Wholetime Watch Manager Transfers

Job Introduction

Lincolnshire Fire and Rescue- Wholetime Watch Manager Transfers.

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.

Why we're proposing changes

We want to improve the way we respond to fire and rescue emergencies in Lincolnshire. We’d like to know your views and opinions on our proposals.

There are three reasons we’re carrying out this review:

1. Some of our shift patterns are based on historic arrangements and are no longer sustainable. They don't allow us to use resources effectively and efficiently
2. The risks and demands we face are changing over time. We need to make sure our resources are there when they're needed most
3. The current way we do things limits who can apply for some jobs because of where people live and work patterns. We need to modernise to
   • be more flexible
   • make us more inclusive
   • continue to attract and keep the best possible firefighters

What we've done so far

We have looked at data about the type of incidents we face, and how we respond.

We’ve listened to staff feedback as part of this process.

We considered a range of options, including keeping things as they are and various fire station crewing arrangements. We have decided against a number of options because they don’t align with:

• Improving our performance
• Ensuring our workforce in the right place at the right time
• Ensuring out specialist capabilities are in the right place based on demand risk and availability

More information

There are some frequently asked questions in the important documents section if you would like to know more.

Lincolnshire Fire and Rescue employs two types of firefighters:

• Wholetime firefighters work full‑time, based at a fire station as their main job
• On‑call firefighters live or work close to a fire station and respond when needed, alongside their usual job and home life

Lincolnshire Fire and Rescue uses a combination of both roles to provide cover across its 38 fire stations.

Our proposals

We think the best approach could be to:

• Employ 20 more wholetime firefighters
• Keep 24 hours a day, seven days per week wholetime cover at Lincoln South
• Increase cover at Grantham so it also has 24 hours a day, seven days per week wholetime cover
• Keep the other stations operating seven days per week, with more wholetime firefighters available when demand is higher, and have on-call cover outside these times in:
  1. Boston
  2. Gainsborough
  3. Lincoln North
  4. Louth
  5. Skegness
  6. Sleaford
  7. Spalding
• Leave all our other 29 fire stations as they are with on-call cover

Please get involved

We’d like to know what impact the proposals could have on residents, businesses and other local organisations.

You can share your views before 5pm on Sunday 23 August 2026 by completing the survey. If you can’t take part online, please see the other ways to take part section.

What's next

If, after considering all the information and feedback, and those who make decisions about Lincolnshire Fire and Rescue agree, the next steps will be:

• Talk in much more detail to staff about how changes could affect them, and work with them on how they can help make service improvements a reality
• Start making the approved changes over time from January 2027

We are currently seeking competent skilled personnel from the Wholetime Duty System at other Fire and Rescue Services to transfer into Lincolnshire Fire and Rescue.

The process will be as follows:

• Process Advert & Application
• Sifting process
• Selection process

Key Dates:

• 17/08/2026 - Selection Process adverts & guidance released (attached)
• 31/08/2026 -  Advert close & application deadline
• W/C 07/06/26 - Selection process at Waddington Training Centre

Application Process:

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 for the role against the attached person specification.

Please use the Personal Statement section to provide specific, evidence-based examples of your experience, skills, and achievements that align with the attached person specification and ensure to provide details on how you meet the essential eligibility criteria within 500 words. 

*The application form defaults to 2000 words but please refer to the above guidance and stay within 500 words.

WM Essential Eligibility Criteria

• LFR All Hazard Command Level 1 (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.
• Meet any additional qualification or competency requirements specified for the post being applied for.
• IFE Level 3 certificate in Leadership and Management (Old L3D Unit 5) or ILM Level 3 Leadership and Management or equivalent SLDP certificate.
• IFE Level 3 Certificate in Fire Service Operations and Incident Command (old L3D Unit 6)

Please ensure you upload proof of your certificates when applying.

*Please note all criteria above is essential and learning agreements will not be used this year.

Sifting Process:

Applications will be marked and sifted against the eligibility criteria. The sift will assess whether or not the applicant meets the criteria as detailed in the advertisement.

This year we have included post sift guidance detailing preparation for each element of the process to this advertisement to allow candidates sufficient time to prepare. Once sifting based on essential criteria has taken place you will receive an email confirming an invite to the selection day if you are successful. If an application does not meet essential criteria and therefore is unsuccessful, a member of the team will communicate this directly to the applicant.

Following notification of a successful sift, candidates are required to follow the post sift guidance attached to prepare for the selection day. The Presentation and Written Report must be emailed to recruitmentfire@lincolnshire.gov.uk by 12 noon on 7th September 2026.

Selection Process:

The WM Selection Process will involve the following elements:

• Written report: Topic and instructions provided in post sift guidance attached. To be completed and submitted by 12 noon 7th September 2026.
• Presentation: Topic and instructions provided in post sift guidance attached. To be completed and submitted by 12 noon 7th September 2026. To be delivered on the assessment day.
• Panel Interview: Conducted on the assessment day.

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 contact Recruitmentfire@lincolnshire.gov.uk to discuss further.

Contact Details:

Talent and Resourcing Team: Recruitmentfire@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.