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Vacancies
Our current vacancies include:
| Job title | Based | Salary | Closing date |
| COMAH and Resilience Officer – Risk and Resilience Department | Washington | £31,067 to £32,654 per annum + benefits | 15th January 2025 / 12noon |
| Director of People Services | Washington | £71,083 per annum + benefits | 20th December / 9am |
| Occupational Health Unit Manager (F/T) |
Washington | £44,711 per annum + benefits | 10th January / 12noon |
| Volunteer | Flexible | Expenses only | N/A |
Expressions of interest
You can currently express interest in joining us in the following roles:
| Job title | Based | Salary | Closing date |
| Control Competent Transferees (Firefighter, Crew Manager and Watch Manager) | Tyne and Wear | Varying | N/A |
Working for Tyne and Wear Fire and Rescue Service isn’t just a job – it’s a career!
Alongside our wholetime and on call firefighters, we offer a wide range of operational, corporate, and volunteer roles to help us deliver a high quality service.
We aim to recruit an inclusive workforce that is representative of the communities we serve. Our commitment to equal opportunities is embedded in all of our strategic plans.
Following our most recent inspection, His Majesty’s Inspectorate for Constabulary and Fire and Rescue Services graded our culture, training and how we treat our people as Good.
We expect all employees to hold themselves to our code of ethics as set out by the National Fire Chief’s Council during their employment with us.
In return, we offer our employees a wide range of benefits whilst working with us. To find out more, click here.
Any personal data collected in the course of recruitment campaigns will be used by Tyne and Wear Fire and Rescue Service and / or our recruitment partners for quality assurance purposes.
After each campaign, your data will be securely disposed of in line with our document retention policy.
You will need to re-register for any other campaign that you choose to apply for.
Positive Action Statement
There is often confusion between positive action and positive discrimination, but it’s crucial to understand the distinction.
Positive action involves proactive measures to encourage and support underrepresented groups to apply and succeed in recruitment processes, such as offering targeted training and outreach programmes. It aims to level the playing field and ensure equal opportunities without compromising standards.
On the other hand, positive discrimination, which is illegal, means selecting candidates based solely on their characteristics like gender or ethnicity, regardless of merit. Positive action is about fairness and inclusivity, ensuring the best candidates are chosen from a diverse pool, whereas positive discrimination undermines meritocracy.
Tyne and Wear Fire and Rescue Service is committed to positive action to build a diverse, capable, and equitable workforce.
Equality and diversity
Tyne and Wear Fire and Rescue Service is accredited as an equal opportunities employer with a range of staff diversity networks.
We no longer have a separate equality and diversity strategy. Instead, our commitment to equal opportunities is embedded in all of our strategic plans.
Our equality data and gender pay gap information have been published along with other performance reports. We have also published our employee policies and equality impact assessment documents under our publication scheme.
