information for applicants

All council employees are paid monthly on the last banking day of each month by bank transfer. Casual workers are paid one month in arrears e.g. for work done in April payment will be made on the last banking day of May subject to pay documentation being submitted on time.

Please note that if a candidate commences work part-way through a school year, the annual leave entitlement in the first year will be pro-rata based on the actual number of days worked in the school year up to 31 August. The payroll system will reduce pay in that school year so that the employee is not overpaid for leave that has not been accrued. This means that the actual monthly pay in the first school year will be lower than one-twelfth of the salary quoted for the post.

All new entrants to the Council are subject to a four month probationary period, commencing from their first day of employment. This period is designed to support transition into the job. This period is used to assess a new employee’s ability, attitude and conduct, and to induct, train and advise employees of their duties and responsibilities. Should it be necessary to terminate employment either during or at the end of the probationary period, a claim of unfair dismissal cannot be made but individuals have the right to appeal against the decision.

If the position you are applying for is fixed term for any reason e.g. external funding, maternity or sickness cover, an expected duration/end date should have been stated on the advertisement. Please be aware that appointments of this type may be terminated before the provisional end date given (for example if funding is withdrawn).

If you have completed your social work qualification within the last 2 years, it will be a requirement of employment that you complete the Assessed and Supported Year in Employment (ASYE).

You will be required to complete mandatory e-learning and may be required to attend training sessions and wherever possible this will be within normal working hours. If you are asked to attend outside your normal hours, the time will be paid or given as lieu time. If you travel to a training course in your own car, a mileage allowance will be paid (please retain a VAT receipt for petrol). Staff can also use public transport (cost reimbursed by the council) or car-share with another individual attending the same course.

All new NJC employees in permanent contracts and temporary contracts over 12 weeks are automatically entered into the Local Government Pension Scheme. Those in posts of under 12 weeks’ duration and casual workers are able to opt-in to the pension scheme. You can opt-out at any time. Full details of the pension scheme are available at www.erpf.org.uk. All teachers and tutors including supply teachers are enrolled into the Teachers’ Pension scheme.

If the post has an approved relocation package funded by the service area, the manager will provide details to the candidate details regarding payments and criteria and timescales to receive these.

In order to comply with the Working Time Directive, we must ensure that employees are not working more than 48 hours per week on average and have at least an 11-hour rest period between shifts. Do you have any other employment which would run concurrently with the post you are applying for? If yes, what type of employment is it e.g. temporary, permanent or casual? You will need to make the recruiting manager aware of any other employment you have (where you intend to retain it alongside the role you are applying for, should you be successful).

Where you are an internal candidate wanting to apply as a secondment, you should have discussed and agreed the secondment with your manager. You will need to provide the completed/signed secondment request form signed by your Director to the interview.

Where the role you are applying for requires specific qualifications (as shown on the employee specification), you will need to bring your relevant qualifications with you to interview to evidence that you meet these criteria. The manager will take copies of the qualifications as evidence.

If you are successful at interview, we will carry out a number of checks as part of the pre-employment check process. Please be aware that no offer of employment will be made to you until all of the relevant checks have been completed and are deemed satisfactory.

Checks we will undertake:

• Basic Medical - A medical declaration form is required so that we can understand if the preferred candidate needs any aids or adjustments to the workplace or work arrangements. If support is required, the candidate will be required to complete a Health & Medical questionnaire so that our Occupational Health team can advise the recruiting manager on suitable adjustments. This check is required for all new starters, transfers and additional posts (except for drivers).
• Health Check (via occupational health) - A health check via occupational health is an online questionnaire completed via the occupational health portal. It is more detailed than the basic medical as it allows the occupational health team to identify if specific aids/adjustments are required to support the candidate in the workplace/with work arrangements. This check is required for all driver roles as standard and for candidates who have specified a medical condition on the basic medical. For posts also requiring health surveillance e.g., those using vibrating equipment or for posts driving a council vehicle, occupational health advice is always sought.
• References - Where the candidate is a new starter, two references will be required (one of which should be from their most recent employer). Where the candidate is an internal employee and the job role is non-safeguarding, one reference will be required (from their current line manager). Where the job is a safeguarding role, two references will be required, whether the candidate is internal or external.
• Right to Work/Identity Check – Candidates are required to demonstrate that the council has met its legal obligation with regards to evidencing right to work. You must take with you to interview, evidence of your right to work and identity. The manager will be take a copy of the documents to provide evidence of identity and right to work in the UK check in case of inspection by UK Visas and Immigration.
• Qualifications - Where the role you are applying for requires specific qualifications (as shown on the employee specification), you will need to bring your relevant qualifications with you to interview to evidence that you meet these criteria. The manager will take copies of the qualifications as evidence.