Group Manager - Transfer or Promotion Opportunity
Due to the current Group Manager of Employee Resourcing undertaking a long-term secondment, an exciting opportunity has emerged for wholetime Group Managers and competent wholetime Station Managers (seeking promotion) to join one of the UK's leading fire and rescue services.
West Yorkshire Fire and Rescue Service (WYFRS) serves a diverse population of over two million people across nearly 800 square miles. Providing 24/7 fire cover every day of the year, we are dedicated to protecting and serving our communities.
We are an organisation where everyone is encouraged, trusted and supported to play their part in promoting safety and wellbeing across all communities in West Yorkshire. We are looking for candidates who are committed to our vision of making West Yorkshire safer and who demonstrate the NFCC Core Code of Ethics.
What We Offer
- 20% Flexible Duty System (FDS) allowance plus an additional 15% GM duty system allowance.
- Lease car scheme.
- Relocation assistance package (for those relocating from outside of West Yorkshire).
- Access to an employee assistance programme to support wellbeing.
- Training and development to help you grow in your career.
- Sports and social clubs with free use of gym.
We are an equal opportunities employer; we value and celebrate equality, diversity and inclusion. We particularly welcome candidates from communities that are currently under-represented at WYFRS, including women, racially & ethnically diverse appliants and applicants with disabilities. We can offer support and adjustments for candidates and staff who experience barriers to work that result from health conditions or Specific Learning Differences, such as dyslexia.
Applications are welcome from existing UK wholetime Group Managers and competent wholetime Station Managers as a promotion opportunity.
Eligibility
The following criteria must be satisfied to be eligible to apply:
- be a wholetime substantive and competent Station Manager (or above) in a UK Fire and Rescue Service.
- have no current/outstanding development action plans, performance improvement action plans or capability issues related to competency.
- be free of current formal disciplinary awards throughout the entire process.
- been identified as showing potential for promotion as part their Annual Review (AR) with a supporting statement from the Line Manager (Internal only).
For Station Managers on promotion the selection process will comprise of:
- Stage 1 – Identified as showing potential for promotion as part their Annual Review (AR) (Internal Station Managers Only).
- Stage 2 - Completion of an online application form and subsequent shortlisting.
- Stage 3 – Career Progression Gateway.
- Stage 4 - Operational Command Assurance.
- Stage 5 - Presentation and Interview.
- Stage 6 - Pre employment checks.
Stage 2: Application Form
Applicants must complete and submit an online application form using the e-recruitment system which will require them to detail how they meet all the essential criteria for the role.
Applicants should only write a maximum of 250 words for each criterion detailed on the personnel specification.
Shortlisting
Following the closing date, submitted application forms will be forwarded to the Shortlisting Panel for consideration. All applicants will be advised via the e-recruitment system whether or not they have been successfully shortlisted.
Stage 3: Career Progression Gateway
Career Progression Gateway (CPG) is an online assessment that evaluates performance, knowledge, skills and behaviours. Applicants will be assessed and graded (Pass or Fail). The CPG will consist of 2 online exercises:
- The case study exercise
In this timed exercise, applicants receive various pieces of information along with clear task guidelines. They must read the provided information and type their responses, which may include writing an email or article, drafting a proposal and recommendation, or conducting an analysis, strategy, and initiative, all within free text boxes during the allotted time.
- The role-play exercise
Applicants have a set time to read the scenario information before an assessor calls them via video. The role-play begins and is timed from the moment the candidate answers the call.
Stage 4: Operational Command Assurance
Applicants will be assessed and graded (Pass or Fail) against Skills for Justice Advanced Incident Command scoring criteria. However, prior to this assessment taking place, development opportunities will be available for all candidates prior to the assessment taking place.
WYFRS Command Training Team will be hosting a development day on Friday 7th March; applicants will be required to email commandtrainingdepartment@westyorksfire.gov.uk to confirm their attendance. Please note, any attendance on this development session is voluntary.
Stage 5: Interview and presentation
Before the interview begins, applicants will receive a scenario to analyse. They will present their findings and recommendations to the interview panel. After this, a behavioural interview will take place, lasting approximately 45 minutes.
Stage 6: Pre-Employment Checks
All offers of employment will be subject to a skills gap analysis, references, medical, fitness test, Disclosure and Barring and pre-employment checks.
Stage 7: Role suitability process (Pilot)
Post process, an expression of interest exercise for the GM Employee Resourcing role will commence. The successful candidate will be invited, participate and to undergo a pilot process/exercise for the GM Employee Resourcing role.
Merit List
Successful candidates will be held on a successful applicant list in grade/score order and will be offered a promotion development role, as soon as a suitable vacancy arises. This successful applicant list will remain in place until a new promotion process is undertaken. Applicants still on this list will need to reapply and undertake the promotion process again if a new promotion process for that rank is commenced.
- Applications close: Sunday 16th March 2025
- Shortlisting: Week Commencing 17th March 2025
- Online CPG testing: Week Commencing 24th March 2025
- Command Assurance: Week Commencing 31st March 2025
- Interviews: Weeks Commencing 7th April 2025
Applicants must complete and submit an online application form using our e-recruitment system which will require you to detail how you meet all the essential criteria for the role. Click here for Job Description / Person Specification
The closing date for applications will be midnight on Sunday 16th March 2025.
All offers of employment will be subject to a skills gap analysis, references, medical, fitness test, security clearance, DBS checks.
For an informal discussion about this role, please contact:
Director of People and Culture Sonia Pawson
Email: Sonia.pawson@westyorksfire.gov.uk
Tel: 07813727030
DCFO Dave Walton
Email: dave.walton@westyoorksfire.gov.uk
Tel: 01274 682311 Ext: 670766
AM Dave Teggart
Email: dave.teggart@westyorksfire.gov.uk
Tel: 07810354638
Click here for Guidance Document
Click here for Additional Guidance for our new E-recruitment System
All correspondence will usually be sent to your email account registered with the online recruitment system rather than by letter. Please check your email account regularly.
If after reading all of this information, you are interested in applying, please read the documents listed above for more details and click on 'Apply' for the application form.
Please note we do not accept CVs. If you are viewing this vacancy on ‘jobsindeed’ or other external platform, the only way to apply for this vacancy is to visit www.wyfs.co.uk/careers/ and complete the application form via our online Access vacancy system.
We are an equal opportunities employer; we value and celebrate equality, diversity and inclusion. We particularly welcome candidates from communities that are currently under-represented at WYFRS, including women, Black, Asian & Minority Ethnic applicants and applicants with disabilities. We can offer support and adjustments for candidates and staff who experience barriers to work that result from health conditions or Specific Learning Differences, such as dyslexia.
WYFRS is a ‘Real Living Wage’ employer and have been rated ‘good’ by HMICFRS in all areas of our service.
