Download MOLE VALLEY DISTRICT COUNCIL

MOLE VALLEY DISTRICT COUNCIL
APPLYING FOR A JOB
Please do not send us a CV (career summary) as we will not be able to consider it. When
filling in the application form, type or write clearly in ink as this helps with photocopying.
When we choose our new employees we use:
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a job description
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a person specification; and
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an application form.
Job Description
This tells you the main responsibilities of the job.
Person Specification
This explains what we are looking for. It tells you what knowledge, experience and skills you
need to do the job. The person specification should show you which criteria we will use to
shortlist for the interview.
Essential criteria - those that you must have to carry out the responsibilities of the job..
Desirable criteria - these are extra requirements, which we may use if we receive too many
forms which meet our ‘essential criteria’.
Application Form
Please give all the information you think we may need to decide whether you meet the
criteria listed in the person specification, as we cannot guess or assume anything about you.
You need to tell us anything that is relevant to the job for which you are applying. You will
need to give us enough information so that we can judge whether you would be suitable for
the job.
You may have relevant experience from activities outside work. This may show the things
we are looking for just as much as any work experience.
Equal opportunities
Please fill in the separate Equal opportunities form. We will treat this as confidential
information, which we will not show to the shortlisting panel. We will use this information to
make sure we are acting fairly when we employ people. This is the only form that includes
your name. If you want to supply further information in support of your application, please
include the number from your application form on your extra sheets and not your name.
If you have a disability
The Disability Discrimination Act defines ‘disability’ as follows:
‘A physical or mental impairment which has a substantial and long term effect on the
person’s ability to carry out normal day to day activities.’
We recognise that people are our most valuable resource and there are real business
benefits from ensuring that all employees can contribute as fully as possible to our corporate
aims. It also makes business sense to include the widest possible choice when we are
recruiting.
If you have a disability, we will offer you an interview as long as you meet the essential
requirements of the job. If offered an interview, we would welcome the opportunity of
discussing the interview arrangements in advance so that we can meet any special needs,
therefore please contact us to discuss.
If you are disabled in any way and wish to be considered within this context, please make it
known on the Equal Opportunities Form
References
You should give the names of two people who can act as referees. One of these must be
your present or most recent employer. We may contact your previous employers or other
appropriate organisations for a reference.
If you are a recent school or college leaver, one of your references must be from a teacher
or lecturer.
Criminal record disclosure
Some of our jobs involve working with children and the elderly and we may ask you to
complete a form to allow us to get disclosure from the Criminal Records Bureau. If this
applies to the post you are interested in it will say so on the Job Description and further
information will be included in the recruitment pack.
ASSISTANT FRONT OF HOUSE
MANAGER
DORKING HALLS
INTERVIEW DATE: 26 February 2008
MOLE VALLEY DISTRICT COUNCIL
PAY AND CONDITIONS OF SERVICE
1. SALARY
The Council has adopted local terms and conditions for all salaried posts, together with
locally determined salaries which are reviewed each year. The grade appropriate to this
post is shown in the Job Description which is attached.
2. WORKING ENVIRONMENT
The post is based at the Dorking Halls, opposite the main Council Offices. Free staff car
parking is available.
3. HOURS OF WORK
The standard working week is one of 37 hours. Actual hours and days of duty will be by
arrangement with the Box Office manager and will include some evening and weekend
working. Overtime is not payable, but time off in lieu will be granted where appropriate.
4. HOLIDAYS – PRO RATA
In addition to public holidays and flexi-leave staff are entitled to 27 days annual leave
each year, subject to a minimum on 1st April that year of five years continuous local
government service. Staff with less than five years service are entitled to 22 days leave.
5. SICK PAY – PRO RATA
During illness you will be paid your full pay (less benefits payable from DWP) for at least
one month, and longer according to length of service, to a maximum of six months full
pay and six months half pay.
6. OCCUPATIONAL HEALTH SCHEME
The Council operates an Occupational Health Scheme. The Nurse visits the office
regularly and clinics are also arranged nearby. Staff are encouraged to talk to her, in
confidence, about any problems related to health.
7. HEALTH CARE
The Council operates Group Schemes to provide Private Health Care in conjunction with
CS Healthcare and PHS. Under the schemes any member of staff can join, either as an
individual or to provide cover for the family, at discounted rates. Staff can join the
schemes at any time. It is also possible for staff who are already members to take
advantage of the discounts available. Full details of the schemes are available from
Personnel.
8. TRAVEL
Casual Users are recompensed by an inclusive mileage rate. Officers travelling outside
the District on official duty can claim the lesser of second class rail fares or car mileage
rates.
9. ASSISTED CAR PURCHASE
All staff become entitled to a Council loan to assist in the purchase of a car after two
years' continuous service with the Authority. The maximum available individual loan is
£5,513 and repayment can be up to five years. Full details of the scheme are available
on request.
10. TRAINING & PROMOTION
The Council offers generous training facilities for those who wish to take advantage of
them, always providing that the training is relevant to the post held. Training can be to
attain a professional or vocational qualification, to improve on individual skills, a refresher
in some aspects of the job, or to attain general information (eg. induction training).
Vacant posts offering promotion are open to all members of staff, and are advertised
within the Authority. Promotion is on merit, taking into account the experience and
qualifications of all candidates. We believe in promoting from within wherever possible.
11. PROFESSIONAL SUBSCRIPTIONS
The Council will reimburse the cost of one nationally recognised professional
subscription per employee, always provided that the qualification has relevance to the
post held and is considered necessary for the effective performance of duties involved.
12. PENSION
Unless you elect to take out a Personal Pension, or contribute towards SERPS, you will
automatically join the Local Government Pension Scheme. You will pay 6% of salary in
contributions, with the Council paying approximately 12% towards a lump sum and index
linked pension on retirement, which will be based on final year's salary and length of
service. If you subsequently wish to leave the Scheme you can elect to do so. The
Scheme is administered on our behalf by Surrey County Council.
POLICY AND PROCEDURE FOR THE RECRUITMENT AND SELECTION OF STAFF
WITH A CRIMINAL CONVICTION
1
Introduction
1.1
As an organisation using the Criminal Records Bureau (CRB) Disclosure service to
access applicants suitability for positions of trust Mole Valley District Council
complies fully with the CRB Code of Practice and undertakes to treat all applicants
for employment fairly.
1.2 We recognise that there are members of the community who have a criminal record
which should not necessarily exclude them from being employed by the Authority. All
applicants for job vacancies will be considered on their merits i.e. skills, knowledge and
experience matched to the criteria as outlined in the job description and person
specification. Criminal Record Disclosure is only requested after full assessment has
indicated that the requirement is both proportionate and relevant to the position
concerned.
2
Recruitment and selection
2.1
All job descriptions for posts that need a Disclosure will state that the successful
applicant will need to apply for a Disclosure Certificate and at what level, Basic,
Standard or Enhanced.
2.2
All recruitment information packs for posts that need a Disclosure Statement will
contain a copy of this Policy and Procedure.
2.3
For posts requiring Disclosure job applicants will be asked for details of convictions at
interview subject to the Rehabilitation of Offenders Act 1974. For Standard and
Enhanced Disclosure posts the interviewer will clearly state what information is
required and will ensure an open and measured discussion takes place on the
subject of offences.
2.4
All job applicants will be made aware of the existence of the Criminal Records
Bureau Code of Practice. A copy of the document can be obtained from the
Personnel section if requested.
2.5 When selecting a candidate who has a criminal conviction the following will be taken
into consideration before the final decision is made:
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whether the conviction or any matter that has been revealed is relevant to the
post
the seriousness of the offence(s)
the length of time since the offence or any other matter occurred
whether the applicant has a pattern of offending behaviour or other relevant
matters
whether the applicant’s circumstances have changed since the offending
behaviour or other relevant matter.
The duties and responsibilities of the post
2.6 The successful applicant will be required to complete the Disclosure application
which will be sent to the Criminal Records Bureau as soon as possible.
2.7 On receipt of the Disclosure Personnel will either confirm the offer of the post in
writing or invite the applicant in to discuss any information on the Certificate which seems
to differ from the information they provided.
2.8 The outcome of those discussions will confirm whether the applicant is to be
employed or not.
3
Staff Training
3.1
All staff involved in the recruitment and selection process will receive training to
identify and assess the relevance and circumstances of offences.
4
Security
4.1
Mole Valley District Council complies fully with the CRB Code of Practice regarding
correct handling, use, storage, retention and disposal of Disclosures and Disclosure
information.
4.2
Disclosure information is never kept on an applicant’s personal file and is always kept
separately and securely, in lockable, non-portable, storage containers with access
strictly controlled and limited to those who are entitled to see it as part of their duties.
We maintain a record of all those to whom Disclosures or Disclosure information has
been revealed and we recognise that it is a criminal offence to pass this information
to anyone who is not entitled to receive it.
4.3
Disclosure information will only be used for the specific purpose for which it was
requested and for which the applicants full consent has been given
4.4
Disclosure information will be kept for a maximum of six months. If, in exceptional
circumstances, it is considered necessary to keep Disclosure information for longer
than six-months we will consult the CRB about this. Throughout this time, the usual
conditions regarding safe storage and strictly controlled access will prevail.
4.5
Once the retention period has elapsed, we will ensure that any Disclosure
information is immediately shredded by a member of the Personnel section. We will
not keep any photocopy or other image of the Disclosure or any copy or
representation of the contents of a Disclosure. However we will keep a record of the
date of issue of a Disclosure, the name of the subject, the type of Disclosure
requested, the position for which the Disclosure was requested, the unique reference
number of the Disclosure and the details of the recruitment decision taken.
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.
STAFF BENEFITS
This opportunity has been taken to produce a list of benefits provided to staff by Mole Valley District
Council. Full details of all are available from the Personnel Department.
APPLICABLE TO ALL STAFF
1. Final Salary Pension Scheme. All established staff are eligible to join the Local Government
Pension Scheme, administered on our behalf by Surrey County Council. Staff contribute 6% of
salary but MVDC is responsible for meeting any shortfall in the Fund.
2. Leave. 22 days annual leave excluding Bank Holidays, rising to 27 days after 5 years continuous
local government service (pro-rata for part-time staff). In addition on occasions when there would
be a single working day between Christmas and a week-end, the Council grants that as leave.
3. Access to Occupational Health Scheme. A Nurse is available one afternoon each week to discuss
health problems with staff. Confidential appointments are made via the Personnel Department.
4. Sick Pay Scheme. Paid sick leave dependent on length of service. After 5 years it rises to a
maximum of 6 months full pay and 6 months half pay.
5. Training. A wide range of training is provided, some of which is compulsory. A dedicated training
room is available, and laptop computers can be available for limited periods to assist in preparing
projects.
6. Enhanced Maternity/Paternity Pay. Fathers with a minimum of 26 weeks continuous service can
take up to 1 week paternity leave on full pay and 1 week paid at the Statutory Paternity Pay rate.
On returning to work after maternity leave Mothers with more than 1 year’s continuous service will
be entitled to a payment equivalent to half pay during the 7th to 13th weeks of such leave,
7.
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Discounts:
Free membership of Leatherhead Leisure Centre on production of ID card.
10% discount on production of ID card by Knights Dry Cleaners (Dorking).
10% discount on production of ID card by Scotts, Jewellers (Dorking).
Free membership of www.peoplevalue.net, an internet provider of discounted goods and services.
20% discount at Dorking Halls Café and Dorking Sports Centre Café upon production of ID card.
10% discount from Dorking Service Station (South St) on car servicing, MOTs etc. (Free
collection/return, cleaning etc).
10% discount on production of ID card at 'Love2read', St Martins Walk, Dorking.
8. Assisted Car Purchase. This is available to all staff following completion of 2 years continuous
service with the Council. Loans available for up to 5 years with interest charged at 4.61% APR.
(20% deposit required and emission levels must not exceed 200g/km.)
9. Free parking at work. At Pippbrook located alongside the offices, with an overflow behind the
Sports Centre. Free parking is available at all other locations.
10. Casual User Car Allowance. Staff not designated as essential car users are entitled to a mileage
allowance if using their own vehicle for business use.
11. Access to medical insurance with preferential rates. Arrangements made with the Civil Service
Healthcare Scheme allow preferential rates of medical insurance for staff and their family.
Membership continues to be available when employment with the council ceases.
12. Interest free loan for Public Transport Season Tickets. As an alternative to a car loan staff can
receive an interest free loan for the purchase of a season ticket on public transport. Repayments
are made during the life of the ticket.
13. Access to Learning for All and Home Computing Initiative (after 6 months service). The
opportunity to lease a computer and printer with recreational and e-learning software for 3 years
home use in exchange for a tax-free salary sacrifice.
14. Long Service Award. Staff receive a gift of the employee’s choice, to the value of £12 per year of
service with MVDC , upon retiring providing they have completed a minimum of 25 years service.
APPLICABLE TO CERTAIN GROUPS OF STAFF
1. Lease car (all designated essential car users). A choice of vehicle, subject to engines emissions
below 200g/km, over a 3 year lease. The Council contributes the first £444 pm for the Chief
Executive, £400 pm for Directors, £312 pm for second tier staff and £268 pm for other staff. Staff
are required to make a minimum contribution to recognise private mileage and can make
additional contributions if they wish.
2. Assisted Car Purchase. As an alternative to a lease car, this is available to all designated
essential car users. Loans are available for up to 5 years with interest charged at 4.61% APR. No
deposit is necessary, but engine emission levels must not exceed 200g/km.
3. Essential User Car Allowance (all designated essential car users). A monthly lump sum and a
mileage allowance for business use.
4. Flexitime (all staff not exempted for operational reasons). The ability to accrue up to 1 day’s flexileave every 4 weeks. Core hours are 10am to noon and 2 – 4pm Monday through Friday.
5. Professional Subscription (all staff in a post which requires a qualification). The Council will
reimburse the cost of 1 professional subscription where membership of a professional body is a
requirement of the post.
6. Provision of mobile phone (designated personnel required to travel throughout the District).
7. Executive Medical (key staff). Around 50 employees are offered an executive medical every two
to three years.
8. Temporary accommodation (subject to availability - key staff when agreed at interview). The
Council has a limited number of bedsit units. Subject to availability they may be made available
on licence for periods of up to 1 year.
9. Relocation allowance for house purchase (key staff when agreed at interview). £7,500 (or 25% of
starting salary if higher) made towards expenses incurred by a newly appointed employee
purchasing property as a direct result of appointment.
10. Relocation scheme for rental (key staff when agreed at interview). Up to £1,000 will be paid
against expenses incurred by an employee who is having to rent (as opposed to purchase) as a
direct result of appointment.
THE AREA
GENERAL
Taking its name from the River Mole, the district of Mole Valley contains some of the most
beautiful countryside in the South of England. It is a Green Belt area with extensive areas of
outstanding natural beauty and great landscape value, including well-known beauty spots
such as Box Hill and Leith Hill. One of the most attractive features of Mole Valley is its many
villages and the two main towns of Leatherhead and Dorking. Most of these have historic
centres that are designated Conservation Areas. Each has its own charm.
The District has a population of around 80,000 and an area of 100 square miles. The centre
is approximately 25 miles from the heart of London and is some 33 miles from the South
Coast.
Each part of the Mole Valley countryside has its own beauty and fascination and much of it is
available to be explored and enjoyed by all.
COMMUNICATIONS - NATIONAL
The offices are situated in parkland adjacent to the crossroads of the A24 and A25. The
M25 orbital motorway runs through the north of the District, with access being only a few
minutes drive from the offices.
London & Country Bus, Green Line Coach Services and various other companies operate
throughout the area.
Dorking has 3 railway stations. South West/Thames Trains have stations within the District
at Dorking, Boxhill, Ockley, Holmwood, Bookham, Leatherhead and Ashtead on the
Waterloo, London Bridge and Victoria lines, and also Deepdene, Dorking West and
Betchworth on the Redhill to Reading line. Dorking and Deepdene stations are within 5
minutes walk of the offices.
COMMUNICATIONS - INTERNATIONAL
Gatwick Airport, which borders the District's South Eastern boundary, is a 20 minute drive,
and Heathrow a 30/40 minute drive away from the offices. The international ferries
operating from Dover and Folkestone (as well as the Channel Tunnel) are within a
comfortable 2 hours journey by car.
EMPLOYMENT
The area offers employment prospects for all the family in a wide range of occupations, with
unemployment being well below 1%. Esso Petroleum has headquarters in Leatherhead,
where there are also major research establishments for the electrical, food, paper and
packaging industries. The Europe and Africa Regional Head Office for Halliburton KBR, one
of the world’s largest diversified energy services, engineering and construction, maintenance
and operations companies is in Leatherhead. ERA Technology and Photo-Me International
are also among the major employers locally, as are Logica in the computer field. Friends
Provident have large insurance offices in Dorking, where Kuoni Travel has their
headquarters, as do international water treatment specialists Biwater. Other large employers
include mechanical engineers Johnston Brothers Ltd and OMYA, manufacturers and
distributors of plastics and chemicals. Many other opportunities are available with the
numerous smaller concerns in light industry, retail and office-related fields.
SCHOOLS
There are excellent schools in the District and colleges of further education in two
neighbouring Boroughs.
CRIME
The District has one of the lowest crime rates in the country.
RECREATION
The Council operates a large leisure centre at Leatherhead, which offers a wide range of
sporting and leisure facilities. Across from the Offices in Dorking is the Dorking Sports
Centre, opened in 2003, which offers superb recreation and fitness facilities for all the family.
The Dorking Halls, situated next to the Swimming & Sports Centre, contains a cinema
offering “first release” screenings and also offers a wide variety of live entertainment events
ranging from one night shows to antique fairs. Pippbrook Park contains tennis courts and a
bowling green, and the Dorking Library is housed within the Pippbrook site.