Lincolnshire Fire and Rescue’s (LFR) wholetime operational Watch Manager Selection Process for 2025 is now live.
LFR is committed to supporting the development and progression of all staff and ensuring a fair and consistent approach to performance and promotion.At Lincolnshire Fire and Rescue we are committed to fostering a diverse, inclusive, and equitable workplace where all employees feel valued, respected, and empowered to contribute their unique perspectives.We believe that diversity in backgrounds, experiences, and ideas drives innovation and strengthens our ability to work together for safer communities.
The process will be as follows:
– Process Advertisement & Application
– Sifting process
– Selection process
Key Dates:
28/07/2025 – Selection Process adverts & applications released
18/08/2025 – Adverts close & application deadline
W/C 22/09/2025 & 29/09/2025 – Selection process
Application Process:
The process will be open to anyone who meets the criteria as detailed in the advertisement, including both internal and external candidates.
In the first instance, before any applications for entry into the selection process can be made,all applicants must ensure that the eligibility requirements are met. Candidates must meet all of the essential criteria before submitting an application.Those with desirable criteria will have this taken into consideration as part of the sifting process and at IRB when appointments are decided.All applicants must be able to demonstrate their competence against the person specification during application.
Applicants are required to submit their application, clearly demonstrating how they meet the criteria outlined in the Person Specification, which is available in the attachments to this advert, please use the link to the advert to access the person specification.
Please use the Personal Statement section to provide specific, evidence-based examples of your experience, skills, and achievements that align with the person specification.Applicants must also ensure they provide details on how they meet the essential eligibility criteria.
Your statement should be no more than 1,500 words in total.
WM (CM to WM) Essential Eligibility Criteria:
– LFR All Hazard Command Level 1 (WM) (external candidates will be invited to carry out before selection day)
– Substantive and competent in an operational Crew Manager or Watch Manager role
– Able to demonstrate / evidence significant leadership experience.
– No active or pending disciplinary action/live sanctions
– No current or pending capability plans including documented informal management action outside the formal meetings covered in LCC policy (where applicable).
– In date Fitness Test – a predicted VO2 Max of no less than 42mls/02/kg/min is the minimum required.
– IFE Level 3 Certificate in Leadership and Management (Old L3D Unit 5) or ILM Level 3 Leadership and Management or equivalent
– IFE Level 3 Certificate n Fire Service Operations and Incident Command (old L3D Unit 6).
Sifting Process:
Applications will be marked and sifted against the eligibility criteria and person specification.The sift will assess whether or not the applicant meets the criteria as detailed in the advertisement.If the application is unsuccessful, a member of the sift panel will communicate directly to the applicant, noting where the criteria is not met.
Selection Process:
– Written report: topic and instructions provided following successful application. To be completed and submitted prior to the assessment day.
– Presentation: topic and instructions provided following successful application. To be delivered on the assessment day.
– Interview with a panel: Conducted on the assessment
Further details on these elements will be provided to those individuals who’s application is successful.All applicants invited into the selection process will be required to complete all elements – evidence from prior processes will not be accepted.
Data Collection:
All application and selection data will be collected and reviewed to ensure a fair process and to identify areas where additional support may be necessary.
Reasonable Adjustment Requests:
For candidates with neuro-divergence and disabilities, the process will operate a system of reasonable adjustments to those applicable parts (e.g.written report) to enable these candidates full access to the process whilst ensuring that the assessment process remains valid with all candidates receiving an equitable assessment experience
For the applicable parts of the assessment process, LFR will mirror the IFE position for Reasonable Adjustments to provide continuity and clarity.Although reasonable adjustments must not compromise the validity and reliability of examination results, they should be based on individual needs and reflect the ways in which affected candidates normally work. Applications for reasonable adjustments should be made clear on the application form.
Alternatively please contactRecruitmentfire@lincolnshire.gov.ukto discuss further.
Relevant contacts:
–Recruitmentfire@lincolnshire.gov.uk
– Talent Resourcing and Learning Manager:Lucy.Grundy@lincolnshire.gov.uk
Disclosures and Barred Services:
Please be advised that the Rehabilitation of Offenders Act 1974 now includes the requirement for Fire and Rescue Service employees to have a standard DBS check as a minimum. This legislation change applies to all Fire Services across the country and the process aims to help safeguard colleagues and communities.
As a service we are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expect all staff and volunteers to share this commitment.
All candidates are advised to read the attached job information pack prior to making an application.
On occasion we receive significantly more applications than expected for some vacancies and under such circumstances we reserve the right to bring forward the closing date of the advertisement.We therefore strongly advise you to apply for the role promptly to avoid disappointment should the closing date be brought forward.
We operate a talent pool scheme whereby candidates who are not successful on this occasion may be considered for a period of up to 12 months for equal positions.
Fluency Duty:
In accordance with Part 7 of the Immigration Act 2016 (Fluency Duty), the ability to converse at ease with customers and provide advice in accurate spoken English is essential for the post.
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