Candidates will have the opportunity to join an engagement forum hosted by Andrew Hopkinson, our Chief Fire Officer and Senior Management Team to discuss what we have to offer.
Candidates successful at shortlist will be invited to attend a progressive Middle Manager selection process. This will include an assessment stage, an interview stage.
- the Station Manager gateway will include a written case study exercise, and a generic Station Manager interview
- the Group Manager gateway will include psychometric assessments, a written report, generic Group Manager panel interview with presentation (questions may also be informed by the psychometric exercise outcome).
Successful applicants will be required to successfully complete an Incident Command assessment - L2 for entry to the Station Manager talent pool, and L3 for entry to the Group Manager talent pool, prior to appointment. Internal applicants holding a valid Incident Command Level 2 or Level 3 Skills Certificate will not be required to retake this element as part of the gateway process, however will be expected to maintain their revalidation.
Applicants will be offered the option to indicate on their application form whether they would like to be considered for an accelerated pathway. (This may, subject to their performance at the gateway, enable them to be offered additional development opportunities on appointment to a Station Manager or Group Manager role, and the option to undertake the assessments leading to entry to the next level up talent pool within 12 months).
Successful applicants at the gateway process will enter a talent pool, eligible for consideration for Station or Group Manager posts, as applicable, as they arise. The pool will remain live for 12-18 months. They will be required to serve at any location in the Service, and to gain pre-employment clearances, including a Disclosure and Barring Service (DBS) clearance and pass a Service Medical and Fitness Test before appointment will be offered.
Successful applicants will be required to undertake a probationary period of 6 months and those successful on promotion will also be required to satisfactorily complete the Station Manager or Group Manager Development Programme, as applicable.
Unsuccessful applicants will be offered detailed feedback, and internal candidates will agree a development plan with their line manager.
Bedfordshire Fire and Rescue Service is an equal opportunities employer and welcomes applications from all sections of the community.
Bedfordshire Fire and Rescue Service’s recruitment and selection procedures reflect our commitment to safeguarding and promoting the welfare of Adults, Children and Young People and all staff and volunteers are expected to share this commitment.
Please note: Dates may be subject to change.
All potential candidates will be presented with the opportunity to participate in an engagement forum, providing individuals with a better understanding of Bedfordshire Fire and Rescue service. This will be conducted via TEAMS and hosted by Chief Fire Officer Andrew Hopkinson and Principal Officers.
(Whilst we highly recommend attendance, there is no requirement to participate).
This represents the gateway for progression to the formal selection process. A shortlist process will be undertaken.
Assessment and Interview Stage
Assessment and Interview Stage
The Station Manager Assessment stage will incorporate a case study. This is a written exercise, based on the operational and managerial responsibilities of a Station Manager post. It lasts approximately 1 hour. Candidates will be given background information in advance, and this element is assessed against the NFCC Leadership Framework.
The Group Manger Assessment stage incorporates a psychometric assessment, and applicants will be required to complete a written report, tailored to a suitable audience. It is assessed against the NFCC Leadership Framework and consideration also given to structure, analysis and subject understanding.
The interview element of the gateway will assess ability to perform the roles/responsibilities undertaken by SM or GM as applicable. The interview process will also explore strengths, leadership qualities and professional style. Interview questions may vary from competency based around past experience and the NFCC Leadership Framework to strengths based style questions. Candidates will also be required to give a brief presentation on a topical theme, given in advance.
The GM interview process may also be informed by the psychometric assessment outcome.
A moderation panel will meet following completion of this stage.
Incident Command Level Assessment (Level 2 or Level 3)
This exercise will be a practical simulation exercise, assessing incident command skills at Level 2 for entry to the SM Talent Pool, and Level 3 for entry to the GM Talent Pool.
(Internal applicants holding a valid pass at the relevant L2 or L3 assessment will not be required to retake this element as part of the gateway process.)