Working for Us
A career in the emergency services is a career to take pride in.
Every member of staff at North Wales Fire and Rescue Service, regardless of rank or role, makes an important contribution to making North Wales a safer place to live, work and visit. All our employees take pride in the important role they play in prevention activities, responding to emergencies, creating safer communities and working together to provide the highest standard of service to the community.
In addition to a rewarding and fulfilling career with an emergency service, as an employee you will be offered the following benefits.
- Competitive fixed salary structures
- Contributory pension scheme
- Generous annual leave entitlement
- Flexible working and agile working opportunities
- Confidential wellbeing support programmes, including an employee assistance programme, colleague supporters, blue light champions, all of which can offer support to deal with any issues, whether they are personal, domestic, social or work related
- Access to critical incident debriefing
- Free access to Service gym facilities across North Wales
- Access to health and wellbeing initiatives, including the option to take up to 45 paid minutes per week to carry out activities that will improve or maintain health and wellbeing (such as walking, going to the gym, cycling etc.
- A comprehensive occupational health service, which includes medicals, health and wellbeing advice and referrals for physical and mental wellbeing assistance
- Access to physical therapy providers
- Access to a cycle to work scheme
- Ongoing training and career development opportunities
- Uniforms for all staff
- Discounts from hundreds retailers, leisure and service providers who want to show their appreciation for the work you do
- Access to the internal welfare fund
- Access to the Firefighters Charity; who support ALL staff and family members
Equality Diversity and Inclusion
North Wales Fire and Rescue Service are fully committed to meeting our duties to matters of equality in all areas of our service. The Service is committed to encouraging equality, diversity and inclusion among our workforce, and eliminating unlawful discrimination.
The aim is for our workforce to be truly representative of all sections of society and our communities, and for each employee to feel respected and able to give their best.
The Service takes steps to encourage people from groups with different needs or with a past record of disadvantage or low participation to apply for vacancies via various positive action initiatives, which includes open station events, visible attendance at community events, careers events and jobs fairs at locations across North Wales.
The Service will not avoid or lower recruitment and selection standards to the benefit of individuals from under-represented groups, however, will consider reasonable adjustments as appropriate at every stage of recruitment and selection procedures.
As a Disability Confident employer, North Wales Fire and Rescue Service are committed to recruiting and retaining disabled people and those with health conditions. Applicants with a disability will not be excluded unless it is clear that they will be unable to perform a duty that is intrinsic to the role, having taken into account all reasonable adjustments.
All disabled applicants who meet the essential requirements of the job as set out in the job description and person specification will be guaranteed an interview. Applicants should ensure they complete the declaration relating to disability on the application form in order to ensure guarantee an interview is offered, providing the essential criteria is met.
Armed Forces Covenant
A guaranteed interview will be offered to Veterans and their Spouses/Partners, serving Regular members of the Armed Forces approaching the end of their service and the Spouses/Partners of currently serving Regular members of the Armed Forces. This is conditional on the essential criteria of the job being met and no longer than 5 years has lapsed since leaving the Armed Forces (subject to supporting information being provided on request).
Applicants should ensure they complete the declaration relating to Armed Forces service on the application form in order to ensure guarantee an interview is offered, providing the essential criteria is met.
Welsh Language Requirements
To ensure the Service meets the Welsh Language requirements, employees will be required to achieve at least level 2 Welsh speaking and listening skills by the end of their probationary period, unless the role is advertised as being a level 4, where fluency in the Welsh language is required. Each job vacancy advertised will state the level of Welsh language skills required.
North Wales Fire and Rescue Service recognise that for some individuals the above attainments may be challenging. The Service is fully committed to supporting and assisting individuals to reach the required levels.
Safer Recruitment and DBS Checks
All offers of employment are conditional upon satisfactory completion of a basic DBS check as a minimum requirement. Where identified as necessary for relevant roles, an Enhanced DBS Check or Security Vetting will be undertaken. The level of check to be undertaken will be outlined in the advertised job description.
Regardless of the level of check undertaken, selected applicants will not be permitted to commence in the role until satisfactory results of the check have been received and evidence provided.
Safer recruitment is a set of practices to help ensure employees and volunteers are suitable to work with children, young people and vulnerable adults. These practices will ensure that staff and volunteers are recruited safely and fairly and that the safety of children, young people and vulnerable adults is being considered at every stage of the recruitment process.
For any role where the incumbent may work with children, young people or vulnerable adults, the Service will ensure that a fair and structured process is followed to minimise the risk of appointing someone unsuitable to the role.
The Service is fully compliant with the Rehabilitation of Offenders Act 1974 and the Safeguarding Vulnerable Groups Act 2006 when making decisions around the recruitment and retention of staff.