You showed some evidence of looking for opportunities to develop people and promote a learning culture.
You mentioned ‘developing out reach and experience’ and ‘Learning from the pilot could then be utilised and shared to develop the idea further’ but there was scope to address more explicitly the continuous learning and development of your team, in relation to the opportunities presented by this scenario. You referred to mentoring and support for community groups, and the opportunity to gain from new experiences, but might also have considered the benefits of this when applied to FRS staff.
You demonstrated significant evidence of setting clear work and objectives.
You were clear on your plan and aims e.g. ‘establish a 12 month pilot programme of a tri or bi-service type blue light partnership to support the aims of the Forum’. ‘This Project would provide short term, tangible work related placements and other experiences for the young people they work with.’ You recognised the value of establishing performance expectations ‘Establishing early “ground rules” for participation’. Consider how you might apply the same approach to working with your team.
You provided limited evidence of devolving responsibility for work.
You implied sharing responsibility e.g. ‘I know there are a number of station based staff with youth working/sports coaching type skills who have expressed an interest in wider community engagement’, ‘Open out initially to volunteers (some have already expressed an interest)’ but there was scope to define more explicitly how you would empower your team to maximise their contribution and sense of involvement.