Recruitment information for candidates

The following contains information around Norfolk County Council's terms and conditions of employment which you may find helpful.

The exact details will be confirmed in your Statement of Particulars or Statement of Terms should you be offered a role.

The authority is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment.

Salary

Salary is paid in 12 equal instalments on the 19th of each month directly into your bank account and covers work carried out in that calendar month.

If you are an employee of Norfolk County Council, your salary will rise within the scale by one increment each year up to the maximum subject to your performance development discussion outcome. Increments are awarded annually on 1 July.

Teaching posts

Pay is governed by the provisions of the School Teachers' Pay and Conditions Document.

Teachers will receive not less than one-third of a year's salary for each full term's service in any school maintained by the Authority. For the purpose of these arrangements the three terms in each year shall be constituted as follows:

The Summer Term from 1 May to 31 August

The Autumn Term from 1 September to 31 December

The Spring Term from 1 January to 30 April

Pension

Non teaching posts

The Local Government Pension Scheme helps you save for your pension in a tax efficient way and links the amount of pension you receive to how much you earn each year - giving you a guaranteed amount when you retire.

You will be enrolled in the scheme and will contribute between 5.5% and 12.5% of your pay depending on how much you earn. Your contribution rates are shown in the table below and we pay 15.5%.

Member Contribution

Information on member contribution can be found on the Local Government Pension Scheme website (opens new window).

Teaching/Adult Learning posts

You will have the opportunity to join the attractive Teachers Pension Scheme. Members should check the Teachers Pensions website (opens new window) for more updates and information.

Members who work term-time only should have their contribution band based on their whole-time equivalent term-time pay (i.e. not grossed up to 52 weeks' pay).

Employees

The Council's full-time working is 37 hours per week covering 52 weeks per year, with the exact working pattern agreed with your line manager or in accordance with service needs.

Depending on the role you are applying for, you may be required to work flexibly to meet the needs of the service which could include evenings and weekends.

Alternatively, some roles are term-time only, but we also offer part-time and job-share options where possible.

Casual workers

As a Casual Worker you will have no set hours or work pattern; the number of hours and frequency of work will vary according to the needs of the service and the specific work offered.

Additional hours worked are covered by NCC's Additional Hours and Overtime Policy and Procedure.

Roles that are Scale H and above require prior approval for secondary employment and at Scale K upwards you will be required to work the hours to meet the demands of the job.

Teaching posts

Working hours are governed by the provisions of the School Teachers' Pay and Conditions Document.

Adult Learning posts

Hours would be variable and would be discussed as and when courses are being considered.

Roles that are Scale H and above require prior approval for secondary employment and at Scale K upwards you will be required to work the hours to meet the demands of the job.

Norfolk County Council is fully compliant with the European Working Time Directive which limits the maximum number of hours that can be worked to 48 hours per week over a 17-week period. However, a voluntary opt out from this part of the working time directive is available which allows employees to legally work more than the 48 hours should they wish to.

Job share

If the role you are applying for is a job share this means that the post is occupied by two or more people on a part time basis. In this arrangement you will need to be prepared to undertake the full range of duties for the post. Job sharing may also mean some variation in the precise allocation of duties to each job sharer.

If you are offered a post as a job share arrangement and no other suitable applicants apply for the post on that basis, the remaining hours of the post will be advertised. If NCC is unable to recruit to the other hours you will be offered the full hours of the position. If you decide not to accept these, we will be unable to proceed with your appointment. If one of the job sharers leaves the role the job share arrangement will be reviewed.

Norfolk County Council is fully compliant with the European Working Time Directive which limits the maximum number of hours that can be worked to 48 hours per week over a 17-week period. However, a voluntary opt out from this part of the working time directive is available which allows employees to legally work more than the 48 hours should they wish to.

We want our people to be inspired and motivated to work well together, make the most of our workspaces, enjoy a healthy work-life balance, and deliver excellent services to Norfolk and its people.

While we have office hubs across Norfolk, flexibility is built into the way we work, with hybrid working a key feature for many roles.

Our technology platform and equipment are first class enabling you to connect and collaborate remotely. It's required that you have in place at home good broadband connectivity for your working hours. We provide the appropriate health and safety advice to support you working remotely. If for practical, safety or wellbeing reasons you are unable to work from home you can utilise one of our many NCC hubs, collaboration spaces or even work from a public or community space.

You will be welcomed into the organisation with a remote induction process using Microsoft Teams video conferencing and e-learning, as well as technology that enables you to regularly connect and collaborate digitally with your peers and colleagues.

Some of our Social Care roles have access to mobile technology to access and use information from a variety of sites offering flexibility and reducing travelling time. For all other roles we also have a Bring Your Own Device option giving access to Teams and Outlook should you wish to enrol while employed.

Facilities vary across locations, at County Hall there is a restaurant, a shop plus a sports and social club. Some sites have parking available and most are serviced by good public transport links, we would encourage you to discuss the options at interview. Employees are generally encouraged to find alternative ways of travelling i.e. walking, cycling, car sharing, public transport.

The County Council operates a 'Smoke Free Premises policy' across its sites.

Kid Ease Nursery

We have a Kid Ease nursery located within the County Hall grounds. Kid Ease is independently run but offers priority spaces to our employees.

Norfolk Rewards

This is a savings platform which can be accessed by employees to make everyday purchases at reduced costs. Employees can save money by purchasing reloadable cards, obtain cash back through online purchases, and even make instant savings in some stores.

Salary Sacrifice Schemes:

Savings are gained as you don't pay tax or national insurance on these schemes. Please note that if you are in receipt of tax credit then this could be affected.

Cycle2work

We run a scheme through Halfords (some local independent stores can also be used).

Buying Additional Annual Leave

It is possible for some staff to purchase up to two weeks additional annual leave through the NCC salary sacrifice scheme.

Annual leave entitlement

Green Book Employees

Annual leave entitlement is dependent on scale, continuous service and terms of conditions of employment all of which is pro-rata for part-time workers.

Term time workers are required to take all annual leave during periods of school closure.

Green Book Casual Workers

Your entitlement to leave will be accrued over the period of work on a pro-rata basis of the statutory entitlement for full time employees of 28 days including Public and Bank Holidays.

Leave does not continue to accrue during periods when you are not on an engagement.

Adult Learning posts

As you are only required to work during term time, your salary includes payment for annual leave. This equals 17% on top of your basic hourly rate for all hours worked including any additional non-contact time. No leave is to be taken for the duration of the course.

Teaching posts

Annual leave is governed by the provisions of the School Teachers' Pay and Conditions Document.

Qualifications

If you are required to hold a particular qualification, it is your responsibility to provide the relevant certification, to prove you are suitably qualified.

If a post requires you to take training or additional qualifications then, by accepting this post, you are agreeing to do the training or take the qualifications. Failure to produce documentary evidence of qualifications or undertake required courses/training may result in the termination of your employment.

Medical examination

To ensure the post will not have a detrimental effect on your health or your health on your work, you will have to complete a medical questionnaire on appointment and may be required to have a medical before the appointment can be offered formally. This is to confirm that you are able to satisfactorily carry out the post without any impact on your health (taking account of any reasonable adjustments required).

Disclosure and Barring Service (DBS) checks

If the position you are applying for meets the definition of regulated activity under the Protection of Freedom Act 2012, appointments will be subject to an enhanced DBS check with barred list check.

If the positions meet Schedule 4 of the Safeguarding Vulnerable Groups Act 2006 appointments will be subject to an enhanced DBS check.

Employment can commence once the check has been satisfactorily completed. If a candidate has a conviction on their DBS check, an assessment of the relevance and impact of the conviction in relation to the post will be done to determine if the job offer can be confirmed.

If you require information on NCC's Policy for employing individuals with convictions, or information regarding the Disclosure and Barring Service (DBS) checks policy and procedure including how DBS information is retained, stored and disposed, please contact dbs@norfolk.gov.uk

It is a serious criminal offence to knowingly apply for posts when you have been barred from working with children/young people and/or vulnerable adults.

Right to work in the UK

Before you can start working for NCC a check will need to be carried out to ensure you are eligible to work legally in the UK in line with current legislation. You must supply proof of your entitlement to work in the UK by producing certain documents and will be asked to provide these at interview if you are shortlisted.

Further information on working in the UK can be found on the UK Visas and Immigration website (opens new window).

Relocation

Depending on the role you are applying for, assistance with relocation expenses may be available in approved circumstances.

Transport status

If the post requires you to travel as part of your duties, you are responsible for your own travel arrangements. Any mileage undertaken on behalf of NCC will be paid at the appropriate rate and will be paid within Her Majesty's Revenue and Customs guidelines. If you use your own vehicle for the purposes of work you must ensure that your insurance policy covers you for this purpose (and carrying passengers, if applicable).

Political restrictions

NCC is legally required to restrict the political activities of some posts. These are:

1. The Head of the Authority's Service, statutory or non- statutory Chief or Deputy Chief Officers, Monitoring Officer, or Chief Financial Officer.
2. A Political Assistant.
3. A post where the postholder regularly gives advice to the Authority or its Executive, Committees, Sub Committees, Members etc, or speaks on behalf of the Authority to journalists and broadcasters.

A summary of the activities which would be restricted are:

1. Becoming a candidate for election to a Local Authority, the House of Commons, European Parliament, Scottish Parliament or Welsh Assembly.
2. Being an election agent for a candidate for one of those bodies.
3. Being an Official of a Political Party.
4. Canvassing on behalf of a Political Party.
5. Speaking publicly with the apparent intention of supporting a Political Party.
6. Publishing a written or artistic work with the apparent intention of affecting public support for a political party.

Guaranteed Interview Scheme for Veterans

As part of our commitment under The Armed Forces Covenant external applicants who are ex-members of the armed forces will be invited to interview if the Armed Forces was their employer within the last three years and they meet the essential criteria on the person specification.

Social Workers

All newly qualified Social Workers will be required to undertake and satisfactorily complete the Assessed and supported year in employment (ASYE) upon joining NCC.

NCC will require proof of your Social Work England registration before you can be offered a role that requires you to practice as a Social Worker. The professional title of Social Worker is protected, which means that it is a criminal offence to call yourself or portray yourself as a Social Worker unless you are registered.

Norfolk County Council's Social Work Philosophy, written by Social Workers, sets out the core principles of our practice and demonstrates our commitment to these principles within the service. If you require a copy of our Social Work philosophy please contact jobs@norfolk.gov.uk.

Occupational Therapists

For Level 1 Occupational Therapists progression to scale J is dependent on satisfying the criteria for progression to Level 2 subject to achieving a minimum of 12 months post qualifying work involving case responsibility appropriate for a Level 1 Occupational Therapist.

There is a framework for OT progression which will be outlined at interview.

NCC will require proof of your Health and Care Professions Council registration before you can be offered a role that requires you to practice as an Occupational Therapist.

Approved Mental Health Practitioner payments

Approved Mental Health Practitioners (AMHPs) will be paid an additional annual allowance, that incorporates payments for standby. This payment requires a commitment for all AMHPs, whether full time or part time, to do at least 30 sessions per year and at least one standby session per month.

Requirement for a Warner interview/safer care interview

If the post you are applying for involves direct work with children/young people and/or vulnerable adults, you will need to attend a Warner or safer care interview in line with the recommendations of the Choosing with Care, Warner Report of 1992. The purpose of the interview is to ensure suitability of individuals working with vulnerable groups.

This will be separate from the formal interview, be an informal, personal interview undertaken by two interviewers. You will be expected to share personal aspects about your background and the panel will ask questions about your attitude, behaviour and responses to situations as these can impact on your suitability to work with vulnerable groups.

The questions will relate to your inspiration for working with vulnerable groups, your ability to build relationships and your resilience when working with such groups and may also explore your attitude to the use of authority.

If you feel you would find these questions about yourself difficult to respond to then you may wish to reflect upon your suitability for the post.

Additional questions for roles working with children, young people or vulnerable adults to be explored at interview

If the position you are applying for involves working either with children and young people or vulnerable adults Warner or Safer care motivational type questions may be asked during the interview process. These are asked to establish your suitability to work with vulnerable groups by understanding your attitude, behaviour and responses to situations.

The questions will relate to your inspiration for working with vulnerable groups, your ability to build relationships and your resilience when working with such groups and may also explore your attitude to the use of authority.

If you feel you would find these questions about yourself difficult to respond to then you may wish to reflect upon your suitability for the post.

Teaching posts - Prohibition check

Anyone who is appointed to carry out teaching work will require a check to ensure they are not subject to a prohibition order and therefore prohibited from teaching.

This service will also identify any existing prohibitions and sanctions made by the General Teaching Council (GTCE) before its abolition in March 2012.

Probationary period

All new employees of NCC will be required to complete a six-month probationary period, even if they have previous local government service. This may be extended in some circumstances.

Equal opportunities

NCC seeks to ensure that all employees are selected, trained and promoted on the basis of ability, the requirements of the post and other similar and objective criteria. The gender identity, disability, marital status, ethnic origin, age, pregnancy status, religion or belief, or sexual orientation of an applicant or employee does not affect the employment opportunities made available, except as permitted by legislation. In addition, applicants declaring a disability who meet the minimum (essential) criteria for a vacancy will be invited for interview.

Data protection

NCC is required by law to comply with the Data Protection Regulations. Employees have an important role to play in ensuring that personal information is processed lawfully and fairly. Personal information is information relating to a living individual who can be identified. It is each individual employee's responsibility to handle all personal information properly no matter how it is collected, recorded and used, whether on paper, in a computer, or on other material. Personal information must not be disclosed to others unless authorised to do so. Every employee should familiarise themselves with NCC's Data Protection Policy.

Confidentiality policy

NCC operates a Confidentiality Policy and Code of Conduct. Employees have an obligation to respect the confidentiality of information acquired in the course of their work and must not disclose information about employees, clients, councillors, council finances or any other council business. Employees must not use such information for their personal advantage or gain or pass it to others who may use it for their advantage or gain.

Standards of conduct and behaviour

NCC has a policy on the standards of conduct and behaviour expected of their employees which can be accessed through the link below. It gives guidelines on issues like outside commitments, conflict of interest, relationship to members etc.

If you would like a copy of NCC Standards of conduct and behaviour policy please email jobs@norfolk.gov.uk.

If you have any special requirements which would help you to attend interview if you are shortlisted, such as learning support (e.g. materials or information in a different format, large print, coloured paper) or access requirements (e.g. mobility, visual or hearing impairment aids etc), please contact jobs@norfolk.gov.uk.