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 November 1999):
|Salary Spinal Column Point||Basic Leave||Leave after 5 years Continuous Service|
|Up to & including Grade 5||23 days||28 days|
|Grades 6 & 7||25 days||30 days|
|Grades 8 and above||27 days||32 days|
|Directors||35 days||35 days|
Bank holidays are as follows: (Resources Committee November 1999)
Good Friday |
|May Day||1 Day||Monday|
|Late May (Spring Bank Holiday)||1 Day||Monday|
|Late August (Summer Bank Holiday)||1 Day||Monday|
|Christmas||3 Days|| Christmas Day |
1 Additional Day
|New Year||1 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 availability.
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 member).
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 work.
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 Wychavon.
All employees must abide by the Council commitment to equality of opportunity, irrespective of race, sex, marital status, age or disability.
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 clocked out.
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 as applicable.
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 months.
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 example:
- Imprisonment for between six and thirty months – Spent after ten years
- 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.