Derbyshire Fire & Rescue Service (DFRS) actively promotes equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with an offending background where that does not create a risk to children, young people or vulnerable adults.
We select candidates for interview based on their skills, qualifications and experience and make every effort to prevent unfair discrimination against those with criminal records.
As an organisation using the Disclosure & Barring Service (DBS) to assess applicants' suitability for positions of trust, DFRS complies fully with the DBS Code of Practice. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
Unless the nature of the position allows DFRS to ask questions about your entire criminal record we only ask about unspent convictions, as defined in the Rehabilitation of Offenders Act 1974.
A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. Jobs which are exempt under the Rehabilitation of Offenders Act 1974 usually involve work that brings the person into contact with vulnerable groups such as the infirm, elderly, mentally ill and young people under the age of 18. For those positions where a Disclosure is required, all job adverts and recruitment packs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of any criminal record at an early stage in the application process. We guarantee that this information is only seen by those who need to see it as part of the recruitment process. We ensure that all staff in DFRS who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
