Although responding to emergencies is what firefighters are known for, they spend a lot of time carrying out other activities including prevention and education, training and development, and working within the community.
To become a West Midlands Fire Service (WMFS) firefighter you must:
Staff, other than firefighters or fire control, are in many varied roles from ICT, workshops and vehicle maintenance, cleaners and catering staff, to finance, communications, surveyors, administration and more – they play a vital role in making the West Midlands safer, stronger and healthier.
We couldn’t do what we do without them.
Our available positions are hosted on our external jobs board, click the button below to visit it and see what’s available!
Our fire control staff take emergency calls, diffuse stressful situations, mobilise resources and equipment, and manage our vehicles and officers.
They liaise with firefighters who are at the scenes of emergencies, record important details on our computerised incident logs, and work closely with the public and businesses on protection and prevention work.
Fire Control is the front line for those experiencing an emergency and is critical to our service.
To become a West Midlands Fire Service (WMFS) Fire Control Operator you must:
We have a number of volunteering opportunities – in photography, in our communities and at our Safeside educational centres, to list just a few. Due to high demand, not all opportunities are always available, but please check out volunteers page for more information.
Requirements
Our volunteer roles have different age requirements:
We recognise that many people experience inequality in society and the workplace. Therefore, we try to lead by example, taking individual and organisational steps to challenge prejudice and remove discrimination, and actively promoting a working environment that is conducive to good working relationships and which will ultimately benefit the communities we serve.
West Midlands Fire Service will not discriminate on any grounds that cannot be justified, including disability, marital status, gender or gender reassignment, age, religion or belief, sexual orientation, maternity/paternity, race or trade union membership.
We will also ensure that appropriate resources and training will be allocated to ensure that managers and staff are aware of their professional and personal responsibilities to each other and to the public they serve.
Our commitment to the ‘Public Sector Duties’ under the Equality Act 2010 and our own Core Values underpin all decisions we take and all actions of our employees in all areas of work including recruitment, employment and service delivery.
All employees are bound by our Core Values, Code of Conduct and Dignity at Work policy.
We encourage employees to recognise that equality is not about treating everybody the same, but recognising we are all individuals and unique in our own way. Equality and fairness is about recognising, accepting and valuing people’s unique individuality according to their needs. This often means that individuals may be treated differently, yet fairly, based on their needs.
For our full diversity policy and details on how we use positive action in our service, see our documents section for details.
