If successful in your application, a conditional offer of employment will be issued. This offer of appointment will be conditional and subject to the following pre-employment checks.
Confirmation of Right to Work in the UK
In line with the Immigration, Asylum and Nationality Act 2006, all candidates applying for SFRS roles must be eligible to live and work in the UK. Documented evidence of eligibility will be requested from candidates as part of the selection process and this will require to be checked and verified.
Candidates are required to undergo and pass a pre-employment medical assessment
Read more on the medical assessments undertaken are detailed.
Receipt of satisfactory references
You will be asked to provide details of two referees.
The referees should be two individuals who have known you for at least 12 months and who know you in a work capacity or can comment on your ability to carry out the role applied for. At least one of these should be from your current employer, where possible, providing you have been employed with them for a period of at least 12 months prior to submitting your application. The referees should not be related to you in any way.
Criminal Record Check
The core work activities undertaken by SFRS uniformed employees are considered as “regulated work” under the terms of the Protection of Vulnerable Groups (Scotland) Act 2007 and therefore applicants must not be barred from regulated work or under consideration for listing. As part of the selection process we will undertake a PVG (Protecting Vulnerable Groups) check for this role.
In accordance with the Rehabilitation of Offenders Act 1974 (Exclusions and Exceptions) (Scotland) Order 2013, if you have a conviction or spent convictions and the nature of the offence is relevant to the job applied for, we will seek to review the individual circumstances of the case and may decide to withdraw you from the process on this basis. This includes offences dealt with by a court of law and any driving offences.
The SFRS will pay the required fees associated with this criminal record check.
Read more information on the Disclosure process.
Should any of the above stages not be fully satisfied, the conditional offer of employment may be withdrawn or deferred for review of individual circumstances.