How to Apply

How to Apply

  • To apply for our vacancies, you first need to register with our recruitment portal and login.
  • You only need to register once, no matter how many vacancies you are applying for.
  • Your personal details will be retained and you can then tailored the other aspects of your application to the post you are applying for.
  • Please ensure that you keep your personal contact details up to date, particularly your email address as this will be our primary means of communicating with you about your application.
  • Paper applications are available upon request. Please contact the Recruitment Team on 0151 511 6798.
  • Please note that we do not accept CVs.

 

  • In completing your application form please ensure that you refer the attached guidance.
  • If you have any further queries or questions, please do not hesitate to contact the Recruitment Team on 0151 511 6798 or email resourcing@halton.gov.uk

 

  • The Council operates a robust recruitment and selection procedure and prides itself on being an equal opportunities organisation which welcomes applications from all sections of the community.
  • As part of your application you will be asked to complete an Equal Opportunities Monitoring Form. The Council collects this information to measure the effectiveness of its equal opportunities policies and the details you give will not be referred to during the shortlisting and interview process.
  • As a Disability Confident accredited employer we are committed to ensuring that our recruitment processes support those with disabilities. The Council operates a guaranteed interview scheme for any disables person who meets the minimum requirements of the post being applied for.
  • The Council and its schools are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expect all staff, workers and volunteers to share this commitment.
  • Robust procedures are in place to ensure that everyone who has access to children, young people or adults at risk, or who has access to sensitive data relating to children, young people and adults are safely recruited and employed
  • If the post you are applying for involves working with children, young people or vulnerable adults you will be required to provide names and addresses of two referees.
  • If you are not currently working with children, young people or vulnerable adults, but have done so in the past, the second referee should be the employer who most recently employed you in a role working with children, young people or vulnerable adults.
  • If you currently work with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences relating to children, including any for which the penalty is time expired and whether you have been the subject of any child protection concerns, and if so, the outcome of any enquiry or disciplinary procedure. If you are not currently working with children, but have done so in the past, your previous employer will be asked about these issues
  • For roles within registered services, as a prospective employer, we are required by Ofsted to seek information about a candidate’s previous employment. As part of your application, you will be required to provide details of all vulnerable group employers you have worked for, including both paid and voluntarily work; in the last 10 year
  • Successful applicants will be required to obtain a satisfactory Disclosure and Barring Service (DBS) Enhanced Criminal Records and/or Barred List(s) Check. A copy of the DBS Code of Practice is available on request. Further information about the criminal records and barred lists checking process can be found at https://www.gov.uk/disclosure-barring-service-check/overview

Salary

Salaries are paid monthly on the 20th of the month, unless this falls at a weekend or bank holiday, in which case it will be paid on the previous working day. Payment is made directly into a bank or building society account. Salary progression is normally by annual increment.

Salary – Temporary Variation To Contract   

It has been agreed that employees be subject to a temporary, time-bound variation of contract relating to a deduction of four days’ pay, compensated by four days’ additional leave, over the periods as shown below:

Financial Year Days Leave to be taken

  • 2017/18 22nd, 27th, 28th & 29th December 2017
  • 2018/19 24th, 27th, 28th & 31st December 2018

Deductions will be made on a monthly basis and will include all contractual payments.

Where an employee is required to work on any of the days outlined above, an alternative day with loss of pay must be taken before the end of the financial year, in agreement with and ultimately as directed by management. For any employee who starts or leaves employment part way through the year then an adjustment will be made to reconcile any under or over payment.

Pension

The workplace pension scheme we provide is the Local Government Pension Scheme (LGPS), administered by the Cheshire Pension Fund. The LGPS is a qualifying pension scheme which means it meets or exceeds the Government standards. A copy of the Cheshire Pension Fund guide to LGPS can be viewed at www.cheshirepensionfund.org and provides full details of the benefits of belonging to the scheme.

Hours of Work

Full time employees generally work 37 hours per week. Work may involve shift, rota (including bank holidays) or weekend working and call out arrangements. A Flexible Working Hours Scheme is attached to some posts. Job share, part time, term time and home working applications will be considered.

Annual Leave

Annual leave entitlement varies according to length of service and ranges from 25 days to 33 days per year, in addition to eight bank holidays. Pro rata entitlements are allocated to staff working less than full time hours. For Strategic Directors, Operational Directors and Divisional Managers the annual leave entitlement is 36 days per year.

Sickness

In addition to Statutory Sick Pay, employees may be entitled to Occupational Sick Pay, with full and half pay entitlements varying to a maximum of six months full pay and six months half pay after 5 years continuous local government service.

Probationary Periods

Except those with continuous local government service or other related service with specified organisations, appointments are subject to a satisfactory six month probationary period before employment with the Council is confirmed.

Code of Conduct

Employees must observe the requirements of the Officers Code of Conduct.

No Smoking Policy

The Council operates a no smoking policy in all of its buildings and vehicles.

Health and Safety

We aim to provide a safe working environment for all. We provide training and guidance to ensure that employees of the Council meet their legal duties, under the Health and Safety at Work Act 1974, to take reasonable care of the health and safety of themselves and others.

Political Restrictions

The Local Government and Housing Act 1989 limit some local government employees from taking part in some types of political activities. These posts are to be considered “politically restricted”.

Membership of a Trade Union

Employees have the right to join a trade union and to take part in its activities.

Notice to Terminate Employment

Notice periods vary between one and three months dependent upon salary grade.

 

Criminal Convictions

As an applicant, you are required to disclose any ‘unspent’ convictions in line with The Rehabilitation of Offenders Act.  This Act allows for a person who has been convicted of a criminal offence involving a sentence of not more than two and a half years imprisonment and who has since lived trouble free for a specified period of time (related to the severity of the offence) to be treated as if the offence, conviction or sentence had never occurred.  This is known as a spent conviction.

There are a number of posts, activities and occupations that are exempt  from, or not covered by, the Rehabilitation of Offenders Act. In these cases we will request details of spent and unspent convictions and cautions that are not protected and will take this information into account when determining your suitability for the job.

Only relevant convictions and other information will be taken into account so disclosure need not necessarily be a bar to obtaining a position.

Should you identify that you have a criminal record, this will be discussed in confidence at interview.

An Enhanced Criminal Records Check, with or without a check against the barred lists, will be sought in the event of you being successful in your application for employment.

Further information on criminal convictions is available from Nacro

POLICY STATEMENT ON THE RECRUITMENT OF PEOPLE WITH A CRIMINAL RECORD

As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, the Council complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of conviction or other information revealed.

The Council is committed to the fair treatment of its employees and workers, potential employees and workers or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical or mental disability or offending background that does not create risk to children and vulnerable adults.

The Council has a written policy on the recruitment of people with a criminal record, which is made available on the Council’s website and to all DBS applicants at the outset of the recruitment process, if requested by the applicant.

The Council actively promotes equality of opportunity for all, with the right mix of talent, skills and potential and welcome applications for employment or work from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.

A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS check is required, all application for employment/work forms, job advertisements and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position.

Where a DBS check is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.

Unless the nature of the position allows the Council to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that all those in the Council who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of people with criminal records, e.g. the Rehabilitation of Offenders Act 1974.

The Council and its schools are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expect all staff, workers and volunteers to share this commitment.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matters that might be relevant to the position. Ultimately, it is the responsibility of the appointing officer to decide whether to continue with the appointment.

Failure to reveal information that is directly relevant to the position sought could be seen as a deliberate attempt to gain employment/work by deception and, as such, may result in the withdrawal of any offer of employment/work.

We make every subject of a DBS check aware of the existence of the DBS Code of Practice and make a copy available on request.

We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.

Having a criminal record will not necessary bar you from working with the Council.  This will depend on the nature of the position and the circumstances and background of your criminal record.

If your conviction included being added to the Children’s or Adults’ Barred lists, you may be committing a criminal act in making an application for employment or work in these areas.

This document will be reviewed on an annual basis or where there are legislative changes which may result in changes.