefighter can report for duty on the following Friday and Saturday night shifts in lieu of commencing annual leave.
4.3 If the first rostered shift when returning from annual leave is a Friday night, the firefighter can report for duty on the preceding Wednesday and Thursday day shifts in lieu of continuing on annual leave.
5. Back to Back roster
5.1 Firefighters on the Back to Back roster can convert that part of their annual leave not part of a full set of shifts to consolidated leave to a maximum of 48 hours per 64 week cycle.
5.2 If the last rostered shift before commencing annual leave is a Thursday, the firefighter can report for duty on the following Friday and Saturday in lieu of commencing annual leave.
5.3 If the first rostered shift when returning from annual leave is a Friday, the firefighter can report for duty on the preceding Wednesday and Thursday in lieu of continuing on annual leave.
6. Special roster
6.1 Firefighters on the Special Roster can covert the first three days of their annual leave to consolidated leave to a maximum of 50 hours per 64 week cycle.
6.2 Firefighters can report for duty for the first three rostered shifts of annual leave (ie Friday, Monday and Tuesday) in lieu of commencing annual leave.
7. Procedure
7.1 If you wish to convert part of your annual leave to consolidated leave you must give your supervisor at least two calendar weeks notice by written report.
7.2 After completing the shifts in lieu of annual leave, complete a Conversion of annual leave to consolidated leave form (available on Station Portal) and submit it with your timesheet.
7.3 Your Station Commander/supervisor and Duty Commander/Manager will verify your attendance for the shifts claimed as consolidated leave and forward the form with the timesheet.
7.4 The consolidated leave will be credited to your balance in the Human Resources system when the data from the timesheet is entered.
Note: Information on your annual and consolidated leave balances appears on your payslip and on the Electronic Self Service system on the Intranet.
8. Trial period
8.1 The trial will begin on 1 January 2007 and continue for the full 64 week cycle of the annual leave roster. It will be reviewed after 12 months of operation.
8.2 The B3-D3 annual leave group starting on 5 January 2007 will be the first group to have access to the trial arrangement.
Contact Officer: Acting Chief Superintendent Marcus Baker, Acting Assistant Director Operational Personnel, (02) 9265 2869
File Reference: CHO/09317
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Flexible annual leave for Operational Support Levels 1 to 3
1. Introduction
The Commissioner and the NSW Fire Brigade Employee’s Union have agreed to trial making flexible annual leave available to employees in Operational Support Level 1, 2 or 3 positions classified as Category B or C (see Relieving categories for Operational Support positions posted in the Human Resources section of the Intranet).
The aim of the trial is to give these employees more flexible access to their annual leave entitlement to enhance their quality of life and the smooth running of the sections to which they are attached.
2. Eligibility
Any employee in an Operational Support Level 1, 2 or 3 position classified as Category B or C may elect to participate in the trial.
3. Trial period
The trial period will start on 1 January 2007 and continue for 64 calendar weeks. It will be reviewed after 12 months of operation.
4. Conditions
Employees who have elected to participate in the trial can take annual leave at any time of the year, in any amount, subject to the following conditions:
4.1 You must take at least two continuous weeks annual leave every 12 months, except by agreement with the Commissioner in special circumstances.
4.2 Annual leave will not be granted for any period of less than one hour and for periods of 30 minutes thereafter.
4.3 Annual leave can be taken at any time, subject to approval by your manager (see Section 6, Delegations, below). To submit an application, use the Application for annual leave Operational Support Levels 1-3 form available on Station Portal.
4.4 An unsuccessful application for annual leave can be reviewed using the grievance procedures.
4.5 If you are on full pay, your annual leave will accrue at the rate of 273.78 hours a year. You can accrue up to 410 hours of annual leave.
4.6 After taking your wishes into account, the Commissioner may direct you to take annual leave at a time convenient to the NSWFB. In this case, the Commissioner must give you one month’s notice.
5. Managing flexible annual leave
Managers need to maintain an annual leave roster for Operational Support staff in their area of responsibility. Employees who elect to participate in this trial will no longer be allocated to an annual leave group.
Operational Personnel will send managers a quarterly report on trial participants’ annual leave balances.
Managers must report annual leave arrangements to Operational Personnel biannually. The report must include leave taken in the past six months and projected leave for the next six months for all participants under their supervision.
The policy on Relief arrangements for Operational Support positions on page 2 should be considered before approving leave.
Managers must make every practicable effort to approve leave to the extent that the operational requirements of the NSWFB permit.
6. Delegations
The following delegation for approving flexible annual leave has been added to the Delegations Manual:
3.20.2.3 / to approve annual leave in accordance with In Orders 2006/8, Flexible annual leave for Operational Support Levels 1-3 / Assistant Director FleetCoordinator Corporate Risk Management
Duty Commanders
Equipment Development Officer
Manager Breathing Apparatus and Hazardous Materials Response Unit
Manager Capability Training
Manager Community Risk Management
Manager ComSafe
Manager Counter-Terrorism and Aviation
Manager Fire Investigation and Research Unit
Manager Fire Safety
Manager Operational Communication Centres
Manager Operational Information Service
Manager Operational Personnel
Manager Operational Policy and Procedures
Manager Operational Readiness
Manager Operations Research
Manager Professional Development Unit
Manager Recruit Training
Managers Training
State Operations Liaison Officer
Contact Officer: Acting Chief Superintendent Marcus Baker, Acting Assistant Director Operational Personnel, (02) 9265 2869
File Reference: CHO/09318
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Part Time roster
The NSWFB and FBEU have agreed to trial a Part Time Roster for permanent firefighters in the gSa who have bona fide carers’ responsibilities. These firefighters will operate as Relieving Firefighters in line with Clause 12 of the Crown Employees (NSW Fire Brigades Firefighting Staff) Award 2005.
The Part Time Roster will work on a two week basis (two separate platoons, K and L) whereby participants with carers’ responsibilities will work as follows:
K Platoon
Week 1 Saturday 0800 -1800 hrs
Sunday 0800 -1800 hrs
Week 2 Friday 1800 – 0800 hrs
Saturday 1800 – 0800 hrs
L Platoon
Week 1 Friday 1800 – 0800 hrs
Saturday 1800 – 0800 hrs
Week 2 Saturday 0800 -1800 hrs
Sunday 0800 -1800 hrs
There will be eight positions initially offered on a trial basis to those participants eligible for consideration as a person with carers’ responsibilities, as defined in Clause 22.1.3. of the Crown Employees (NSW Fire Brigades Firefighting Staff) Award 2005. In the event that there are more than eight bona fide applicants, then the participants will be selected by ballot.
Leave for participants will be accrued on a pro rata basis. Any participant working this Part Time roster may elect to return to their previous full time roster during this trial, so long as they provide 28 days notice.
This Part Time roster will commence in January 2007.
Firefighters interested in obtaining more information should register their interest with Operational Personnel on (02) 9265 2875 to attend an information seminar to be scheduled in the near future.
Expressions of Interest, by way of Brigade report, with supporting documentation, should be forwarded to Manager Operational Personnel, NSW Fire Brigades, PO Box A249, Sydney South NSW 1232. Applications close on 19 January 2007.
Contact Officer: Acting Chief Superintendent Marcus Baker, Acting Assistant Director Operational Personnel, (02) 9265 2869
File Reference: CHO/08596
Loss of motor vehicle driver’s licence
This instruction rescinds In Order 2006/1 headed Loss of motor vehicle driver’s licence.
1. Application
This policy applies to any NSWFB employee who is disqualified from driving by order of a Court or whose motor vehicle driver’s licence:
· expires for any reason; or
· is suspended or cancelled by the Roads and Traffic Authority; or
· is suspended by the Police.
2. What to do if you lose your licence
If you are an operational firefighter or other NSWFB employee who requires a licence to perform your duties and you lose your licence, you must immediately submit a report to the Commissioner through the chain of command detailing:
· the circumstances of becoming unlicensed, suspended, cancelled or disqualified and
· the period of loss of licence.
If you lost your licence due to a conviction for having the prescribed blood alcohol content or an excessive loss of points, providing it is a first offence and there are no other complications, disciplinary proceedings will not be initiated against you.
3. Drivers of NSWFB vehicles must be licensed
You must not drive any NSWFB vehicle or vehicle hired or leased by the NSWFB if you do not have a licence or if your licence has been suspended or cancelled or if you have been disqualified from driving.
Note: Driving without a licence is a criminal offence.
If the NSWFB becomes aware that a NSWFB employee is driving without a licence, the matter will be referred to the Professional Standards and Conduct Officer who will report the matter to the Police.