Appendix: Status of year 5 actions as at 30 June 2025

Go to:

• Action 1.3
• Action 1.4
• Action 1.6

Action 1.3

Progress summary

CFA Pocketbook

The CFA Pocketbook app gives members easy access to critical operational and procedural information in a digital format. An important feature of the app is that it can be used when no internet connection is available. The application was soft launched in September 2024 to more than 700 CFA members, followed by a full launch in November 2024.

The CFA Pocketbook is available for download via the Google Play Store and Apple iOS Store, with QR codes and access links provided to members. As at 30 June 2025, the Pocketbook app had been downloaded 6,467 times.

Fire and Incident Reporting System release 3

FIRS release 3 was launched in November 2024 and includes enhancements to the system’s administration and configuration. This functionality provides the ability for brigades to report activity related to planned burns taking place across the state in an online mode. FIRS online allows brigades to access the system on their mobile phone, tablet or PC via the CFA’s Members Online portal.

Volunteer Recruitment Hub release 4

The Volunteer Recruitment Hub release 4 introduces enhancements to streamline the volunteer onboarding process and enhance recruitment efforts. Version 4.2 of the system was released in October 2024. A current review of volunteer recruitment and onboarding will inform ongoing improvements to these processes including the next priority system enhancements for the Volunteer Recruitment Hub.

Digital Stores Project

The CFA’s Digital Stores functionality is being delivered as part of the CFA’s upgrade to its financial system. The project involves developing a digital procurement tool that provides an end-to-end electronic ordering system for brigades, districts and other users to efficiently manage and order supplies with accurate information on supply availability and estimated delivery times.

FSIM’s findings

Action 1.3 is completed. We have seen the acquittal report for this action and are satisfied that CFA has completed the action’s deliverables, noting that the supply of workwear for volunteers has transitioned to BAU and that Digital Stores will be continually improved over time.

We understand that Digital Stores is being made available to all volunteers through 2 separate releases.
Release 1 (14 July 2025) enabled volunteers to place orders for structural personal protective clothing and workwear, while release 2 will extend the functionality such as the facility to manage brigade purchase orders.

Action 1.4

Progress summary

The Crew and Strike Team Leader courses are designed to increase participants’ leadership skills and confidence in challenging environments.

The new Strike Team Leader courses started in November 2024 to strengthen volunteer capability ahead of the 2024–25 fire season. The Crew Leader Course began in January 2025 via the CFA’s learning hub.

As at 30 June 2025, 395 crew leaders and 59 strike team leaders have completed the training.

FSIM’s findings

Action 1.4 is completed. We have seen the acquittal report for this action and are satisfied that the CFA has completed the deliverable.

Action 1.6

Progress summary

Review and update the CFA’s GFF training program

The CFA began delivering GFF version 2 training in October 2024. The updated training incorporates digital assessments and online modules, providing greater flexibility and accessibility for members.

For business continuity, the CFA continued to deliver the GFF version 1 training until March 2025, ensuring continuity for all members who had started the previous version.

As at 30 June 2025, 1,262 members completed the GFF training (versions 1 and 2).

FSIM’s findings

Action 1.6 is completed. We have seen the acquittal report for this action and are satisfied that the CFA has completed the action’s deliverables.

Go to:

• Action 3.2
• Action 3.3
• Action 3.8
• Action 3.9
• Action 3.12

Action 3.2

Progress summary

Contracts in place for the delivery of 50 replacement appliances

This deliverable is completed. In the first quarter of 2024–25, the CFA received 13 heavy tankers, completing the delivery of 48 heavy tankers and 2 crew cab light tankers under the Tanker Replacement Project.

Contracts in place for the delivery of replacement fire stations funded through this investment

Of the 16 stations in the program, 8 are completed and operating. In the 2024–25 financial year, construction was completed on the Golden Square¹ and Natte Yallock Fire Stations.²

Contracts are in place for the remaining builds and are under the management of the Community Safety Building Authority. The delivery of replacement fire stations under this action will be progressed by the CFA and Community Safety Building Authority as part of BAU activities.

FSIM’s findings

Action 3.2 is completed. We have seen the acquittal report for this action and are satisfied that CFA has completed the action’s deliverables, noting this refers to contracts in place for the replacement stations and not station completion.

Action 3.3

Progress summary

In the 2024–25 reporting period, there was one remaining deliverable to be completed under action 3.3: Allocation Statement 4B.

Allocation Statement 4B

During this reporting period, the CFA drafted Allocation Statement 4B to facilitate the transfer of remaining assets in co-located stations from the CFA to FRV. The completion date for this deliverable was extended from December 2024 to 30 June 2025 to give both agencies more time to resolve issues relating to shared spaces and confirming which property and assets should be transferred from the CFA to FRV.

We understand that sub-schedules for Dandenong, Melton and South Warrandyte are yet to be finalised, and additional allocation statements will be made to manage any outstanding assets.

FSIM’s findings

Action 3.3 is partially completed. We have seen the CFA’s acquittal report and understand that progress on Allocation Statement 4B will be transitioned to BAU.

Action 3.8

Progress summary

CFA to confirm RTO requirements and obligations

The CFA and FRV reported to us that this deliverable is complete. We have sighted evidence of 2 pieces correspondence from the CFA to FRV confirming its RTO requirements and obligations.

FRV to complete gap analysis

This deliverable was progressed by the CFA and FRV through the FSOC Training Subcommittee. A plan was developed, outlining the CFA’s and FRV’s roles and responsibilities to:

• deliver a gap analysis to ensure seconded instructors meet the VRQA’s standards for the CFA’s RTO
• identify agreed options to address these gaps.

We have viewed FRV’s gap analysis and observed that while it did consider trainer and assessor qualifications and identified there were no gaps from that perspective, it did not address the Child Safe Standards.

The CFA disputes FRV’s findings in the gap analysis, contending that the conclusion does not address FRV secondees to the CFA, which risks the CFA’s compliance with VRQA standards. We note both agencies acknowledge and support the Working with Children Check (WWCC) requirement for instructors in contact with children and young people under the age of 18 years and that work to progress the WWCC requirement is being addressed through the Joint Secondment Workforce Advisory Group (JSWAG) under action 5.1.

While a gap analysis was completed by FRV, the contest on the findings prevented ‘agreed options’ to be developed, which was the second part of this deliverable.

FRV to develop a roadmap to meet requirements

The final deliverable for action 3.8 involved FRV producing a roadmap to support the agencies to meet the requirements found through the preceding gap analysis.

We viewed the roadmap developed by FRV, which was from the standpoint of continuous improvement. FRV’s roadmap included a range of important RTO areas such as:

• instructor capability
• instructor supply and demand
• vocational education and training (VET) skills maintenance and professional development for instructors
• third-party agreements and the independent validation of such processes
• continuous improvement oversight responsibilities.

However, addressing Child Safe Standards were not part of the roadmap.

FSIM’s findings

Action 3.8 is partially completed. We have viewed each agency’s acquittal report for this action and note progression of this action will transition to BAU. The CFA/FRV Heads of Agency Steering Committee (HoA) will retain ongoing oversight of the work, with any strategic issues escalated to the Fire Services Reform Strategic Executive Committee (FSRSEC).

The CFA’s RTO obligations are regulated by the VRQA. RTOs are required to comply with both the guidelines for VET providers and the Australian Quality Training Framework Essential Conditions and Standards for Continuing Registration (AQTF Standards). The guidelines were developed with reference to several regulatory standards for RTOs in Victoria, including the AQTF Standards.

Although not an exhaustive list of RTO obligations, we consider the following pertinent to the secondment arrangement of instructors between the agencies.

Although we found that the first 2 deliverables were completed, we note the gap analysis did not fully accommodate the CFA’s RTO obligations for FRV secondees delivering training and assessment services within the CFA’s training environment.

We understand that the UFU does not support the introduction of WWCC as a mandatory role requirement for all FRV personnel seconded to the CFA. However, it is unequivocal that, as a minimum, VRQA requires all RTOs that deliver training to anyone under 18 years of age comply with the Child Safe Standards. Specifically, Child Safe Standard 6.2 states that an organisation must ensure relevant staff and volunteers have a current WWCC or equivalent background checks.

Notwithstanding, we have been advised that the CFA and FRV collaborated to develop a process for managing FRV secondees to the CFA who do not hold a valid WWCC. The agencies recommended that in such a situation, a panel of representatives from the CFA and FRV will review the secondment role to determine if modifications can be made to mitigate any risks for children and young people at the CFA or in the community. The agencies recommended that if the role cannot be modified, the secondee must return to their substantive role or be allocated alternative FRV duties.

We acknowledge that this issue is being addressed more broadly across all secondee roles under action 5.1 and encourage the fire agencies to continue working together closely as well as with other stakeholders including DJCS and the Commission for Children and Young People to resolve outstanding issues.

Action 3.9

Progress summary

Joint statement on complementary fire services

The FSIM commented in the 2023–24 annual report that it was satisfied the CFA and FRV had a shared understanding of the definition and principles of complementary fire services and were using it to guide joint decision-making at the HoA and FSOC. This finding was based on the development of a joint statement on complementary fire services that was provided to the FSIM and in completion of this deliverable.

Fire Services Reform Doctrine Framework

As noted in our 2023–24 annual report, the CFA and FRV developed a Fire Services Reform Doctrine Framework (FSRDF) to support the operationalisation of the agreements being developed under action 3.9. The HoA endorsed the FSRDF during the previous reporting period, which enabled the schedules that underpinned SLDAs to be transitioned to service delivery plans (SDPs).

This action deliverable required the CFA and FRV to communicate the FSRDF in its respective agencies. As noted in FSIM’s year 4 report, the CFA did this in April 2024 and we have seen evidence that FRV also communicated the framework to staff involved in developing the SDPs. We understand a joint communication between FRV and the CFA is being prepared to share the framework with the workforces of both agencies.

Service delivery plans

The table below lists the status of the 11 SDPs as at 30 June 2025.

We understand work has progressed on the SDPs for fire services communication controllers, structural fire safety and the use of Victorian Emergency Management Training Centre campuses since the reporting period ended, bringing these plans closer to execution.

Specialist Instructors SDP

Since the last reporting period, the CFA and FRV agreed that a secondment arrangement for 3 specialist response instructors, provided at no cost to the CFA, would better address their needs and eliminate the need for an SDP for specialist instructing services. This option would also assist with addressing the complex RTO requirements FRV employees must meet to provide this service to the CFA.

We have viewed evidence provided by FRV that the Operations Consultative Committee considered this proposal in April 2025 and that it has since been referred to a subcommittee to progress.

Dangerous Goods and Land Use Planning SDPs

During this reporting period, the agencies could not resolve how dangerous goods and land use planning services should be delivered in country areas of Victoria (CAoV), which inhibited progress on these SDPs.

The Victorian Planning Provisions prevent the CFA from delegating functions and powers to FRV to process dangerous goods applications.

In relation to land use planning, the initial intent (as outlined in the SLDA) was for the CFA to retain the function within the CAoV and in FRV districts where referrals occurred within a bushfire management overlay. As a result of transferring primary resources (fire safety officers) to FRV in July 2020, an interim arrangement for FRV to undertake administrative and ancillary work on behalf of the CFA was agreed between the agencies. The CFA has a quality assurance role and final sign-off because, by law, the function and liability remain with the CFA.

The agencies will continue to progress this work after the reform period. We are satisfied the current governance arrangements will monitor the service delivery impacts of these SDPs being finalised during 2025–26. We encourage the CFA and FRV to document the current service delivery models for dangerous goods and land use planning to manage workforce impacts and update these plans as the SDPs are developed.

Structural Fire Safety SDP

The Structural Fire Safety SDP is near completion, with agencies close to reaching in-principle agreement. The SDP will then be provided to FRV’s industrial partner for consultation.

Secondment guidelines

As noted in our 2023–24 annual report, the HoA also agreed to develop 6 secondment guidelines (previously referred to as supplementary instruments) to support the operationalisation of the Secondment Agreement. These secondment guidelines are:

• Additional Secondment Positions (already completed as a supplementary instrument)
• Authorisation of Expense Claims (already completed as a supplementary instrument)
• Relief Management
• Dispute and Grievance Management
• OHS Reporting and WorkSafe
• Professional Development.

During this reporting period, we saw evidence that the Operational Consultative Committee endorsed all 6 secondment guidelines, enabling their finalisation and readiness for execution, which was approved by the agencies at the HoA on 23 June 2025.

FSIM’s findings

Action 3.9 is partially completed. We have viewed each agency’s acquittal report for this action and note that outstanding SDPs will be transitioned to BAU activities.

Action 3.12

Progress summary

Develop and execute an Information Sharing MoU for ongoing corporate support arrangements

The Information Sharing MoU for ongoing corporate support arrangements was noted by FRV’s Consultative Committee and executed by the CFA and FRV on 25 October 2024. We have viewed the MoU and agree this deliverable has been acquitted.

Prepare and agree to station sub-schedules and maps for outstanding co-located brigades

The station sub-schedules and maps for Dandenong, Melton and South Warrandyte were not finalised during the previous reporting period because of outstanding issues relating to shared spaces. Since July 2024, drafts of station sub-schedules and maps have been developed for all stations, with progress on these documents to continue after 30 June 2025.

FSIM’s findings

Action 3.12 is partially completed. We have viewed each agency’s acquittal report for this action and note that at the time of acquittal, the sub-schedules for Dandenong, Melton and South Warrandyte will be transitioned to BAU.

Go to:

• Action 4.2
• Action 4.3
• Action 4.6
• Action 4.9

Action 4.2

Progress summary

The purpose of the Firefighters Registration Scheme is to support the secondment arrangements outlined in the Fire Rescue Victoria Act by establishing criteria and processes to enable the secondment of staff between the CFA and FRV.

Building on the extensive consultation conducted in 2023–24 with FRV, Emergency Management Victoria and the CFA, in November 2024 the FRB developed professional competencies and the evidentiary threshold required to assess applicants. Along with a documented registration process, these steps acquitted deliverables 1, 2 and 3.

The FRB notified us that the registration scheme was formally launched in early December 2024, which acquitted deliverable 4, and that they had received 3 applications for inclusion on the Firefighters Register, of which 2 were assessed during the same period. The third application was received in June 2025 and assessed after 30 June 2025.

FSIM’s findings

Action 4.2 is completed. We have seen the acquittal report for this action and are satisfied that FRB has completed the action’s deliverables. We note the work of the FRB and that the administration of the scheme is now operating as BAU.

Action 4.3

Progress summary

Deliver the Wildfire Respiratory Protection Trial

The Wildfire Respiratory Protection Trial was completed in quarter 3 of 2024–25. Volunteer responses to the evaluation of the new equipment options trialled were included in a detailed report, which influenced the procurement approach.

The CFA has confirmed to us that the new masks resulting from this trial have been used in fire response situations.

Deliver the Wildfire PPC Project

In this reporting period, 12,699 residual New Generation Wildfire PPC sets were delivered to members, which completed the deliverable of manufacturing 24,000 PPC sets for distribution to volunteers by June 2025. The CFA has indicated that distributing wildfire PPC to its members has transitioned to BAU.

Deliver the Safety Compliance Program

The CFA advised us that the SCP is completed and has transitioned to BAU. Since inception, more than 2,900 members from 620 brigades have had Low Voltage Fuse Removal training, and more than 900 members from 138 brigades have had Safe Work at Heights training.

FSIM’s findings

Action 4.3 is completed. We have seen the acquittal report for this action and are satisfied that the CFA has acquitted all deliverables.

Action 4.6

Progress summary

Diversity and Inclusion Framework, Strategy and Action Plan

The Diversity and Inclusion Framework, Strategy and Action Plan supports FRV’s commitment to an inclusive workplace. In April 2024 FRV’s Executive Leadership team endorsed the final draft of the framework, which was subsequently presented to the Operations Consultative Committee for noting on 10 July 2024. The deliverable was considered complete following this presentation.

FRV has published its Diversity and Inclusion Framework on its website.

FSIM’s findings

Action 4.6 is completed. FRV formally acquitted this action on 30 September 2024. We have seen the acquittal report for this action and are satisfied that FRV has completed the action’s deliverables.

FRV’s No Ordinary Job firefighting recruitment campaign included targeted initiatives to engage priority diversity groups (Aboriginal and/or Torres Strait Islander peoples and people from culturally and linguistically diverse backgrounds) in 2024. The recruitment drive aimed to fill 240 positions in 8 recruit courses starting training at the FRV Academy from July 2025. FRV has indicated this will continue into future firefighter recruitment campaigns.

FRV has also said that, on advice from Reconciliation Australia and FRV’s Reconciliation Action Plan Implementation Group, it continues to prioritise completing and embedding foundational actions in the Reflect Reconciliation Action Plan 2022–2024⁴(RAP) ahead of developing its next FRV Innovate Reconciliation Action Plan for launch by June 2026.

FRV also completed a review of available data and identified a range of initiatives that seek to increase the attraction and recruitment of Aboriginal and/or Torres Strait Islander peoples as part of the launch and implementation of FRV's RAP. FRV gave us key insights into Aboriginal and Torres Strait Islander Recruitment as at November 2024:

• 1.2% of the total recruit candidate pool (on average) are Aboriginal and/or Torres Strait Islander (79 in 2024).
• 46% of candidates withdrew before sitting the written selection test (in 2024). This includes candidates who had booked and paid but didn’t attend.
• 54% of candidates did not pass the group selection stage (compared with 34% of non–Aboriginal and Torres Strait Islander candidates) in 2024.
• ~1% of recruit firefighter course participants (on average) are Aboriginal and/or Torres Strait Islander.
• Less than 0.5% of FRV employees are Aboriginal and/or Torres Strait Islander.

FRV also gave us its proposed framework for improving employment outcomes for Aboriginal and/or Torres Strait Islander recruitment and retention and advised the framework would be implemented as part of its next recruitment campaign.

FRV reported the following results in quarter 4 of 2024-25 against its Outcomes Framework under outcome
3.2: A diverse and inclusive organisation:⁵

Reconciliation action plan

• 79% of initiatives completed. FRV noted that during 2024–25:
  • The first Aboriginal engagement officer was appointed to support the attraction, recruitment and development of Aboriginal and Torres Strait Islander peoples.
  • The Aboriginal Engagement and Cultural Protocol Guide was launched.
  • Learning sessions were delivered to recognise National Reconciliation Week.

Action 4.9

Progress summary

Ensure recruitment activities are delivered in a way that attracts a diverse range of applicants

FRV’s ‘No Ordinary Job’ campaign was publicly announced on 27 May 2024 through a media release on radio, social media and other FRV channels to encourage firefighter recruitment from diverse groups, including women. In 2024–25, FRV delivered 4 in-person ‘women in firefighting’ attraction workshops, attended by more than 240 women.

FRV ran this recruitment campaign from 1 July 2024 to 8 July 2024. FRV received 4,043 applications, of which 16.6% were from women.

The number of women operational staff in 2024–25 remained at 230 of 4,081 employees (5.6%). This figure covers all women employees on the operational agreement including operational roles that fall outside of the firefighter rank structure (such as instructors, community safety managers and FSCCs).

In terms of women firefighters within the rank structure, as at 30 June 2025 FRV had 221 women firefighters across all ranks. The retention rate of women firefighters across all ranks is 98.5%, and the 12-month turnover rate for operational women reported in FRV’s quarter 4 2024–25 outcome report is 1.44%.

This deliverable is completed.

Commence a review of recruitment procedures and campaign strategies

FRV undertook a review of recruitment procedures and campaign strategies, which concluded in quarter 3 of
2024–25. Findings and recommendations will inform future campaign strategies.

We note that FRV reviewed the impact of the 2024 No Ordinary Job firefighting recruitment campaign⁶ strategies for effectiveness in attracting women and Aboriginal and Torres Strait Islander peoples and people from culturally and linguistically diverse backgrounds. FRV has now surpassed 200 women firefighters. We understand the progress of these women at each recruitment state will be tracked so potential barriers or opportunities can be identified and managed.

We also note that as part of FRV’s Reflect Reconciliation Action Plan, FRV has completed a review of available data and identified a range of initiatives that seek to increase the attraction and recruitment of Aboriginal and Torres Strait Islander peoples. These initiatives will be implemented as part of the 2025 recruitment campaign.

This deliverable is completed.

Introduce Women Support Coordinators (Women’s Support Project) to support the identification and resolution of barriers to increasing the number of women firefighters

We have seen FRV’s Women’s Support Coordinators (Women’s Support Project) poster, which advertised the project in 2020. We understand this project continues to deliver initiatives to promote the attraction, recruitment and retention of women firefighters.

This deliverable is completed.

FSIM’s findings

Action 4.9 is completed. We have seen the acquittal report for this action and are satisfied that FRV has completed the action’s deliverables.

We note that the initiatives FRV delivered to attract, recruit and retain women firefighters will continue under BAU. FRV identified in its Diversity, Equity and Inclusion Strategy 2025–32⁷ and its Gender Equality Action Plan
2022–25⁸ the increasing gender and diversity across all firefighting ranks and corporate and technical roles.

FRV reported the following results in quarter 4 of 2024–25 against its Outcomes Framework under outcome
3.2: A diverse and inclusive organisation:⁹

Women firefighters

• Women firefighter applicants as a proportion of all applicants in 2024–25 remained at 671 applicants (16.6%). FRV noted the steady increase in proportion of women successfully recruited despite the overall number of women applicants decreasing slightly over the years.
• Women firefighter recruits as a proportion of all recruits in 2024–25 increased to 15 recruits (12.5%). FRV noted an increase in overall representation of women as recruit firefighters compared with previous years, though the number of women recruited was slightly less compared with 2023–24 but higher than 2021–22 and 2022–23.
• Successful recruitment and retention of women firefighter recruits in 2024–25 remained at 15 recruits and zero exits after 12 months (100% retention).

Women in leadership roles

• The number of women firefighters in leadership roles increased slightly to 27 (actual number) compared with quarter 4 of 2023–24 due to promoting some women from the position of leading firefighter to station officer during the reporting year.
• The proportion of women in operational leadership roles (as a proportion of all women operational staff) remained at 12.56%.

Women in corporate and technical roles

• The number of women corporate and technical employees in 2024–25 increased to 413 of 798 employees (51.8%).

Go to:

• Action 5.1
• Action 5.2

Action 5.1

Progress summary

CFA Capability Statement

During this reporting period, the CFA provided FRV with the assistant chief fire officer (ACFO) regional commander success profile in September 2024 and the ACFO community safety manager success profile in November 2024. These formed part of the periodic updates to its CFA Capability Statement, which was originally provided to FRV in 2022. We understand FRV still requires extra capability and capacity data from the CFA but that the information provided in September and November 2024 was sufficient to consider this deliverable completed.

FRV advised us that it has 2 areas of concern in the CFA’s Capability Statement. The first was the alignment of required skills for instructors against the current instructor position descriptions. The second was the overall quantity (capacity) of incident management team (IMT) roles required by the CFA.

IMT roles are not mandatory and are entered into voluntarily. Agencies cannot enforce the requirements to undertake training in an IMT role, with both agencies having agreed the overall capacity of IMT roles was aspirational in number given the long lead time to get people through the IMT pathway and accredited as incident controllers at the different levels.

Gaps and options to address these gaps are identified

FRV reviewed the CFA Capability Statement and developed the draft roadmap for the CFA to comment on. We note that both agencies agree the gap analysis has been drafted, but there is a difference in opinion on the findings. Both agencies acknowledge more work is required.

FRV to establish a roadmap to incorporate the capability and capacity requirements in line with the CFA Capability Statement of the seconded workforce into workforce planning

During quarter 3, FRV drafted a roadmap. We saw evidence where FRV proposed the gap analysis and roadmap initially focused on technical skills and training requirements, with a second phase of roadmap development to occur on the soft skills requirements outlined in the CFA Capability Statement.

Working with Children Checks

The issue of child safety requirements for FRV employees seconded to the CFA has progressed during this reporting period. In January 2025 the HoA agreed that the WWCC working group would report through JSWAG, and 2 updates have been provided to the HoA. Progress has included FRV’s Executive Leadership team approving the WWCC requirement, child safety statement and training and induction in November 2024 and tabling these documents at FRV’s Operational Consultative Committee in December 2024.

FRV and the CFA worked together to develop a process for managing FRV secondees to the CFA who cannot get a WWCC. The agencies recommended that when this situation occurs, a panel of representatives from FRV and the CFA will review the secondment role to determine if modifications can be made to mitigate any risks for children and young people at the CFA or in the community. The agencies recommended that if the role cannot be modified, the secondee must return to their substantive role or be allocated alternative FRV duties.

We understand that the UFU does not support introducing the WWCC as a mandatory role requirement for all FRV secondees to the CFA and note that FRV is progressing a dispute with the UFU on this matter through the Fair Work Commission.

FSIM’s findings

Action 5.1 is completed. We have viewed each agency’s acquittal report for this action and note progression of this action will transition to BAU. We are cognisant of the keen intersection between actions 5.1 and 3.8, and expect the continuing work of this action under BAU to address the specific areas of concern regarding seconded instructors under action 3.8. The HoA will retain ongoing oversight of the work, with any strategic issues escalated to FSRSEC.

Action 5.2

Progress summary

The DJCS-led review was compiled to inform future government investment decisions for the long-term financial sustainability of the CFA and FRV.

In 2024–25 the CFA and FRV both completed internal reviews of their agencies to identify any gaps in their service delivery functions. Coordinated by DJCS, the CFA and FRV undertook the detailed work in 2023–24, and the review reports were completed in October 2024, acquitting the first 2 deliverables for this action.

DJCS prepared a report for the FSIM on action 5.2 that incorporated the CFA and FRV analysis, information and advice from deliverables 1 and 2. DJCS will continue to work with fire services agencies on matters where required, while the FSRSEC and the governance bodies of the CFA and FRV will remain engaged in reform-related matters connected to the findings of the review.

FSIM’s findings

Action 5.2 is completed. DJCS, with input from the CFA and FRV, has formally acquitted this action. We have seen the acquittal report for this action and are satisfied that DJCS has completed the action’s deliverables.