| GENERAL CONDITIONS |
The standard working week for full-time employees is 37 hours. If you are required to work more or less than the full-time hours of the post this will be stated in the advertisement.
We have implemented a Single Status Agreement across the Council and have a local grading structure based on the national pay scales for Local Government Services. Pay grades for the Strategic Management Team and Business Managers have been developed following a similar job evaluation exercise.
All appointments are subject to the satisfactory completion of a six month probationary period of employment during which time employees are expected to demonstrate their suitability for the post.
The minimum paid annual leave entitlement is 20 days, increasing to 25 days after five years of continuous service, plus 8 bank holidays. The leave year is calculated from 1 April to 31 March. Part-time employees get a pro- rata entitlement.
In addition to the above, as the Council provides a normal service on the days immediately following Easter Monday, Spring Bank Holiday and Summer Bank Holiday, by local agreement all employees will receive a further 3 days leave entitlement provided they are employed by the Council on the Bank Holidays in question.
Sick pay entitlement increases according to continuous service.
Employees are automatically be put into the Local Government Pension Scheme unless they opt not to join. Scheme members contribute 6% of gross contracted earnings for which full tax relief is given.
Alternatively, they can opt to join the State Second Pension (formerly SERPS) or arrange their own personal pension, or stakeholder pension.
We have a number of initiatives to promote work-life balance. These include flexible working arrangements (link to Flexible Working Hours), homeworking (link to Homeworking) subsidised use of leisure facilities (link to Green Card Scheme) and an employee support resource.
PERSONAL & PROFESSIONAL DEVELOPMENT :
Continuous personal and professional development is encouraged. A framework of management competencies is used to identify training needs and significant resources are currently targeted at management and leadership development.
Where it is a specific requirement of their appointment that they are required to hold corporate membership of a professional body employees can claim re-imbursement of their professional fees.
We support the system of collective bargaining in every way and encourage trade union membership. The Council has a recognition agreement with Unison, GMB and UCATT.
We achieved the Investors in People Award in 2002. Following a formal review, the award was reaffirmed in October 2005.
All employees are required to comply with the Council’s No Smoking Policy.
All appointments are subject to medical clearance. If successful at interview you will be required to complete a confidential medical questionnaire.
CRB Disclosure is required for postholders who have significant unsupervised time with children under the age of 16, or who undertake home visits to vulnerable elderly people.
