Selection Process
Candidates will have the opportunity to join an engagement forum hosted by Andrew Hopkinson, our Chief Fire Officer/ Senior Management Team to discuss what we have to offer. We will also be running support sessions by the Assessment & Selection Coordinator to enable you to find out more about what is involved, and what you can expect on the day.
Candidates successful at shortlist will be invited to attend a progressive Supervisory Manager selection process. This will include an assessment stage, an interview stage. The Crew Commander Control gateway will include a case study and role play exercise, and CM Control interview.
Applicants will also complete a Control Technical exercise prior to appointment. (Internal applicants holding a valid pass at the BFRS Control Technical test/exercise or substantive internal CC Control applicants seeking entry to to the WC talent pool will be exempt this element.)
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 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 (also taking account IFE attainment) will enter a talent pool, eligible for consideration for Crew Commander Control 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 Crew Commander Control Development Programme.
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.
Engagement Forum
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./Senior Leadership team
(Whilst we highly recommend attendance, there is no requirement to participate).
Gateway Support Session
Support sessions will be run for those wishing to find out more about the process, and what to expect on the day. These will be held at Training Centre hosted by the Assessment & Selection Co-ordinator, or via TEAMs.
Application Form
This represents the gateway for progression to the formal selection process. A shortlist process will be undertaken.
Assessment and Interview Stage
CC Control Assessment and Interview Stage
Assessment Stage:
The CC Control Assessment stage will incorporate a case study and role play exercise. The case study requires a written response to situations, and lasts approximately 1 hour. The role play exercise gives candidates 15 minutes to prepare for a 20 minute exercise. Both elements are based on supervisory management themes and are assessed against the NFCC Leadership Framework.
The WC Control Assessment stage will include a range of scenarios, based on supervisory management themes. These are assessed against the NFCC Leadership framework, approximate duration 1 hr. Candidates will be expected to give a verbal response, including their approach and considerations. These may replicate interactions relevant to job role eg. managing discipline, coaching/mentoring/performance, sickness.
CC & WC Interview Stage:
The interview element of the gateway will assess ability to perform the roles/responsibilities undertaken by CC or WC Control 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.
A moderation panel will meet following completion of this stage.
Supervisory Manager Control Technical Exercise
This exercise will be a practical simulation exercise to assess decision making and fire control skills.
(Internal applicants holding a valid pass at the BFRS Control Technical Test/exercise, or internal substantive CC Control applicants applying for the WC Control talent pool will be exempt this element.)