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What you can expect when you apply for a job with the Council.

The Council aims to maintain a competent, flexible and quality conscious workforce. To this end, the Council intends to select the best available person for every vacancy regardless of sex, race, colour, religion, ethnic origin, age, marital status, parental status, disability, sexual orientation, trade union involvement or criminal convictions which are "spent". Any exceptions to this policy will be made clear in the advertisement or application pack.

• Applications are welcome from candidates wishing to job share, unless the advert indicates otherwise.
  
• The Council welcomes applications from disabled candidates. All applicants with a disability who meet the minimum criteria for a job vacancy, will be interviewed and considered on their abilities. We will make any reasonable adjustments to the recruitment and selection process that may be required to enable you to pursue your application, provided you let us know about these. If you have given us information about a disability so that we can make adjustments to the selection process, this will not normally be passed on to the selection panel until after shortlisting has taken place.
  
• We aim to send an application pack to you within two working days of your request being received. The pack will provide the basis for you to make an informed decision about whether to apply for the job. It will include:- An application form, a copy of the job description and person specification and information about the terms and conditions of employment.
  
• All applications are acknowledged within 3 working days of receipt
  
• Your application form will be treated in confidence and will only be made available to the selection panel and staff involved in the management or administration of the recruitment process.
  
• If you have declared an unspent conviction, this will not necessarily exclude you from the selection process. Any convictions will only be considered if it has a bearing on the proposed appointment.
  
• The recruitment monitoring slip (which gives details of your sex, ethnic origin, age and any disability) will be detached before the form reaches the selection panel and this information will not be made available to them.
  
• Shortlisting will be carried out by assessing the evidence provided on application forms against the competencies required for the post. The people responsible for making the selection decision will have completed training in fair and effective recruitment and selection.
  
• If you are invited to an interview, you will be given at least a week's notice unless the interview date is specified in the advertisement. If the selection process includes psychometric tests (other than personality questionnaires), you will be sent practice papers. If you are invited to an interview, you will be informed how much you can claim for travelling and other expenses. At the interview you will be told when you will hear the final outcome of your application.
  
• The final selection decision will be made by assessing the evidence obtained from the application form, interview and any tests used.
  
• Feedback on your performance in the selection process will be provided on request by a member of the selection panel or, in the case of psychometric tests, by a qualified tester.