Links on this page provides information on wholetime and retained firefighter opportunities as well as non uniformed support roles and work experience.
- Firefighters
- Retained Firefighters
- Control
- Non Uniformed Staff
- Work Experience
Positive Action
We are an equal opportunities employer and are committed to attracting applications for posts from all sections of the community.
We take positive action measures to address the imbalance of applications received from women and people from ethnic minority groups who are currently under-represented in the wholetime and retained service. This action can take the form of pre-recruitment awareness events. Potential applicants are given information and helpful tips on the completion of application forms and how to prepare for interviews. In addition they are given the opportunity to participate in practice testing sessions.
We are an equal opportunities employer. Applications are particularly welcomed from members of black and ethnic communities who are under-represented in the workforce (Section 37 of the Race Relations Act 1976). We have an equality and fairness task group which was set up in 2000 to look at issues raised by the HMI thematic review addressing equality and fairness throughout the Fire Service. The group is chaired by the Brigade Manager Service Support and consists of representatives from every section within our Service, including representatives from the Fire Brigade Union (FBU), Unison and GMB. We recognise and value the contribution made to the Service by people from all sections of society, and the benefits to be gained from having a workforce which reflects the community we serve. The Service has made good progress in recent years to attract applications for employment from under-represented groups through increased dialogue, greater understanding and innovative initiatives for example, we are represented on various community groups. In addition, the recruitment vehicle will enable the service to reach under represented members of the community.
Positive about Disabled People
We have participated in this particular initiative for a number of years.
We are assessed by the Employment Service against five main criteria as follows:
- To interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities;
- To ensure there is a mechanism in place to discuss at any time, but a least once a year, with disabled employees what can be done to make sure they can develop and use their abilities;
- To make every effort when employees become disabled to make sure they stay in employment;
- To take action to ensure that all employees develop the appropriate level of disability awareness needed to make the commitments work;
- and Each year to review the five commitments and what has been achieved, to plan ways to improve on them and to let employees and the Employment Service know about progress and future plans.
Our recruitment vehicle which was officially launched on Wednesday 23rd July 2003. The launch was attended by the Chairman of the Fire Authority, Chief Fire Officer and representatives of the County’s Ethnic Liaison Group and Durham Constabulary.
The vehicle has been funded through an equality and diversity supplementary credit approval bid. The vehicle’s primary role will be recruitment and positive action events, carried out in collaboration with Durham Constabulary. The aim is to redress the imbalance of community representation in the workforce.
In an effort to promote best value the vehicle specifications will allow an important secondary role to access communities promoting community fire safety initiatives.
Recruitment Vehicle
The vehicle will be utilised within County Durham and Darlington, attending career fairs, schools, in fact anywhere within the community to promote equality awareness. For further information please contact the Personnel Team.
Across the Fire and Rescue Service, the Integrated Personal Development System (IPDS) has changed the way everyone views their roles, their careers and their future. You can learn about the history of IPDS, its history and why its implementation has been a core part of the modernisation process. For more information, please visit the IPDS website.
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