SO020176 Firefighter Recruitment revised August 2012 by pa7E4jCO

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									                                                               SO 02.01.76
                                                          DECEMBER 2011
                                                    CATEGORY D DOCUMENT


                      WARWICKSHIRE
                 FIRE AND RESCUE SERVICE
                INFORMATION DELIVERY SYSTEM


                   PART No. 02 - ADMINISTRATIVE

                SECTION No. 01 - HUMAN RESOURCES

     No. 76 - FIREFIGHTER RECRUITMENT – POLICY AND PROCEDURE

SUMMARY: This Service Order describes the procedures to be followed for
the recruitment of Firefighters into Warwickshire Fire & Rescue Service.


                             CONTENTS

                                  1.1    Applicability
1.     KEY INFORMATION
                                  1.2    Policy Statement
                                  1.3    Wholetime Recruitment – General
                                         Strategy
                                  1.4    Retained Recruitment – General
                                         Strategy
                                  1.5    The Law And Good Practice In
                                         Recruitment And Selection



                                  2.1    Wholetime Duty System – External
2.     PRIMARY INFORMATION               Recruitment
                                  2.2    Wholetime Duty System – Transfer In
                                  2.3    Wholetime Duty System – Permanent
                                         Transfers From RDS
                                  2.4    Wholetime Duty System – Temporary,
                                         Fixed-Term Contracts
                                  2.5    Recruitment – Retained Duty System
                                  2.6    Wholetime / Retained Working – by
                                         WFRS Firefighters
                                  2.7    Wholetime / Retained Working – by
                                         WDS Firefighters Employed by
                                         Another FRS



                                  3.1    Responsible Person
3.     SUPPORT INFORMATION
                                  3.2    Equality Impact assessment


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             WARWICKSHIRE FIRE AND RESCUE SERVICE
                INFORMATION DELIVERY SYSTEM
                  SERVICE ORDER No. 02.01.76


                     KEY INFORMATION

1.1   APPLICABILITY

      This Service Order applies to the recruitment and selection of all
      firefighters to Warwickshire Fire & Rescue Service (WFRS) – including;
      external recruitment, transfers-in, temporary fixed-term contracts, RDS
      to WDS transfers and WDS / RDS working.


1.2   POLICY STATEMENT

      The Service believes that an effective recruitment and selection system
      is fundamental to achieving a diverse workforce in order to deliver a
      high quality service to the local community. The National Firefighter
      Selection (NFS) process enables the Service to apply a consistent
      approach to the recruitment and selection of firefighters in line with
      national standards.


1.3   WHOLETIME RECRUITMENT – GENERAL STRATEGY

      The strategy relating to the recruitment and filling of firefighter posts on
      the wholetime duty system (WDS) is that posts will be recruited to and
      filled by four different methods;
            External recruitment
            Transfers in – of WDS firefighters from other FRSs
            Permanent transfers from the Retained Duty System
            Temporary, fixed-term contracts – offered to WFRS RDS
             firefighters only

      Utilising the methods above, the general strategy is that the Service will
      determine which method of recruitment is most suitable to meet its’
      needs at that time. The Workforce Planning Group will utilise workforce
      data to predict short and medium term requirements and a recruitment
      programme designed to fulfil those needs.




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1.4   RETAINED RECRUITMENT – GENERAL STRATEGY

      The strategy relating to the recruitment and filling of firefighter posts on
      the retained duty system (RDS) is that posts will be recruited to and
      filled by three different methods;
            External recruitment
            Wholetime / Retained working – by WFRS WDS firefighters
            Wholetime / Retained working – by firefighters employed on the
             WDS in other Fire and Rescue Services

      Utilising the methods above, the general strategy is that;
            External recruitment will normally take place three times per
             year – although this may be increased or decreased according
             to demand.
            Applications from WDS firefighters to provide cover on the RDS
             will be considered at any time, separately to the external
             recruitment process.


1.5   THE LAW AND GOOD PRACTICE IN RECRUITMENT AND
      SELECTION

             The Principle of Non-Discrimination
             The fundamental principle of UK discrimination law is that
             people should be selected for employment opportunities without
             reference to gender, race, disability, sexual orientation, religion
             or belief, age, gender assignment, pregnancy/maternity or
             marital status. This principle applies to all elements of the
             recruitment and selection process from the placing of the
             advertisement, to the selection process itself and to the terms
             and conditions on which employment is offered.

             Although the default retirement age of 65 years no longer exists
             for most employees, we have retained an upper age limit of 65
             years for operational Firefighters within WFRS.
             Furthermore the role of an operational Firefighter is such that
             people with certain disabilities would be unable to carry out the
             duties and so would be excluded from the recruitment process.




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             WARWICKSHIRE FIRE AND RESCUE SERVICE
                INFORMATION DELIVERY SYSTEM
                  SERVICE ORDER No. 02.01.76


                  PRIMARY INFORMATION

2.1   WHOLETIME DUTY SYSTEM – EXTERNAL RECRUITMENT

      Frequency

      Recruitment campaigns for WDS firefighters will be undertaken as and
      when required.

      Process

      Advertisement and Application
      When required, an advertisement will be published on the
      Warwickshire County Council website and all associated recruitment
      information will be available electronically. This will include the
      National Firefighter Selection (NFS) application form, the NFS Personal
      Qualities and Attributes (PQAs) and WFRS recruitment information and
      key dates.

      Applications will only be received online and the closing date for
      applications will normally be less than seven days after the
      advertisement goes live in order to limit the number of applications
      received.

      Selection
      The selection process will follow a number of stages:
      Stage One    Sift of application forms for completeness and eligibility
      Stage Two    Shortlisting
      Stage Three Psychometric tests from the NFS (candidates who have
                  written proof that they have passed these previously may
                  be exempted from this stage)
      Stage Four   Physical tests
      Stage Five   Interview
      Stage Six   Take up references
      Stage Seven Medical
      Stage Eight Confirmation of offer of appointment




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      Selection Testing
      The psychometric and physical tests that form part of the NFS process
      have been developed from detailed analysis of the work of firefighters.
      They identify candidates with the minimum level of attributes necessary
      in order to complete the required training to be competent firefighters.
      All of the tests are designed to identify successful candidates by means
      of a pass/fail process.

      Interviewing
      The structured interview within the NFS process has been designed as
      a graded selection tool and will identify successful candidates ranked in
      order of aptitude. Evidence of eligibility to work in the UK is also
      checked at this stage.

      References
      Two references will be taken up for all external applicants.

      Criminal Records Bureau checks
      Criminal Records Bureau checks are not undertaken on applicants to
      Firefighter roles but a declaration of a criminal conviction is included
      within the application form. The presence of a criminal conviction will
      not necessarily prevent an applicant from joining WFRS as each case
      is evaluated on an individual basis.

      Medical and Fitness Testing
      All applicants reaching this stage of the selection process will undergo
      a medical and fitness test with the WFRS Occupational Health
      department.

      Training
      Newly appointed WDS firefighters will undergo training in accordance
      with the provisions of Service Order 05.04.11 - Wholetime
      (Operational) Firefighter Development Programme.


2.2   WHOLETIME DUTY SYSTEM – TRANSFER IN

      The transfer-in of WDS firefighters from other FRSs or military
      equivalent will follow the general principles and process outlined in
      paragraph 2.1 above – with the following exceptions and points of
      clarification;

      Advertisement and Application

      The advertisement will state:
      “Warwickshire Fire & Rescue Service is inviting applications to transfer
      in from existing Wholetime Firefighters employed with a Local Authority
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      Fire and Rescue Service or military equivalent who are in receipt of the
      competent rate of pay.

      There are opportunities on [both] Wholetime and/or Day Crewing shift
      patterns.

      To apply online go to www.warwickshire.go.uk/fireandrescue”

      The recruitment information will stress that only applicants who can
      demonstrate competency against National Occupational Standards 1-7
      should apply. There may be occasions when we require only Local
      Authority FRS applicants and so do not include “military equivalent”
      within the advertisement.

      References
      For candidates progressing beyond the short listing stage, the Service
      will write to their current employer and request references and
      confirmation/evidence of their competency. HR staff will check the
      references and competency will be assessed by WFRS Training and
      Development Centre (TADC).

      NFS Psychometric Tests
      Transfers-in are not required to undertake the psychometric or physical
      tests.

      Probationary Period
      Those appointed to WFRS will be on a one-year probationary period
      before they can be confirmed as permanent employees.


2.3   WHOLETIME DUTY SYSTEM – PERMANENT TRANSFERS FROM
      RDS

      The opportunity for existing, WFRS, RDS firefighters to transfer on a
      permanent basis to the WDS will follow the general principles and
      process outlined in paragraph 2.1 above – with the following exceptions
      and points of clarification;

      Eligibility
      All RDS firefighters at; firefighter, Crew Commander and Watch
      Commander levels – whether competent or in development, are eligible
      to apply for permanent transfer to the WDS.

      Advertisement
      Advertisement will be placed in Information Orders.

      Frequency
      The transfer process will run as often as required.

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      NFS Psychometric Tests
      Applicants who have not already done so will be required to pass the
      psychometric tests that form part of the NFS process in order to
      progress further in the process.

      Although these tests were designed to assess potential, which is
      clearly not an issue in these circumstances as all individuals sitting
      them will already be firefighters, the use of the tests in this process is
      as a short listing tool as part of the competitive selection processes.

      Medical and Fitness Testing
      RDS firefighters transferring to the WDS may be required to undergo
      medical and fitness testing, depending on the date of their last medical
      and fitness test.

      Role at Point of Transfer
      Successful candidates appointed to the WDS will transfer across in the
      role of Development Firefighter irrespective of the role previously held
      on the RDS.


2.4   WHOLETIME DUTY SYSTEM – TEMPORARY, FIXED-TERM
      CONTRACTS

      The opportunity for existing, WFRS, RDS firefighters to take up a
      temporary, fixed-term contract on the WDS will follow the general
      principles and process outlined in paragraph 2.3 above – with the
      following exceptions and points of clarification;

      Temporary contracts will only be offered for a period up to 12 months.

      It should be noted that there are no circumstances in which a
      temporary, fixed-term contract will become a permanent contract.
      Personnel who give up other employment in order to take up a fixed-
      term contract should therefore carefully consider the long-term financial
      implications of doing so.

      Advertisement
      Fixed-term contract opportunities will be advertised in Information
      Orders and also by e-mail.

      Eligibility
      All competent, RDS firefighters at; firefighter, Crew Commander and
      Watch Commander levels are eligible to apply for temporary, fixed-term
      contract.




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      Applications
      Initial expressions of interest should take the form of a G1 or e-mail
      addressed to HR. Expressions of interest must include:
            Full name
            Current RDS Station
            List of WT shift and Day Crewed Stations (in priority order if
             wished) for which the applicant wishes to be considered
            Confirmation that the applicant is in a position to take up a post if
             it is offered and that they could fulfil the whole period of the
             transfer
            Contact details; e-mail address; home/mobile phone numbers

      Application to Day Crewing
      Successful candidates appointed to a temporary position on a day
      crewed station must be able to provide the associated RDS cover
      during evenings/nights/weekends.

      Rate of Pay
      Successful applicants will be paid at the development rate of pay for
      the WT element of the post and (for posts on the Day Crewed System
      only) at the competent rate of pay for the RDS element.

      Wholetime / Retained Working
      Successful applicants will be encouraged to continue to provide RDS
      cover at their former stations (in accordance with Service Order
      02.01.13), although this will not be a condition of a post being offered.


2.5   RECRUITMENT – RETAINED DUTY SYSTEM

      Frequency

      Ordinarily, three recruitment campaigns will be undertaken in each
      calendar year although this number may be increased or decreased
      dependant on need.

      Process

      Advertisement
      Recruitment campaigns will be advertised on the Warwickshire County
      Council website (WMJobs). Those Stations recruiting RDS Firefighters
      may also display a banner on the outside of the building and may seek
      approval to undertake additional localised advertising, such as a leaflet
      drop.


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Applications
The NFS application form will be used and applicants will only be able
to can only apply online.

Short-listing
Station Commanders will assess the details of cover offered by every
applicant and those who are unable to provide adequate hours and/or
make the turnout time will be rejected at this stage.

Those who can provide adequate hours and are able to turnout in the
required time will be invited to a Briefing Session.

Briefing Session
Applicants will be briefed on the recruitment process and copies of the
practice booklets for the psychometric tests given out, with emphasis
on the value of practising these.

Psychometric Test
All candidates will take the psychometric tests unless they are able to
provide written evidence of having passed the tests within the previous
12 months. Applicants with a disability must declare this in advance of
the psychometric test date in order for any reasonable adjustment to be
made for them. Candidates will be sent written feedback on their
results.

Physical Test
Those who pass the psychometric tests will be invited to attend for the
physical tests.

Interviews
Successful candidates will then be invited for interview. Interviews will
follow the NFS process and are conducted by officers who are trained
in the ADC process. At this point candidates will also be asked to
provide evidence of their eligibility to work in the UK.

References
Two references will be requested for each candidate and conditional
offers made will be subject to satisfactory references and medical.

Medical
All successful candidates will undergo a medical and fitness test.

Induction and Initial Training
An induction day will be held at Service Headquarters and then the new
RDS recruits will attend a two-week training course run by the TADC.


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2.6   WHOLETIME / RETAINED WORKING – by WFRS FIREFIGHTERS

      The policy, procedures and recruitment arrangements relating to
      WFRS WDS firefighters giving cover on the RDS are detailed in
      Service Order 02.01.74 Wholetime Retained Duty System.


2.7   WHOLETIME / RETAINED WORKING – by WDS FIREFIGHTERS
      EMPLOYED by ANOTHER FRS

      Applications to provide RDS cover from WDS firefighters employed by
      other FRS’s will be dealt with by a fast-track process.

      Application
      An application must be made in writing and provide relevant personal
      information plus the names and addresses of two referees.

      Assess competency
      Evidence will be required to confirm competency.           This will be
      assessed by the TADC.

      Interview
      The relevant Station Commander and one other person will interview
      the candidate to assess their suitability and the cover they can provide.

      Medical
      If suitable then they will undergo a medical and fitness test with WFRS
      Occupational Health.

      References
      Two references will be obtained, one of which must be from their
      current employer.

      Training
      The TADC will assess the necessary training to be undertaken on an
      individual basis.




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                                                          SO 02.01.76
                                                     DECEMBER 2011
                                               CATEGORY D DOCUMENT


            WARWICKSHIRE FIRE AND RESCUE SERVICE
               INFORMATION DELIVERY SYSTEM
                 SERVICE ORDER No. 02.01.76


              SUPPORT INFORMATION

3.1   RESPONSIBLE PERSON

      HR Business Partner


3.2   EQUALITY IMPACT ASSESSMENT

      An Equality Impact Assessment on this policy was undertaken on
      17.09.12 and will be reviewed on 17.09.15.




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