Recruitment Policy

Introduction

Policy Statement

Avon Fire & Rescue Service (AF&RS) is committed to building a safer community by recruiting and retaining high-quality individuals who embody the Core Code of Ethics and contribute to our mission of prevention, protection and emergency response. This policy establishes a fair, transparent and inclusive framework for recruitment and selection, ensuring that all appointments are made on merit and in alignment with the Service’s strategic goals, ethical standards and legal obligations.

Recruitment and selection processes will be guided by the National Fire Chiefs Council (NFCC) Core Code of Ethics and other relevant national frameworks and legislation. All individuals involved in recruitment will be trained to uphold fairness, objectivity and consistency, promoting equality of opportunity and eliminating discrimination.

Our recruitment and selection processes are informed and supported by:

• NFCC Core Code of Ethics
• NFCC People Culture and Leadership Strategy Plan
• NFCC Safer Recruitment Principles
• NFCC Inclusive Recruitment Toolkit
• NFCC Leadership Framework
• National Occupational Standards
• Equality Act 2010
• AF&RS Equality and Diversity Policy
• Disability Confident Scheme
• Fire Standards Board Principles
• NFCC Health & Wellbeing Framework

Recruitment practices will focus on assessing the skills, knowledge, behaviours and aptitudes required for each role. All those involved in recruitment will receive training to ensure decisions are fair, objective and consistent with AF&RS’ policies and the Core Code of Ethics. This policy sets out expectations to provide a fair and consistent approach with decisions made on merit, eliminating discrimination and complying with the Service’s commitment to equality and diversity.

Policy Purpose

The purpose of this policy is to affirm AF&RS’ commitment to attracting and retaining a diverse, skilled and dedicated workforce that reflects the communities we serve. It supports the organisation’s strategic objectives by promoting fairness, equality of opportunity and ethical standards in employment.

This policy reinforces AF&RS’ dedication to:

• Building a workforce that represents and understands the needs of our diverse communities.
• Upholding the values of integrity, respect and public service.
• Ensuring compliance with legal and ethical obligations.
• Fostering public trust and confidence through inclusive and value-driven employment practices.

Policy Aims

The aim of this policy is to ensure AF&RS attracts and retains individuals who demonstrate the values, skills and commitment required to serve our communities effectively. It supports the development of a diverse, capable and ethical workforce that contributes to delivering high-quality public services and achieving the organisation’s strategic objectives.

Policy Objectives

AF&RS will:

• Deliver fair, inclusive and transparent recruitment and selection processes.
• Attract applicants from diverse backgrounds to build a workforce reflective of our communities.
• Apply recruitment practices that support the NFCC Safer Recruitment Principles and NFCC People Strategy pillars: Leadership, Culture, Inclusion, Learning and Wellbeing.
• Embed the NFCC Core Code of Ethics in all recruitment decisions and actions.
• Increase community trust and confidence through representation, integrity and accountability.

Policy Scope

This policy sets out the AF&RS arrangements for recruitment and selection of applicants, inclusive of:

• Operational Staff (Grey Book)
• Corporate Staff (Green Book)
• Principal Officers (Gold Book) 

This includes the recruitment of new operational staff and day duty vacancies, as well as vacancy management for corporate staff. Other than the three statutory roles, the appointment of principal officers is the responsibility of the CFO; namely the Assistant Chief Fire Officers (ACFOs), the Director of Corporate Services (DoCS) and any other Members of the Service Leadership Board (SLB). In addition, this policy supports stakeholders involved in recruitment by providing a clear framework that promotes consistency, fairness and alignment with the Core Code of Ethics.

This policy does not include:

• Operational promotion processes (Control and Firefighter)
• Operational internal transfers (e.g. On Call to Wholetime)
• Direct Entry Programme
• Contractors/Consultants

While this policy outlines the key principles and AF&RS commitments, detailed guidance for hiring managers can be found on our intranet.

Policy Principles

AF&RS is committed to providing all applicants with a positive recruitment experience and an opportunity to gain an accurate and fair impression of the Service as an employer. We recognise that a diverse workforce enhances organisational effectiveness by better reflecting the aspirations, experiences and needs of our communities.

We commit to regularly reviewing our recruitment practices based on candidate experience, workforce trends and community insights, ensuring our approach remains relevant, inclusive and aligned with the evolving needs of the Service and the people we serve.

Equity, Diversity & Inclusion

Inclusive Recruitment

• We are committed to fostering a recruitment process that is inclusive, equitable and accessible to all. Our approach ensures that every candidate is treated with dignity and respect, and that our hiring practices actively promote diversity and inclusion across all levels of the organisation. All recruitment activity will be underpinned by the NFCC Core Code of Ethics as well as the Fire Standards, in particular Leading & Developing People.

Key Principles

1. Equal Opportunity
   All recruitment decisions are based solely on merit, qualifications, and business needs. We do not discriminate on the basis of any protected characteristic.
2. Accessible Recruitment
   We strive to make our recruitment process accessible to all candidates. Reasonable adjustments will be made at every stage of the process to accommodate individuals with disabilities or specific needs.
3. Bias-Free Selection
   Hiring managers and interviewers receive guidance on unconscious bias and inclusive recruitment practices. Structured interviews and standardised scoring criteria are used to ensure fairness and consistency.
4. Inclusive Job Adverts
   Job descriptions/role profiles and adverts are written using inclusive language and focus on essential skills and competencies. We avoid unnecessary requirements that may exclude underrepresented groups.
5. Widening Talent Pools
   We actively seek to attract candidates from diverse backgrounds by advertising roles through a variety of channels, including those that reach underrepresented communities.
6. Monitoring & Improvement
   We collect and analyse diversity data (where appropriate and lawful) to monitor the effectiveness of our recruitment practices and identify areas for improvement. We welcome candidates to seek feedback as part of our commitment to transparency and continuous personal development.

Accountability & Governance

• The hiring manager must declare any conflicts of interest, such as familial, personal or close relationships with applicants. If a conflict exists, another manager will oversee shortlisting in conjunction with Recruitment.
• Recruitment Processes will be governed by the People, Culture and Leadership (PCL) Board in line with the NFCC PCL Strategic Plan.
• Hiring managers must be of a higher grade/rank than the post being filled. 

Pre-employment Checks

All successful candidates will be subject to robust pre-employment checks aligned with Fire Standards Board (FSB) requirements and Safer Recruitment principles, which may include:

• Receipt of at least two satisfactory references covering a minimum of 5 years including 3 years of previous employment. Where this is not possible, it will be reviewed under the Safer Recruitment risk assessment.
• Disclosure and Barring Service (DBS) check – Standard or Enhanced, depending on role.
• Verification of relevant qualifications.
• Confirmation of right to work in the UK.
• Occupational Health Questionnaire or Assessment (Corporate/Operational).

Information regarding posts identified/considered as politically sensitive/restricted can be found here Politically Restricted Posts.

Guidance to ensure these principles are followed can be found here Employee Lifecycle.

Safer Recruitment

The National Fire Chiefs Council (NFCC) promotes safer recruitment principles to ensure that fire and rescue services recruit individuals who are not only competent but also uphold the highest standards of integrity and safeguarding. These principles typically include robust pre-employment checks, clear role definitions, structured interviews and safeguarding training for those involved in recruitment. Emphasis is placed on transparency, fairness and the protection of vulnerable individuals, with processes designed to identify and mitigate risks early. AF&RS are embedding safeguarding practices into recruitment to ensure it supports a workforce that is safe, inclusive and aligned with public service values.

Special Considerations

Special considerations will be reviewed for certain vacancies where an adjusted recruitment approach is appropriate. This may include assimilation opportunities, redeployment cases, apprenticeships, hard-to-fill positions and restricted roles. These considerations will be applied in conjunction with the Recruitment team to ensure consistency, fairness and alignment with organisational requirements.

AF&RS reserves the right to advertise vacancies on an internal-only basis where appropriate. This may be used to support workforce planning, provide development opportunities, retain organisational knowledge, or respond to specific operational or resourcing needs. Decisions to limit advertising to internal candidates will be made in consultation with the Recruitment team to ensure fairness, consistency and alignment with organisational requirements.

Individuals previously employed by AF&RS but dismissed for conduct or capability, or who resigned under investigation, will be assessed if it is appropriate for them to be considered for the advertised role.

Criminal convictions either spent or unspent will be reviewed case by case in line with the NFCC Core Code of Ethics and NFCC Safer Recruitment Principles in consultation with the hiring manager. Safeguarding Leads will be informed of declared convictions to consider if there is a risk to public and employee safety.

Candidates who are unsuccessful at shortlisting and/or interview may not be eligible to apply for the same role within a 6-month period. If a candidate declines or does not commence employment, Recruitment will liaise with the hiring manager to determine whether the next top-scoring candidate is suitable to be offered the role or if the vacancy should be re-advertised.

The salary on appointment will normally be the starting salary for the Hay grade or rank of the vacancy. Salary may be negotiated based on an applicant’s current salary but cannot exceed the maximum of the grade/rank range. Evidence via a payslip will be required.

Record-keeping

Data Protection & Confidentiality

• AF&RS will only obtain and store personal and sensitive data for legitimate business purposes, including recruitment and employment.
• All data will be protected in line with the Data Protection Act (2018), covering collection, storage, access, use, disclosure and destruction.
• Applicants will be informed of how their data is used and AF&RS will comply fully with data protection principles.

Responsibilities

General

Every member of staff involved in recruitment activities must adhere to this policy and promote a fair, inclusive and comprehensive process.

Hiring Managers

Hiring managers will be expected to use this policy alongside the Employee Lifecycle and guidance from Recruitment. All hiring managers will undertake relevant training (Safer Recruitment & Unconscious Bias e-learning).

Recruitment Team

Recruitment will support hiring managers in recruiting for the organization, ensuring guidance and processes are kept up to date and that all recruitment activities are in line with best practice.

Grievance Procedure

• Employees cannot raise a grievance about the outcome of a selection decision.
• Grievances may be raised regarding process irregularities in accordance with the Grievance Policy.

Decisions for Operational Effectiveness

The Fire Authority Constitution includes a Scheme of Delegation which delegates to the Chief Fire Officer (CFO) the exercise of all matters of day-to-day administration and operational management of services and functions. The Scheme of Delegation reflects the Authority’s commitment to ‘Operational Independence’, allowing the CFO to take and implement decisions to maintain the operation or effectiveness of the Fire Service.  The Chief Fire Officer may also authorise another officer to exercise authority under the Scheme of Delegation.

Therefore, to reflect the Scheme of Delegation, this policy includes the inherent ability for the CFO and authorised officers to take and implement decisions in order to maintain the operation and/or effectiveness of the Service.

Issue date: 12/12/2025

Review date: 12/12/2027