Standard Terms and Conditions of Employment
The salary for this post is paid in twelve monthly instalments,
on the 25th of each month. Please refer to the job
description/ person specification for the actual salary.
Annual leave entitlement is as follows (Resources Committee
|Salary Spinal Column Point
||Leave after 5 years Continuous Service
|Up to & including Grade 5
|Grades 6 & 7
|Grades 8 and above
Bank holidays are as follows: (Resources Committee November
|Late May (Spring Bank Holiday)
|Late August (Summer Bank Holiday)
1 Additional Day
||New Year's Day
The successful candidate will be eligible to join the Local
Government Pension Scheme, which provides a range of index-linked
benefits. The employee's contribution is based on their whole time
pay rate and varies from 5.5% up to 7.5%.
Crèche facilities are provided by the Stepping Stones private
day nursery at the Civic Centre. This opens Monday to Friday
8.00am – 6.00pm. Council staff receive a subsidy of 20% on
the normal fees charged. For staff that work part time, the 20%
subsidy only applies to the days/ period that the part timer works
i.e. the staff member works Monday, Tuesday and Wednesday and
places a child in the crèche for the whole week, the subsidy will
not apply to the Thursday and Friday. Similarly if someone just
works mornings or afternoons, the subsidy only applies for the half
day. A place cannot be guaranteed and is subject to
The Council has also, in conjunction with Busy Bees, introduced
an initiative under which part of an employee's salary may be given
up in exchange for childcare vouchers. Within specified
limits, these vouchers are non-taxable and exempt from National
Insurance contributions and represent a saving for employees who
receive them as part of their total employment package.
An officer absent from duty owing to illness (including injury
or other disability) shall be entitled to receive an allowance in
accordance with the following scale:-
|During 1st year of service
||1 month’s full pay and (after completing 4 months’ service) 2
month’s half pay.
|During 2nd year of service
||2 months full pay and 2 months half pay.
|During 3rd year of service
||4 months full pay and 4 months half pay.
|During 4th and 5th year of service
||5 months full pay and 5 months half pay.
|After 5 years service
||6 months full pay and 6 months half pay.
Up to 52 weeks’ maternity leave may be taken, irrespective of
length of service.
There are leisure centres at Droitwich, Evesham and Pershore.
Members of staff are entitled to discounted use of facilities for
themselves and their families (when accompanied by the staff
Essential car users will be issued with a car park pass that
will allow them to park at the Civic Centre site. Non
essential users will be required to nominate a day between Monday
to Thursday when they will have to park at Abbey Park,
Pershore. The car park pass issued will indicate the chosen
day and employees must not park at the Civic Centre on this day but
may do so on the other days of the week.
Employees based in Droitwich and Evesham will be issued with an
annual pass that will enable them to park on the on the long stay
car parks in the respective town.
Unless otherwise specified, and provided the employee is on
official business, these passes are valid at other Wychavon
controlled long-stay car parks.
Hours of Work
Normal full time hours of work are 37 hours per week, Monday to
Friday in line with our flexitime scheme operating between 8:00am
and 6:30pm, unless contracted to work outside these hours. There is
no core time and it is possible to take flex days off (subject to
line manager’s approval).
Code of Conduct
The public is entitled to except the highest standards of conduct
from all employees who work for Wychavon District Council. This
Code, based upon the Employers Organisation ‘Code of Conduct for
Local Government Employees’ outlines existing laws, regulations and
conditions of services for Council employees in their day-to-day
The aim of the Code is to lay down guidelines for Wychavon’s
employees which will help maintain and improve standards and
protect employees from misunderstanding or criticism.
Employees are asked to declare any conflicts of interest which
they may face during the course of their employment at
All employees must abide by the Council commitment to equality of
opportunity, irrespective of race, sex, marital status, age or
The successful candidate will be required to seek authorisation
from their manager before taking up any additional employment,
including occasional or consultancy work.
The Council operates a no-smoking policy. All council premises are
designated as smoke free areas at all times including council
vehicles. Employees who chose to smoke must ensure they are well
away from smoke free areas at all times and are required to be
Previous service with another Council or a relevant body provided
for under the Redundancy Payments Modification Order (Local
Government) Act 1983 (as amended) will be recognised. This
will affect entitlement to annual leave, redundancy payments
occupational sickness scheme and the occupational maternity scheme
New entrants to Wychavon District Council will be expected to
complete a probationary period, which may be extended if
appropriate. The probation period will normally be six
Performance Development Review
All staff receive Performance Development Reviews against
objectives, which leads to the formulation of individual training
plans and objective setting against the service plans for their
unit, and the wider corporate objectives.
Politically Restricted Posts
If the post is deemed as ‘politically restricted’ within the
meaning of the Local Government and Housing Act 1989, the holder of
the post will be advising elected members and is therefore subject
to restrictions. This means that you cannot stand for
public elected office (other than to a parish council) and are
subject to restrictions on more general political activity.
The person specification/job description will confirm
if this restriction applies to the post.
Health and Safety Policy
The County Council recognises and accepts its responsibility as an
employer, and will take positive action to ensure the health,
safety and welfare of all employees and other persons who may be
affected by its operations, by providing safe working conditions
and a healthy and safe working environment.
Criminal records will only be taken into account for recruitment
purposes when a conviction is relevant. Unless the nature of the
work demands it, applicants will not be asked to disclose any
convictions which are “spent” under the terms of the Rehabilitation
of Offenders Act 1974 - but see note below. Having an unspent
conviction will not necessarily preclude employment. This will
depend on the circumstances and background to the offence, and the
nature of the job applied for.
Important Note - If the post is covered by the
Rehabilitation of Offenders Act (Exemptions) Order 1975, details
must be given about all convictions, whether spent or not.
Please check the job details for the “spent”
status of the post that you are applying for.
Information Note: Spent convictions
Under the Rehabilitation of Offenders Act 1974, a conviction will
become “spent” (i.e. treated as if it had never occurred) when the
individual has not committed another serious offence after a
certain period of time. Rehabilitation periods vary according to
the type and length of conviction originally incurred. For
- Imprisonment for between six and thirty months – Spent after
- Imprisonment, detention in a young offenders institution or
youth custody for six months or less – Seven years
- Probation – Five years (if under 18, the longer of two and a
half years or when the order ceases to have effect)
- Fine or community service order – Five years
- Absolute discharge (whatever age) – Six months
- Conditional discharge, bind over – The longer of one year or
whenever the order ceases to have effect.