Introduction to General Conditions of Service
As a general rule we follow the provisions that are set from time to time by the National Joint Council for Local Government Services. We apply this to our staff and supplement them by locally agreed arrangements in a number of areas. The terms are continually reviewed as circumstances require.
Pay
EHDC operates a local pay scheme. We are continually monitoring and evaluating our salary levels to remain competitive in the market and to ensure we attract and retain high calibre staff. Advancement within your salary scale will be by incremental progression on 01 April each year until the maximum point is reached, and is subject to satisfactory performance. However, employees with less than 6 months’ service in the Grade by 01 April may, by prior agreement, be granted their first increment six months after their appointment. All jobs are graded using the HAY job evaluation method within the local scheme of pay and conditions.
Pensions
All staff have the right to choose to contribute to our occupational pension scheme which is the Local Government Pension Scheme (LGPS) or to join the State Earnings Related Pension Scheme (SERPS) or to purchase a personal pension.
The scheme provides inflation linked benefits based on final salary, and includes death in service provisions. Benefits also include premature payment due to ill health retirement and, for those over 50, in the event of redundancy. The main provisions of the scheme will be available to newly appointed staff.
Probationary Period
When you join the Council, irrespective of whether you have worked in Local Government before, you will need to work a 6 month probationary period during which you will be expected to demonstrate your suitability for the post. During this time you will have planned reviews with your line manager to make sure you are settling in to your role and to give you the opportunity to discuss any training needs or difficulties you have identified. Having completed the probationary period successfully you will then be confirmed in post. We reserve the right to terminate your employment at any time during your probationary period.
Professional Fees
If you are a member of a professional body or institute and this is a requirement of your work, the Council may, with prior agreement, pay a contribution towards your membership fee.
Politically Restricted Posts
Certain posts are designated as Politically Restricted under The Local Government and Housing Act 1989, due to the nature of the duties, salary level or reporting structure. Further details are available from the HR Team.
Childcare Arrangements
Employees are expected to make appropriate childcare arrangements. We are able to offer a salary sacrifice scheme for childcare vouchers through Busy Bees. Further details are available from the HR Team.
CRB (Criminal Records Bureau) Disclosures
As part of its recruitment practice the Council will seek disclosure of criminal records for potential employees who will be working with children, young people and vulnerable adults. Information obtained throughout this process will be used for the protection of these groups and not to discriminate unfairly against those with convictions which are irrelevant or unrelated to this application. Disclosures will be applied for from the Criminals Record Bureau. For further details please contact the HR team or visit www.crb.gov.uk.
Flexible Working
We have a flexible approach to working arrangements and accommodate a variety of working patterns where these can be fitted in with the needs of the service. The normal working week for full time staff is 37 hours Monday to Friday. If you would prefer to work a non-standard pattern (for example part time), please state your requirements on your application and this will be given full consideration.
Flexitime
A scheme of flexible working hours with core periods of 10.00 to 12.00 in the morning and 2.30 to 4.00 in the afternoon is in operation for most staff based at Penns Place.
Annual Leave and Public Holidays
All staff receive a minimum of 4 weeks’ basic leave and this increases depending on grade and length of service. Service for part of a year is recognised on a pro rata basis. Part-time staff will receive a pro rata entitlement according to their contracted hours. All staff receive an entitlement, based on their hours of work, for each public, statutory and locally agreed holidays whether or not they fall on a normal working day.
Employee Induction and Development
The Council has a good reputation for induction, training and the development of its staff and is recognised as an Investor In People. Senior managers co-ordinate needs and formulate plans for qualifications, occupational skills and management development.
We are continuing to improve our existing arrangements for performance management appraisal and employee assessment.
Opportunities can arise for internal change and/or promotion, as well as national vacancies in the public sector, although we prefer you to stay!
Sports and Social Facilities
All staff may join the Council’s Sports and Social Club which arranges various activities. There is a well equipped leisure centre (The Taro) adjacent to the main site with opportunities for membership on a subsidised basis.
Employee Assistance Programme (EAP)
We know that there are times when we feel pressure whether because of work or problems in our home lives. We believe that it is important to support our employees through difficult times. The Council’s EAP is a free, confidential support service provided 24 hours a day, 7 days a week, 365 days a day by a professional team. Face to face counselling is also available.
Trade union membership
The Council feels the best interests of employees and the Authority are served by individual employees joining an organisation which can represent them through the recognised machinery of collective bargaining. You are encouraged to join a Trade Union recognised by the Council.
Health
An offer of appointment will be subject to a satisfactory health report.
The information contained above is of a general nature and may be subject to variation from time to time. Should you be appointed, then a contract of employment and staff handbook detailing appropriate terms and conditions of employment will be issued to you.