Wide range of opportunities

People are our best assets and Cirrus has dedicated time and effort into the development of its employees.

We recognise that effective training and development is essential for employees to realise their full potential, both personally and to deliver exceptional customer service and delivery. This is encouraged through regular coaching and Performance Development Reviews, structured induction training, training matrices and needs analysis.

Cirrus supports and invests in employees to undertake numerous different types of training courses, which can include internal sessions to external led NVQ’s and professional diplomas.

We have also introduced apprenticeship schemes for our engineers - the first in the market to do so with The Institution of Engineering and Technology (IET), one of the world’s leading professional societies for the engineering and technology community. Working in partnership with Gent a well recognised and established Fire Manufacturer we have also provided the opportunity to gain a City and Guilds 1852 & 1882 qualification.

Through our quality procedures and passion for development of employees, Cirrus has also successfully achieved the Investors In People accreditation (IIP); a national standard recognising companies strategies in improving the performance of its people.

Equal opportunities

Cirrus looks to employ a workforce which reflects the diversity of backgrounds and cultures within which we operate, and to provide a positive working environment, that is totally free from all offensive, insulting or oppressive behavior, whether or not such behavior is also unlawful by:

• Setting the tone for behavior between colleagues
• Challenging unacceptable language and behavior
• Ensuring that no one is harassed, victimised or bullied at work
• Dealing with any problem raised by a member of staff, promptly and fairly, whether formally or informally
• Being conscious that discrimination, victimisation and/or unfair practices are not always obvious, overt or intentional
• Using only job related criteria when selecting staff
• Avoiding unfair discrimination in the assessment of staff and in all actions and decisions which they take
• Developing their own skills and encouraging others to do the same

The effectiveness of our Equal Opportunities Policy is reviewed and monitored on a monthly basis.