information for applicants

Pay

Pay grades
Pay Grades

Grade 1

  • Main Rate: £22,366 (£11.59 p/h)

Grade 2A

  • Main Rate: £22,737 (£11.79 p/h)

Grade 2B

  • Main Rate: £23,114 (£11.98 p/h)

Grade 3A

  • Point 1: £23,500 (£12.18 p/h)
  • Main Rate: £23,893 (£12.38 p/h)

Grade 3B

  • Point 1: £24,294 (£12.59 p/h)
  • Main Rate: £24,702 (£12.80 p/h)

Grade 4A

  • Point 1: £25,119 (£13.02 p/h)
  • Main Rate: £25,545 (£13.24 p/h)

Grade 4B

  • Point 1: £25,979 (£13.47 p/h)
  • Main Rate £26,421 (£13.69 p/h)

Grade 5A

  • Point 1: £26,873 (£13.93 p/h)
  • Main Rate: £27,334 (£14.17 p/h)

Grade 5B

  • Point 1: £27,803 (£14.41 p/h)
  • Main Rate: £28,282 (£14.66 p/h)

Grade 6A

  • Assimilation Point: £29,777 (£15.43 p/h)
  • Point 1: £30,296 (£15.70 p/h)
  • Point 2: £30,825 (£15.98 p/h)
  • Main Rate: £31,364 (£16.26 p/h)

Grade 6B

  • Assimilation Point: £33,024 (£17.12 p/h)
  • Point 1: £33,945 (£17.59 p/h)
  • Point 2: £34,834 (£18.06 p/h)
  • Main Rate: £35,745 (£18.53 p/h)

Grade 7A

  • Assimilation Point: £37,336 (£19.35 p/h)
  • Point 1: £38,223 (£19.81 p/h)
  • Point 2: £39,186 (£20.31 p/h)
  • Main Rate: £40,221 (£20.85 p/h)

Grade 7B

  • Assimilation Point: £43,421 (£22.51 p/h)
  • Point 1: £44,428 (£23.03 p/h)
  • Point 2: £45,441 (23.55 p/h)
  • Main Rate: £46,464 (£24.08 p/h)

Grade 8

  • Assimilation Point: £48,474 (£25.13 p/h)
  • Point 1: £49,498 (£25.66 p/h)
  • Point 2: £50,512 (£26.18 p/h)
  • Main Rate: £51,515 (£26.70 p/h)

Grade 9

  • Assimilation Point £55,884 (£28.97 p/h)
  • Point 1: £57,033 (£29.56 p/h)
  • Point 2: £58,207 (£30.17 p/h)
  • Main Rate: £59,404 (£30.79 p/h)

Grade 10

  • Assimilation Point: £63,144 (£32.73 p/h)
  • Point 1: £64,443 (£33.40 p/h)
  • Point 2: £65,769 (£34.09 p/h)
  • Main Rate: £68,502 (£35.51 p/h)

Grade 11

  • Assimilation Point: £71,969 (£37.30 p/h)
  • Point 1: 72,816 (£37.74 p/h)
  • Point 2: £74,313 (£38.52 p/h)
  • Main Rate: £75,842 (£39.31 p/h)
Sector Grades

Grade 5AS

  • Point 1: £28,770 (£14.91p/h)
  • Point 2: £29,269 (£15.17p/h)
  • Main Rate: £29,777 (£15.43 p/h)

Grade 5BS

  • Point 1: £29,777 (£15.43 p/h)
  • Point 2: £30,296 (£15.70 p/h)
  • Main Rate: £30,825 (£15.98 p/h)

Grade 6AS

  • Point 1: £32,076 (£16.63 p/h)
  • Point 2: £33,024 (£17.12 p/h)
  • Main Rate: £33,945 (£17.59 p/h)

Grade 6BS

  • Point 1: £37,336 (£19.35 p/h)
  • Point 2: £38,223 (£19.81 p/h)
  • Main Rate: £39,186 (£20.31 p/h)

Grade 7AS

  • Point 1: £41,418 (£21.47 p/h)
  • Point 2: £42,403 (£21.98 p/h)
  • Main Rate: £43,421 (£22.51 p/h)

Grade 7BS

  • Point 1: £48,474 (£25.13p/h)
  • Point 2: £49,498 (£25.66 p/h)
  • Main Rate: £50,512 (£26.18 p/h)

Grade 8S

  • Point 1: £55,884 (£28.97 p/h)
  • Point 2: £57,033 (£29.56 p/h)
  • Main Rate: £58,207 (£30.17 p/h)

Grade 9S

  • Point 1: £63,144 (£32.73 p/h)
  • Point 2: £64,443 (£33.40 p/h)
  • Main Rate: £65,769 (£34.09 p/h)

Grade 10S

  • Point 1: £74,313 (£38.52 p/h)
  • Point 2: £75,842 (£39.31 p/h)
  • Main Rate: £78,993 (£40.94 p/h)

Grade 11S

  • Point 1: £87,189 (£45.19 p/h)
  • Point 2: £88.968 (£46.11 p/h)
  • Main Rate: £90,784 (£47.06 p/h)
Apprenticeship Grades

Grade 2B APP

  • Under 21 (70%) £16,179.80
  • 21 and Over £23,114

Grade 3B APP

  • Under 21 (70%) £17,005.80
  • 21 and Over £24,294

Grade 4B APP

  • Under 21 (70%) £18,185.30
  • 21 and Over £25,979

Grade 5B APP

  • Under 21 (70%) £19,462.10
  • 21 and Over £27,803
Teacher Pay Grades

Main Pay Range

  • M1 £28,000 (Min)
  • M2 £29,800
  • M3 £31,750
  • M4 £33,850
  • M5 £35,990
  • M6 £38,810 (Max)

Upper Pay Range

  • U1 £40,625 (Min)
  • U2 £42,131
  • U3 £43,685 (Max)
What the points mean
Assimilation

This is a temporary point that has been introduced to help transition between old and new pay rates.

New starters who join the council between April and September 2024 will be placed on this point and will move to point 1 of their grade from 1st October 2024.

Point 1

Progression will be in line with the council's Appointment and Performance Progression policy.

Point 2

Progression will be in line with the council's Appointment and Performance Progression policy.

Main Rate

Once you have reached this point, you’ll be on the main rate of pay for your salary scale. The majority of staff will remain at this point.

Term Time Formulas

Term time working normally applies in a school setting, but also forms part of our suite of flexible working arrangements.

When you are on a term time arrangement, you are effectively on leave during the school holidays and all your contractual leave is included in these school closure periods. You will not usually be required to request or book your annual leave during school holidays.

Annual leave is not allocated in the usual way, as for employees who work all year round. Your contractual leave entitlement is always included in your “term time formula” for payroll purposes and the same amount of salary is paid each month to you, in twelve equal payments per year.

A term time employee typically works for 38 weeks a year (190 days), however this can vary, eg. you may work part of the school holidays or on school inset (training) days. When you commence on a term time arrangement the correct term time formula will be calculated based on your individual working arrangements and weekly hours of work. This will adjust your normal full-time salary to the correct term time salary, ensuring the correct monthly salary is paid to you.

Your continuity of service remains unbroken during the school holidays.

Calculations

The formula consists of 2 parts in the form of a fraction.

  • The top of the fraction (Numerator) relates to the amount of days you could actually work in a year. A standard school year is 38 weeks, if you work the training/inset days it would be 39 weeks. 38 x 5 = 190 days, or 195 days for 39 weeks.

  • The bottom part of the fraction (Denominator) relates to the number of available working days in a year. This is calculated as 365 days per year minus weekends, public holidays, and your contractual annual leave entitlement. As such, the denominator will change with length of service as your holiday entitlement increases. For example, a new starter on grades 1 to 5 would have a denominator of 226.

Therefore if they worked 38 weeks a year their formula would be full time salary x 190/226. If they work 20 hours a week, then this would be further amended as a proportion of full time hours and the formula would be full time salary x 20/37 x 190/226 = actual salary

Term Time Adjustment

Please note that if the commencement date of your employment is part way through a school year, your annual leave entitlement in your first year of employment in a term time post will be pro rata to the actual number of days worked in the school year up to 31 August.

This means that payroll will adjust your pay in the first year by creating a term time adjustment that will amend pay to the correct level over the remaining months to 31 august to ensure you are not overpaid for the leave you have not accrued.

Blended working

The Council is committed to providing flexibility wherever possible to help employees balance their home lives and work commitments.

For many roles, this includes the opportunity for “blended working” - enabling employees to combine office working with remote working, for example from their homes or other locations.

Blended working provides levels of flexibility about where, when and how staff in suitable roles carry out their work as part of the Council’s approach to being an agile organisation.

Internal applicants only

Applicants who fall under the following categories are eligible to apply for vacancies marked as internal only.

  • Permanent post holder employed by East Riding of Yorkshire Council.
  • Person on temporary contract issued by the Council if they are working for the Council at the time the advert appears.
  • Apprentice employed by East Riding of Yorkshire Council.
  • Person registered with the Council’s WorkLink/Work Choice programme.
  • Staff in joint arrangement posts with a contract issued by the Council.
  • Agency worker working for East Riding of Yorkshire Council.
  • A casual worker employed by East Riding of Yorkshire Council.

The following are not eligible to apply:

  • Person who has no link with the Council.
  • Staff in joint arrangement posts with a contract issued by other authorities.

Pay date

All new appointments for East Riding of Yorkshire Council will be paid on a standardised monthly pay frequency on the last banking day of each month.

Email

Please note that email is the Council's preferred and most cost effective method of communication and will be used wherever possible at all stages of the recruitment process up to and including contract issue. Therefore, please ensure you supply a valid email address, notify us of any changes to your email address and check it regularly for any communication regarding vacancies you have applied for. Please check your spam or junk mail folders regularly to ensure our emails are reaching your inbox. If you add recruitment.services@eastriding.gov.uk to your address book, this should ensure delivery of all your emails from us.

Equality

East Riding of Yorkshire Council is pursuing equality of opportunity in employment. If you have any special requirements regarding access to the building where your interview will be held or need any other aids or adaptations to assist you during the interview, including any assistance for a disability or learning difference e.g. dyslexia or translation help due to a communication barrier e.g. literacy skills or if English is not your first language, please contact Recruitment Services on 01482 391238 or email recruitment.services@eastriding.gov.uk.

East Riding of Yorkshire Council will ensure that no job applicant receives less favourable treatment on the grounds of colour, race, nationality, ethnic origin, gender, disability, marital status, pregnancy, age, religion or belief, sexual orientation, gender reassignment, HIV status, trade union involvement or political activities.

Safeguarding

East Riding of Yorkshire Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all employees and volunteers to share this commitment. The suitability of all prospective employees or volunteers will be assessed during the recruitment process in line with this commitment.

Criminal record

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

Health and Safety

The Health and Safety at Work etc. Act, 1974 and other associated legislation places responsibilities for Health and Safety on all employees. Therefore it is the postholder’s responsibility to take reasonable care for Health and Safety and Welfare of him/herself and other employees in accordance with legislation.

Confidential information

The duties set out in the Job Outline may involve having access to information of a confidential nature which may be covered by the Data Protection Act, and by Part 1 of Schedule 12A to the Local Government Act, 1972. Confidentiality must be maintained at all times.

English Language Requirements for Public Sector Workers

Section 42 of the Immigration Act 2016 requires that the Council ensures that all customer facing staff are able to speak an appropriate standard of English; therefore any applicants for customer facing posts will be assessed on this basis as part of the interview process.

Driving posts

If this post requires a valid driving licence and a council vehicle is to be driven, the postholder must be eligible for unrestricted cover under the Council’s insurance policy.

Newly qualified Social Workers/Assessment Officers

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

Pay Adjustment for Term Time Only Posts

Please note that for term time only vacancies where the commencement date is part way through a school year, if you are appointed, your annual leave entitlement in your first year of employment will be pro rata to the actual number of days worked in the school year up to 31 August. This means that payroll will adjust your pay in the first year by creating a term time adjustment that will reduce pay to the correct level over the remaining months to 31 August pay to ensure you are not overpaid for leave you have not accrued. Therefore your actual monthly salary payments for your first year until 31 August will be lower than one twelfth of the salary quoted for the post.

Schools Unsuccessful Applicant Clause

Schools do not have the resources to send individual notifications to all applicants who are not shortlisted so if you have not been contacted within 2 weeks of the closing date you should assume you have been unsuccessful.

Applicant information to read before interview

Interview candidates are asked to read the following points prior to interview and you will be asked to confirm that you have read and understood these points during the interview. Should you require further clarification on any of these points, please ask the recruiting manager/interview panel.

Pay Day

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.

Pay for Term Time Only staff NOT starting on 1 September (If applicable)

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.

Holidays

Annual leave entitlement is booked in hours and varies according to pay grade and service:

Your annual leave entitlement depends on your grade and your continuous service date as shown in the tables below:

Less than 5 Years' Continuous Service

Description Grades 1 to 5 Grades 6 to 7 Grades 8 to 9 Directors, Executive Directors and Chief Executive
Entitlement Days 27 29 31 31
Entitlement Hours 199.8 214.6 229.4 229.4

5 or more years' Continuous Service

Description Grades 1 to 5 Grades 6 to 7 Grades 8 to 9 Directors, Executive Directors and Chief Executive
Entitlement Days 31 33 35 35
Entitlement Hours 229.4 244.2 259 259

In addition, you are entitled to eight national public holidays per year.

Where there is a requirement to work public holidays you will be required to work if your pattern of work falls on these days. Please refer to the Council’s Annual Leave Guidelines which detail arrangements for complete recompense on these days.

Where your contractual hours are more or less than 37 hours per week, your entitlement to annual leave and public holidays is calculated on a pro-rata basis.

If your appointment is term time your annual leave and public holidays are included in the formula used when calculating your salary.

The annual leave year period is from l April to 31 March. On termination of your employment, you must take any outstanding annual leave to which you are entitled.

Probationary Period

All new entrants to the Council are subject to a 26-week probationary period which does not constitute a fixed term contract. 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.

Fixed Term Posts (if applicable)

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).

Newly qualified Social Workers/Assessment Officers (if applicable)

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).

Training

You 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. Insurance providers have different policies on whether staff who travel to occasional training courses, require ‘business use’ adding to their insurance policy. Please check with your insurer and ensure you have the correct cover.

Pension

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.

Relocation Package (if applicable)

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.

Other employment

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).

Secondment (internal candidates only)

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.

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.

Pre-employment checks the council undertakes

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.

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