Crew Manager Promotion Pathway and Inter Service Transfer
| Posting date: | 30 May 2025 |
|---|---|
| Salary: | Not specified |
| Additional salary information: | Competitive |
| Hours: | Full time |
| Closing date: | 29 June 2025 |
| Location: | Manchester, M27 8US |
| Company: | inploi |
| Job type: | Permanent |
| Job reference: | 75705725 |
Summary
Greater Manchester Fire and Rescue Service
Crew Manager Promotional Pathway & Inter Service Transfer
Greater Manchester Fire & Rescue Service (GMFRS) are pleased to confirm that the Crew Manager application window is now live and welcoming applications from external competent Firefighters, who are looking to take the next step in their career and competent Crew Managers wanting to transfer to GMFRS.
ABOUT YOU:
Essential
- Demonstrable competence as a permanent Wholetime Firefighter or Crew Manager within a UK Fire and Rescue Service
- Currently not under any live sanctions, capability, performance, or disciplinary procedures
- Proof of UK Fire and Rescue Service contract and up to date training records
- Willingness and ability to be posted to and work from any location within the Greater Manchester boundary
- Driving license with access to own vehicle
Desirable
- IFE Level 3 Certificates in Fire Service Operations, Incident Command & Fire Safety
- Started a development portfolio
- Accessed any leadership development activities
- Attended any Incident Command Support sessions or development days
- Booked yourself onto any Leading Others or similar programme
Process Overview:
1. Application Form:
All applicants are required to complete a basic application fulfilling the relevant personal details and attaching any relevant qualifications.
If completed and submitted prior to closing date: Pass, proceed to the next stage
If not completed and submitted prior to closing date OR you do not meet the eligibility criteria: Unsuccessful, the process ends
2. Leadership Behaviour Assessment:
Leadership Potential Assessment are currently scheduled in to take place throughout July 2025 (subject to change). This stage will consist of a competency-based interview and a scenario assessment. Further information will be provided upon invitation, including anything you may be asked to pre-prepare. Brief outcome overview provided below, however for more information please refer to the framework.
For competent crew managers applying to this process as an inter-service transfer, there are two possible outcomes for the transfer process is as follows:
Successful
Develop in current role and reapply
If the assessment result is successful, you will be offered a conditional offer of employment, which is subject to passing all onboarding checks (such as medical, DBS, referencing etc.) and you will be invited to an incident command assessment in the new year.
If the assessment result is develop in current role and reapply, you will be offered feedback on your assessment and will need to apply for inter-service transfer again, via the next available campaign.
For competent Firefighters applying to this process as a promotional pathway, the two possible outcome and promotional process is as follows:
Promoted
Develop in current role and reapply
If the assessment result is Promoted, you will be offered a conditional offer of employment, which is subject to passing all onboarding checks (such as medical, DBS, referencing etc.) and you will be invited to a safe to ride assessment in the new year. You will initially be offered a substantive Firefighter Position with Greater Manchester Fire & Rescue Service. A Crew Manager promotion will only be secure on successful completion of all essentialpromotion pathwaycriteria, including successful completion of the SFJ course.
If the assessment result is develop in current role and reapply, you will be offered feedback on your assessment and will need to apply for promotion again, via the next available campaign.
3. SFJ Course:
Due to high demand at supervisory level, SFJ courses will start from September 2025 and will consist of 4 consecutive days at Bury Safety Centre. Joining instructions and courses will be assigned by the Hub and placements will be based on watch colour and date availability.
If the course result is Pass, the individual will:
For those that achieved 'Promoted' outcome at Leadership Behaviour Assessment: Be substantively promoted
If the course result is Unsuccessful, appropriate re-tests provided within 3-month timeframe and outcome reviewed.
The Talent and Attraction Team will be running Information Workshops that all are open to all candidates interested in the Pathway
The workshops are virtual events hosted on Microsoft Teams and we will cover a range of key topics to guide you through the entire application process. We'll begin with an overview of recruitment timelines, followed by a detailed breakdown of the pathway process. We'll then focus on offering tips and strategies to help you stand out. Next, we'll delve into leadership behavioural assessments, discussing what to expect and how to prepare. We'll also provide an outcome overview and highlight the support available to you throughout this journey. Finally, we'll conclude with a Q&A segment to address any questions you may have.
The links to attend are as followed, however, please feel free to attend any that are suitable for you;
Tuesday 11th June @10:30
Link - Join the meeting now
Friday 13th June @ 10:30
Link - Join the meeting now
Monday 16th June @ 10:30
Link - Join the meeting now
Tuesday 17th June @ 10:30
Link - Join the meeting now
ADDITIONAL INFORMATION:
As this is a still relatively new promotional pathway process, we strongly recommend you read through all information carefully, including familiarisation of documents found attached to this advert. We also encourage and welcome feedback from all applicants at each stage of the process. To share your feedback, please CLICK HERE.
It is our aim to ensure that our leadership and management teams fully reflect both our increasingly diverse frontline workforce and the diverse communities that we serve. Therefore, with support from this Promotion Pathway Framework, we aim to increase the number of people in management positions who are currently under-represented in these roles, this includes women, people who are Ethnically diverse, people who identify as LGBT+ and people with neurodiversity. The Promotions Pathway will complement the EDI Strategy and Attraction Strategy and make clear steps towards using Positive Action to provide opportunities for Staff Network members and staff members from under-represented groups to access development opportunities.
If you would like any further information or require any reasonable adjustments, please contact promotionpathway@manchesterfire.gov.uk and include ‘CM Promotional Pathway’ in the email subject heading.
We wish you the best of luck with your application.
Mandatory Information:
Artificial Intelligence (AI)
We embrace AI to enhance our operations and to innovate our services. However, we value human talent and are looking for passionate individuals to join our organisation. Please ensure you personally complete your application and read all the instructions carefully to maximise your chances of success.
Applications that rely too heavily on AI may be rejected during shortlisting, however we understand that AI may be used as a reasonable adjustment, if using AI to support your application, please give a brief explanation why to help ensure fair selection process.
Privacy Notice (Click here)
Employees on the redeployment register will be given priority for any vacancies in the first instance. If employees are identified as a match from the register then the vacancy may be withdrawn or put on hold pending an outcome.
For this opportunity, you must be able to prove you have the right to work in the UK - if in doubt please visit the following link Employers' right to work checklist - GOV.UK (www.gov.uk). Please note we are not a licenced sponsor.
Enhanced DBS Check
The role holder will be subject to an Enhanced level check by the Disclosure & Barring Service.
This post involves working with children, young people or vulnerable adults and is therefore exempt from the Rehabilitation of Offenders Act. Failure to disclose information when asked within this application could result in dismissal but will not necessarily be a bar to employment with us. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.
Safeguarding Policy and Procedure
↗ Promotional Pathway Framework↗ Firefighter to Crew Manager Infographic
↗ Development Guidance
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