Job Title: Learning Mentor for Looked After Children in Key Stage 4
Job Ref: LM1622
The Virtual School for Looked After Children, Oxfordshire
37 and 11.1 hours available
The Harlow Centre, Oxford
£19,427 - £21,306
This post is available on a part-time and full time basis. At present we are
seeking to fill one full-time post and one part-time 0.3. However we are open to
a range of flexibilities (for instance two part-time.)
11.1 hour post is temporary until 31st July 2011.
INFORMATION FOR CANDIDATES
Closing date: 4pm on Friday 18th September 2009
Interview date: Friday 9th October 2009
You can apply online at http://jobs.oxfordshire.gov.uk
To discuss the post further, please contact: Venetia Mayman on 01865 256640 or
If you have any queries about completing your application form please contact
Violeta Corzo on 01865 797383 or email email@example.com
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
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
Chief Executive – Joanna Simons Director – John Jackson
ENVIRONMENT & ECONOMY CHILDREN, YOUNG PEOPLE &
Director – Huw Jones Director – Janet Tomlinson
COMMUNITY SAFETY DIRECTOR FOR PUBLIC
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:
Effective and Efficient
Children, Young People and Families
The Director is Janet Tomlinson.
The directorate has lead responsibility for planning and commissioning services for
children and young people in Oxfordshire. The purpose of the directorate is to improve
the outcomes for children and young people against the five outcomes set out in the
Children Act 2004. They are:
Enjoy and achieve
Make a positive contribution
Achieve economic well-being
The directorate has secured a strategic planning and delivery framework in
conjunction with our partners and stakeholders in the health services, schools, the
police, the district councils and the other statutory and voluntary agencies that we
work with. We will be successful if we can exercise a community leadership role
integrating the work of all services to develop resilient, high achieving, young people.
In so doing, we have a particular focus on vulnerable children and those children who,
for whatever reason, have disadvantage to overcome to be able to fulfil their potential.
The strategies that are being developed under the overarching framework of our
Children & Young People's Plan will be many and varied. What is clear is that if we
cannot demonstrate how what we do makes a difference to the five outcomes, we
must be rigorous in challenging why we do it.
Structure of the Children, Young People & Families Directorate
To support the director, the directorate has been structured around four main service
areas (Children and Families, Commissioning, Strategy and Locality Development,
Raising Achievement and Young People and Access to Education), each of which is
responsible for the professional leadership of a wide range of associated services.
Key business support functions are - for the time being at least - being line managed
within or procured by Commissioning, Strategy and Locality Development. The
intention is to ensure that Heads of Service have the appropriate business support to
enable them to manage the large and diverse operations with their sphere of
operation. In Raising Achievement, we have brought together all of the structural,
planning and operational support for schools, discharging our statutory duties to
schools as well as offering a wide range of traded services. This enables us to know
our schools well and so be better placed to identify schools of concern and act
collectively to support them. Thus, the oversight of the services to schools rests under
the general direction of the Head of Raising Achievement, while the line management
accountability for these services is through the Strategic Managers, and the Head of
Commissioning, Strategy and Locality Development to the Director.
Oxfordshire County Council is in the process of reviewing the provision of support
services, including Finance, to its operational directorates with the intention of
establishing shared service arrangements. Over a period of time this is likely to
change the structures needed to support the finance function in CYP&F and
potentially in schools as well.
The Virtual School for Looked After Children
Headteacher: Venetia Mayman
The Harlow Centre, Raymund Road
Old Marston, OX3 0PG
Telephone: (01865) 256640
Fax: (01865) 256651
Director for Children, Young People & Families
Date 31 July 2010
Key Stage 4 Learning Mentor, The Virtual School for Looked After Children,
Thank you for expressing an interest in one of the new posts in the The Virtual
School for Looked After Children. The development of the school is an exciting
new initiative resulting from the recommendations of Care Matters and our county‟s
determination to raise the achievement of Looked After Children.
Looked After Children are subject to a range of vulnerabilities and barriers to their
learning as a result of difficulties in attachment, loss of confidence and disruptions to
their educational and home circumstances. If like us, you feel passionately committed
to improving their life chances, building their resilience and closing the gap between
their achievement and that of other Oxfordshire children, please contact me for a
discussion and/or apply for the post/s.
The school team is based on the well-respected, talented, multi-disciplinary work
established by The Reach Up team five years ago. In September 2008 with my
appointment, we have started to extend our work to ensure that we are even more
successful partners of schools, foster carers/parents, social workers and other local
authorities to monitor and support the achievement of children in care. Our priorities in
2008-9 have focused on:
Raising Achievement in Key Stages 2 and 4
Improving attendance to reduce gaps in learning opportunities between school
Developing our work with Early Years and Foundation Stage
Securing effective transitions for learners
Developing effective partnerships
Improving our engagement with the needs of children placed out of county
Developing successful training for designated teachers and other school staff,
foster carers and other professionals
Making sure all learners have an up-to-date Personal Education Plan
The team which we are seeking to expand currently consists of:
Kelly Beauchamp Primary Co-ordinator
Lucy Wawrzyniak Secondary Co-ordinator
Anne Peake Education Psychologist 0.5
Vacancy Attendance and Reintegration officer 0.5
Joan Charles SNAST (SEN specialist) 0.2
Clem Bannell Behaviour Support Specialist 0.5
Rose Shaw (leaving) Learning Mentor Key Stage 4
Vicky Walter Learning Mentor Key Stage 4 (becoming 0.7 in
Amy Skea Learning Mentor Key Stage 4
Nicholas Collins Youngs Secondary Continuity Mentor
Julia Townsend Transition Mentor KS 2/3
Lee Warner Administrator
Where appropriate, our new structure echoes that of a mainstream school. You
should regard the two co-ordinator posts as being, in effect, those of my two deputies.
Lucy will line manage the post/s for which you are considering applying.
Please note that one post is full time and permanent. The other is 0.3 and for one
year only in the first instance. The part-time vacancy is created by the fact that Vicky
Walter is reducing her hours to pursue her studies in psychology.
I am very proud to lead this diverse team of talented professionals. We are seeking to
extend the staff of the school further to cover early years, provide more support for
attendance and ensure that we work closely with Meadowbrook College, the pupil
referral unit, to secure a rapid response to meeting the needs of children who are
between school placements.
Oxfordshire has a profound commitment to the participation of all young people in the
development of council strategies. We take advice from Children in Care Council and
a member or members of this group will be an important part of the selection process.
The post for which you are applying is crucial to securing the learning and progress of
looked after learners through one to one support. You will develop close working
relationships with foster carers/parents, staff in the Virtual School, and Meadowbrook
College, and those working for a range of other county teams such as Social Care,
Educational Psychology, Education Social Work and SEN. I am attaching a leaflet
which we share with schools which should give you a lively idea of the importance of
the work and the effect you can have on the life-chances of individual young people.
The Joint Area Review (JAR) of early 2008 highlighted the need for improvements in
KS4 results. Results for our children in summer 2008 were less good than we could
have wished but our tracking suggests that outcomes will be better in 2009.
The Directorate for Children, Young People and Families is reorganising in line with
the five outcomes of Every Child Matters. We need to work increasingly successfully
together in the management of early intervention and are developing area-based and
locality working to secure well-linked activities across professional teams. We are part
of the Children and Families Service and work hard to promote inclusion and a family
focus to benefit our learners. There are many opportunities to work closely with a
range of professionals concerned with the well-being of vulnerable children.
The county as you may be aware, has contracted with RM to provide a learning
platform to improve the role of ICT in the learning of our young people. We are very
much aware of the need to develop this and a range of web-based strategies, to
secure the very best communication with our key partners and the young people
themselves. We have recently been successful in a bid which will secure home laptop
access for all year 10 learners.
We have negotiated a protocol with key partners in the county, including secondary
headteachers to secure speedy access to education and the development of the new
post which you have under consideration is crucial to the success of this protocol.
We also know that whilst continuity is the key determinant of our young people‟s
success, creative and healthy activities outside the core curriculum support their
development enormously. We are interested in all the talents you have to share with
us, and if you are a webmaster, a talented musician, a Tai Chi practitioner, a
breakdancer, a rower, a swimmer…. well, you get the picture… we want to know
about everything you have to offer.
I hope that having read the selection criteria and job description you will want to join
us. We have much to build on and look forward to extending the talents of our team. I
look forward to hearing from you.
The Virtual School for Looked After Children, Oxfordshire
Headteacher: Venetia Mayman
The Harlow Centre, Raymund Road, Oxford, OX3 0PG
Tel: 01865 256640, Fax: 01865 256651
Concerns or complaints about the service delivered by
The Virtual School
Should any matters of concern arise, then the first point of contact is for the mainstream school to speak directly
to Venetia Mayman, Headteacher The Virtual School on 01865 256640 or email
The Virtual School for Looked After Children Oxfordshire
Working Together to Raise Achievement in Key Stage 4
This document sets out to explain and clarify the range and quality of activities that make up the partnership
between Oxfordshire mainstream schools and the KS4 Team in The Virtual School for Looked After Children
Care Matters (2008) highlights the following national statistics:
In 2005 only 60% of children in care achieved at least one GCSE or GNVQ compared to over 90% of all
11% achieved five A* to C grades
33% of care leavers are not in education, employment or training at age 19
Over 27% of adult prisoners have spent time in care
Only 6% of care leavers are in higher education compared with 38% of all young people
The Virtual School aims to improve the life chances of Looked After children through careful
monitoring of their progress and the input of extra support where needed.
What can schools expect from The Virtual School?
A Learning Mentor who will visit each Looked After Year 10/11 pupil in an Oxfordshire mainstream school
regularly within an agreed framework of support.
Booster sessions in GCSE subjects where learners may be falling behind.
Small group work where appropriate.
Support and advice at key times in the school year, for example in choosing
courses or GCSE revision.
An opportunity for the learner to discuss concerns and anxieties and reflect on
successes and achievements.
Learning Mentor support at PEP, LAC and Case Consultation meetings.
Written feedback informing the Designated Teacher for LAC of the work
undertaken with the learner, evaluating its success and celebrating the learner’s
Meeting with the Designated Teacher or his/her representative to ensure planning complements the work of the
school and to resolve any problems that may arise.
Liaison with other agencies over concerns about a learner’s progress or welfare and keeping the Designated
The possibility of short term targeted funding when requested at a PEP meeting.
What can the Designated Teacher do to help LAC learners achieve success?
Develop a system of regular contact with the mentor at intervals
agreed at an initial meeting with the mentor.
Provide up to date, accurate tracking information including predicted
GCSE grades, coursework completion and behaviour log.
Provide a safe and appropriate venue for the Learning Mentor to
work with the pupil.
Provide a school calendar and notification if the pupil is absent for any
Co-ordinate support, information and help from school staff (for
example, subject teachers) on an as-needed basis.
Attend training opportunities provided by The Virtual School.
Ensure all school professionals working with the LAC learner are
fully informed of his/her individual needs and the support programme in
As a priority, meet regularly with the foster parents of each Looked
After child to ensure they are aware of the child’s immediate and longer
term needs, for example revision planning pre-GCSE or post-16 options (see Last Dash paperwork).
Ensure Personal Education Plans (PEPs) are updated at least every six months.
OXFORDSHIRE COUNTY COUNCIL
Children, Young People & Families Directorate
Job Title: Learning Mentor for Looked After Children in Key Stage 4
Service: Children and Families
Team: The Virtual School for Looked After Children
Grade: 7 (Scp 22-25)
Hours: 11.1 and 37 hours available
Job Type: 11.1 hour post – Temporary until 31st July 2011
Responsible to: The Virtual School for Looked After Children Secondary Co-
Responsible for: None
Budget responsibilities: None
MAIN PURPOSE(S) OF THE JOB:
To work in partnership with school staff to raise the achievement of looked after
To provide one to one mentoring for looked after children in Key Stage 4 to
support their achievement and raise their aspirations
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
This post holder is responsible for ensuring that all County Child Protection Policies
are adhered to and concerns are raised in accordance with these policies
1. Provide one-to-one mentoring for individual learners in order to help them
achieve successfully in KS4 and aspire to further achievement in post-16
2. Meet with school staff to ensure that mentoring activity is well focussed on
learners‟ priorities and that the partnership is effective
3. Establish and maintain contact with the families/carers of learners in order to
keep them informed of pupils‟ learning needs and progress and help them to
4. Be a powerful advocate for individual pupils and their families/carers to all
partners responsible for their education and well-being
5. To be a key worker for a small group of KS4 children: updating information held
about their learning, representing their educational needs at cross-professional
meetings, ensuring that rewards and incentives are allocated and celebrating
6. Attend team meetings where appropriate to participate in the development of
the Virtual School and to secure the best interventions for individual learners
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
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
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.
Directorate: Children, Young People & Families Directorate
Job Title: Learning Mentor for Looked After Children in Key Stage 4
Job Ref. No: LM1622
Grade: 7 (Scp 22-25)
Educational achievements, Qualifications, Training and Knowledge:
* 5 GCSEs at A*-C including English and Maths
* Two or more A levels or equivalent
* A good understanding of safeguarding issues and a willingness to learn about them
* Understanding of secondary school organisation and systems
* Knowledge of the KS 4 curriculum and a willingness to keep this knowledge up to
* Substantial experience working with young people in the 11-16 age range as a youth
worker, teaching assistant, behaviour support worker, counsellor, mentor or other
work which improves outcomes for children and young people in line with the Every
Child Matters Agenda
* Experience of supporting the learning of students who may be vulnerable or having
learning or behavioural difficulties
* Experience of individual intervention for young people or willingness to learn
* Experience of working with looked after children or willingness to learn
Job related aptitude and skills:
* The ability to identify and set targets, become familiar with KS4 syllabuses,
particularly in English and Maths, make and monitor action plans for individual pupils
and discuss their learning with them
* Well-evidenced interest in how young people learn and the needs of vulnerable
* Confident use of a wide range of ICT programmes and tools
* Ability to communicate effectively with young people and to quickly develop rapport
* Outstanding communication skills and high levels of literacy
* Ability to manage time and priorities effectively
* Ability to attend work regularly and on time
* Effective team work
* Flexibility, optimism and resilience
* Enthusiasm for developing further professional skills and taking responsibility for
your own professional development
* Satisfactory standard/enhanced Criminal Records Bureau disclosure.
* Willingness to travel around Oxfordshire and sometimes beyond
* 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:
* Understanding of issues related to safeguarding and the responsibilities of the
* Knowledge of the Care Matters agenda
* Knowledge of the 14-19 Strategy
* Knowledge of gifted and talented learning
* Experience of working in fostering or with LAC learning and development
* Experience of counselling
Job related aptitude and skills:
* An effective advocate for looked after children
* A track record of commitment to improving the life-chances of looked after children
* Willingness to use own car
OXFORDSHIRE COUNTY COUNCIL
General Terms & Conditions of Employment Local Government Services
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:
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
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
ensuring compliance with and actively promoting Health and Safety at work
legislation and the Council‟s Health & Safety and employment policies and
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
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
all_employees.pdf or from the Pay & Employment Information Team.
Overtime must be approved in advance and is additional to the standard 37-hour
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
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.
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
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.
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 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.
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
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
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:
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
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.
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
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
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
Please provide phone, fax and e-mail contact details for your referees where
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:
Recruitment & Retention Team
Oxfordshire County Council
Oxford OX4 2GQ
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
The County Council will not base any part of its recruitment and selection process on
ethnic origin sex
age marital or parental status
religious belief sexual orientation
involvement in a trade union criminal convictions which are
Any exceptions to this policy will be clearly set out in the application pack.
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
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)
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
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
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
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
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).
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.
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
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 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
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 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 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.
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
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
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