RE.5243 Graduate Trainee Accountant.pdf - Graduate Trainee Accountant

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RE.5243 Graduate Trainee Accountant.pdf - Graduate Trainee Accountant Powered By Docstoc
					                                     RESOURCES DIRECTORATE
                                      RESOURCES DIRECTORATE
                                      RESOURCES DIRECTORATE

                        INFORMATION PACK

                    Graduate Trainee
                                              Ref: RE.5243

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•    Working for Warwickshire
•    Resources Directorate
•    Resources Directorate Structure Chart
•    Job Description and Person Specification
•    The Benefits Package
•    Conditions of Service
•    The Recruitment Process
•    Statement of Equal Opportunity in Employment
•    Information for Disabled Applicants
•    Policy on the Recruitment of Ex-Offenders
•    Recruitment Feedback Form

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                              WORKING FOR WARWICKSHIRE

Take a close look at Warwickshire, and you’ll see a county that’s going places. One
of the fastest growing commercial regions in the UK, with many national and
international companies, we’re developing new and exciting opportunities for
everyone who lives and works here.

Local government is big business too, but unlike major commercial enterprises, it is
entirely local in nature. We exist to serve the people in the community. We have
embraced the Government’s agenda to modernise local government, and our
approach has been to lead change rather than follow it.

We recognise the value that staff adds to our organisation and the services that we
deliver. Best value can only be achieved by developing staff to their full potential and
providing them with the relevant knowledge, equipment and authority to carry out
their duties.

Warwickshire County Council as a Local Authority
The County Council is the largest employer in Warwickshire, employing some 18,000
people and having an annual budget of over £580 million including schools.

Local Government functions are divided between the County Council, Warwickshire
Police Authority, the district councils and town/parish councils. The County Council is
the upper tier of local government in Warwickshire, having responsibility for learning,
social care for adults, children and families, strategic planning, transport, highways,
economic development, libraries, heritage, trading standards and the fire and rescue

The democratic structure of the Council is based on the Cabinet & Leader model, the
existing Cabinet comprising ten Conservative group members, each having a cross-
cutting portfolio of responsibilities according to the Council’s agreed objectives.

Our vision for Warwickshire is: Working in Partnership to put Customers first,
Improve Services and Lead Communities. Our four corporate priorities are to:

    •    Raise levels of Educational Attainment
    •    Care for Older People
    •    Pursue a Sustainable Environment and Economy
    •    Protect the Community and make Warwickshire a safer place to live

This vision continues to provide our overall sense of direction, but we also continue
to recognise the need for modernisation, both in terms of cultural change and
organisational structure. Our new structure is based on six Strategic Directors, each
taking responsibility for a portfolio of services. They also have an equally important
role in the strategic leadership of the Council, seeking synergies at a corporate level
across the range of Council services.

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Our Directorates are:-

    •    Children, Young People & Families
    •    Adult, Health & Community Services
    •    Community Protection
    •    Environment & Economy
    •    Performance & Development
    •    Resources

As a County Council we have key values that support our vision and underpin the
way we work.

We value:-

•   Openness and Honesty
      Demonstrating trust, honesty, openness and integrity in all that we do

•   Listening to People
    Listening to people’s needs and delivering and managing services to meet those

•   Aiming for Excellence
    Striving for continuous improvement and excellence in all we do

•   Caring and Supporting
    Demonstrating commitment to valuing, developing and caring for all individuals in
    the organisation

•   Fairness
    Recognising the value of diversity and demonstrating commitment to equality and

•   Working Together
    Working with others and encouraging beneficial partnerships

Warwickshire as a place to live and work
Warwickshire is famous the world over as Shakespeare’s county. But that’s only half
the story. The geographical and literary heart of England, Warwickshire also boasts
a proud coalmining tradition, a thriving and growing economy including a world class
tourist industry, an extensive canal network, and one of the lowest crime rates in the
country according to the British Crime Survey.

Around 500,000 people live and work in Warwickshire. The main centres of
population are Nuneaton and Bedworth (118,200), Stratford upon Avon (114,700),
Warwick, Leamington and Kenilworth (92,900), Rugby (88,500), Atherstone (8,600)
and Coleshill (6,500).

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Rural Warwickshire, with its historic market towns, rolling countryside and picture-
postcard villages, proves a magnet to those seeking tranquillity. Yet the modern
world is never far away thanks to a first class road and rail network. London can be
reached in an hour and Birmingham International Airport provides links to the rest of
the world.

Perceived quality of life is high. More than 80% of Warwickshire residents say they
are happy with their neighbourhood as a place to live, according to surveys carried
out by the County Council.

Employment is high (higher than regional and national averages) and wage levels
are continuing to improve. Warwickshire also continues to perform at above-average
levels in terms of school attainment.

The County accommodates 17,000 businesses. Performance in the Warwickshire
economy continues to exceed both regional and national trends, with the fastest
growth in new businesses taking place in North Warwickshire and Warwick. Millions
of pounds are going into leisure and business investments throughout the County.

Nuneaton and Bedworth and North Warwickshire Boroughs are most disadvantaged,
according to key indicators. Huge efforts are being made, however, and there is real
evidence that the Council’s policy of “fastest improvement for the most deprived” is
helping combat the differences and disparities that exist.

The overall picture is of a beautiful and diverse county whose rich heritage and
cultural vitality, allied to a healthy and fast growing economy, and a County Council
determined to “make Warwickshire the best place to live and work”, all contribute to
maintaining and improving the already high quality of life enjoyed by residents.

If you would like to find out more about Warwickshire County Council, you can browse our

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                                 RESOURCES DIRECTORATE


The Resources Directorate operates under five service areas:

The Finance section is made up of just over 50 staff members and is organised into six

•    Budget and Technical – co-ordinating the Authority’s budget process and provides
     guidance on VAT
•    Exchequer – processing income and making cheque and BACS Payments
•    Financial Accounting – co-ordinating advice to all directorates on procurement and
     manage some central contracts
•    Payroll – ensuring that everyone gets paid
•    Treasury and Pensions – managing the Council’s cashflow, investments and
     borrowing and who administer the Authority’s pension services
•    Procurement – takes the lead on procurement both within the Directorate and

One of the current priorities of the section is the implementation of the HRMS payroll system
and we are also helping the Council to review its approach to medium term financial
planning in the light of government moves to three-year budgets.

The ICT Service has five groups within it and 140 staff. The groups are: Production
Services, Customer and Supplier Services, ICT Strategy, Systems Centre and Programme &
Project Management.

The recent strategic review of ICT found that we are currently very effective in delivering
high quality operational support to the organisation and we are now focusing on developing
a more robust strategic approach to ICT.

The Property and Construction Service provides the landlord role to manage the property
stock for the Council, to ensure the estate is well managed and developed, providing
buildings that are safe, comfortable and fit for purpose, and that we meet the best standards
of design and construction in new developments. Over a 1000 projects a year are delivered
by our 100 staff to ensure the property stock is maintained and developed to meet the
service needs of the Council.

With 100 staff the Property & Construction Service has four distinct business areas:-

•    Estates - purchase, dispose of and lease land and buildings as required
•    Design & Construction - manages new build, adaptations and extensions
•    Property Support – provides a risk management function, ensuring legislative
     compliance with regulations on the control of asbestos and water hygiene.
•    Maintenance & Projects – provides a landlord and consultancy service for the design
     and delivery of all reactive and planned building/engineering repairs and maintenance
     works, and the delivery of minor improvement projects.

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We also maintain the County’s property portfolio and sustain our high standards of work with
regard to managing risks such as safe water and asbestos

The Facilities and Asset Management Service is tasked with developing asset management
principles for the Council’s non school’s stock in order to ensure that the council’s non
school buildings are fully supporting the service needs of the Council. In addition the Service
provides a number of support functions to our buildings. Its 1300 staff are organised into four
    • Catering – Provides a catering service to the majority of schools within Warwickshire.
        They also provide civic and Member catering and staff catering; welfare and other
        catering and emergency feeding arrangements.
    • Cleaning and Caretaking - Delivers a caretaking service to County buildings and
        some schools. It provides cleaning of education and non-education buildings to over
        130 sites including libraries and offices.
    • Facilities Management - Undertakes the core landlord role for the County's main
        administrative buildings. Including responsibility for fire and security, recycling, car
        parking, grounds maintenance, stewardship of properties, energy management,
        Directorate Health and Safety, postal service and property related customer
    • Strategic Asset Management - Provides a strategic overview of the Council property
        issues including asset planning, property data and information, programming, policy
        support and development. The Group’s overall aim is to ensure that the Council has
        the right buildings in the right place at the right time and ensuring that property usage
        is clearly aligned to the objectives of the Council.

This service brings together HR, finance, IT, communications and marketing, where 70 staff
are working to support and develop the Resources agenda. The four groups are – Projects,
Finance, HR and Administration, as well as Organisational and Service Development.

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                                                                        Strategic Resources
                                                                             David Clarke

Facilities & Asset                                                                                  Property & Construction         Strategic Resource
                                            Finance                            ICT
  Management                                                                                               Services                    Development
                                         Oliver Winters                   Tonino Ciuffini
   Phil Evans                                                                                             Steve Smith                 Joanna Rhodes

                                                                                                                                        Finance, Information &
          Catering                            Budget & Technical                  ICT Strategy             Design & Construction
        Sandra Russell                          Virginia Rennie                  Simon Edwards               Julian Humphreys
                                                                                                                                            Graham Shaw

                                                                              Customer & Supplier
    Cleaning & Caretaking                          Exchequer                                                      Estates                         HR
        Susan Hodson                              Phil McGaffin                                                   Vacant                   Richard Maddison
                                                                                  Angela John

                                                                             Programme & Project                                       Organisational & Service
    Facilities Management                    Financial Accounting                                          Maintenance & Projects
                                                                                 Management                                                 Development
         Colin Stocker                         Andrew Lovegrove                                                 Craig Roberts
                                                                                   Ian Litton                                             Matthew Bradbury

       Strategic Asset                             Payroll                    Production Services             Property Support                Projects
        Management                             Jenny McLoughlin                   Paul Glenn                       Vacant                    Chris Juckes
        David Soanes

                                                  Procurement                   Systems Centre
                                                   Paul White                    Steve Goddard

                                             Treasury & Pensions
                                                  Phil Triggs

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                                              JOB DESCRIPTION

  Job Title                                    Graduate Trainee Accountant

  Salary Scale                                 Graduate Trainee Accountant Career Grade of Scale 5
                                               to P04
                                               Commencing at Spinal Column Point (SCP) 22
                                               (£19,427*). The salary increases to SCP 27 (£22, 730*)
                                               on passing both the Certificate and Diploma stages of
                                               the examinations, and as a newly qualified accountant,
                                               a salary of SCP 36 (£29,714*) is payable rising by
                                               annual increments to SCP 39 (£32,475*) (*based on
                                               2008 salary rates)
  Directorate                                  Resources

  Division/Service                             Various, as per the Graduate Trainee Accountant
                                               Scheme’s structured training programme

  Primary Location                             Shire Hall in Warwick, although you will be required to
                                               travel to and work at other Authority sites, e.g. to carry
                                               out audits as part of the training programme

  Responsible to                               The Graduate Training Manager for matters relating to
                                               the Graduate Trainee Accountant Scheme; the
                                               appropriate placement line manager for job related

Purpose of the job:
To undertake a structured training placement programme within various finance teams in
Warwickshire County Council and provide appropriate financial and accounting support as
directed by the line manager.

Chartered Institute of Public Finance and Accountancy (CIPFA) – one of the four major
accountancy qualifications.

Day release at CIPFA’s training centre in central Birmingham.

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On-the-job training is provided by way of a structured training placement programme such as the
•            Year 1 – Service Department Finance Team
•            Year 2 - Internal Audit
•            Year 3 - Budget and Technical Support Team
During these placements you will receive training and experience in a broad range of finance and
accounting tasks, e.g. closure of accounts, preparation of budgets, carrying out audits, to support
your CIPFA training including frequent contact with senior managers.

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                                                PERSON SPECIFICATION

         Job title                                    Graduate Trainee Accountant
         Directorate                                  Resources
         Salary Scale                                 Graduate Trainee Accountant Career Grade of Scale 5
                                                      to P04
                                                      Commencing at Spinal Column Point (SCP) 22
                                                      (£19,427*). The salary increases to SCP 27 (£22, 730*)
                                                      on passing both the Certificate and Diploma stages of
                                                      the examinations, and as a newly qualified
                                                      accountant, a salary of SCP 36 (£29,714*) is payable
                                                      rising by annual increments to SCP 39 (£32,475*)
                                                      (*based on 2008 salary rates)

         Please ensure that you meet all of the essential criteria provided on the Person Specification
         when completing your application form.

                                                                                                 Measured by:
                                                ESSENTIAL                                        T. Test
Have, or expect to obtain in summer 2009, a minimum upper second class honours degree,           AD
or equivalent

A minimum of 300 UCAS points                                                                     AD
Can write clearly, concisely and accurately using a high standard of English                     AT

Analytical skills with the ability to analyse and interpret written and numerical information    ATGIP

Proactive, flexible and enthusiastic in your approach to learning and work                       AGIR
Communicates effectively and exercises tact, sensitivity and assertiveness in appropriate
measure when working with others                                                                 GI

Ability to work effectively under pressure, manage conflicting priorities and meet deadlines     AGPTR

Ability to take responsibility and make decisions                                                AGI
Orderly and meticulous approach to work with a strong commitment to accuracy and reliability

Demonstrates a commitment to equal opportunities

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General understanding of services provided by local government and the environment in           IT
which it operates
Personal Qualities
Able to work on own or as a member of a team                                                    GIPT
Demonstrates a commitment to continuous improvement of services and customer care

Special Conditions
Commitment to undertake a minimum of three and a half years of further study for the CIPFA

Willing to be subject to a Criminal Records Bureau check for the purposes of undertaking
audits                                                                                          A
Ability to travel throughout Warwickshire
Able to take up the appointment no later than September 2009

Consistent and satisfactory record of attendance at college/work

Ability to use personal computers

                                                                                                Measured by:
                                               DESIRABLE                                        T. Test
A UCAS points score of 340, with no award falling below grade C, or equivalent                  AD
                                                                                                A GI
Ability to respond positively to advice and constructive criticism.
Ability to talk confidently to a wide variety of audiences (e.g. peers, colleagues, managers,   PTGIR
non-finance staff)

         Guidance to applicants

         **When short-listing applicants for interview, the panel will consider the criteria
         detailed on the person specification above. You are, therefore, advised to ensure that
         your application form clearly responds to these requirements

         For disabled candidates it is our policy to make reasonable adjustments to the
         selection process. This includes the methods of assessment. If you require us to
         make any adjustments please contact the recruitment team on 01926 738500 **

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Additional information section on application form

Completing the additional information section of the application form is very
important. Being invited to interview will largely depend upon the information you
write in this section.

Carefully read the advertisement, job description and person specification which
describe the necessary skills, abilities, experience and qualifications we are looking

Please list each essential and desirable criteria and demonstrate how you
meet the necessary requirements.

    •    Ensure you demonstrate your reasons for making this application with
         particular reference to why you are interested in accountancy in general and a
         career in public service financial management in particular.

    •    Give details of any academic prizes, awards or scholarships you have won.

    •    Describe any aspects of your studies or parts of your work experience which
         you have particularly enjoyed and explain why. If you have undertaken any
         special projects please give details. Please include any benefits you feel you
         have gained from your academic and/or work experience.

    •    You may also wish to include your hobbies listing and positions of
         responsibility held. Please include any voluntary or community based
         experience which is relevant to this application.

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                                   THE BENEFITS PACKAGE

•   An annually reviewed salary

•   Opportunities for training and personal development

•   Access to local government’s final salary pension scheme

•   A generous annual leave entitlement in addition to nine fixed days at Bank
    Holiday periods

•   Contractual sick pay allowance

•   A range of family friendly policies

•   Flexible working arrangements will be considered including job sharing

•   Supportive probationary period for new entrants to local government

•   A childcare voucher scheme

•   A subsidised staff club in Warwick and nearby sports ground

•   A ‘Green Transport’ policy including car sharing scheme, pool transport and a
    cycle scheme

•   Healthy workforce initiatives including guided lunchtime walks and well-being

•   Staff discount arrangements

•   Settling in allowance payable in appropriate circumstances

•   Car loan/car leasing schemes for essential car users

In addition to the above, there are also the following:-

•   Interview guarantees for disabled applicants and Access to Work provisions, if
    they meet the essential criteria

•   A commitment to equal opportunities

•   A smoke free working environment

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                     CONDITIONS OF SERVICES (Single Status)

                                    Graduate Trainee Accountant
The salary paid will be within the range advertised Graduate Trainee Accountant
Career Grade of Scale 5 to P04. Commencing at Spinal Column Point (SCP) 22
(£19,427*). The salary increases to SCP 27 (£22, 730*) on passing both the
Certificate and Diploma stages of the examinations, and as a newly qualified
accountant, a salary of SCP 36 (£29,714*) is payable rising by annual
increments to SCP 39 (£32,475*), (*based on 2008 salary rates) (subject to pay
and conditions review). Salaries are paid monthly in arrears, on the last working day
of each month.

Payment is made via the Bank Automated Crediting System; therefore it is a
requirement that you have a recognised bank or building society into which your
salary can be paid.

Working Hours
Normal working hours for this post are 37 hours per week.

Annual leave
The leave year runs from 1 April to 31 March and annual leave entitlement varies in
accordance with your spinal column point and the length of your continuous local
authority service. Continuous service is measured in full financial years.

Your leave entitlement will be at least 24 days per annum dependent on the above.
In addition you will be eligible to 9 days public holidays. If working part-time holiday
is calculated on a pro-rata basis.

Pension Scheme
As a new employee you will automatically become a member of the Local
Government Pension Scheme unless you elect to opt out. The scheme requires you
to make a contribution of 6.5% of your salary.

Probationary Period
The appointment is subject to a probationary period of six months unless you have
continuous service with another local authority and have successfully completed the
probationary period.

Car Allowance
All employees (essential or casual users) who use a vehicle in connection with
Council business must ensure that the vehicle is insured for ‘business’ use.

If the person specification states that you are required to provide a suitable motor
vehicle in order to carry out your duties you will be paid an allowance as an
‘essential car user’.

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Other Conditions
Any appointment made would be subject to:-

a) Receipt of satisfactory references from your referees, including your current
   employer (or most recent employer if unemployed)
b) Medical clearance
c) Documented evidence that you are eligible to work in the UK
d) A satisfactory criminal records disclosure from the Criminal Records Bureau if
   you have contact with children or vulnerable adults

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                               THE RECRUITMENT PROCESS

The following advice is designed to assist you with your application and to explain
the process that we will use to select the most suitable applicant for the post.

Completing the Application Form
Warwickshire County Council aims to be an Equal Opportunities employer and
requires the same range of information for all candidates submitted on an application
form. Please complete the application form in full. The decision to invite applicants
to attend for an interview is based entirely on what is written on the application form.
It is therefore important for you to give as much information as you can about
yourself and relate this to the post you are applying for.

Addressing the Selection Criteria
The person specification describes the skills, knowledge and experience we think a
candidate needs to have to do the post and will be used in determining whether you
are shortlisted.

It is important that you address the person specification and show how you are able
to satisfy each of the stated criteria. It is not sufficient to merely repeat what is in the
person specification – you must show how you meet each requirement. We cannot
guess or make assumptions about your knowledge, skills or experience, and the
information you provide will be the only basis on which we can decide whether or not
you will be shortlisted for an interview.

It is important you do not leave out any relevant experience or skills/knowledge
gained, whenever or however it was gained - for example study, voluntary/unpaid
work could be included. Any reasons for gaps in employment should also be
recorded on your application form.

In addition to explaining why you think you can do the post, you should give your
reasons for applying.

References are usually requested automatically for all candidates invited for
interview unless you have indicated ‘no’ on your application form, in which case the
referee will not be contacted without your further approval.

At least one referee must be your present or most recent employer. If you have
never worked or not worked for some time, think of someone who is able to say
something useful and relevant about you, eg club or charity organiser for whom you
have worked voluntarily, or your Head teacher if you are a school leaver.

No appointment will be confirmed without satisfactory references.

Medical Assessment
Any offer of appointment will be subject to a satisfactory medical assessment, which
may include a medical examination.

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Evidence of permission to work in the UK
Under the Asylum & Immigration Act 1996, it is a criminal offence to employ anyone
who is not entitled to live or work in the United Kingdom. If you are selected for
interview, we will ask you to provide documentation to prove your entitlement to work
in the UK. An appointment to any post cannot be confirmed until this has been

Work Permit
If you require a work permit in order to take up employment, you must state this on
the application form.

Criminal Record Checks
If you are applying for a post that involves contact with children or vulnerable adults,
a criminal records check will be required.

Driving Licence
Some posts within the County Council require the post holder to be able to travel
between locations. This may be essential for certain posts (see Person
Specification), and for this reason, you are asked to state whether or not you hold a
current driving licence.

Relationship to Councillor or Employee
If you are related to a Councillor or an employee of the County Council, you are
asked to declare this on your application. This is to ensure that you are neither
disadvantaged nor favoured in your application. You must not canvass either a
Councillor or Council employee to gain employment. This will disqualify your

Data Protection
The County Council has adopted the guidance set out in the Employment Practices
Data Protection Codes and has a policy to destroy unsuccessful applications within
12 months of the recruitment decision having been made.

Declaration of Interest
Please give details of any other current employment you have and also give details
of any interests that you, your partner or a close relative has which may create a
conflict of interest that could affect your employment with the County Council. For
example, you may be applying for a post that involves referring elderly people for
accommodation when a partner runs a care home or you or a partner has an
association with a voluntary organisation that receives a grant from the County
Council and the post involves monitoring or issuing grants.

Politically Restricted Posts
Elected members of a Local Authority cannot also be employees of that same
Authority. The Local Government & Housing Act, 1989 extended this restriction
further to prevent senior local government employees, and other employees who
regularly deal with the press or media, from participating in any public political

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If the post you are interested in carries this restriction, it will be stated in the post
information pack and/or person specification.

Declaration and signature
Please read your completed application form carefully and check for any errors or
omissions. False declaration or omission in support of your application will disqualify
you from appointment. If you are appointed, and false declarations or omissions are
subsequently discovered, this is likely to lead to disciplinary action and may include

If you are submitting your application electronically, then you may use an electronic
signature, however, if invited for an interview, you will be asked to sign a hard copy
of your application in order to verify its content.

Acknowledgement of application
We regret that we are unable to acknowledge receipt of applications. If you do not
hear from us within four weeks of the closing date, please assume your application
has been unsuccessful on this occasion.

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Warwickshire County Council is committed to bringing about equal opportunities in
its employment both for reasons of fairness and because we need to have high
quality people working for us.

This statement sets out what those who work for us or want to work for us can

We are committed to ensuring that:
You will be considered for posts and promotion solely on the basis of your ability to
do the post. That means that we shall pay no regard to your race, gender, religion,
belief, sexual orientation, age or marital status; and disability will be taken into
account only insofar as it affects your ability to the post.

If you have a disability, we shall do our best to adapt premises and equipment to
meet your needs, and to obtain help from any relevant government schemes.

You will be told how you can complain if you feel you have not received fair and
equal treatment. The procedure is set out in the information sent to post applicants.

Any such complaint will be promptly investigated and answered.

You will receive fair and equal consideration for training regardless of your race,
gender, age, marital status, religion, belief, sexual orientation or disability and
regardless of whether you work for us on a full or part-time basis.

We have a positive attitude towards achieving a work-life balance and operate a
flexible working policy wherever possible, whilst managing the needs of the service.

Where job losses are unavoidable, you will not be selected for redundancy on the
basis of your race, gender, age, religion, belief, sexual orientation, marital status, or
any disability.

Sexual, racial or any other form of harassment, including bullying, will not be
tolerated, and prompt action will be taken which will include disciplinary action where

You will be considered for any available special training if you are a member of an
under-represented group of employees and need training to be put on an equal
footing in applying for promotion.

Sensitivity to equal opportunities will continue to be encouraged among our
managers and employees, supported by relevant training.

Any information you supply to us on the recruitment monitoring form, concerning
your race, gender, age, marital status, religion, belief, sexual orientation or disability
will not be used in the selection process.

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Where information is gathered on any of these areas it will be used to monitor trends
in our workforce and in our recruitment activities, and the results will be used to set
targets for further strengthening our equal opportunities practices.

Warwickshire County Council is committed to bringing about equal opportunities in
its employment both for reasons of fairness and because we need to have high
quality people working for us.

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The Disability Act, which came into force on 2 December 1996, brought in new laws
and measures aimed at ending the discrimination which many disabled people face.

Definitions of Disability
The Act defines a disabled person as someone with a physical or mental impairment
which has a substantial and long-term effect on her/his ability to carry out normal
day-to-day activities.

Impairment must affect one of the following:-

•   mobility
•   manual dexterity
•   physical co-ordination
•   continence
•   ability to lift, carry or otherwise move every day objects
•   speech, hearing or eyesight
•   memory or the ability to concentrate, learn or understand
•   perception of the risk of physical danger

An Interview Guarantee
For disabled people who are able to show in their applications for posts advertised
by the Council that they meet the essential requirements, we are prepared to
guarantee an interview. In this way, recruiters will be able to see and discuss the
effects of the disability without making undue assumptions about it.

How to get guaranteed interview
If you are a disabled person, who considers that you fit the above definition of
disability, and you want to take advantage of this guarantee, you should,

(1) satisfy yourself that you do meet the essential requirements for doing the post,
    as described in the post information pack,

(2) ensure that you demonstrate that you meet the essential requirements in your
    application for the post,

(3) complete the section in the application form headed “Guaranteed interview for
    disabled people”; giving details of any reasonable adjustment that could be
    made to enable you to successfully undertake the duties of the post. You may
    continue on a separate sheet.

(4) If you have a disability which prevents you from completing the application as
    indicated, an application may be made using different format.

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Warwickshire County Council aims to promote equality of opportunity for all with the
right mix of talent, skills and potential. We welcome applications from a diverse
range of candidates.

Criminal records will be taken into account for recruitment purposes only when the
conviction is relevant. Unless the nature of the work demands it, you will not be
asked to disclose convictions which are “spent” under the Rehabilitation of Offenders
Act 1974. Having an “unspent” conviction will not necessarily bar you from
employment. This will depend on the circumstances and background to your
offence(s). However any “unspent” convictions, which are not declared and
subsequently revealed, may result in dismissal.

Under the Rehabilitation of Offenders Act 1974, a conviction will become “spent” (i.e.
treated as if it had not occurred) where the individual has not, after a specific period
of time, committed another serious offence. Rehabilitation periods vary depending on
the type and length of conviction originally incurred.

Warwickshire County Council has a legal obligation to protect vulnerable customer
and client groups (such as children in schools and in care, and older people) from
people who have committed serious offences, and as such meets the requirements
in respect of exempted questions under the Rehabilitation of Offenders Act 1974. All
applicants who are offered employment in a post that falls into this category will be
subject to a criminal record check from the Criminal Records Bureau, before the
appointment confirmed. This will include details of cautions, reprimands or final
warnings, as well as convictions, including “spent” convictions and where the post is
subject to Enhanced Disclosure, other relevant non-conviction information, such as
police enquires and pending prosecutions will be included.

Warwickshire County Council is committed to compliance with the Criminal Records
Bureau Code of Practice for Registered Persons and other recipients of Disclosure

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