Acas Grade 10 Informationpack

Acas Grade 10 InformationPack

Closing date for receipt of applications is11:59pm Monday 1stWednesday 3rd December 2014.

We cannot accept any applications after this deadline.

This document includes;

-Background Information

-Application Form Guidelines

-Terms and Conditions

-Competency Framework

Documents to download from the ‘vacancy summary’ page on our website -

-Application Form and Equal Opportunities Data Form

-Information about two of our main operational roles- Helpline Adviser and Early Conciliation Support Officer

-Guide to completing competency based applications and example competenciesCompetency example*

Background Information

Posts Available

In this selection exercise we are seeking to identifyare looking for candidates suitable for appointment toGrade 10 operational posts in our Birmingham, Bristol, Leeds and Newcastle Offices. There are a variety of posts available.

These are temporary posts available for up to 1 year, with the possibility of extension or permanency.

Post Expectations

The Acas Helpline serves all sections of the community and we welcome applications from individuals with language skills in addition to English.

Our work means that you will need to understand and quickly absorb large amounts of complex information and explain it in ways that meet the needs of customers. You must have two years relevant work experience, which could include speaking to customers over the telephone in a contact centre oror working in employment relations; alternatively you must have at least two A-Level qualifications or equivalent (e.g. NVQ, SVQ, BTEC, National Record of Achievement).

We provide full training on employment legislation - some of this training is residential, particularly within the first six months.

Application Form Guidelines

The Application Form has sections forinformation about your work experience and educational history. It also asks you to complete competency based questions covering four areas. The competencies represent skills and abilities which applicants will need to have to be successful at Acas and we use this evidence to assess how well you have demonstrated the behaviours we are looking for. More information on the competencies can be found at the end of this pack and further guidance, as well as an example of well written examples, can be downloaded from the vacancy page as well as an example of a well written competency. We are looking for information about your actions so provide lots of detail about the “what”, “how” and “why”.Your evidence must be truthful and describe real examples of what happened and how your actions led to the outcome.

The Application Forms are reviewed and marked by a team of trained Assessors, who use strict criteria to ensure all applications are treated fairly and consistently. Candidates who pass the sift will be invited to an Assessment Centre.

Terms and Conditions

These posts are graded at Acas G10 (Executive Officer equivalent). The starting pay for staff outside London will be £19,985 per annum (changes to the pay system arepending). Annual leave is 25 days a year rising to 30 days after 5 years, plus 9 days public and privilege holidays. Your appointment is pensionable from the outset. The posts are fixed term for up to 1 year with a possibility of extension or permanency.

Full-time Acas staff outside London work a 42 hour week including37 hours week excluding lunch breaks. Part time hours and term time working will be considered subject an minimum of 24 hours and to business needs. All staff have the option of flexi-time working, again subject to business need.

Contracts will be offered for shift work between the hours of8am to 8pm, Monday to Friday, and 9am to 1pm Saturdays. You will be required to work evenings up to 8pm and also Saturdays on a regular basis. The frequency will be determined by your job role and rota pattern.

Application and selection process

Submitting Your Application

Your completed Application Form, Statement of Availability and Equal Opportunities Data form should be sent electronically as soon as possible to:

If you are unable to send by email then applications can be sent by post to:

By post: Acas Recruitment

Acas National

Human Resources Directorate

22nd Floor, EustonTower

286 Euston Road

London

NW1 3JJ

Please save your form with your preferred office location as the first part of the document name.

Selection Process

There are three stages in the selection process for these posts:

Stage 1 will be a pre-sift of your application to confirm that you meet the Nationalityrequirements: have the necessary relevant work experience or educational qualifications:

Stage 2 will be asift of candidates based on written evidence in their application forms.

Stage 3 will be a half-day Assessment Centre, from 6th – 29th January involving a number of exercises which are designed to give the candidates an opportunity to show their level of skill in each competency area.

Further information about the assessment centre will be provided to those candidates who are invited to attend. We will aim to give at least one week’s notice of date and location. We may not be able to offer an alternative if this proves inconvenient so please keep the above dates clear.

Feedback

Due to the expected high response rate, we regret that we are unable to provide a response to applicants who are not selected for the assessment centre.

Diversity

Acas will ensure applicants will not be discriminated because of their protected characteristics under the Equality Act 2010. Protected againstcharacteristics include age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity. Acas will make all effortsto meet your access requirements, please contact our recruitment team as soon as possible to discuss any adjustments you may need.

Baseline Personnel Standard Security

As a non-Departmental Government body, we are required to carry out the Baseline Personnel Standard Security Check which comprises verification of the following four elements:

Identity;
Employment history (past 3 years) ;
Nationality and Immigration status;
Criminal record (unspent convictions only).

In advance of any firm offer of employment, Acas must be satisfied about these four elements. Please note that an individual’s refusal to undergo an essential check, or an adverse check being received, could lead to a refusal of employment.

Helpline Adviser Competencies

Acas usesthe Civil Service competency framework and in additional has its own operational framework of behavioural competencies. Candidates will be assessed against the key competencies for Acas G10 operational roles Helpline Advisers throughout the selection process.

Delivering at Pace* – level 2
Effectiveness in this area means focusing on delivering timely performance with energy and taking responsibility and accountability for quality outcomes. For all staff, it’s about working to agreed goals and activities and dealing with challenges in a responsive and constructive way.
Positive indicators:

Take ownership of problems in their own area of responsibility
Remain positive and focused on achieving outcomes despite setbacks

Seeing the Bigger Picture – level 2
This competence is about having an in-depth understanding and knowledge of how your role fits with and supports organisational objectives and the wider public needs. For all staff it is about focusing your contribution on the activities which will meet Civil service goals and deliver the greatest value.
Positive Indicators
 Focus on the overall goal and intent of what they’re trying to achieve, not just the task
Collaborating and Partnering* – Level 2
People skilled in this area create and maintain positive, professional and trusting working relationships with a wide range of people within and outside the Civil Service to help get business done. At all levels, it requires working effectively, sharing information and building supportive, responsive relationships with colleagues and stakeholders, whilst having the confidence to challenge assumptions.
Positive Indicators
 Proactively seek information, resources and support from others outside own immediate team in order to help achieve results

Listen attentively to others and check their understanding by asking questions

Demonstrate accountability and make unbiased decisions
Examine complex information and obtain further information to provide accurate information

Leading and Communicating – Level 2
At all levels, effectiveness in this area is about leading from the front and communicating with clarity, conviction and enthusiasm. It’s about supporting principles of fairness of opportunity for all and a dedication to a diverse range of citizens.
Positive Indicators

Express ideas effectively, both orally and in writing and with sensitivity and respect for others
Confidently handle challenging conversations or interviews

Dispute Resolution/Promoting Good Employment Practice* (Acas Operational framework) – level 2
Positive Indicators

Encourage and provide information to enable customers to evaluate their positions to help identify options. Share their knowledge and expertise in an appropriate way, remaining independent and impartial with clear professional boundaries.
Accurately assess information provided by customer using a range of in-depth questioning techniques.
Succinctly establish clear aims and manage customer expectations.
Identify opportunities to promote Acas services and refer customers appropriately. Encourage organisations to embrace best practice.

Building Relationships* (Acas Operational framework) – level 2
Positive Indicators

Actively listen. Adapt communication style and build rapport.
Acknowledge feelings and opinions to enable others to feel fully understood.
Take an active interest and curiosity to see beyond the obvious and respond accordingly.

Be aware of own feelings/ opinions and not allow these to affect performance and working relationships.

Making Effective Decisions* – Level 2
Effectiveness in this area is about being objective, using sound judgement, evidence and knowledge to provide accurate expert and professional advice. For all staff it means showing clarity of thought, setting priorities, analysing and using evidence to evaluate options before arriving at well reasoned, justifiable decisions.
Positive Indicators
Demonstrate accountability and make unbiased decisions
Examine complex information and obtain further information to provide accurate information
Leading and Communicating – Level 2
At all levels, effectiveness in this area is about leading from the front and communicating with clarity, conviction and enthusiasm. It’s about supporting principles of fairness of opportunity for all and a dedication to a diverse range of citizens.
Positive Indicators
Express ideas effectively, both orally and in writing and with sensitivity and respect for others
Confidently handle challenging conversations or interviews
Dispute Resolution/Promoting Good Employment Practice* (Acas Operational framework) – level 2
Positive Indicators
Encourage and provide information to enable customers to evaluate their positions to help identify options. Share their knowledge and expertise in an appropriate way, remaining independent and impartial with clear professional boundaries.
Accurately assess information provided by customer using a range of in-depth questioning techniques.
Succinctly establish clear aims and manage customer expectations.
Identify opportunities to promote Acas services and refer customers appropriately. Encourage organisations to embrace best practice.
Building Relationships* (Acas Operational framework) – level 2
Positive Indicators
Actively listen. Adapt communication style and build rapport.
Acknowledge feelings and opinions to enable others to feel fully understood.
Take an active interest and curiosity to see beyond the obvious and respond accordingly.
Be aware of own feelings/ opinions and not allow these to affect performance and working relationships.

* Competencies that are assessed by this application form. All competencies will be assessed during the assessment centre stage.