Leadership Vacancies
It has never been a more exciting time to consider your future with Cumbria Fire & Rescue Service.
Our service is passionate about the communities we serve and dedicated to developing our workforce - if you're looking to progress in an inclusive, supportive, and dynamic fire service, we would like to hear from you.
Area Manager Promotion Board - Open Now
At Cumbria Fire and Rescue Service, we are passionate about the communities we serve; we are committed to treating all with dignity and respect; and we are always looking for positive role models to join our leadership team.
The right person
We are pleased to be recruiting to the post of Area Manager. We are looking for individuals who are focussed on demonstrating outstanding leadership, and who value compassion, honesty, and integrity.
You will be an integral part of the senior leadership team and the right person will demonstrate they have the attitude, drive, and resilience to help support the areas they manage and the wider service.
You will listen and engage with the teams you lead, strive for service improvement, and promote a fair, respectful culture, that prioritises staff development and well-being.
The right role
At a time of ongoing reform of public services, it has never been more important to ensure we have the right people in the right roles, and successful applicants joining CFRS will be entering an engaging and empowering environment, building on our existing open and inclusive culture to seek continual improvement in performance across the Service.
We are dedicated to improving outcomes for communities and driving our services forward to be the very best they can be. If you're looking to be a part of a progressive team, then Area Manager in our service is the right step for your career.
As we move forward following a positive and improved HMICFRS inspection and focusing on delivering our Community Risk Management Plan, this exciting opportunity brings with it the chance to innovate, integrate, and do things differently.
The right time
To apply for this role, you will need to have at least held the post of competent Group Manager and proof of competency will be required.
Following the completion of the promotion board, the Service will hold a ‘live’ list of individuals who are deemed suitable for temporary or substantive promotion opportunities.
We value the diversity of our employees and aim to recruit a workforce which reflects our communities in Cumbria. We actively encourage applications from all suitably qualified individuals, irrespective of people’s age, disability, gender, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances. As women and ethnic minority employees are currently underrepresented in our management roles, we encourage applications from these groups.
Salary:
- Development – £84,740 (£65,690 (FTE) + 20% + 7.5% allowances)
- Competent B – £92,950 (£72,054 (FTE) + 20% + 7.5% allowances)
Contract: Permanent and fixed term opportunities
Workbase: Our leaders work countywide and our headquarters are at Penrith, Cumbria.
Additional information: Area Managers have the option for use of a fire vehicle
Recruitment Pack: We strongly advise candidates look at our Recruitment Pack for this process, please see it linked here (PDF)
Modern and Inclusive Recruitment
We are committed to ensuring our Selection and Promotion processes are fair, inclusive, and allow all candidates to be their best selves on the day.
As a service, we have begun to introduce some measures that aim to reduce unconscious bias, remove barriers, maintain standards, and modernise how we recruit. This is on-going work and we will continually monitor changes made, seek feedback from all involved in the process, and review in line with national approaches.
What you can expect from this process:
- The use of NFCC recruitment best practice tools, including aligning our interview questions with the NFCC Leadership Framework, balancing the process for internal and external candidates.
- Confidential contact email to work directly with the Resourcing and Talent team to discuss Adjustments throughout all stages of the process to remove any barriers for all candidates, but especially those who may be disadvantaged in any way. The team seeks consent on whether any of this is shared with the assessors or panel members.
- Established anonymised shortlisting practices are in place at CFRS, including having a balanced shortlisting panel of both operational and corporate leaders and staff to support thorough assessment of candidate suitability.
- Sharing of any assessment information and presentation requirements ahead of the interview day, and allowing candidates a minimum of ten minutes prep time with any panel interview questions. We want to help candidates present the best version of themselves.
- We are committing to offering candidates a discussion with either of our ACFOs during the process, enabling potential candidates to get to know the service in a friendly and informal way, and to share key information on the process, as well as asking questions directly to people working in CFRS and living in Cumbria.
- A mixture of assessments throughout the process for candidates to shine at their strengths, help them make the most of the experience, and support their development.
Guaranteed Interview scheme
CFRS has a Guaranteed Interview scheme for those whose most recent employer is the armed forces, for care leavers, and for those who consider themselves disabled. If you consider yourself eligible, please include this information when submitting your application to the Resourcing team, who will handle this confidentially. We encourage candidates to let us know so we can provide the best support and access throughout the process.
Adjustments
We strongly encourage any candidate who may require adjustments to make us aware as soon as possible by contacting the Resourcing Team directly (email below). We will have a confidential discussion with you. We take the approach of ‘you tell us what you require, and we will do our best to facilitate’. Where we are unable to make the adjustment, we will share this as soon as possible.
Resourcing Team email: Recruitment@cumbriafire.gov.uk
If you would like any further information on any of the above, please contact Resourcing and Talent via email: Recruitment@cumbriafire.gov.uk
How to apply
To apply for this process, candidates must:
- Contact either ACFO Lauren Woodward or ACFO Ben Ryder for a brief, informal discussion about the role. This can be arranged by emailing Ann-Marie Sarginson and sharing your availability for a 20-minute call. This should be done preferably before the closing date, detailed below.
Please contact Ann-Marie via email: Ann-Marie.Sarginson@cumbriafire.gov.uk - Submit an up-to-date CV.
- Submit Supporting Information detailing why they are a suitable candidate for the role in no more than three pages of A4. Candidates are advised to refer to the Role Profile (linked below) when completing this.
Area Manager Role Profile - Linked here (PDF)
All documents should be named clearly with your full name and then sent to:
Recruitment@cumbriafire.gov.uk
Applications must be submitted by midnight on Wednesday 3d Sept 2025.
If you have any accessibility issues, please contact Orlanda Wright via email: Orlanda.Wright@cumbriafire.gov.uk
Timeline
- Applications open - Monday 11th August 2025
- Applications closed - Wednesday 3d Sept 2025
- Possible Initial Assessments - week commencing 8th Sept 2025
- Assessment Day - Wednesday 17th Sept 2025
Candidates will be assessed against the NFCC Leadership Framework, found here (link to PDF)
Pension information
Please note, if you have been employed as an operational firefighter and are in receipt of a firefighter’s pension, your pension may be abated if you are appointed. Abatement will occur if your pension plus your new salary adds up to more than your previous salary upon retirement – further details can be provided on request. It is also worth noting that you may also be affected by HMRC rules and should check with the HMRC to see if this applies to you.
A Message from the Chief Fire Officer
Thank you for your interest in the Area Manager role in Cumbria Fire and Rescue Service. This is an exceptional opportunity for individuals who are not only committed to public service but also possess a strong work ethic, a relentless drive for cultural change and a passion for continuous improvement. As we look to strengthen our leadership team, we are seeking candidates whose personal values align closely with the core values that define our service and an unwavering commitment to the safety and well-being of the communities we serve.
We are particularly looking for leaders who excel in creating high-performance environments whilst maintaining a strong people focus. This role requires someone who can inspire, support and develop teams to consistently perform at their best whilst driving cultural change that promotes inclusivity, respect and personal accountability at all levels.
In this position, you will be instrumental in leading the transformation of the areas you cover, championing continuous improvement and fostering an environment where excellence is not just expected but achieved. Your leadership will directly influence the delivery of high-quality services and the development of a positive, forward-thinking culture. You will be expected to demonstrate resilience, integrity and a steadfast commitment to making our service an even stronger and more inclusive organisation.
If you are passionate about making a tangible difference, committed to leading teams through change and determined to drive a culture of improvement and excellence, we welcome your application. Together, we can continue to build a service that is ready for future challenges.
Paul Hancock, Chief Fire Officer
What we can offer you
With approximately 600 operational firefighters, front facing delivery teams, corporate services, and support staff, delivering services across the county from 38 Fire Stations, we know we need to be a modern, flexible, and inclusive employer.
We offer:
- Flexible working across the county, including a hybrid of homeworking and office working at one of our Wholetime stations
- Free parking at our fire stations
- Cycle to Work scheme
- Access to station gyms, free of charge
- Enrolment in either the Fire Pension Scheme or Local Government Pension Scheme (depending on your terms and conditions) - link to the Pensions page here
- Occupational Health service, including counselling
- Close working relationship with the Firefighters Charity, including mental and physical health support
- A dedicated Wellbeing Hub – link here
- On-going personal development, including apprenticeship options and leadership courses
- Access to modern ICT equipment
- Family friendly policies, including 45 weeks full pay for Family Leave
- Menopause Policy - link here (Word document)
- Support for Carers - can be found on our Wellbeing Hub
- Workplace adjustments for Neurodiverse and Disabled employees
- Staff Networks for a variety of different communities, including (but not limited to) Armed Forces, LGBTQ+, Menopause, Retirees
We value the diversity of our employees and aim to recruit a workforce which reflects our communities in Cumbria.
We actively encourage applications from all suitably qualified individuals, irrespective of people’s age, disability, gender, race or ethnicity, religion or belief, sexual orientation, or other personal circumstances.
We capture Equality data on our application forms to help us review barriers in our processes for any minority group.
This is optional to complete and is securely removed and accessed only by the Resourcing team to review.
Resourcing Team email: Recruitment@cumbriafire.gov.uk
Who We Are
Cumbria Fire and Rescue Service is a large rural service covering the picturesque Lake District to the Pennines in the east and from the industrialised West Cumbrian coast to the estuaries in the south of the county.
Cumbria is the third largest County in England and is the second least densely populated, with a population just under 500,000, 52% of those live in rural areas.
CFRS has approximately 600 firefighters and fire service staff. Cumbria is supported by 38 fire stations. We have 8 wholetime
stations and 30 on-call fire stations. The mountains and lakes attract millions of visitors each year. Last year, nearly 50 million
people visited Cumbria. This significantly increases risk across the county throughout the year and increases our response demand.
Cumbria has sites of significant national risk, including Sellafield and BAE Systems in Barrow. The county hosts large scale
events attracting thousands of visitors such as Appleby Horse Fair and Kendal Calling. CFRS is heavily involved in the
strategic safety planning of these sites and annual events.
Cumbria also has infrastructure challenges, because we have the country’s fourth largest road network with 7,900km of roads. From the M6 to busy urban streets in built up areas and narrow country roads in remote rural areas. There are 3,729km of unclassified roads, many of which are winding with steep gradients and poor accessibility, so the Service
has a diverse fleet of vehicles to meet our challenging geography.
CFRS places particular focus on education for young drivers, delivering Road Awareness for young people aged 18-25 regularly. Courses aim to raise awareness of the dangers on the roads and effects of road traffic collisions. The Service also delivers many Call, Push, Rescue courses, teaching emergency life support skills to members of the public.
CFRS has a team of Fire Protection Inspectors who audit medium and high-risk premises, and our shift-based firefighters inspect low risk premises. Our Fire protection activities are wide ranging and through effective collaboration the Service focuses on those who are deemed to be high risk.
Cumbria is no stranger to severe weather. Over the past 15 years, the county has experienced significant flooding events. Storm Desmond in December 2015 caused unprecedented damage and destruction throughout the county. The ‘Beast from the East’ and Storm Arwen left many homes and villages cut off for days. CFRS has specialist resources and training to deal with wildfires, water rescue, flooding and firefighters are also trained for large animal rescues.
CFRS focuses on Prevention, Protection and Response to keep communities and visitors safe every day, every year.
CFRS is led by a newly shaped Service Leadership Team, made from both Operational and Corporate services, that combines industry knowledge, proven excellence in their fields, and a passionate commitment to continually drive the service forward.
Our vision and values
Our vision
A community-focussed, professional, and trusted fire and rescue service that makes Cumbria a safer place for all.
Our values
We believe passionately in the delivery of excellent public services to make Cumbria a safer place for all. To do that we need to be clear about the values and behaviours that we need to drive change and achieve our high standards.
Our Commitment to Equality, Diversity, and Inclusion
We value the diversity of our employees and aim to recruit a workforce which reflects our communities in Cumbria. We have a dedicated Resourcing team and guidance in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process.
Some of our inclusive recruitment actions are:
- Offering flexible working where possible
- Placing job adverts across a number of jobs boards, especially on Women in the Fire Services’ jobs board
- Providing candidates with clear expectations, timelines, and communications throughout all processes
- Removing employment history from the application form
- Encouraging supportive discussion and implementation of reasonable adjustments
- Using skill-based assessment tasks where relevant
- Collecting and analysing EDI data to inform inclusion outcomes.
Positive Action
As a service, we are dedicated to considering reducing under-representation where identified and supporting individuals with protected characteristics. At the beginning of recruitment processes, we work to identify any under-representation in the role; consider support for those who have different needs; and recognise disadvantages for those with protected characteristics. We also utilise, where possible, workforce data to identify barriers and under-representation.
We then work to ensure that Positive Action is in place to meet the needs of any of the identified individuals. Positive Action will be in place as long as the relevant conditions for that recruitment process apply, and the impact of any positive action measures will be monitored and progress towards the aim will be reviewed.
If you have any queries about Positive Action, please don’t hesitate to get in touch with our Resourcing and Talent team, on recruitment@cumbriafire.gov.uk
Living and Working in Cumbria
As a place to live, Cumbria takes some beating. Its home to some of England’s highest mountains, biggest lakes and most breath-taking scenery. The scenic views are matched by the openness of its communities and the friendliness of its people.
From the stunning beauty of the Lake District to the lively and bustling market towns and the rich history, Cumbria offers something for everyone. This unique piece of England inspires a lasting affection among residents and visitors alike. But there is more to Cumbria than meets the eye. What brings people here and keeps them coming back is, quite simply, the unbeatable quality of life.
Time and again the county comes top of the league in surveys looking at Britain’s best places to live. With excellent schools, low crime, good house prices and big opportunities for those who choose to live and work here.
If you are considering relocating here, there are a few things you should know:
- Cumbria’s schools consistently achieve above national average results in a range of areas and the percentage of children who gain access to their first preference schools are amongst the best in the country.
- Cumbria has some of the lowest crime rates in England
- It has an amazing outdoor offer.
- Its GP practices have the country’s highest levels of patient satisfaction.
Connectivity to and from Cumbria is excellent:
Train: Cumbria has excellent mainline rail links, opening up access to Newcastle, Leeds, Glasgow and London.
Road: Cumbria is linked to the rest of the country by the M6, to Scotland via the M74/75 and to Newcastle upon Tyne by the A69.
If you are travelling further afield, Manchester, Liverpool, Glasgow and Newcastle are located less than 90 minutes’ drive from the county.
This is only a brief glimpse of what Cumbria is all about, of what it’s like to live and work here. To get a real taste of this beautiful, interesting and exciting county, you’ll really have to come and experience it for yourself.
For more information, please visit:
Cumbria Tourism www.cumbriatourism.org
Information and statistics about Cumbria www.cumbriaobservatory.org.uk
Visit Cumbria www.visitcumbria.com
The Lake District www.golakes.co.uk
Doing Business in Cumbria www.cumbriachamber.co.uk
Relocation Package
We have a Relocation Assistance Scheme available. Further details on this package will be discussed with the successful candidate.
Come and experience the 'Cumbria Vibe'
