Derbyshire Fire & Rescue Service prides itself on the high standard of service it provides to the people of Derbyshire. There are many different career opportunities. Every role has an important part to play in meeting the vision of Making Derbyshire Safer.
Command and Control
Our Command and Control employees receive all emergency 999 calls for Derbyshire Fire & Rescue Service. These skilled employees receive calls and mobilise resources to deal with a wide range of emergencies including house fires, road traffic collisions, and chemical incidents. They also provide advice and support to the caller until fire crews arrive on the scene.
They maintain contact with fire crews at all incidents and closely liaise with other Service employees, or other services/agencies that are involved. They record and update information onto an incident log, as well as processing requests from the incident ground.
To support DFRS in Making Derbyshire Safer, skilled and professional people are employed in a diverse range of Support Service roles, the majority of which are based at our Joint Service Headquarters in Ripley.
Our Support functions include:
- Corporate Financial Services
- Community Safety which includes: Prevention & Inclusion, Protection
- Information Communications and Technology (ICT);
- Corporate Services; Property, Technical Services and Transport
- Operational Training, Policy & Assurance
- People and Organisational Development (POD); HR Services, Occupational Health (OH) Office Services, Corporate Communications, Service Development and Service Improvement
Roles range from administrative to specialist technical, professional and managerial.
Support Staff work in locations across the county of Derbyshire.
Browse our current vacancies to find a role at Derbyshire Fire and Rescue Service that suits you.
Recruitment of ex-offenders
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.
Equality, diversity and inclusion
Derbyshire Fire & Rescue Service recognise that equality, diversity and inclusion run through every aspect of the Service. We aim to ensure that everyone is treated with dignity and respect.
We will therefore ensure that no service user, employee or job applicant is unfairly discriminated against on the grounds of their gender or gender identity, race, religion or belief, ethnic origin, sexual orientation, disability, age, marital status, pregnancy, caring responsibilities or employment status.
We will measure and report on the effectiveness of our service delivery and employee policies and processes in relation to these principles. This information will be used to inform future policy and to enhance organisational processes.
To support our equality and diversity work, the Service collects data on applicants. However, this personal data does not form part of the recruitment process and is not seen by any member of the recruitment panel. In all cases, your ability to perform the job is the primary consideration in a selection decision.
As a Disability Confident employer, we encourage applications from people with a disability. Please let us know if you need any reasonable adjustments to ensure a fair interview process. If you are offered a job with Derbyshire Fire & Rescue Service you will have an opportunity to discuss whether you need any reasonable adjustments at work.