About your primary employer
If you have a main job (known as your primary employment), you will be required to provide details of this employment to us.
Employment with KFRS is regarded as secondary employment. You will be required to provide us details of your employment. Your employer will be asked by us to complete a consent form for you to undertake secondary employment with us. We will share information about any employment with KFRS with your employer on request.
KFRS will identify whether the nature of your primary employment has any potential conflict based on the Authority's obligations relating to working time and driving, health and safety legislation. You must inform your primary employer that you are applying to become an on-call firefighter.
You must consider the rest time between your primary and secondary employment when offering your availability to us.
- Is your primary job as a full time driver? ie. do you drive a goods vehicle which exceeds 3.5 tonnes or a passenger vehicle which carries more than 9 persons.
If you have answered yes to this question it is important that you seek guidance from your primary employer; where driving is primary to your role this may disqualify you from undertaking secondary employment.
Declaration of criminal offences
If you have a record of offence(s), this will not necessarily disqualify you as all applications are considered strictly on their merits. However, you are required to declare any offence for which the conviction is not yet 'spent' within the meaning of the Rehabilitation of Offenders Act 1974 (Incorporating the Rehabilitation of Offenders Act [Exceptions] 1975 and the Rehabilitation of Offenders Act 1974 [Exceptions] [Amendment] Order 1986). You are advised to declare any charge that is pending; a subsequent conviction could lead to your dismissal from the Service.
Broadly, the Act provides for anyone who has ever been convicted of a criminal offence and not sentenced to more than 2.5 years in prison to become a 'Rehabilitated Person' at the end of the Rehabilitation period, provided there have been no further convictions. At the end of this period, the conviction is considered 'spent' and thus to be treated as if it never happened.
There is no requirement to disclose 'spent' convictions. However, in some situations applicants will be expected to declare their convictions, even if they are spent. Please contact Human Resources for further details.
These sentences have fixed rehabilitation periods:
| Sentence || Rehabilitation Period |
| ||People aged under 18 when convicted ||People aged 18 or over when convicted |
|Prison sentences* of 6 months or less ||3½ years ||7 years |
|Prison sentences* of more than 6 months to 2½ years ||5 years ||10 years |
|Borstal (abolished in 1983) ||7 years ||7 years |
|Detention Centres (abolished in 1988) ||3 years ||3 years |
|Fines, compensation, community service, combination and curfew orders ||2½ years ||5 years |
|Absolute discharge ||6 months ||6 months |
* Including suspended sentences, youth custody (abolished 1988) and detention in a young offender institution.
Further guidance on the Act can be found in the Home Office Booklet 'A Guide to the Rehabilitation of Offenders Act 1974' issued by HM Stationery Office. If you are in any doubt about your declaration, you can get legal advice from the Citizens Advice Bureau, local Law Centre etc.
Note: Should the candidate knowingly provide any particulars given in the answers within the application form that are found to be false within the knowledge of the candidate or should there be any wilful omission or suppression of any material fact, the candidate will, if appointed, be liable to dismissal from Kent Fire and Rescue Service.
Employment Vetting (Enhanced DBS Check)
The Authority has determined that it requires an Enhanced Disclosure and Barring Scheme check before it can guarantee employment. This check will be undertaken in confidence with the applicant before an offer of appointment can be made, but after the selection process has been completed. A disclosure does not automatically exclude a person from being offered employment.
If you hold a licence, you must inform us if your licence is endorsed, giving details to the nature of the offence, offence code (Examples: CD10 Driving without due care and attention, DR10 Drinking and driving) and also give details of the penalty (Example: £100 fine and number of penalty points and if you had to attend court, give details of outcome. Please see Rehabilitation Period on page 8. If you are successful with your application to join the Service you will be required to submit a copy of your license to Human Resources when requested.
You are asked to supply two employment references from your current or last employer where applicable.
- The reference's supplied should not be anyone that is related to you or resides with you.
- If you are still in full/part-time education, you should give the name of your College / University tutor to whom reference can be made.
- If you have never been in employment, then the names of a referee who knows you in some capacity may be substituted for that of your employer. e.g. volunteer co-coordinator, sports coach etc.
You should contact your referee to verify that they are willing to provide you a reference prior to submitting their name. Note: Serving Police Officers cannot give you a reference.
Work Permit (Asylum and Immigration Act 1996)
The Service is required by law to ensure that any persons it employs has the right or permission to reside or work in the United Kingdom. Any person to be offered employment will be required to produce relevant original documentation when requested.
Failure to provide any of the documentation within the timescales set out within the selection process may result in your application not being taken forward. This includes references, employer authorisation, qualification evidence, availability and right to work documentation, DBS administration.