Job Title: Prevention Advisor
Job type: 3 x Permanent
Location: 1 x Rochdale/ Bury Boroughs and 1 x Oldham/ Tameside Boroughs 1 x Bolton/Wigan Boroughs
Your role:
GMFRS is seeking highly motivated individual to deliver prevention advice, messages, and activities within the community to support the reduction of risk across Greater Manchester.
The main focus of your role will involve undertaking person centred Home Fire Safety Assessments within the homes of those at increased risk of fire, including the fitting of risk reduction equipment.
You will work in partnership with internal and external partners to promote and engage in the work of the prevention team, developing a network of contacts and attending relevant meetings.
In addition, you will support the delivery of local and national community safety packages and campaigns to reduce the risk of fire and promote road and water safety to individuals, vulnerable groups, and communities, supporting the improvement of overall public safety.
Recently graded good by HMICFRS for our Prevention and Protection work, we are on a journey to outstanding. Your role will be varied and at times challenging, but highly rewarding this is your opportunity to make a difference to our communities within Greater Manchester.
The areas to be covered are the boroughs of Rochdale & Bury, Bolton & Wigan or Tameside & Oldham however flexibility to work across the whole of Greater Manchester as needed, is a requirement.
About you:
You will require:
- Experience of working to provide a service to members of the community, including diverse and vulnerable individuals and groups.
- Knowledge of working in partnership with public or private sector agencies.
- Excellent written communication skills, including experience of taking accurate records and producing brief reports.
- The ability to present information to individuals, small groups, and larger audiences with an awareness of recipient’s needs.
- A good understanding of health and safety, equality and diversity and safeguarding legislation.
- The ability to use a range of information and communication technology mediums to a basic level including computer/keyboard skills.
- The ability to prioritise and manage conflicting demands.
- A current driving licence.
- Please refer to the Role Profile for further information.
About us:
As an employer, the Greater Manchester Combined Authority (GMCA) is made up of a number of key Greater Manchester strategic functions and service providers including; Greater Manchester Fire and Rescue Service (GMFRS); Waste and Resources; Environment; Work and Skills; Research; Public Sector Reform; Police, Crime and Criminal Justice; Homelessness; the Greater Manchester Ageing Hub and the Commissioning Hub.
We value the diversity of our employees, and aim to recruit a workforce which reflects our diverse communities across Greater Manchester. We encourage applications from all suitably qualified individuals, irrespective of people's age, disability, Trans status and Non-binary identity, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We have guidance in place to ensure that all applicants are treated fairly and consistently at every stage of the recruitment process, including the consideration of reasonable adjustments for people who have a disability.
To find out more about working for us please click here: https://www.greatermanchester-ca.gov.uk/
Our offer:
In return for your hard work, we offer our employees a competitive package as part of our offer that you can find out more about here:
Greater Manchester Combined Authority - Home | greater.jobs
Mandatory Information:
Artificial Intelligence (AI)
We embrace AI to enhance our operations and to innovate our services. However, we value human talent and are looking for passionate individuals to join our organisation. Please ensure you personally complete your application and read all the instructions carefully to maximise your chances of success.
Applications that rely too heavily on AI may be rejected during shortlisting, however we understand that AI may be used as a reasonable adjustment, if using AI to support your application, please give a brief explanation why to help ensure fair selection process.
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Employees on the redeployment register will be given priority for any vacancies in the first instance. If employees are identified as a match from the register then the vacancy may be withdrawn or put on hold pending an outcome.
For this opportunity, you must be able to prove you have the right to work in the UK - if in doubt please visit the following link Employers' right to work checklist - GOV.UK (www.gov.uk). Please note we are not a licenced sponsor.
Hybrid working
This role is part of GMCA’s hybrid working scheme. As part of our commitment to ‘Build Back Fairer’ in Greater Manchester following the Covid-19 pandemic, we have evolved our management methods by trusting and empowering staff to deliver their work in the best way that suits the business and their individual needs, and supports health and wellbeing. Our hybrid working policy sets out a flexible approach, combining attendance at our [Manchester city centre office / Fire and Rescue service HQ in Swinton / other location] with remote working, typically from home; the location of work is primarily dictated by the needs of the business: ‘Do what is right for you and the business on that day’. If appointed to the role you will work with your manager to agree and regularly review the best working pattern for you, your team and your work.
ENHANCED DBS
The role holder will be subject to an Enhanced level check by the Disclosure & Barring Service.
This post involves working with children, young people or vulnerable adults and is therefore exempt from the Rehabilitation of Offenders Act. Failure to disclose information when asked within this application could result in dismissal but will not necessarily be a bar to employment with us. The amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account. Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website.
Safeguarding Policy and Procedure
