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					Solicitor (Childcare)
SOL(CC)487
County Hall, Oxford
37 hours per week. Permanent post
Salary: £38,042 - £44,296

INFORMATION FOR CANDIDATES

Closing Date:               4pm on 23rd November 2009

Interview Date:             To be confirmed

You can apply online at http://jobs.oxfordshire.gov.uk

To discuss the post further, please contact: Carol Watts Tel 01865 323922

If you have any queries about completing your application form please contact
Jane Foley on 01865 797388 or email jobs@oxfordshire.gov.uk


Contents

   1. Oxfordshire County Council

   2. Information on Directorate and Service Area

   3. Job Description

   4. Selection Criteria

   5. Information for applicants on terms and conditions

   6. Recruitment Charter

   7. Application form (If receiving postal pack).


      Please quote the job reference on all correspondence
      Please note that if an email address is provided we will use this for
       correspondence. We therefore advise that you check your emails regularly.
                      Oxfordshire County Council
Oxfordshire County Council has responsibility for many key local services and
employs over 20,000 people to deliver them. Each year the council manages £845
million of public money in the provision of these services on behalf of Oxfordshire's
615,000 people. This includes schools, social services, the fire service, roads, libraries
and the museums service, trading standards, land use, transport planning and waste
management.

Council services are provided through four directorates and the Corporate Core. The
Chief Executive is in overall charge. Each directorate has a director and a number of
heads of service responsible for particular areas of that directorate's work.

       CORPORATE CORE                             SOCIAL & COMMUNITY
                                                        SERVICES
Chief Executive – Joanna Simons                   Director – John Jackson


 ENVIRONMENT & ECONOMY                        CHILDREN, YOUNG PEOPLE &
                                                         FAMILIES
       Director – Huw Jones                     Interim Director – Jim Crook

       COMMUNITY SAFETY                          DIRECTOR FOR PUBLIC
                  &                                       HEALTH
        SHARED SERVICES                        Director – Jonathan McWilliam
        Director – John Parry

The County Council Management Team (CCMT) consists of the Chief Executive,
the four strategic directors and the Head of Finance and Procurement.

The Council has adopted a set of values, which guide everything we do. They are:

       Customer Focus
       Honesty
       One Team
       Involvement
       Can do
       Effective and Efficient
                      Directorate Information – Corporate Core

The Corporate Core was formed in January 2007 as a result of a realignment of the
former Resources Directorate and other more minor changes to other Directorates to
better serve the needs of the Council.

The Director of Corporate Core is Joanna Simons, who is also the Chief Executive of
Oxfordshire County Council. The Directorate comprises two divisions - Strategy and
Transformation.
Strategy Division
The Head of Strategy is the Assistant Chief Executive (Strategy) Stephen Capaldi.
Communications and Marketing Unit - This unit is responsible for communication
with local residents, media relations, publications, internal communications, the
council's website and Print and Design.
Policy Unit – The Unit‟s purpose is to enable services to be delivered effectively and
business to be improved in order to meet the needs of the people of Oxfordshire. The
unit includes three teams, Policy, Performance and Review and Change.
       The Policy Team leads forward planning of corporate/cross cutting policy and
       work with the services to develop strategy and policy. The team includes the
       Research and Intelligence team/Data observatory, the Consultation and
       Involvement Team and posts supporting the Cabinet and the County Council
       Management Team.
       The Performance and Review Team leads on corporate and partnership
       performance, service and resource planning, strategy and performance
       reviews, fundamental service reviews, business process improvement,
       scrutiny reviews, risk management and benchmarking.
       The Change Team supports the Change Management Board in its leadership
       of the council's Change Programme and promotes best practice in change
       management, project management and business process re-engineering
       across the council. It also leads the Milton Keynes, Oxfordshire and
       Buckinghamshire Improvement Partnership.
Legal and Democratic Services - The unit provides legal advice and support for
councillors and directorates to ensure that they fulfil their statutory obligations and the
Authority acts lawfully. Legal Services operates as a self - financing trading unit. The
Head of Legal and Democratic Services is also the County Solicitor and the council's
Monitoring Officer.
Partnership Working Unit - The unit develops effective partnership working with the
public, private and community sectors in order to provide better outcomes, real choice
and value for money for local people.

Transformation Division
The Head of the Transformation Division is the Assistant Chief Executive
(Transformation) and Chief Finance Officer, Sue Scane. She is also council's
principal financial adviser and also the council's Section 151 Officer.
Chief Executive's Personal Office - The team provides direct support to the Chief
Executive, the Assistant Chief Executives, the Lord Lieutenant and supports the
County Council Management Team.
Business Support has a key role in improving performance and managing change
across the Corporate Core, as well as ensuring corporate governance for the
Directorate.
Finance and Procurement – This unit comprises Treasury Management, Internal
Audit, and Strategic Procurement.
      Corporate Finance consists of financial planning, treasury management/
      pensions investment and corporate standards.
      The Procurement Team ensures that all purchases are driven through proper
      process and best value is achieved. County Procurement is the professional
      lead for all procurement related activities at Oxfordshire County Council.
      The Audit Team maintains and updates the financial control framework to
      safeguard and account for the council's financial expenditures.
Strategic Human Relations & Organisational Development – Strategic HR & OD
comprise four functions:
      Strategic HR – HR policies & procedures, senior casework, schools facing
      policy/casework, employee relations, job finder service, occupational health
      service, employment law/legislation, HR IT systems (inc workforce data), senior
      appointments, equalities
      Strategic OD – OD programme management, senior leadership development,
      corporate learning and development plan, career development, performance
      reviews, workforce planning.
      HR Business partners – interface to directorates and shared service centre,
      member of directorate leadership team, lead on specific HR & OD activity (eg,
      diversity, staff survey, Investors in People)
      Customer First - The unit has responsibility for promoting high standards of
      customer service including the work to maintain corporate Charter Mark for
      2009/10. It also provides consultation and engagement expertise for the
      organisation.
Information and Communication Technology Services - Provides a
comprehensive ICT service supporting the ongoing delivery and development needs
of all of the council's services.
                         OXFORDSHIRE COUNTY COUNCIL

                                    Corporate Core

                                  JOB DESCRIPTION

Job Title:           Solicitor (Childcare)
Service:             Legal Services
Team:                Child Care Team
Grade:               13 - 14
Hours:               37
Job Type:            Permanent
Responsible to:      Principal Solicitor (Childcare)

MAIN PURPOSE(S) OF THE JOB:

To assist in the provision of a comprehensive legal service on all aspects of child
protection work to the Children, Young People and Families Directorate and to the
Council.

This post holder is responsible for ensuring that all relevant County policies and
procedures are adhered to and concerns are raised in accordance with these policies

MAIN DUTIES:

The provision of detailed legal advice to Client Directorates and individual Officers.

Drafting legal documents, reports, briefings and opinion on relevant legal matters.

Give effect to the instructions of the Client Directorates and the Council and to ensure
they act in accordance with legal requirements and policies and procedures.

To undertake such other duties as may be assigned from time to time.

Child Care

Representing the Council in legal proceedings concerning children before the Family
Proceedings, County and High Courts.

To brief Counsel for the representation of the Council in any Court as may be
appropriate and to obtain Counsel‟s opinion on any relevant matter relating to
children‟s proceedings.

To handle a personal portfolio of child care cases to a high standard of professional
practice.

To advise, negotiate and draft legal documents to give effect to decisions of the Client
Directorate and the Council.
To undertake a range of legal work in connection with the specialist legal area to
which the postholder is assigned.

To provide general legal advice and to deal with general legal queries relating to
children‟s matters as required.

To undertake such other duties as may be assigned from time to time including legal
training to Client Departments that may be required.

To above duties may be varied or changed by the County Solicitor.


For all staff - You have specific responsibilities under Health & Safety legislation to
ensure that you:
 Take reasonable care for your own health and safety, and that of others affected
   by what you do, or do not do
 Cooperate on all issues involving health and safety
 Use work items provided for you correctly, in accordance with training and
   instructions
 Do not interfere with or misuse anything provided for your health, safety or welfare
 Report any health and safety concerns to your line manager as soon as
   practicable

Please note: Oxfordshire County Council is in the process of rationalising and re-
organising office accommodation across the county. The impact of this Better Offices
Programme will include the provision of good quality modern work-style offices in
accessible locations that meet service needs, allow greater integration of service
teams, better delivery of services, more modern and pleasant working environments
for staff and improved environmental performance.
It is likely that a large number of posts not based in schools will be affected in some
way by this change programme. The successful applicant for this position will be kept
informed by his/her line manager of any proposed change in location.
Selection Criteria

Directorate: Corporate Core
Job Title: Solicitor (Childcare)
Job Ref. No: SOL(CC)487
Grade: 13 - 14


Educational achievements, Qualifications, Training and Knowledge:

Essential
Qualified Solicitor / Barrister

Experience:
Essential
General ability in detailing with complex legal matters

Job related aptitude and skills:
Essential
Good interpersonal skills
Good communication skills, both written and oral
Ability to work effectively within a team
Ability to work creatively and flexibly
Good negotiation and influencing skills
Good analytical and legal research skills

Personal qualities:
Essential
Willingness to learn
Positive approach to change
Enthusiasm

Special Requirements:
Essential
Satisfactory enhanced Criminal Records Bureau disclosure.

Equal Opportunities:
Essential
* Commitment to, and understanding of, the principles of Equal Opportunities for all, in
employment and the delivery of services.



Educational achievements, Qualifications, Training and Knowledge:

Desirable
Law degree
Knowledge and understanding of current developments in Local Government and in
Local Authority law

Experience:
Desirable
Relevant local government experience
Advocacy
Specialist legal knowledge

Job related aptitude and skills:
Desirable
Proficiency in IT skills

Personal qualities:
Desirable
Full driving licence
                        OXFORDSHIRE COUNTY COUNCIL

General Terms & Conditions of Employment Local Government Services

General

Your terms and conditions of employment are covered by existing collective
agreements negotiated and agreed with a specified trade union or unions recognised
by this authority for collective bargaining purposes in respect of the employment group
to which you belong.

During your employment with the County Council your rate of pay, overtime and other
payments, standard hours of work, entitlement to holidays, holiday pay (including the
basis for calculation of accrued holiday pay), sick leave and sick pay, injury benefits
and the periods of notice required to terminate your employment will be in accordance
with the agreements made by the National Joint Council for Local Government
Services known as the “Green Book”, as supplemented by the County Council‟s local
rules and conditions and by statutory regulations currently in force. Copies of the
relevant documents are available for inspection from the Employment Advisory
Service in Shared Services. The County Council undertakes to ensure that any future
changes in these terms of employment will be entered in these documents or
otherwise recorded for you to refer to within 28 days of the change.

A summary of your conditions of employment is available in the document “A Guide to
Working with Oxfordshire County Council” (.pdf format 304 Kb).
This can be accessed on our website by following this link:

http://www.oxfordshire.gov.uk/guidefornewemployees


Probationary Period

New entrants to local government or previous local government employees who have
had a break in service will be subject to a probationary period of 6 months. Managers
will monitor and confirm this as part of the induction and probation review process.
During this period, or any extension to probation, termination of the contract of
employment will be subject to 1 month's notice regardless of the grade of the post.
Thereafter, the notice period relevant to the grade of the post shall apply.

Existing employees who transfer to a new role or those with recognised continuous
service shall be subject to an initial review period of six months during which
appropriate action should be taken to support the employee to settle into the new role
including induction and performance review actions as required.
General Accountabilities and Responsibilities

In addition to the specific responsibilities of their role, managers in Oxfordshire County
Council are required to ensure compliance with, and actively promote appropriate
legislation, Council policies, the Council Constitution and other requirements of the
Council.

Accountabilities and responsibilities include:

      engaging with the Council‟s Service and Resource Planning process, and wider
       financial management processes, to plan, manage and monitor financial
       resources and ensure that they deliver the required service outputs and provide
       value for money
      ensuring compliance with and actively promoting corporate governance
       policies; the Council‟s equalities and diversity policies and strategies

       "http://portal.oxfordshire.gov.uk/content/public/corporate/Governance/2007/Cor
       porate_Governance_Managers_Responsibilities.pdf

       http://portal.oxfordshire.gov.uk/content/public/corporate/Governance/2007/Corp
       orate_Governance_Employee_Responsibilities.pdf"

      ensuring compliance with and actively promoting Health and Safety at work
       legislation and the Council‟s Health & Safety and employment policies and
       procedures

Some of the main points are set below:

Equal Opportunity in Employment

The Council is opposed to any form of unfair discrimination and is publicly committed
to be an equal opportunity employer. The following are examples of factors which the
Council has agreed should not be taken into account in employment decisions (except
in cases where the nature of the work makes this essential and legislation permits):
disability, sex, marital or parental status, age, race, colour, nationality, ethnic or
national origin, religious belief, sexual orientation, membership of or activity in a trade
union or other organisation, and spent offences (unless you are working with children
or vulnerable adults). Copies of the Comprehensive Equality Policy are available on
the intranet or from your manager and a summary is available in the booklet “A Guide
to Working with Oxfordshire County Council”.

Job Sharing and Career Break Scheme

A scheme for job sharing and career breaks is in operation. Details are available from
your supervisor/line manager.

Annual Holiday and Leave

In addition to the annual leave specified on your letter of appointment there is an
entitlement to a day off on each of the eight Bank Holidays. Entitlement to annual
leave and bank holidays for part-time staff and staff who work term-time only is
calculated on a pro rata basis. Staff employed in schools are expected to take their
leave during the school holiday.

New entrants to the service shall be entitled to annual leave proportionate to the
completed length of service during the leave year of entry, and thereafter on the
normal scale.

An employee leaving the service of the authority before the end of the holiday year,
shall be required to make the appropriate refund in respect of any holidays taken
beyond the number of earned pro rata during the holiday year. Any holiday
outstanding may be taken or credited.

The leave year runs from 1 April to 31 March. Holidays will be taken by mutual
agreement other than in services where the agreement already provides that holidays
are taken during particular periods. Annual leave entitlement which has not been
taken by the end of the leave year will only be carried over in exceptional
circumstances and with prior management approval.

In special circumstances unpaid leave and emergency leave may be granted. Any
enquiries should first be addressed to your Manager.

Sickness and Sickness Pay

Oxfordshire County Council is committed to delivering effective and efficient public
services and to achieve this it is essential that all our employees attend work regularly.
High levels of sickness absence add substantially to the authority‟s costs and place
additional demands on colleagues who have to cover the work of those who are
absent. You therefore have a responsibility, and a contractual obligation, to attend
work unless you have a genuine personal health related reason for not doing so.

There are a range of policies to assist you in balancing your home and working lives
and dealing with emergencies when they occur, see the HR pages of the intranet for
more details or speak to your line manager.

The Council‟s procedures for monitoring and managing sickness absence add to
these by providing a fair and consistent framework for dealing with staff who are
unable to attend work because of sickness.

When you are prevented from attending work owing to illness, disability or some other
genuine reason, you must follow the procedure for reporting sick and provide
certificates when necessary, in accordance with the sickness reporting procedure.
Failure to follow procedures, abuse of the sickness leave system or unacceptable
levels of absences may result in formal action being taken against an employee under
the capability or disciplinary procedures.

Oxfordshire County Council reserves the right to terminate the contract of any
employee absent through sickness or injury at any time. In all cases, management will
follow agreed processes, obtain a full medical report and discuss the position with the
employee concerned. Redeployment to suitable alternative employment will normally
be considered prior to any decision to terminate the contract.

If you do have to take time off sick you will receive the following:

During the first year of service
1 month‟s full pay and (after completing 4 months‟ service) 2 months‟ half pay

During the second year of service
2 months‟ full pay and 2 months‟ half pay

During the third year of service
4 months‟ full pay and 4 months‟ half pay

During the fourth and fifth years’ of service
5 months‟ full pay and 5 months‟ half pay

After five years’ service
6 months‟ full pay and 6 months‟ half Pay

The County Council is responsible for paying Statutory Sick Pay (SSP) to an
employee, and for paying Statutory Maternity Pay (SMP) (see Department for Work
and Pensions leaflet NI 17A), Statutory Paternity Pay and Statutory Adoption Pay.
Please contact the Pay & Employment Information team for further information.

Please read carefully the notes on Statutory Sick Pay concerning sickness procedures
obtainable on the Council‟s intranet at
http://portal.oxfordshire.gov.uk/content/public/corporate/AtWork/Forms/SSPnotes_for_
all_employees.pdf or from the Pay & Employment Information Team.

Overtime

Overtime must be approved in advance and is additional to the standard 37-hour
working week.

Overtime shall be aggregated over the week and normal rates of payment are as
follows: Monday – Saturday (inclusive): time-and-a-half, Sunday: double-time. There
are certain exceptions to this. For further information contact the Pay & Employment
Information Team.

Accidents – ‘On duty’

The Council has a personal accident scheme which covers employees who are
incapacitated as a result of an injury from an accident whilst on duty, or a physical
assault arising from their employment with the Council.

Accident – ‘Third Party Claim’

An employee who is absent as a result of an accident is not entitled to be paid for sick
leave if damages are recoverable from a third party. The County Council may,
however, advance a sum equal to the sickness pay payable under the scheme subject
to the employee undertaking to refund the total amount of such allowance in the event
of a successful claim for damages. In the event of only part settlement of a claim the
Council will decide the amount to be refunded.

Maternity, Adoption and Paternity Provisions

Maternity leave of up to 63 weeks and maternity pay is available to all employees who
have completed 26 weeks continuous local government service at the beginning of the
eleventh week before the week in which their baby is due.

Adoption Leave of up to 52 weeks and adoption pay is available to all employees who
have completed 26 weeks continuous local government service leading into the week
in which they are notified of being matched with a child for adoption.

Ten working days paid paternity leave and up to 45 weeks unpaid leave are available
to fathers who have completed 26 weeks continuous local government service at the
time of the birth. Those who have not completed 26 weeks service will be entitled to
five working days paid paternity leave. Full details of these schemes are available
from the HR pages of the intranet or from the Pay & Employment Information Team.

Parental Leave

All employees with at least one year's continuous local government service who have
responsibility for a child aged under five are entitled to 13 weeks unpaid parental
leave for each child. Up to four weeks parental leave can be taken in any one year

National Insurance

Female employees who are divorced do not qualify to pay the reduced rate of national
insurance contribution, and should notify the Pay & Employment Information team in
writing immediately a divorce is granted, and the correct rate of national insurance can
then be deducted.


Medical

Appointments are subject to satisfactory health clearance. The Council may at any
time require officers who are unable to perform their duties as a consequence of
illness to submit to an examination by a medical practitioner nominated by the Council.

Salary Payment

Salary is paid in arrears by bank credit transfer. The salary for staff employed for term-
time only is calculated for the whole year and paid in twelve monthly payments
inclusive of holiday pay.
If you have been previously employed please forward your Income Tax Form P45
immediately to the Pay & Employment Information Team. Failure to do so could mean
an over-deduction of tax.
If this is your first employment or you have no P45 you must complete and return form
P46 which will be sent to you with your contract of employment so that the correct tax
may be deducted from your earnings.

Membership of a Trade Union

This authority, as your employer, supports the system of collective bargaining in every
way and believes in the principle of solving industrial relations problems by discussion
and agreement. For practical purposes, this can only be conducted by representatives
of the employers and the employees. If collective bargaining of this kind is to continue
and improve for the benefits of both, it is essential that the employees‟ organisations
should be fully representative. The County Council is associated with other local
authorities represented on national and provincial councils dealing with local
authorities‟ services. It is equally sensible for you to be in membership of a trade union
representing you on the appropriate negotiating body and you are recommended to do
so. You have the right to join a trade union and to take part in its activities. Details of
specified trade unions on the appropriate negotiating body are available from the Pay
& Employment Information Team.

Grievances

If you have a grievance relating to your employment you have a right to express it. In
the first instance you should refer the matter to your immediate supervisor/line
manager, but if it is not settled to your satisfaction you should report your grievance to
your trade union representative. If there is a disagreement you will be able to take the
matter further through the „Raising Concerns at Work‟ procedure, a copy of which is
available from the HR pages of the intranet, your line manager, the Employment
Advisory Service or in the booklet “A Guide to Working with Oxfordshire County
Council”.

Discipline and Capability

The authority has informal and formal procedures for dealing with disciplinary matters
and where employees do not perform to required standards due to capability. At all
stages of formal action the employee has a right to be accompanied by a trade union
representative or work colleague and a right of appeal against the action being taken.
Copies of the full procedures can be obtained from the HR pages of the intranet, from
your manager or from the Employment Advisory Service. You should also familiarise
yourself with the Disciplinary Rules and the Council‟s Code of Conduct which can also
be obtained from the HR pages of the intranet, your manager or the Employment
Advisory Service.

You are required to inform your line manager if you are the subject of any police
investigations whilst you are an employee of the Council. Any issues which arise from
these investigations relating to your employment will be dealt with under the Council‟s
agreed policies and procedures.

Notice of Termination of Employment
The minimum period of notice to which you are entitled is shown on your letter of
appointment or that given by statute, whichever is the longer. NB. See above for
arrangements for probationary employees who are subject to 1 months notice
regardless of the grade of the post.

The minimum period of notice of termination of your employment which you are
required to give is not less than the period specified on your letter of appointment.
Your notice period is related to the grade of your post as follows:

         Grade                            Notice
         Up to Grade 8                    1 calendar month

         Grade 9 - 13                     2 calendar months

         Grade 14 and above               3 calendar months


Pension and Retirement

Employees with a contract of employment for 3 months or more will be brought into
the Local Government Pension Scheme automatically from the first day of
employment, unless they elect, prior to the first day, not to become a member. If the
contract is for less than 3 months there is no eligibility to join the scheme.
Contributions range from 5.5% - 7.5% of whole time equivalent salary plus
pensionable allowances, and are assessed annually in accordance with the Council's
Pensions Policy Statement and the following table. (A copy of the policy is available
on the HR intranet pages or from the Employment Advisory Service).

Band                 Range (based on pensionable     Contribution Rate
                     earnings) *
1                    £0 - £12,600.99 pa              5.5%
2                    £12,601.00 - £14,700.99         5.8%
3                    £14,701.00 - £18,900.99         5.9%
4                    £18,901.00 - £31,500.99         6.5%
5                    £31,501.00 - £42,000.99         6.8%
6                    £42,001.00 - £78,699.99         7.2%
7                    £78,700.00 and above            7.5%
*The salary ranges above will be increased each year at 1st April in line with the
Retail Price Index (RPI)

Although membership of the Pension Scheme is highly recommended, the Local
Government Pension Scheme is not a compulsory membership scheme and as an
alternative you could either take out a personal pension plan or join the State Earnings
Related Pension Scheme.

To enable your choice to be actioned and to ensure that your pay is correctly
assessed please complete and return the pension forms enclosed with your contract
of employment straight away.
The normal retirement age for men and women employed by Oxfordshire County
Council is on their 65th birthday. However, you have a legal right to request that the
Council allow you to continue working beyond age 65. The Council will write to you at
least six months and no more than 12 months before your 65th birthday informing you
of your options.

Continuous Service

For the calculation of maternity leave and maternity pay and any redundancy payment
all continuous service with any local authority which runs up to the date on which you
started work with Oxfordshire County Council (or one of its constituent authorities
under the Local Government Act 1972) will be included in the calculation. The
calculation of continuous service for the purpose of reckoning entitlement to holiday
and sickness allowance shall be in accordance with the “Green Book”.


Head of Human Resources & Organisational Development

April 2009
HOW TO APPLY
 You can apply online at http://jobs.oxfordshire.gov.uk
Searching and applying for jobs online allows you to:
   Register to receive email alerts when new jobs are advertised.
   Store application form details online so you only ever need to enter these
      details once.

   Applications should reach us no later than the closing date and time stated.

   Please make sure that in your application you provide evidence of your
    achievements against the selection criteria, as this will be the basis of the
    shortlisting process.

   Please provide phone, fax and e-mail contact details for your referees where
    possible.

   Interviews will be held on the date specified; candidates will be required to attend
    the selection process.


If you are unable to apply online please return your completed application to:

Email:
jobs@oxfordshire.gov.uk

Post:
Jane Foley
Recruitment & Retention Team
Oxfordshire County Council
Unipart House
Garsington Road
Oxford OX4 2GQ

Fax:
01865 783125
                              Recruitment Charter
       What you can expect when you apply for a job with
                 Oxfordshire County Council

The County Council has adopted a Recruitment Charter, which sets out the standards
which you can expect from Oxfordshire County Council during the recruitment
process, including how your information will be held and used under the Data
Protection Act (1998).

Please let us know if we don‟t meet these standards by ringing (01865) 797384 or
email jobs@oxfordshire.gov.uk.

The County Council will not base any part of its recruitment and selection process on
your:

      ethnic origin                             sex
      age                                       marital or parental status
      religious belief                          sexual orientation
      involvement in a trade union              criminal convictions which are
                                                  “spent”

Any exceptions to this policy will be clearly set out in the application pack.

 Applications
The County Council welcomes applications from candidates with disabilities. We will
make any reasonable adjustments to the recruitment and selection process that may
be required to enable you to pursue your application, provided you let us know about
these.

If you have a disability and would like help with your application please contact the
Oxfordshire Employment Service (an Oxfordshire County Council Service) on (01865)
791606.

The advert will give clear contact details for further information. We aim to answer the
telephone within five rings. In some cases you may be asked to leave an answer
phone message. We will immediately acknowledge enquiries received by email.

We aim to send an application pack to you within two working days of your request
being received.

The application pack will provide the basis for you to make an informed decision about
whether to apply for the job. It will contain, as a minimum:
                       an application form
                       a copy of the job description
                       a copy of the selection criteria
                       information about the terms and conditions of the job
                       information about the selection process for the job
                       Information about how to apply
The information above is also available online for most advertised posts at
www.oxfordshire.gov.uk/jobs.

If you decide to apply online for a vacancy your online form will be received and stored
securely in a dedicated location.

If you complete your application form online you will be asked to sign it at interview.

If you are handwriting an application form please write as clearly as possible.
Alternatively you can request an application form in Microsoft Word format or apply
online.

Applications are welcome from candidates wishing to job share or work on a part-time
basis unless the advert or application pack specifically indicates otherwise.

We will acknowledge your application if you provide a stamped addressed envelope or
postcard. If you have applied online you will receive confirmation of receipt by email.

Please note that CVs will only be accepted as supporting documents to a fully
completed application form.

The information you provide will be treated in confidence.

Your details, once received, will be logged on a confidential recruitment database and
the hard copy held in a secure filing system. Only authorised staff involved in the
recruitment process have access to these details.


Eligibility to work in the United Kingdom

The Asylum and Immigration Act 1996 requires us to check that you are entitled to
work in the UK. Further details of evidence you will need to provide will be given to you
before your interview or before starting work with us.


Declaration of Unspent Convictions

It is the County Council‟s policy that you declare any un-spent convictions when you
are applying for a job with us.

We are asking you for this information because, as a local authority providing public
services, we have a duty to balance our commitment to help ex-offenders find work
with our need to protect those in the Council‟s care, receiving its services and the
public.

The Council‟s policy states clearly that any relevant convictions are taken into account.
Please refer to the disclosures policy for further information.
Declaration of Spent Convictions

If the job you are applying for involves substantial access to children and/or vulnerable
adults we also need you to declare any spent convictions on your application form as
these posts are exempt from the provisions of section 4(2) of the Rehabilitation of
Offenders Act 1974 by virtue of the Rehabilitation of Offenders Act 1974 (Exceptions)
Order 1975. Please note that the Police will disclose information about relevant
investigations as part of the CRB checking process.

Details of the provisions of the Rehabilitation of Offenders Act 1974 can be found in
the booklet produced by the Home Office called "Wiping the Slate Clean" (HMSO).

Sickness Monitoring

We ask you to declare how many periods of sickness absence you have had in the last
two years, and your referees will be asked to verify this information if you reach the
final stages of the recruitment process.

We ask you this because the Council regards high standards of attendance as
important and we will wish to discuss and seek to overcome any issues that may
prevent you from attending work regularly.


Equal Opportunities

The recruitment monitoring section of the application form (which gives details of your
sex, ethnic origin, date of birth and any disability) will be detached before the form
reaches the selection panel and this information will not be made available to them. If
you have indicated that you have a disability, the recruiting manager will be made
aware of this to ensure that you are given an interview if you meet the essential
selection criteria.

The information you provide on the recruitment monitoring section will be held in
confidence by the HR department and the details logged onto a confidential
recruitment database. The information will be used for statistical purposes to enable
the County Council to carry out its equal opportunities monitoring obligations.

Oxfordshire County Council is an equal opportunities employer and is committed to
promoting equality and social inclusion. The County Council operates a policy whose
aim is to ensure that unlawful or otherwise unjustifiable discrimination does not take
place in recruitment. To help the County Council monitor the effectiveness of this
policy (and for no other reason) you are asked to provide the information requested on
the recruitment monitoring section.

Shortlisting

Shortlisting will be carried out by assessing the evidence provided on application
forms against the selection criteria.

We will shortlist all disabled applicants who meet the essential selection criteria.
It is Oxfordshire County Council‟s policy to advertise vacancies both internally and
externally wherever possible, and to give equal consideration to all applicants.

We aim to tell you whether you have been shortlisted within two weeks of the closing
date.

Selection process

The manager responsible for making the selection decision will have completed
training in fair and effective recruitment and selection.

If you are invited to an interview or test, you will be given at least a week‟s (i.e. 7 days)
notice, unless stated otherwise in the advertisement.

If the job you are applying for asks for qualifications as essential selection criteria you
will be asked to bring certificates to your interview to verify this information.

You will be informed in advance about the selection techniques to be used. These will
always relate directly to the selection criteria.

If the selection process includes checks with the Criminal Records Bureau you will be
advised how this is carried out.

If the selection process includes psychometric tests, you will be sent a copy of the
County Council‟s policy on testing, together with practice papers. Psychometric tests
will only be used and interpreted by appropriately trained staff.

If you are invited to an interview, you will be told how much you can claim for travelling
and other expenses. Expenses can only be claimed for travel to interview from within
the UK.

The final selection decision will be made by assessing against the selection criteria the
evidence which the panel has obtained from your:

           application form               references
           interview                      any other tests or exercises used

At your interview you will be told when you will hear the final outcome of your
application. We aim to contact you within three working days.

Feedback about your performance in the selection process will be provided on request.
In the case of psychometric tests, this would be by a qualified test user.


References

References will normally be obtained after interview for the preferred candidate. As
part of your application we ask you to provide the names of at least two referees, one
of whom must be your current Line Manager, or if you are not working your former Line
Manager. If you have never worked you will need to provide the names of two people
who can confirm that you meet the selection criteria for the job. We will ask on the
application form if we can contact the referee without further authority from you. If you
are already an employee of the County Council then for certain posts you may only be
asked for one reference from your current Line Manager.

Medical Clearance

All offers of appointment are subject to obtaining satisfactory medical clearance. You
will be asked to complete a health questionnaire, and in some cases a more detailed
questionnaire and/or medical examination may be required. If you are in any doubt
about your health it is advisable not to resign from your current job before clearance is
obtained.

Data Protection

The personal data you provide during the recruitment process will be held on file for a
period of 12 months, at which time they will be destroyed/deleted.

              This publication is available on the web at
                    www.oxfordshire.gov.uk/jobs
   Alternative formats of this publication can be made available on
  request. These include other languages, large print, Braille, audio
  cassette, computer disk or e-mail. Please telephone: 08450509500
Updated February 2008

				
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