As we know, this is a framework for how leadership needs to look for the FRS to evolve and succeed. The LQs support the NFCC National People Strategy, which offers an encouraging vision for the future for the Service. Some FRS’s are already in the process of implementing this framework; however, as the processes underpinned by the previously used competency framework (the PQAs) were built up over decades, this transition isn’t going to happen overnight. Although many in the FRS are in agreement about the overdue retirement of the PQAs, familiarisation with their replacement is still in its infancy.
So, what does all this mean to you? Well, that depends on where you sit. Whether you are a Firefighter hopeful, a candidate for promotion, an appraiser or appraisee, a trainer or trainee, a line manager, an HR professional, or wear several ‘hats’, now is the time to know more about the LQs. Behavioural performance frameworks are the backbone of recruitment, promotion and appraisal activity, so if they aren’t reflecting what the FRS needs today, it’s harder for everyone to do a good job and the organisation to develop according to its vision.
At VCA Ltd we are in the unique position of having spent the last 18 months using the LQ framework to design a new online promotion system for assessing firefighters from Crew to Area Manager (the “Career Progression Gateway”). We’re well-placed to contribute to the conversation about what works; key behind-the-scenes factors; and what Services and individuals alike can do to use, and benefit, from them.