Welcome

Our Service

Cambridgeshire 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 where we are today, 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• 2 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 of 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

Station Commander What are we looking for • Knowledge and understanding of the role • Organisational and political awareness • Leaders and managers for the immediate and long term

future • Belief and application of the One Team Behaviours • Leadership and vision – motivate teams during times of

uncertainty • Openness to change – being outwardly thinking • People who will provide solutions and take ownership of

issues • Resilience – ability to make difficult and/or uncomfortable

decisions

The Recruitment Process

Application Form You will be asked questions to provide evidence to the following behaviours:

Personal Attributes I approach all conversations in a positive, solution-focused manner.

Outstanding LeadershipI demonstrate a leadership style, appropriate to the individual and situation, to encourage people to give their best.

Facilitating Improvement I enable others to recognise their skills and identify their development opportunities through quality, two way conversations, developing my own skills where necessary to do this effectively.

Effective Performance I seek to understand and address the specific risks and diverse needs of people and communities.

Application Form

What are we looking for?

Specific Examples

S.T.A.R formatA flavour!

The Interview

x2 Mixed Panel

Interviewers

Approx. 1.5

hours

Expand on application

form

Knowledge of the

role

Skill sets and

behaviours

What to expect & what are we looking for?

Report Writing Exercise

Prepare and submit

report prior to the day

Present

recommendation to the

panel on the day

Research the topic

Provide context

Understanding of risks

and opportunities

Suggest 3 options, to

recommend 1

What to expect & what are we looking for?

Online Scenario Exercise

• Designed to assess:– Your ability prioritise – Your ability to create and implement effective plans– You ability to understand and apply relevant information to make

appropriate decisions

• Presented with a variety of scenarios which tell a story

• You are required to explain what you would do next

• Aligned to the Leadership Development Framework

Assessment Dates

Application Window

• 11-24 May

Assessment Centre

• 2/3/4 June

Outcomes

• As soon as possible

The OutcomesOutcome 1• Candidate is successful, added to the pool and offered

feedback. Will not need to attend a further assessment centre but will have the opportunity to put forward an expression of interest for a role and will have to attend a role specific interview.

Outcome 2• Candidate is unsuccessful and offered feedback and

development opportunities of which may include temporary promotion following a role specific interview (internal candidates).

• To enable us to demonstrate and facilitate finding the best candidates, those not successful would need to, under normal circumstances go through another promotion process.

Post Assessment

Medical and Fitness Assessment (external only)

• All successful candidates will be required to complete a medical and

fitness assessment prior to commencing employment

Incident Command Level 2 Qualification

• Is not required to attend the assessment centre ✗

• Is required to complete as part of the role of a Station Commander ✓

Questions?