The successful candidate will be
subject to the terms and conditions of service negotiated and
agreed by the relevant National (and where appropriate Provincial)
negotiating committee and amended by local agreements as adopted by
this council. These are available from Human Resources.
The Council has undertaken job
evaluation and grades for posts have been set through this process.
In situations where there has been significant change in the duties
and responsibilities since the previous post holder left, or if it
is a new post, the grade will be referred to as "subject to job
evaluation". This means that it has not been possible to carry out
a formal job evaluation, which is necessary to confirm the
It will, therefore, be necessary to
carry out a formal job evaluation soon after an appointment is
made. Usually this is three to six months after commencement when
the person has had time to familiarise themselves with duties and
responsibilities of the job.
If the post is not advertised as
"subject to job evaluation" then it has already been evaluated and
will not need to be re-evaluated unless there are significant
changes sometime in the future.
For further information please
contact Human Resources.
All appointments are made subject to
medical clearance, this is usually via a questionnaire to the
Occupational Health Unit at Staffordshire County Council.
Certain positions may require physical examination as a matter of
routine; if this is necessary you will be advised by the
Occupational Health Unit.
Applicants for work with the Council
must declare on the application form if they are the parent,
grandparent, partner, child, stepchild, adopted child, grandchild,
brother, sister, uncle, aunt, nephew or niece of a councillor or
employee of the Council or the partner of such a person. Such
relationships will not prevent someone gaining employment with the
Council; however, failing to inform us on the application form may
lead to dismissal if discovered at a later date.
Certain positions within the Council
will require Disclosure checks to be made with the Criminal Records
Bureau and Disclosures will be sought on all occasions for
successful candidates for such posts. Further information on
whether the post you are applying for requires a Disclosure, is
contained in the job description.
No candidate should seek the support
of a councillor or employee, either directly or indirectly, for any
appointment to the Council and Councillors must not stand as
referees for employees or candidates for appointment as employees
of the Council.
Applicants applying on-line will be
required to tick the appropriate boxes to indicate the information
provided is true and accurate. They will then be asked to sign the
application if selected.
References will normally be taken up
on candidates prior to interview unless the applicant states
otherwise on the application form. If you are appointed, the
reference will be taken up before an unconditional offer is
Candidates offered an appointment
who are in employment are strongly advised not to give notice to
their existing employer until they have been notified of their
clearance in respect of medical report, references and where
required CRB clearance.
New entrants to the Council will be
subject to a six months probationary period on completion of which,
subject to satisfactory service, the appointment will be
Salaries are paid monthly through
the Banking Automated Credit Services facility to either a bank or
building society account.
Progression within the salary grade
is normally by annual service increments payable in April each
year, subject to satisfactory service in post, until the top of the
grade is attained. Officers with less than six months in the
post by 1 April will be granted and increment six months after
their commencement, subject to satisfactory service.
All employees are eligible to join
the Local Government Pension Scheme administered by
Staffordshire County Council. Employee contributions are
currently based on 6% of gross salary, although the pension
scheme is under review and the rate may increase for higher earners
in April 2008. The employer adding a similar amount as a
contribution. The scheme provides you with an Index Linked
pension and a tax free lump sum based on your final salary and
Reckonable Service in the Scheme. The Scheme also provides
for early and ill health retirement in addition to death in service
benefits, which include widows and children allowances. If you
leave the Scheme before retirement, you have a range of options
including transferring, deferring or taking a refund of
contributions dependent upon where you move to and length of
service in the scheme.
For further information contact
Pension Services at Staffordshire County Council on (01785)
Hours of Work
Full-time members of staff work
a standard 37-hour week unless otherwise specified in the Job
Description. Part-time employees are paid pro-rota dependant upon
the hours they work.
The Council Offices are open to the
public from 8.45 am to 5.00 pm Monday to Friday.
We have a scheme of flexible working
hours, which covers most employees working in the Council
Offices. There are some expectations and a few employees work
under a modified scheme. The scheme allows members of staff
to fix their own working hours within pre-determined time limits,
while ensuring adequate cover is available to answer enquires
during office hours.
Subsidised restaurant facilities are
available for employees based at Codsall Offices and provide a wide
range of meals and refreshments at competitive prices.
Annual leave ranges between 20 and
30 days per annum, dependent on salary and conditions of service,
with five additional days for five years continuous local
government service (excluding the Chief Executive and Deputy Chief
Executive), in addition there are 13 public holiday and extra
|Grade A to F
|Grade G to H
|Grade I to K
|Grade L to O
|Chief Executive and Deputy Chief Executive
The leave year is taken from the
date of commencement with South Staffordshire Council. Employee's
transferring from the service of another local authority are
encouraged to take their leave entitlement before commencement so
as to avoid difficulties.
Part time employees are entitled to
a pro-rata holiday entitlement for both annual and public holidays.
Holiday entitlement in these circumstances will be converted into
hours to ensure accurate and equitable arrangements are in
One relevant subscription is paid
for posts that require membership of a professional body.
Posts which necessitate the use of a
private telephone outside office hours receive payment for
telephone rental and business calls. Only those officers on
the approved list will receive this payment and it will be referred
to on the job description.
The relocation package is available
where an officer is required to re-locate at least 25 miles from
their current residence. They must live within 15 miles of
their new place of work and move within 12 months of their
appointment in order to qualify. The scheme provides
1. Reimbursement of removal
a) The cost of
storage for up to 3 months
agent fees based on a percentage of commencing salary
i Maximum 10 %
of annual salary if property is purchased within district
(minimum of £1,000)
ii Maximum 5%
of annual salary if property is purchased outside district
(minimum of £500)
resettlement/disturbance allowance of up to £500
2. Lodging allowance for up to
20 weeks where an officer has an existing property to maintain
whilst searching for permanent accommodation.
For employees required to live in
tied accommodation, costs incurred in removal expenses (outlined in
1.) will be payable as will a resettlement allowance as stated in
1c. Full details of the package are available on request from
Human Resources, Telephone 01902 696104.
Occupational Health And Welfare
The authority has developed links
with Staffordshire County Council's Occupational Health Unit
who provide regular screening for certain posts that are considered
as `special risk', eg Display screen users, sewer operatives,
employees handling hazardous substances.
The Council has an active training
and development programme and is committed to providing facilities
and support towards the attainment of job related
qualifications. This is supported by a Management Development
Programme and other in-service training courses provided on an
The Council has taken the lead in
many new initiatives and was considered to be a leader nationally
in the training and development of its officers and Elected
Members. An ongoing programme of training and development
continues each year under the following headings:
1. Post Entry Scheme
2. Corporate Training
3. Elected Member
4. Joint Officer/Member
5. Parish Member
The authority operates a staff
development / appraisal scheme for all employees. The scheme
aims to provide a regular opportunity for personal development
through annual appraisal and discussion on a one to one
Equality of Opportunity
The Council is committed to equality
of opportunity in employment and ensures that job applicants and
employees are treated with equality. Individuals are
selected, promoted and developed in the basis of their abilities
and merits against the requirements of the job.
No Smoking Policy
The Council has an agreed No Smoking
Policy throughout the Council Offices and work sites. This
applies to all employees, elected members, visitors and the general
All candidates attending interview
may claim expenses necessarily incurred. Travel expenses will
be reimbursed at 2nd class rail fare and / or bus fare from normal
place of residence to Bilbrook station.
Candidates travelling by car should
ascertain the cost of the return rail fare prior to
In circumstances where public
transport is impractical, a mileage allowance based on the lowest
essential car user rate is payable.
Expenses can only be reimbursed if
they are supported by a receipt.
Health and Safety at Work
The Health and Safety at Work etc
Act 1974 lays down broad general duties, applicable to all
workplaces, to promote and encourage high standards of health and
safety at work. All 'persons at work', whether employers,
employees or self-employed, are covered by the Act which also
protects the general public who may be affected by work
The Council's Safety Policy is
included in the Employee Handbook. A major purpose of the
Policy is to identify the risks present in places of work, to
identify the relevant precautions and to indicate those responsible
for ensuring that the Policy is carried out.
The Safety Policy is the blueprint
on which the Council's Health and Safety at Work Policy,
Organisation and Activity are based. It is the responsibility
of each and every individual employee to ensure that the safety
policy is carried out.
The Council facilitates a private
Travel Insurance, enabling employees and their dependants to have
insurance cover during holiday travel at an extremely competitive
cost. Further information is available from Human