GENERAL CONDITIONS OF EMPLOYMENT- HEAD OF HOUSING PROPERTY SERVICE Salary The salary is paid monthly in arrears on the 28th of each month (or preceding Thursday if the 28th falls on a Friday, Saturday, Sunday or Bank Holiday Monday). The post is graded HOS1 (Head of Service 1) as follows for a 37 hour week: 54,696 (pt 57), 56,919 (pt 58), 59,136 (pt 59), 61,347 (pt 60), 63,570 (pt 61). If you commence employment between 1st October and 31st March, your salary will rise, subject to satisfactory service, by one increment within the scale after six months service and thereafter on 1st April each year until the maximum of the grade is reached. If you commence employment between 1st April and 30th September, your salary will rise, subject to satisfactory service, by one increment on 1st April each year, until the maximum of the grade is reached. The Council is undertaking a grading review process using a job evaluation scheme. This may affect the grading and salary of posts within the Council including the post to which you have applied. Probationary Period An appropriate probationary period must be completed by candidates who are appointed externally. Notice Period The notice period is three months on either side for the duration of the contract. Local Government Pension Scheme The option exists for you to join the Local Government Pension Scheme. Six per cent of your gross salary will be paid into the Local Government Pension. The Council also contributes to the fund. Further information will be provided to you if you are offered the post. Advice on the content of the Local Government Pension Scheme can also be gained from the Exchequer Manager, Payroll Section, on extension 2413.
Working Arrangements A working week of a minimum of 37 hours per week. If you are called for interview the working arrangements will be discussed with you. Holiday Entitlement The leave year runs from 1 st April to 31 st March and the leave entitlement is 32 days rising to 35 days (depending on the length of service). The leave entitlement quoted includes 2 extra statutory bank holidays merged in annual leave by local agreement and excludes bank holidays. All employees have cumulative leave entitlement from the date of commencement of local government service. If an employee leaves before completing six months service, the final salary will be adjusted according to the leave taken on a pro rata basis. A new employee who has not completed six months service and has not taken his/her entitlement during the leave year of entry will be permitted to carry forward such leave to the subsequent year. Sick Leave You are entitled to paid sick leave in accordance with the following scale:- During 1st year of service - 1 month s full and (after completing 4 month s service), 2 month s half pay. During 2nd year of service - 2 month s full + 2 month s half pay. During 3rd year of service - 4 month s full + 4 month s half pay. During 4th and 5th years of - 5 month s full + 5 month s half pay. service After 5 years service - 6 month s full + 6 month s half pay. Smoking at Work This Council operates a no-smoking policy, which means there is a ban on smoking throughout the offices, buildings and vehicles. It would be a condition of your employment that this ban is adhered to. Equal Opportunities Policy The Council is an equal opportunities employer and its employment policies are intended to achieve equality of opportunity for all, irrespective of sex, sexual orientation, race, colour, creed, nationality, ethnic or national origins, or marital status and to ensure that no job applicant or employee is
disadvantaged by conditions which cannot be shown to be justifiable. The council also has a positive approach towards the employment of disabled people. Similarly, its policies on progression and promotion are based on the same principles. A full statement of the Council policies is available from the Personnel Manager. Security of Daneshill House All employees based in Daneshill House together with those staff from outside offices regularly visiting Daneshill House, should wear identity cards at all times whilst in the building. Visitors to Daneshill House must sign the visitors book, located at the Reception Desk, on arrival and again when they are leaving. Transport Allowance If you are entitled to a transport allowance, details will be given at interview. Relocation Expenses Allowances are payable in appropriate cases where a new employee is considered by the Council to have needed to move by reason of his/her new employment up to and not exceeding the value of 4,500. If this post is eligible for relocation expenses details will be discussed at interview. Further information can be obtained from Human Resources. Other Terms and Conditions Section 1 of the Local Government and Housing Act 1989 introduced the general principle of politically restricted posts. Employees of local authorities in politically restricted posts are prohibited from becoming Members of another local authority (employees are of course already prohibited from being a Member of their own authority). This disqualification also extends to election as an MP or Euro MP. Other restrictions introduced regulations made by the Secretary of State. Politically restricted posts fall into one of three broad categories: (i) (ii) (iii) Postholders defined in the Act as Chief Officers, Deputy Chief Officers and other specified postholders. Postholders who exercise functions under delegated powers granted by the Council. Postholders who: earn in excess of SCP44 or give advice on a regular basis to the authority or any committee, subcommittee or joint committee or
speak on behalf of the authority on a regular basis to journalists or broadcasters Postholders in the third category may apply for exemption to an independent adjudicator. The independent adjudicator s decision will depend on whether he/she regards the post as politically sensitive. There appear to be no rights for postholders in either of the first two categories. If you require further information please contact the Head of Organisational Development and Human Resources. Appointments Any offer of employment will be made after receipt of satisfactory (a) (b) Medical fitness form; and References & Certificates (c) Documents under the Asylum and Immigration Act 1996. (d) CRB (Criminal Records Bureau) clearance may be required POLICY STATEMENT ON THE RECRUITMENT OF EX-OFFENDERS Background All individuals or organisations using the Criminal Records Bureau (CRB) Disclosure service to help assess the suitability of applicants for positions of trust and who are recipients of Disclosure information must comply fully with the CRB Code of Practice. Amongst other things, this requires them to treat all applicants for positions who have a criminal record fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of conviction or other information revealed. It also obliges them to have a written policy on the recruitment of such individuals, which can be given to all applicants for positions where a Disclosure is requested and to ensure that a body or individual at whose request applications are countersigned has such a written policy. Also, if necessary, to provide a model for that body or individual to use or adapt for this purpose. To assist individuals/organisations to meet this requirement the CRB has produced a policy statement, which can be used or adapted for this purpose. Adherence to this policy will ensure compliance with the CRB Code of Practice in this respect. If appropriate, this policy statement may, optionally, be included within a Company Equal Opportunities policy.
Policy Statement As an organisation using the Criminal Records Bureau (CRB) Disclosure service to assess applicants suitability for positions of trust, Stevenage Borough Council complies fully with the CRB Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed. Stevenage Borough Council is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background. We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process. We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications 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 Disclosure 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 Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position. Where a Disclosure 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. We request that this information is sent under separate, confidential cover, to a designated person within Stevenage Borough Council and we guarantee that this information is only seen by those who need to see it as part of the recruitment process. Unless the nature of the position allows Stevenage Borough Council to ask questions about your entire criminal record we only ask about upspent convictions as defined in the Rehabilitation of Offenders Act 1974. We ensure that all those in Stevenage Borough 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 ex-offenders, e.g. the Rehabilitation of Offenders Act 1974
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 matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment. We make every subject of a CRB Disclosure aware of the existence of the CRB Code of Practice and make a copy available on request. We undertake to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment. 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.