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information pack - Midlothian Council - DOC



Midlothian Post ref: Post title: Division: Closing Date: ED85 Finance Assistant (Schools) Education and Communities Friday 25 July 2008

Job Advertisement
As one of a small team based at Fairfield House, you will contribute to the provision of specialist financial support and guidance on Devolved Schools Management (DSM) and other delegated budgets to schools in Midlothian. You should hold an HNC/HND in an appropriate accounting/business studies or accountancy related discipline, or an SVQ3 in a related subject, however, evidence of competency in finance will be an acceptable alternative to these qualifications. Experience of providing support and guidance on financial management issues, preferably to a geographically dispersed client base is essential, as is experience of working with computer based financial management and reporting systems. Experience of providing financial support services in a Local Authority Education environment is desirable. Travelling is an essential part of this post and there is an expectation that you will hold a driving licence, however, this is not a requirement and you will still be able to apply providing that you can illustrate suitable transport arrangements. For more information about the duties about the post please contact either Lorna Howie on 271 3701 or Joni Connell on 271 3748 who will be happy to give you more detail about what the job entails. Section: Financial Services Responsible to: Financial Services Manager PURPOSE OF JOB As one of a small team, contribute to the provision of specialist financial support and guidance on Devolved Schools Management (DSM) and other delegated budgets to schools in Midlothian and the provision of effective financial support services to the Education Support Services Unit. MAJOR TASKS/JOB ACTIVITIES Schools Based Finance As one of a team of two, to provide specialist financial support and guidance on DSM and other delegated budgets to 40 Midlothian Schools (6 Secondary, 1 Special, 30 Primary and 3 Nursery) by:  

monitoring budgets devolved to individual schools to ensure that spending is kept within agreed limits; monitoring non-devolved schools’ budgets

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advising schools staff and Head Teachers on issues associated with school budgets, including advice on staffing options; providing informal training to Head Teachers schools staff on financial record keeping and reporting, and the use of computerised financial management systems; implementation and customisation of financial management and reporting systems for schools DSM and other delegated budgets; reconciling DSM and other delegated budgets and conducting investigations into variances; drafting and submitting financial reports on DSM and other delegated budgets issues for submission to Head Teachers and the Director of Education; providing specialist support and advice on budget issues, by conducting financial sensitivity analyses as requested, reporting on findings; liaising with the Corporate Finance Unit to discuss and resolve specific issues associated with DSM and other delegated budgets; contribute to DSM budget setting process; calculate and present Schools annual carry forward figures and agree with Head Teachers; acting as the first point of contact for enquiries associated with Schools budgets;

Monitor and report on special educational needs budgets delegated to individual schools. Provide specialist support and advice on budget reconciliation issues. Act as a point of contact for enquiries on issues associated with schools finance. Liaise with the Corporate Finance Unit to discuss and resolve specific issues associated with schools budgets. Draft and submit financial reports on nominated delegated budgets for submission to Head Teachers and the Director of Education. Other Duties Prepare work plans to ensure that effective support services are provided to schools. Update IT financial support systems and contribute to their further development. Responsible for identifying, developing and delivering training in IT financial support systems and financial control procedures to Head Teachers and Administrative Assistants in schools. Represent the Education Division at cross divisional working groups to discuss issues associated with schools budgets. Ensure that financial systems used in schools comply with audit and financial control requirements. Any other duties as directed by management.

Conditions of Service
Location: Standard hours of work: Fairfield House, Dalkeith 35 hours per week Monday – Thursday Friday 9.00 am – 5.00 pm 9.00 am – 3.45 pm


This post is included in the Council’s Flexitime scheme. Core Times – Monday – Thursday Friday 10.00 am – 12.00 noon and 2.00 pm – 4.00 pm 10.00 am – 12.00 noon and 2.00 pm – 3.30 pm

Salary Grade: Payment Method:

AP3, £19,311 - £21,189 (SCP23-SCP26), per annum Paid on the 28th of each month directly into bank account. Up to 5 years’ service Over 5 years’ service Over 10 years’ service 21 days 26 days 28 days

Annual Leave:

Public Holidays: Pay Award: Notice period: Pension:

11 public and statutory holidays per year Negotiated annually at national levels One month’s written notice by either side. Option to join the Local Government Pension scheme, employee's contribution is 6%.

Car User: This post has been identified as an Operational User post under the Council’s Car User Scheme. As an Operational User, you must provide a car for business purposes. You will have access to the Council’s Car Lease Scheme under which the Council will contribute £2,227 per annum (pro rata for part-time staff) and you will receive the Inland Revenue Petrol Rate currently 7.486 per mile for all business miles. Alternatively, if you use your own vehicle for business purposes, you will receive the Inland Revenue mileage rate currently 40p per mile. This post involves substantial access to children and as such has been identified as a 'Childcare' post under the Protection of Children (Scotland) Act 2003. The appointment is therefore subject to a satisfactory check to Enhanced level with Disclosure Scotland, and a check on the Disqualified from Working with Children List. Midlothian Council operates a no smoking policy at work. The main terms and conditions of the post are set out in the Scheme of Salaries and Conditions of Service agreed by the Scottish Joint Council for Local Government Employees, as adopted by Midlothian Council.

Equality of Opportunity
Midlothian, as an equal opportunities employer, considers applicants on their suitability for the post regardless of sex, race, religion, disability or sexual orientation. Providing equality of opportunity for all applicants and employees is among our most important goals and values.

Your completed application together with the completed Equal Opportunities and Supplementary form should be returned to the following address by the closing date illustrated on the front sheet: Head of Performance and Human Resources, Midlothian Council, Midlothian House, Buccleuch Street, Dalkeith, EH22 1YH. All section of the application form must be completed and you should note that curriculum vitaes will not be taken into account. In the interest of economy, your application will only be acknowledged on receipt of a stamped, self-addressed envelope. However, you will be informed of the outcome of your application in due course. Details of all posts will be made available, on request, in other languages, Braille, large print and audio-tape. Please contact the Performance and Human Resources Unit on telephone number 0131 271 3015 or email to arrange.

Pre-employment Enquiries
Please note that if you are successful, our offer of employment will be conditional on satisfactory completion of pre-employment enquiries such as medical screening, written references, verification of your original qualifications and your eligibility to work in the United Kingdom. A criminal records check with Disclosure Scotland may also apply.

General Statement of Recruitment and Selection Policy

Midlothian Council is committed to achieving equality of opportunity in recruitment and will promote anti-discriminatory practices to achieve fair access to employment Employees will be recruited from the widest appropriate recruitment market The policy provides for positive action towards disabled people and New Deal applicants. If you have a disability or you are on the Government’s New Deal scheme and if, from the information you have given on the application form, you have the minimum skills, experience and other attributes required for the post, you will be guaranteed an interview. All applicants have the right to make a complaint of unfair treatment relating to any stage of the recruitment and selection process. A complaint by an external applicant, in the first instance, should be made in writing to a relevant Director. The Director will consult the selection panel members before making a written response. If the complaint remains dissatisfied, he/she will be advised of the right to submit the complaint to the Chief Executive, who will normally arrange for an enquiry. A report may be submitted to the Cabinet.

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Summary of the Policy on the Recruitment of Ex-offenders

Midlothian Council is committed to the safer recruitment of staff working with children and vulnerable adults, and in other positions of trust, and as such is a Registered Body with Disclosure Scotland. The Council is also committed to the principles of Equality of Opportunity and as such will not discriminate unjustifiably against individuals with criminal convictions. The Police Act 1997 provides a mechanism through Disclosure Scotland for vetting recruits through criminal records checks. Where conviction or other information is revealed as part of the Disclosure process, that information must not be used to unfairly discriminate against individuals. Midlothian Council complies fully with the Code of Practice, issued by Scottish Ministers, on the use of information provided to the Council by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants' suitability for positions of trust. Having a criminal record will not necessarily debar an applicant from working with Midlothian. Decisions regarding suitability for positions of trust which are subject to vetting will be dependent on the nature of the position, together with the circumstances and background of the offence(s)



Modernising Midlothian
This information sheet has been designed to inform you about two key issues affecting employment with Midlothian Council. These are Modernising Midlothian and the Single Status Agreement. What is the Single Status Agreement? Jobs that were formerly classed “APT&C” and “Manual” are now covered by one set of terms and conditions under the Single Status Agreement. This is an agreement made by management and the Trades Unions at national level and is also known as the “Red Book”. Most jobs in the Council, which are not teaching posts, are covered by this agreement. Midlothian Council is currently working towards implementing the part of the Single Status that requires Midlothian Council to develop its own employment package for various posts including this one. This part of the implementation is referred to as Modernising Midlothian. What is Modernising Midlothian? New Equality Legislation and the commitment by Midlothian Council to deliver Best Value, initiated a review of the Single Status project and the identification of outcomes appropriate for delivery of services in 2008. Rather than simply being compliant with Equal Pay legislation, it was decided the project should reflect the ethos of Midlothian Council, our Customer First programme and the Modernising Agenda in particular. Modernising Midlothian involves the development of new pay models and terms and conditions based on broad job profiles, grouped in job families. What will change? A new pay and grading structure will be introduced covering all posts previously classed as APT& C and Manual Worker. The grades of all jobs are being reviewed to ensure that the new grading structure is fair and meets equal pay requirements. It is anticipated that the grades of most jobs will be largely unaffected but a minority will either increase or decrease. Where there is a reduction in grade, existing salary levels will be protected for three years. At the same time, a single set of terms and conditions of employment will be developed. Will it affect me? Yes, when the Job Family framework has been completed, it will introduce revised pay and conditions for all affected employees. Employees will then be assigned to the profile that reflects the duties, remit and competencies required by the Council, although the precise affect on individual jobs cannot be identified at this stage. It is intended that a locally negotiated pay and conditions package will be agreed through the Modernising Midlothian project and details will be issued to staff when this is agreed. This means that if you are the successful candidate, once you have started the job you are likely to see some changes to your pay or terms and conditions of employment.

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