The opportunity has arisen for substantive, competent Firefighters currently employed by West Yorkshire Fire & Rescue (WYFRS) to apply to enrol onto the Crew Manager Development and Promotions process. The development programme is designed to ensure that WYFRS can identify, assess and select the best possible performing candidates. In addition, the process will ensure that all candidates are treated fairly and have access to equality of development and promotion opportunities.
As part of this process, a development programme will be utilised to ensure that our people have the opportunity to develop the right skills, knowledge, behaviours and understanding in order to competently perform the role.
Following an induction, successful candidates will embark on a development programme that will prepare them for the step up into the unique and key organisational role of WYFRS Crew Manager.
We are an organisation where everyone is encouraged, trusted, and supported to play their part in promoting safety and wellbeing across all communities in West Yorkshire. We are looking for candidates who are committed to our vision of making West Yorkshire safer and who demonstrate the values of team, responsibility, integrity, communication and learn.
WYFRS are an equal opportunities employer; we value and celebrate equality, diversity and neurodiversity and inclusion. We particularly welcome applications from communities that are currently under-represented at WYFRS, including women, racially & ethnically diverse applicants and applicants with disabilities. We can offer support and adjustments for candidates who experience barriers to work that result from health conditions or Specific Learning Differences, such as dyslexia.
WYFRS are committed to the safeguarding of our staff, volunteers, visitors and the community we serve. This includes protecting vulnerable adults, children and young people from potential neglect and harm. All employees must share the same commitment.
Eligibility.
Individuals applying for development must:
-
Be currently employed by WYFRS
-
Be a substantive and competent Firefighter
-
Hold and maintain all qualifications required for their current role.
-
Have completed and maintained all role related courses within the required refresher periods.
-
Have no current/outstanding development action plans, performance improvement action plans or capability issues related to competency
-
Be free of current formal disciplinary awards throughout the entire process
-
Have completed an Annual Review (AR) in the last 12 months, with no concerns captured and that you wish to be considered for promotion/development.
-
Line manager has completed a Talent Assessment within the Annual Review system showing potential for promotion.
-
Possess, IFE Level 3 Certificate pass in Fire Service Operations and;
-
Possess, IFE Level 3 Certificate pass in Fire Engineering & Science, or IFE Level 3 Certificate pass in Fire Safety.
We are an organisation where everyone is encouraged, trusted, and supported to play their part in promoting safety and wellbeing across all communities in West Yorkshire. We are looking for candidates who are committed to our vision of making West Yorkshire safer and who demonstrate the values of team, responsibility, integrity, communication and learn.
All applicants should make themselves aware of the FF-SM Development and Promotion Process (click here)
The selection process will comprise of the following stages:
Stage 1: Identifying Potential/Application Form.
Application Form.
Applicants must complete the online application form using the e-recruitment system which will require them to detail how they meet all the essential criteria for the role, as specified in the person specification.
Applicants should write a maximum of 600 words for each criterion detailed on the Person Specification (click here)
Shortlisting.
Following the closing date, submitted application forms will be forwarded to the Shortlisting Panel for consideration. All applicants will be advised via email as to whether or not they have been successfully shortlisted.
Temporary Promotion Opportunity.
Successfully shortlisted candidates may be invited to express an interest in undertaking a period of Temporary Promotion, subject to organisational need. Any expression of interest must be supported and endorsed by the individual’s line manager prior to submission.
Individuals who express an interest will be placed into a temporary promotion pool of available staff. Appointments from this pool will be made as temporary promotion opportunities arise, based on service requirements.
Where the number of expressions of interest exceeds the available temporary promotion opportunities, a proportionate and fair selection method may be applied.
Prior to undertaking a period of Temporary Promotion, individuals must successfully meet the required standard of Operational Command Assurance appropriate to the role.
Temporary promotion is time‑limited, subject to ongoing organisational need, and does not guarantee substantive promotion or progression.
Stage 2: Pre-Development.
Candidates are required to complete phase 1 of their development programme within 3-6 months. Candidates who have not completed the programme within 6 months may be removed from the process.
Stage 3: Selection Process for Promotion.
Applicants will be required to prepare a 10-minute presentation, of which the title will be given beforehand and a 60-minute interview.
Stage 4: Formal Appointments.
Successful applicants will be held on a successful applicant list in merit order and will be offered a promotion role, applicable to that promotion process rank, as soon as a suitable vacancy arises.
Stage 5: Substantive (Development) Roles.
Successful applicants that are offered and accept a promotion role will be paid at development rate of pay and required to complete Phase 2 and 3 of the development programme, with competent pay awarded on successful completion of the development pack and all associated courses.
Stage 6: Competent in Role Sign Off.
On completion of phase 2 and 3 of the development pack, Learning and Development team will review the pack and subject to the quality and range of evidence provided being sufficient, the pack will be signed off and the candidate deemed competent in role, at which point competent pay will be awarded and the candidates role made substantive.
Timeline.
-
Applications Open: Wednesday 6 May.
-
Applications close: Sunday 24 May (midnight).
-
Shortlisting: w/c Monday 25 May.
-
Pre-Development Phase 1 Inductions: w/c Monday 1 June.
-
Internal Portfolio Closes: Friday 30 October.
-
Presentation and Interview: w/c Monday 2 November.
-
Candidate Feedback: November 2026.
WYFRS are committed to having an inclusive and diverse workforce, if you feel you require any reasonable adjustments to participate within this recruitment process, please contact our HR Team at Applications@westyorksfire.gov.uk
The closing date for applications is Sunday 24 May (midnight).
All offers of employment will be subject to a skills gap analysis, references, medical, fitness test, Disclosure checks and pre-employment checks.
For an informal discussion about these roles, please contact SM Dan Butterfield at Daniel.Butterfield02@westyorksfire.gov.uk
Click here for Additional Guidance on our new E-recruitment System
All correspondence will usually be sent to your email account registered with the online recruitment system rather than by letter. Please check your email account regularly.
If after reading all of this information, you are interested in applying, please read the documents listed above for more details and click on 'Apply' for the application form.
Please note we do not accept CVs. If you are viewing this vacancy on ‘jobsindeed’ or other external platform, please be advised this vacancy is only open to West Yorkshire Fire and Rescue Service employees.
For recruitment queries please contact Applications@westyorksfire.gov.uk