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Latest Incidents

5th December, 2024 - 10:43: 10:43 Crews from Christchurch, Westbourne and Springbourne are mobilis...Read more

5th December, 2024 - 09:59: 09:59 A crew from Weymouth were mobilised to alarms actuating at a Res...Read more

5th December, 2024 - 09:12: 09:12 Crews from Dorchester and Weymouth were mobilised to a Residenti...Read more

5th December, 2024 - 08:39: 08:39 A crew from Pewsey were mobilised to alarms sounding at a Domest...Read more

4th December, 2024 - 6.00pm: Cricklade- A crew from Stratton used one hose reel jet to extinguish a...Read more

4th December, 2024 - 6.28pm: Multiple calls were received for a vehicle fire in Douglas Gardens, Po...Read more

30th November, 2024 - 6:54pm: We were called to with reports of smoke issuing from a commercial buil...Read more

Pre employment checks & policy statements

Baseline Personal Security Screening

As a minimum, DWFRS carries out pre-employment checks under the four main elements of the Baseline Personnel Security Standard (BPSS). This includes identity, nationality and immigration status (a ‘Right to Work’ check), employment history (including satisfactory references) and a criminal record check. A medical check is also required, which will include an eyesight test for wholetime and oncall roles.

Identity & Right to Work Checks

To comply with the law under Section 8 of the Asylum and Immigration Act 1996, we will need proof of your eligibility to work in the UK. This evidence can be in the form of a passport or birth certificate, along with your National Insurance card or your most recent P45 or P60. For further information, please refer to www.gov.uk/prove-right-to-work

You will be asked to provide evidence of this in the recruitment process, at which point your identity will also be confirmed.

Employment History & References

All applicants will be required to provide a minimum of the last three years of their employment, education and training history and will be asked to explain any gaps in employment of more than a month. Applicants will be required to provide a copy of their HRMC Employment History document (https://www.gov.uk/get-proof-employment-history) or annual tax returns / self-assessment documentation if you have been self-employed within the last 3 years. References will be requested for candidates who are successful in the recruitment process and will be taken up before any formal offer of appointment can be confirmed. References must include at least two people who are willing to supply a reference for you; one must be from your current or most recent employer (or teacher). You may not use relatives as referees. We will also request additional references if you have previously worked at another Fire and Rescue Service.

Criminal Record Check

The Services approach to the recruitment of ex-offenders is set out in our Policy Statement. We will undertake a minimum of a Standard DBS Checks on new and existing staff who are moving role. The level of check undertaken will be determined by the role you will be doing.

All Fire and Rescue Service staff are exempt from the Rehabilitation of Offenders Act 1974, as the nature of the jobs falls within the type of work excluded from the Act by the 1975 Exception Amendment.  Applicants will be asked to declare all cautions or convictions, even if they are ‘spent’ under the provisions of the Act unless it is a protected or filtered offence.

We are unable to accept applications from anyone with unspent conditional cautions or convictions. You will not be considered for a role within Dorset & Wiltshire Fire and Rescue Service until the rehabilitation period has passed and the conviction(s)/caution(s) become spent.

Safer Recruitment

DWFRS is committed to ensuring the safety of children and adults at risk. This commitment is reflected in our recruitment, selection and vetting processes for roles with Safeguarding responsibilities. Refer to our Policy Statement for further information.

AI in Recruitment

We welcome the use of AI responsibly and ethically to demonstrate your skills in your application, but please don’t allow it to overshadow your own unique voice.

While we appreciate innovative approaches, we also value authenticity. Our assessment considers both the content of the application and how it was created, ensuring fairness and inclusivity for all applicants. At the end of the day – we want YOU to work for us!

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