Area Manager jobs in United Kingdom

GMCA

Manchester, United Kingdom

Other

Yes

9486c94628b8

13

18.04.2025

02.06.2025

External Candidate Application Form

About us:

Greater Manchester Fire and Rescue Service (GMFRS) is an organisation with its sights set on the future an organisation that has firmly set itself on a new course for a better future. Our improvement journey is well underway. We are building at pace, with serious intent and enormous drive, and in doing so we are defining a new era for our Service, for the communities we serve and our workforce.

We are the most improved Fire and Rescue Service in England and one of the best performing. We are proud of our most recent HMICFRS report awarded ‘Good’ in 10 of the 11 areas whilst also being recognised in four areas for Positive Practice and two areas for Innovative Practice.

It’s a really exciting time to join GMFRS as we finalise our Fire Plan which will serve as the next chapter in our improvement journey to become an outstanding Fire and Rescue Service.

We are one of the largest Fire and Rescue Services outside London, covering an area of approximately 500 square miles and a culturally diverse population of 2.8 million people. Greater Manchester is a vibrant, dynamic and growing city-region and an incredibly exciting and rewarding place to work.

Improving organisational culture remains a top priority for us we have taken a ‘culture first’ approach and under the leadership of our CFO, GMFRS has an unrelenting commitment to fostering cultural change. We have been recognised by Stonewall as the 34th LGBTQ+ inclusive employer in their Top 100 list. Our Rainbow Staff Network also won Stonewall’s Network Group of the Year.

The Role:

We are now looking for our next Area Managers to join our team and support us on our journey to become an outstanding Fire and Rescue Service.

As Area Manager, you will be integral to our Service Leadership Team and will form part of the Service’s operational and managerial strategic capability. You will also be central to driving forward a shared vision to make “Greater Manchester one of the best places in the world to grow up, get on and grow old”.

As an Area Manager, you will bring outstanding leadership to our organisation - leadership that promotes innovative thinking, collaborative working, and an inclusive approach to everything we do. You will play a vital role in leading multiple teams to deliver plans that align with our strategic ambitions. Our organisation is evolving, and you will be a major contributor to this cultural transformation and the adoption of new methods.

This role is crucial in creating a positive, safe, and supportive organisational climate, ensuring that the values of GMFRS are deeply embedded and evident in all our actions. You will influence performance, future plans, and the direction of the organisation, ensuring the continued growth and development of GMFRS.

The Person:

We are looking for inspiring, confident, talented, and high-performing individuals to operate successfully within the Area Manager role and bring diverse ideas into an evolving and improving UK Fire and Rescue Service.

Candidates should be politically aware and able to engage with a wide range of partners, as you will be accountable for delivering against the priorities set out in the Fire Plan, developing and implementing departmental strategies, and Annual Delivery Plans. As part of our Service Leadership Team, excellent communication, negotiating, and influencing skills are essential and you must demonstrate an ability to embrace change and provide inclusive leadership.

As an Area Manager, you will oversee and be accountable for the functioning, performance, improvement and implementation of work across your directorates, working with a range of key stakeholders within the Service, the community and partner organisations. Candidates should role model our core values, and champion a positive organisational culture, actively promoting and embedding equality, diversity, and inclusion within teams and services.

We welcome applications from both internal and external candidates who have a proven track record of success as a competent Wholetime Area or Group Manager within their current service.

Salary: AM Dev (£65,690.00) - AM Comp B (£72,054.00) per annum. 20% Flexi Duty, CPD, Skills and 10% Continuous duty allowance.

ESSENTIAL CRITERIA:

Internal and External

• Demonstrable competence as a permanent Wholetime Group or Area Manager within a UK Fire and Rescue Service, specifically a proven track record in planning, managing high performing teams, cultural change and development of yourself and others
• Operational awareness (or competence) at current rank
• Currently not under any live sanctions, capability, performance, or disciplinary procedures
• Hold a Leadership and Management qualification minimum Level 5
• Your line manager is aware you are applying for promotion

External Only:

• Proof of UK Fire and Rescue Service contract and up to date training records
• Willingness and ability to be posted to and work from any location within the Greater Manchester boundary
• UK driving licence with access to own vehicle

DESIRABLE CRITERIA:

Internal and External

• IFE Level 4 Certificate in Fire Service Operations, Incident Command, Fire Safety & Fire Engineering Science
• Leadership and Management qualification Level 7
• Started a development portfolio / can evidence development for promotion
• Already accessed a coach or mentor to support you throughout your promotional process
• Holds an Incident Command Level 4 qualification (also known as SFJ 7)
• Completed a MAGIC Course

PROCESS

• Application Form: All applicants will be required to complete an application form providing all relevant personal details and answering the competency-based application questions.
• Initial shortlist: The first shortlisting process will ensure that all essential criteria has been met. In the event that we should receive an unbalanced number of applications to that of which we have vacancies available, it is within our discretion to also utilise the listed desirable criteria within this initial shortlist also.
• Formal Shortlist: Evidence provided for the competency questions will be scored utilising a standardised shortlisting criteria by a diverse assessor panel. All scoring criteria throughout this process will be based on the relevant role map and NFCC Leadership Framework.
• Leadership Behaviour Assessment: Those shortlisted will be invited to attend a leadership potential assessment day (scheduled for May 2025), which will consist of both a professional discussion and PESTLE analysis presentation. Further information will be provided upon invitation, including anything you may be asked to pre-prepare.
• Psychometric Assessment & Final Panel Interview: Those successful at their Leadership Behaviour Assessment will be invited to undertake an online psychometric assessment which will determine key areas of strength and development. The online test is not a selector, it will instead form part of the final panel interview, which is assessed against the NFCC Leadership Framework.
• Outcomes and SFJ: If successful in your final panel interview you will be invited to attend and complete your SFJ L7 qualification (Dates are TBC). Following successful completion, work placements for development and acting up on the rota to cover short term absence will be offered. Please note, whilst undertaking an AM posting, development rate of pay will be paid until such time the individual is deemed to be competent. To achieve competence in role and pay, all competent essential criteria will need to be met, please see the framework for more details.
• External Applicants Only Please Note:Successful external applicants whose outcome is promotable through this process will initially be offered a temporary Area Manager position, which will be made substantive once all essential criteria for this promotion is achieved when in role.

The Talent and Attraction Team will be running Information Workshops that all are open to all candidates interested in transferring over to GMFRS.

The workshops are virtual events hosted on Microsoft Teams and we will cover a range of key topics to guide you through the entire application process. We'll begin with an overview of recruitment timelines, followed by a detailed breakdown of the pathway process. We'll then focus on application writing, offering tips and strategies to help you stand out. Next, we'll delve into leadership behavioural assessments, discussing what to expect and how to prepare. We'll also provide an outcome overview and highlight the support available to you throughout this journey. Finally, we'll conclude with a Q&A segment to address any questions you may have.

Mandatory Information:

Artificial Intelligence (AI)

We embrace AI to enhance our operations and to innovate our services. However, we value human talent and are looking for passionate individuals to join our organisation. Please ensure you personally complete your application and read all the instructions carefully to maximise your chances of success.

Applications that rely too heavily on AI may be rejected during shortlisting, however we understand that AI may be used as a reasonable adjustment, if using AI to support your application, please give a brief explanation why to help ensure fair selection process.

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For this opportunity, you must be able to prove you have the right to work in the UK - if in doubt please visit the following link Employers' right to work checklist - GOV.UK (www.gov.uk). Please note we are not a licenced sponsor.

Enhanced DBS Check

The role holder will be subject to an Enhanced level check by the Disclosure & Barring Service.

This post involves working with children, young people or vulnerable adults and is therefore exempt from the Rehabilitation of Offenders Act. Failure to disclose information when asked within this application could result in dismissal but will not necessarily be a bar to employment with us. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.

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