Information for applicants

Pay

ERYC Grade 1 £20,441 (£10.60 p/h)
ERYC Grade 2 £20,812 (£10.79 p/h)
ERYC Grade 3 £21,189 (£10.98 p/h)
ERYC Grade 4 £21,575 (£11.18 p/h)
ERYC Grade 5 £21,968 (£11.39 p/h)
ERYC Grade 6 £24,054 (£12.47 p/h)
ERYC Grade 7 £26,845 (£13.91 p/h)
ERYC Grade 8 £29,439 (£15.26 p/h)
ERYC Grade 9 £32,020 (£16.60 p/h)
ERYC Grade 10 £35,411 (£18.35 p/h)
ERYC Grade 11 £38,296 (£19.85 p/h)
ERYC Grade 12 £42,503 (£22.03 p/h)
ERYC Grade 13 £46,549 (£24.13 p/h)
ERYC Grade 14 £49,590 (£25.70 p/h)
ERYC Grade 15 £53,708 (£27.84 p/h)
ERYC Grade 16 £57,852 (£29.99 p/h)
ERYC Grade 17 £60,982 (£31.61 p/h)

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)

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.

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, statutory and concessionary days and your contractual annual leave entitlement. As such, the denominator will change with length of service as your holiday entitlement increases. A new starter on grade 1 -3 would have a denominator of 227.

Therefore if they worked 38 weeks a year their formula would be full time salary x 190/227. 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 190/227 = actual salary

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.

information for applicants

Pay