WelcomeGroup Commander Promotion Process

Our ServiceCambridgeshire and Peterborough Fire Authority

We are responsible for delivering a fire and rescue service to the 852,500 people of Cambridgeshire and Peterborough.

We operate from 28 Fire Stations, 27 of which are operational. The Fire Service Headquarters is in Huntingdon and houses the senior management team, the combined fire control room, central functional groups and many of our support staff, who work in a variety of professional roles to support frontline activity.

We are accountable to the Fire Authority and our responsibilities as an emergency service are set out in the Fire and Rescue Services Act 2004 and the Civil Contingencies Act 2004.

Meet the Chief Officer Group

Our Vision

Our vision is for a safe Cambridgeshire with no preventable deaths or injuries from fires or other emergencies

Our Resources• Fleet of 46 fire engines• 3 rescue vehicles• 2 multistar appliances• A number of other specialist vehicles• An extensive property portfolio includes: Headquarters and 28 fire

stations• CFRS strives to maintain our assets in an efficient and environmentally

sound manner always seeking to improve our service delivery based on robust risk profiling

Our Collaborations

Our Challenges and Opportunities

• Sustainability of the on-call service (risk)• Operational response (opportunity)• Aging population (risk)• Youth engagement (opportunity)• Workforce development (risk and opportunity)• Employee engagement (opportunity)• Mobilisation technology (risk)• Collaboration (opportunity)• Recovery from COVID-19 (opportunity and risk)

• IRMP 2020-2024 • HMICFRS • Staff input and feedback is widely encouraged to shape future

direction.

Our ApproachOur approach to our challenges rests within our key values; Welcome, dignity and respect.

We welcome the involvement and engagement of all; staff, FA members and the public because we know we do not have all the answers.

We act with professionalism. We are an organisation built on high levels of trust and open communication.

We respect diversity; recognising that strengths lies in understanding and harnessing these differences.

What you can expect from us

Group Commander (B)

What we are looking for

• Role model of one team behaviours and the leadership development framework

• Actively driving culture shift to a more flexible, people focused way of working

• Driving the IRMP objectives • Proactive approach • Collaboration (internally and externally) • Embeds wellbeing & mental health strategies into

working environment • Inclusive leadership • Continuous improvement, feedback and evaluation

Recruitment and Selection Process

Application FormYou will be asked 4 questions using the following behaviours:

Personal Attributes I notice where my impact hasn't matched my intention and take steps

to set things right when necessary.

Outstanding Leadership I bring people together to form effective teams to drive through change

by identifying the different strengths of individuals.

Facilitating Improvement I actively seek feedback on my own knowledge, skills and behaviours to

help me establish my development areas.

Effective Performance• I seek out opportunities to work collaboratively across teams and

functions to improve service delivery.

Application Form

What to expect and what we are looking for

• STAR format (Situation, Task, Action, Result)

• Specific examples

• Shortlisting

Assessment Process

Consists of:

• Interview

• Presentation

• Media Exercise

Assessment Process

What to expect and what we are looking for:

Interview:

• Mixed panel of interviewers

• Skype interview

• Approximately lasting 1 hour

• Expand on your examples from your application

• Knowledge of the role

• Skill sets and behaviours

Assessment Process

What to expect and what we are looking for:

Presentation:

• 7 days to prepare

• Structured presentation – however not in the formal format

• Assessed against the leadership development framework –

leading the function column

• Clear communication

Assessment Process

Media exercise:

• This will be a realistic interview with a professional journalist.• You will be given a scenario and a set time limit to prepare for the

interview • You will be told on the day if the interview is pre-recorded or live• The interview is designed to test your media skills - your style and

ability to think on your feet and portray a professional and credible image of CFRS as the nominated spokesperson.

• You are assessed on the interview as a whole (rather than against set model responses) and in line with the organisation’s expectations about how a group commander should be able to deal with the situation.

What to expect and what we are looking for:

Assessment Process

Applications open04 May 2020

Closing date17 May 2020 (12 noon)

Shortlisting27 May 2020

Assessment Centre09 or 10 June 2020

OutcomeAs soon as possible

Post Assessment

Appointing to the role

• X2 immediate vacancies available

• However, we anticipate there could be additional vacancies over the next 2/3 months. We will therefore identify candidates from the process who are suitable for promotion, and those individuals will be offered to attend an interview at the time the vacancies arise.

Operational Assessment

• All successful candidates will be required to complete an operational assessment (IC Level 3) (unless it is already held by the candidate)

Medical and Fitness Assessment

• All successful external candidates will be required to complete a medical and fitness assessment prior to commencing employment

Any Questions?