Key Documents

Public Safety Plan 2015-2020

The Public Safety Plan 2015-20 is the blueprint for the way Buckinghamshire Fire & Rescue Service will work over the next five years. It was given unanimous approval by Buckinghamshire & Milton Keynes Fire Authority in December 2014.


Corporate Plan 2015-2020

The 2015-20 Corporate Plan, which was given a mid-term review and refresh in 2017, sets out how we intend to equip and develop our organisation and its people to meet the challenges that we face over the next five years, in particular the need to reshape our service as envisaged in our 2015-20 Public Safety Plan to: 

  • Reflect the significant changes to demand and risk in the community that have occurred over recent years.
  • Reduce our operating costs in line with the reductions in government funding anticipated in our Medium Term Financial Plan.

Fire Peer Challenge Report, 2014

Report capturing the outcomes and presenting the key findings from the Local Government Association’s Fire Peer Challenge at Buckinghamshire & Milton Keynes Fire Authority in June 2014.

The Fire Peer Challenge is part of sector-led improvement. It is a voluntary process that is managed by, and delivered for, the sector. It is not a form of sector-led inspection, but is a mechanism to provide fire authorities and chief officers with information that allows them to challenge their operational service delivery to ensure it is efficient, effective and robust.



Gender Pay Gap Report 2018

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 that came into effect in 2017 require public sector organisations employing over 250 staff to carry out gender pay gap reporting. From 30 March 2018, Buckinghamshire & Milton Keynes Fire Authority is required annually to publish six pieces of prescribed data about the pay and bonuses of males and females within the organisation:

1 Mean gender pay gap in hourly pay

Median gender pay gap in hourly pay

3  Mean bonus gender pay gap 

4 Median bonus gender pay gap

5 Proportion of males and females receiving a bonus payment 

6 Proportion of males and females in each pay quartile 

The Authority’s gender pay gap was presented to the Executive Committee on 14 March 2018. The approved report, which includes the six pieces of prescribed data, will be published on the Authority’s website for a period of two years. The six pieces of data are also being made available on the gov.uk website along with all other organisation with over 250 employees.

The Authority’s mean gender pay gap at 19 per cent is broadly in line with the average UK gender pay gap of 18.1 per cent using the Office of National Statistics Data. A key reason for this is the lower representation of females within the operational workforce and at managerial levels. We have been working very hard to ensure that there are no organisational barriers and are actively engaging with all of our staff to provide support and opportunities for all. 

The Authority is committed to working towards attracting, developing and retaining a more diverse workforce and to reduce the gender pay gap further. 


 

 

Public Sector Apprenticeship Target

Public sector bodies with 250 or more staff in England have a target to employ an average of at least 2.3 per cent of their staff as new apprentice starts over the period of 1 April 2017 to 31 March 2021.

This is Buckinghamshire & Milton Keynes Fire Authority's return to the Department for Education covering the year from 1 April 2017 to 31 March 2018.