When selecting and recuiting, we make sure we follow good practice and guidelines to get the best people for the jobs.

 

Our hints and tips on completing your application form will help you fill it in right first time.

 

We monitor our vacancies in order to produce information about the profile of our applicants, our shortlisted candidates and successful candidates.  As you would probably expect, this information deals with age, sex, ethnic background, disability and other information that will help us to ensure that all groups within society are being fairly treated.

 

We request that you complete the monitoring form.  However, please note that you are not under any legal obligation to supply this information.  The definition of a disabled person under the Disability Discrimination Act is someone who has a physical or mental impairment, which has a substantial and long-term adverse effect on his/her ability to carry out normal day to day activities. 

 

In order to assist with identification of ethnic origin we have used categories approved by the Equality and Human Rights Commission. Ethnic origin questions are not about nationality, place of birth or citizenship. They are about colour and broad ethnic group.

 

Data protection
The personal information that you supply to us in support of your application will only be used for recruitment and selection and nothing else.  The successful candidate's application form will be kept for the duration of their employment and all other application forms will be destroyed within a few months of their receipt. Equal opportunities monitoring forms will be separated from the application forms at the time of receipt.  These will only be used for monitoring purposes and they too will be destroyed within a few months.

 

 

Short listing is undertaken soon after the closing date of advertisements.  If you have not been contacted within four weeks of the closing date, then you have not been successful.

 

A work permit, plus either a passport or a letter from the Home Office, which in either case must confirm that the holder has permission to enter or remain in the UK and take the work permit employment in question.

References

Qualifications

It is our policy to verify qualifications stated in candidates' applications, at interview. Please bring certificates with you if invited for interview.

 

All applicants must state in writing whether they are the relative of an existing employee or councillor, or partner of such persons. There is space for this information  on the application form In section 1, Personal Details.

 

If such a relationship is not disclosed, the applicant may be disqualified for the appointment and if appointed will be liable to dismissal without notice. Depending on the circumstances, any officer implicated in such non-disclosure may be dismissed for gross misconduct.

 

We operate a job sharing policy for all of its full-time posts and have many job sharing employees working successfully. Applicants may apply as a job sharing couple or we will find a job share partner if this is possible.

 

An offer of a job sharing arrangement will only be made on the understanding that if we cannot find a job share partner, the offer will be withdrawn. If you wish to apply for a vacancy as a job-sharer, you will need to indicate this on the application form.

 

We use the Criminal Records Bureau Disclosure service to make safer recruitment decisions when employing people into positions of trust.  It will reduce the risk of employing a person who may have an unsuitable background to work with children, vulnerable adults or occupations set out in the Rehabilitation of Offenders Act.

 

A criminal record will not necessarily be a bar to obtaining a position.  Before withdrawing an offer of employment we will discuss with the applicant any matters revealed in Disclosure information.

 

We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that you provide details of the offence, dates, sentences, fines or other penalty in a sealed envelope marked Rehabilitation of Offenders Information with your application. The information will be treated in confidence and will be destroyed if your application is unsuccessful.

 

We follow the Criminal Record Bureau's Code of Practice and have policies on the recruitment of ex-offenders and on the secure, correct handling and safekeeping of disclosure information. 

 

If you are offered a post, which is exempt from the Rehabilitation of Offenders Act, then you will be asked to complete an application form for Disclosure information, which will include the, "Guidance for Disclosure Applicants". Deliberate failure to disclose full details will result in your application being rejected or may lead to your later dismissal.

 

If you indicate on your application form that you are disabled and you meet the essential criteria on the person specification, you will be guaranteed an interview.

 

If you are unable to meet some of the requirements of the job specifically because of your disability, please address this in your application. If you meet all other essential criteria, you will be shortlisted and we will explore jointly with you ways in which the job can be changed to enable you to meet the requirements.  This could include adjustment to premises and equipment or job duties.  Appointment to all posts will be on merit.

 

New entrants to local government will be subject to satisfactory completion of a probationary period of six months, during which they are expected to establish their suitability for the post.

 

The appointment is subject to the completion of a medical clearance.  A medical examination may be required.