Strategy & Resources Committee

Members are reminded that they must not participate in the discussion or voting on any matter, in which they have a Disclosable Pecuniary Interest, and should leave the room prior to the commencement of the debate on that matter.

Members are asked to receive any questions, statements or petitions, of which notice has been received, from members of the public.

Members are asked to agree the minutes, attached marked 4, of the Strategy and Resources Committee meeting, held on 22 January 2026, and that they be signed by the Chair as a correct record.

This report, attached marked 5, puts forward a 2025/26 Work Plan for consideration and approval by Members.

This report, attached marked 6, asks Members to consider the Terms of Reference of the Strategy and Resources Committee, following the annual review conducted by officers.

This report, attached marked 7, asks Members to review the Role Descriptions for the Chair and Vice-Chair of the Strategy and Resources Committee.

This report, attached marked 8, outlines Shropshire Fire and Rescue Service’s (SFRS) obligations under the Equality Act 2010 (Gender Pay Information Regulations 2017) and details its annual Gender Pay Gap figures for 2024 and the differences in average earnings between its male and female employees.

This report, attached marked 9, updates Members on progress on the main actions identified in the Equality Scheme Action Plan from March 2024 to February 2025.

This report, attached marked 10, provides Members with an overview of the Service’s Equality Monitoring Statistics and how it uses this data.

This report, attached marked 11, provides Members with an overview of the reasonable adjustments made to support employees in their work roles.

This report, attached marked 12, provides an overview of the Service’s Occupational Health provision, covering both fitness testing, health surveillance, and wider health‑related activities.

This report, attached marked 13, provides an annual overview of misconduct and grievance cases for 2024/2025, meeting the HMICFRS requirement to share anonymised organisational learning. Case levels remain low, with around 2% of staff involved in misconduct and 2.5% raising grievances, but the learning gained continues to highlight important themes around behaviour, communication, policy adherence, and timeliness