EMPLOYMENT WITH SHEFFIELD CITY COUNCIL

CONDITIONS OF SERVICE – Monthly Paid Employees

Full details of your particular Terms and Conditions of Employment will be provided in a written Statement of Particulars should you be successful. In brief:

SALARY

  • Paid monthly in 12 equal instalments by credit transfer to your bank or building society account on 30th or last banking day prior to the 30th, each calendar month
  • Incremental progression is annual up to the maximum of the scale for the post

PROBATIONARY PERIOD

  • Employees joining local government service are subject to a minimum 6 months probationary period of employment

HOLIDAYS

  • Basic entitlement 24 days increasing to 29 days after five years continuous local government service
  • 8 Public Holidays plus 1 floating day. The floating day may be set by the Directorate
  • Job Share and part-time employees receive pro-rate entitlement

SICKNESS/INJURY ALLOWANCE

  • Entitlement rises from 1 month’s full pay during the first year of service to 6 months full pay and 6 months half pay after five years service

NOTICE PERIOD

  • The minimum notice you are entitled to receive is:

Seven days if you have worked for less than one month

One month if you have worked for over one month then one week for each complete year of service rising to a maximum of twelve weeks after twelve years service

  • The minimum notice you are obliged to give is:

One to three months depending on the grade of the post

HOURS OF WORK

  • 37 per week in total

Flexible working operates in most areas

MATERNITY LEAVE/PAY
  • 13 weeks full pay and 13 weeks half pay if you have over one year’s continuous local government service and up to 52 weeks leave period
  • 26 weeks leave if you have less than one year’s continuous local government service

PATERNITY LEAVE

  • 10 days paid leave (pro rata if part-time)

ADOPTION LEAVE/PAY

  • 13 weeks full pay and 13 weeks half pay if you have over one years continuous Local Government Service and up to 52 weeks leave
  • 26 weeks leave if you have less than one year’s continuous Local Government Service

SUPERANNUATION

  • You will automatically be entered into the Local Government Pension Scheme irrespective of hours worked. You may however choose to opt out of the Scheme
  • Contributions are currently 6% of gross salary. They are repaid on request if an employee leaves the service within 2 years.

REMOVAL EXPENSES

  • If you have moved home to take up your new appointment with the City Council you may be entitled to removal expenses. Your existing home must normally be more than 20 miles from your new base and your new home must be within the City boundary to qualify for reimbursement.

SMOKING POLICY

  • The Council is committed to providing a completely smoke free environment except in areas which are specifically exempt

RETIREMENT

  • Compulsory retirement age for men and women is 65 years

GRIEVANCE / DISCIPLINE

  • The City Council has agreed procedures for dealing with individual/collective grievances and disciplinary matters

CODE OF CONDUCT

  • The City Council has a written Code of Conduct so that employees are expressly clear of the expectations the City Council has of their personal conduct


Your Application and our Recruitment Process

Here are some hints and tips on how to put a good application together:

Every vacancy we advertise will have as a minimum a Job Description, a Person Specification and a Health Declaration Form which will tell you all the details about the post. You should read all these documents before you begin to complete your application form.

We aim to treat every individual applicant for each post as fairly as we can and our selection decisions are based solely on the information you give us in your application form

We genuinely welcome applications from people from all kinds of backgrounds, so you should use all your life experiences when filling in your application form. You can write about voluntary work you have done, educational experiences, training schemes, experiences gained through your personal interests, domestic life as well as any jobs that you have done. We only ask that you focus what you write so that you convince us that you do have the skills we are looking for, no matter where you acquired them.

The Job Description/Person Specification

The job description will give you the duties and responsibilities involved in the role, whilst the person specification shows the essential skills, knowledge and experience we are looking for.

Having read both documents you should be ready to show us how you meet each requirement. You should give examples to back up each statement. These examples can be from your current or previous work, voluntary work or personal life.

Try not to just say “I’ve got good communication skills and good teamwork skills, so I can do the job”. Where did you gain your skills? How do you put them to use? How often?

As well as telling us what you have done, you can also tell us something about your views. For example: If we ask for good customer care skills, as well as telling us when and where you have provided customer service, you can also tell us something about what you personally mean by “good” customer service.

Health Information Sheet

Each post has a Health Information Sheet. This sheet gives information on the challenges and demands of each post, which will allow you to decide whether you have any current, or past health related problems that may affect your health and safety, or the health and safety of others.

If invited for interview, you will be sent a Health Declaration Form to sign. The information you put on this form will only be looked at if we decide to offer you a post. If you sign to say you have/had a health problem we may ask you to meet with an Occupational Health Nurse. This gives us an opportunity to discuss any issues, which may affect the way you do the job before we make an offer.

At the end of your interview you’ll be asked if you need any aids, adaptations or other requirements to help you to do the job. This information does not form part of the assessment process and will only be considered if we are thinking of making you an offer of employment. The information you give us at this stage of the selection process allows us to explore ways in which the job could be altered to accommodate your needs. This could include changes to the job duties, equipment provided and even adjustments to location/premises.