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RE.5032 Energy Technical Assistant

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					                                     RESOURCES DIRECTORATE
                                      RESOURCES DIRECTORATE
                                      RESOURCES DIRECTORATE




                           RECRUITMENT
                        INFORMATION PACK




                   Energy Technical
                      Assistant
                     Ref: RE.5032




Browse Warwickshire County Council website on www.warwickshire.gov.uk
                                                CONTENTS

•    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
service.

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
    needs

•   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
    fairness

•   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
website www.warwickshire.gov.uk




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                                 RESOURCES DIRECTORATE

STRATEGIC RESOURCES DIRECTOR – DAVID CLARKE

The Resources Directorate operates under five service areas:

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

•    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
     corporately


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.

ICT
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.

PROPERTY & CONSTRUCTION SERVICES
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

FACILITIES AND ASSET MANAGEMENT
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
groups:
    • 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
        interface.
    • 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.


STRATEGIC RESOURCE DEVELOPMENT
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
                                                                              Director
                                                                             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
                                                                                                                                               System
        Sandra Russell                          Virginia Rennie                  Simon Edwards               Julian Humphreys
                                                                                                                                            Graham Shaw

                                                                              Customer & Supplier
    Cleaning & Caretaking                          Exchequer                                                      Estates                         HR
                                                                                   Services
        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                                    Energy Technical Assistant
Salary Scale                                 £15,291 to £16,663 p.a.
Directorate                                  Resources
Division/Service                             Facilities Management
Team                                         Energy Management Team
Primary Location                             Shire Hall, Warwick
Responsible to                               Corporate Energy Manager
Terms and Conditions                         Casual User Car Allowance
                                             Satisfactory completion of an enhanced check through the
                                             Criminal Records Bureau will be required for this post
                                             The post is Fixed Term with an end date of 31/3/10.

Purpose of the job:

1. To support the Corporate Energy Manager in the implementation of an efficient and
   effective energy service to schools.

2. To provide energy conservation and sustainability guidance to schools with the aim of
   reducing energy and water consumption, CO2 and other greenhouse gas emissions and
   by supporting schools with proposals relating to alternative means of energy generation.

2. To assist in the continuous improvement of the Energy Team’s monitoring and web based
   information systems and to keep them up-to-date and relevant to school based users.

3. To support the Energy Team’s wider role in undertaking research and information
     analysis to guide policy development, service planning and performance management
     with a particular emphasis on meeting school energy related needs.


Principal duties:

1.   Maintain computer records on all fuel and water consumption of all Warwickshire County
     Council schools including liaison as necessary with utilities, third party suppliers, ESPO
     (and other purchasing consortia), headteachers and other school representatives.

2. Analysis of consumption data and production of reports on electricity, fuel and water tariffs,
   consumptions and costs as required

3. Provide ESPO (Eastern Shires Purchasing Organisation) (and other purchasing consortia
   if appropriate) with consumption information in order that procurement activities can be
   undertaken that provide maximum value to schools.

4. Provision of specific and tailored energy reduction advice to schools particularly where
   consumption appears to be inconsistent with the building type or service provided, or
   where consumption has exceeded target levels.




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5. To contribute to the promotion; development and delivery of schools (both individually
   and collectively) contributions to the Council’s corporate priorities, especially those that
   focus on or link to sustainable development and climate change

 6. Preparation, publication and distribution of “general” advice and guidance for schools on
    efficient and effective energy use, on opportunities on consumption reduction,
    developments in the energy field including alternative energy technologies.

7. Preparation, co-ordination and delivery of information awareness sessions/presentations to
   school staff and governors.

8. Develop and subsequently maintain curriculum links with schools in relation to energy
   efficiency.

9.    To keep abreast of technical developments in the field of energy conservation through
      liaison with utility companies, reading technical journals and attendance at
      exhibitions/seminars, etc.

10.   Represent the Energy Team at internal and external meetings and contribute to the
      development of the team service plan and marketing activities.

 11. Any other duties and responsibilities within the range of the salary grade.

 All duties and responsibilities must be carried out with due regard to the County Council's
 Health and Safety Policy.

 Post holders will be accountable for carrying out all duties and responsibilities with due
 regard to the County Council's Equal Opportunities Policy.

 Duties which include processing of any personal data must be undertaken within the
 corporate data protection guidelines.

 Date: Feb. 2009




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                                           PERSON SPECIFICATION

    Job title                                    Energy Technical Assistant
    Directorate                                  Resources
    Salary Scale                                 £15,291 to £16,663 p.a.

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

                                                                                               Measured by:
                                                                                               Application
                                               ESSENTIAL                                       form
                                                                                               Test/exercise
                                                                                               Interview
                                                                                               Presentation
Knowledge of energy efficiency technologies, energy consumption calculations and               A/I
savings calculations.
Demonstrate an understanding of various methods of data analysis                               A/I
Awareness of energy and environmental issues                                                   A/I
Excellent communication skills                                                                 A/I
Excellent presentation skills                                                                  A/I
Report writing and prioritising recommendations.                                               A/I

Able to use information technology and computerised systems, databases, pc's and               A/I/T
business management systems.
Able to travel to county wide sites for survey work.                                           A

Analytical skills                                                                              A/I/T
Able to work on own initiative.                                                                A/I
Demonstrate knowledge of equal opportunities and ensure its implementation in the              A/I
workplace and in service delivery.
Able to work effectively and co-operatively as part of a team to achieve overall team          A/I
goals.
Able to meet deadlines and targets and manage own workload and the demands of                  A/I
the organisation.
Satisfactory completion of an enhanced check through the Criminal Records Bureau               A/I
(this will be taken up if offered the post)




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                                                                                        Measured by:
                                                                                        Application
                                               DESIRABLE                                form
                                                                                        Test/exercise
                                                                                        Interview
                                                                                        Presentation
Qualification in energy management or related discipline                                A/I
Knowledge of renewable energy technologies                                              A/I
Understanding of education delivery and curriculum matters                              A/I

    Date: Feb. 2009

    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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                                   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
    workshops

•   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)

                                      Energy Technical Assistant
Salary
The salary paid will be within the range advertised Scale E (scale points 13 – 17)
£15,291 - £16,663 p.a. 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. This post is fixed term
until 31 March 2010.

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 23 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 5.9% 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




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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
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
verified.

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
application.

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
activity.




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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
dismissal.

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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        STATEMENT OF EQUAL OPPORTUNITY IN EMPLOYMENT

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
expect.

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
appropriate.

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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                   INFORMATION FOR DISABLED APPLICANTS

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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            POLICY ON THE RECRUITMENT OF EX-OFFENDERS

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
information.




Browse Warwickshire County Council website on www.warwickshire.gov.uk

				
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