familiarisation session are facilitated for women, in advance of Wholetime Firefighter recruitment. Running women-only Practical Aptitude Days is also a consideration. A commitment is already made to make NIFRS None. Positive documentation accessible where possible. This includes impact envisaged by the continued provision of hard copy application forms on providing support grounds of accessibility. where appropriate for some applicants Disability equality for applicants is also supported by the with disabilities work of the Reasonable Adjustment Panel (also known at during recruitment the Impairment Case Conference) who will consider, in and selection conjunction with the applicant, reasonable adjustments to process and through Disability support the applicant in the recruitment process. The to appointment. Panel will also consider adjustments for employment, should the applicant be successful. The HR Resourcing Team in developing the revised Wholetime Process have considered accessibility of the process in terms of proposed assessments, the Practical Aptitude Tests and any written materials and information associated with the process. Section 75 Details of Impact of proposed Wholetime Level of Impact? Category Recruitment Process Minor/Major/None None. Positive Updated information on NIFRS firefighter shift patterns impact envisaged by Dependants will be made available for prospective applicants to providing demonstrate how work-life balance can be information on shift accommodated. patterns and NIFRS policy provisions in Outreach promotes the nature of shift patterns and how support of work-life these can be attractive on a number of levels. The suite balance. of NIFRS policy provisions in respect of leave are also promoted in highlighting the scope for work-life balance and working as a Firefighter 2. Are there opportunities to better promote equality of opportunity for people within any of the Section 75 categories? Section 75 If Yes, provide details If No, provide Category reasons
familiarisation session are facilitated for women, in advance of Wholetime Firefighter recruitment. Running women-only Practical Aptitude Days is also a consideration. Disability A commitment is already made to make NIFRS documentation accessible where possible. This includes the continued provision of hard copy application forms on grounds of accessibility. Disability equality for applicants is also supported by the work of the Reasonable Adjustment Panel (also known at the Impairment Case Conference) who will consider, in conjunction with the applicant, reasonable adjustments to support the applicant in the recruitment process. The Panel will also consider adjustments for employment, should the applicant be successful. The HR Resourcing Team in developing the revised Wholetime Process have considered accessibility of the process in terms of proposed assessments, the Practical Aptitude Tests and any written materials and information associated with the process. None. Positive impact envisaged by providing support where appropriate for some applicants with disabilities during recruitment and selection process and through to appointment. Section 75 Category Details of Impact of proposed Wholetime Recruitment Process Level of Impact? Minor/Major/None Dependants Updated information on NIFRS firefighter shift patterns will be made available for prospective applicants to demonstrate how work-life balance can be accommodated. Outreach promotes the nature of shift patterns and how these can be attractive on a number of levels. The suite of NIFRS policy provisions in respect of leave are also promoted in highlighting the scope for work-life balance and working as a Firefighter None. Positive impact envisaged by providing information on shift patterns and NIFRS policy provisions in support of work-life balance. 2. Are there opportunities to better promote equality of opportunity for people within any of the Section 75 categories? Section 75 Category If Yes, provide details If No, provide reasons
Proposal-for-NIFRS-Wholetime-Firefighter-recruitment-selection-process-v.1-1.docx