Station manager promotion process briefing April 2021 Station

Station manager promotion process briefing April 2021

Station Manager Promotion Process Briefing What is the process for? To recruit the best eligible internal and external candidates into a station manager talent pool across HIWFRS. The suitability of candidates will include their ability to perform, as a manager and leader, activities to achieve our service priorities, whilst demonstrating our service values. The Service will select in the first instance from the talent pools for all substantive and temporary positions up until the next process in line with ATP agreed procedures.

Station Manager Promotion Process Briefing Stages of the process 1. Point of entry – preliminary line manager discussion 2. Online application form using HIWFRS recruitment portal 3. Personal Impact Statement and line manager endorsement 4. Outcome of shortlisting of applications 5. Promotion board 6. Outcome 7. Appointment to role (appointable talent) 8. Candidate feedback

Station Manager Promotion Process Briefing Timeline of the process Application opens New Job application, personal impact assessment and managers endorsement 28 April 2021 Applications close 23: 59 16 May 2021 Shortlisting of applications – candidates informed of results - successful candidates will move to the next stage of the process w/c 24 May 2021 Candidates to begin booking promotion board slots. Candidates informed of presentation topics and presentation submission date w/c 24 May 2021 Presentation submission date 9 June 2021 - 1300 hrs Promotion board Presentation Week commencing 14 June 2021 Interview Candidates informed of outcome Week commencing 21 June 2021

Station Manager Promotion Process Briefing Pre-requisite requirements • Must be WDS Competent Watch Manager • Qualified at Initial command level or ICS level 1 (WM 7) • Applicants must be able to attend the Promotion Board Approx. 2. 5 hours w/c 14 June 2021. No dates past this specific week will be given. • If successful, applicants will be required to complete a full HIWFRS intermediate command assessment before appointment would be offered/confirmed. • It is an expectation that due to the requirements of our organisational managerial and operational resilience, that successful applicants will be operating on our Flexible Duty System rota. Successful candidates will be required to live or provide a base within county borders when on duty. • Operationally competent for all required workplace assessments within the Maintenance of Competence scheme (including fitness). External candidates will be required to undertake a fitness assessment before appointment would be offered/confirmed. • Have a full driving license. • Not subject to a live warning for apability or disciplinary at point of application rocess up to appointment. • Line Managers validation and endorsement.

Station Manager Promotion Process Briefing Preliminary line manager discussion Questions to ask and answer • Why do you want to be a station manager? • What’s your view of what that means? • What makes you think you would be good for that kind of role? • How do you inspire others to give their best? • What is your understanding of the organisation—its culture, its needs, and where I think it’s going – service priorities

Station Manager Promotion Process Briefing Online application portal • Requirement to register • Requirement for all candidates to complete • Automatic deadline –no extensions • Notification via email

Station Manager Promotion Process Briefing Personal impact assessment • A scored initial application will form part of the process. • Candidates will be required to provide evidence against areas relating to the NFCC leadership framework – leading the function. • Line managers will be required to confirm that the evidence provided by the candidate is attributable to them and that they support their application into the process.

Station Manager Promotion Process Briefing Promotion board Process should take 2. 5 hours per candidate and consists of 3 scored aspects (plus carry forward score from application process) Candidates will complete the full assessment irrespective of performance in any single aspect. This will support a rounded approach to individual selfawareness and potential development. Interview Presentation The presentation will be a time restricted briefing of a maximum of 15 minutes. Candidates are required to prepare two presentations but will be asked to present just one on the day. The presentation can be in any style the candidate feels most appropriate. Inbox exercise Candidates will have 45 minutes to read, digest and prioritise items. Candidates will be given a pack which has an introduction and instructions.

Station Manager Promotion Process Briefing Outcomes Appointable Talent Candidates will only become appointable when they have been successful at the promotion board or have evidence that addresses minor development needs identified through the process and have passed an intermediate command assessment before being substantively promoted. Emerging talent Has demonstrated the potential for future advancement. Available to undertake temporary promotion and development to become appointable. Candidates will move to the appointable talent pool when they have passed an intermediate command assessment and/or have evidence that addresses any minor development needs identified in the promotion process Further development needed in current role Will require support from their line managers to reach expected standards before taking the next process. Development for preparation for the next process can be provided within the role of Watch Manager

Station Manager Promotion Process Briefing Feedback will be provided by one of panel involved. Due to the low number of assessors and expected number of applicants this will be limited to 30 min and should be conducted with the candidate’s line manager Written feedback will not be provided

Station Manager Promotion Process Briefing Points to remember • You should enter the process only if you have had a preliminary discussion with your line manager • All eligible personnel who want to be considered for permanent and temporary positions will need to enter the process • You enter of your own volition • Prepare for all possible outcomes • Size of talent pool based on candidate performance • The talent pool will stay alive until the next recruitment process, the intention is for this to be run in two years’ time. All those not in a substantive role on this date will need to apply for the next Promotion Process. • The Service may run further recruitment during this time if the talent pool is exhausted or if specific skills are required and not available. This will be a decision made by MMATP.

Station Manager Promotion Process Briefing If you have any questions please contact RMT@hantsfire. gov. uk