Exploration of NHS Mental Health Fire-Wardens knowledge, attitudes, and behaviours, including, their supervisors’ attitudes, behaviour and positivity levels towards Fire-Wardens.

Background: The risks to life from a fire in a Mental Health NHS Trust are three times more likely to happen due to the nature and risk profile of the Inpatients. This will/may cause concern to staff, Inpatients, and their respective families. Positive, and well developed fire safety arrangements greatly reduce the risk of fire and fire spread, however, these must be supported by effective Supervisors/Managers, and well trained competent Fire Wardens.Legal requirement (Fire): There is a requirement under law, predominantly: ‘Article 15 of The Regulatory Reform (Fire Safety) Order 2005 ((RR (FS) O 2005))’; stating… “Procedures for serious and imminent danger and for danger areas: Article 15.—(1)”: [In part]… “The responsible person must — (a) establish and, where necessary, give effect to appropriate procedures, including safety drills”, and… “(b) nominate a sufficient number of competent persons to implement those procedures”. The need for communication and strong directional leadership at all levels is vital. A ‘can do’ attitude, and positive behavioural conduct is a necessity, and will drive robust fire safety arrangements.Aims and objectives: This research assesses the legal requirements for fire safe-sites to be managed, including the competency and knowledge of Fire Wardens and their attitudes and behaviours within an NHS Mental Health Trust. It also explores why it is difficult to recruit, train, and maintain the competence of Fire Wardens and, how this may affect the sites’ fire safety arrangements. Furthermore, it assesses the Supervisors/Managers attitudes and behaviours on-site, and their constructive positivity levels towards the Fire Wardens, including, how good communication and strong leadership has a direct impact on site safety. Study design and methods: A ‘Mixed-Methods Approach’, was utilised incorporating the Health and Safety Executives’ (HSE) ‘Plan, Do, Check and Act’ (PDCA) approach, to give the research structure. Data collection was conducted on: (N) 10 inpatient Mental Health sites to review the role of Fire Wardens and their impact on safe-sites. Non-random convenience sampling was used for the study groups (n) 2 comprising of: 2 Fire Wardens and 1 Supervisor/Manager per site. Fire Warden competency, knowledge, attitudes and behaviours, and Supervisors/Managers’ positivity, attitudes and behaviours towards the role of Fire Warden were explored, using semi-structured interviews over a period of 5 weeks.Data was collected, categorised and then analysed. Any objectives utilised must always adhere to; ‘Specific, Measured, Achievable, Realistic/Relevant and Time-bound’ (SMART) working methods whenever possible, in all processes, creating efficiency and brevity.Findings/results: The findings demonstrated a ‘Combined Operational and Administrative knowledge’ score for Fire Wardens of 78.85% with a ‘Combined attitudes and behaviours’ score of 76.75%. The ‘Positivity and Constructiveness’ scoring for Supervisors/Managers relating to; recruitment, retention, maintenance of Fire Wardens competence was 62.20%. The ‘Supervisors/Managers Combined Attitudes and Behaviours’ scored 68%, a significant 8.75% difference between Supervisor/Managers and Fire Wardens, as the Fire Wardens ‘Combined Attitudes and Behaviours’ scored 76.75%. Benchmarking high performing sites, performing Supervisors/Managers, and Fire Wardens can be utilised and maximised as a leading indicator, and an investigation to obtain ‘best practice’ optimised to drive safer sites.Practical implications: All recommendations will be presented to the Trust and will inform on; recruitment, competence and retention of Fire Wardens, with the aim of increasing the effectiveness and impact of the role, improving site safety overall.