Where can I find out about jobs that are available within the Council?
When a job becomes vacant, the post is examined carefully. We consider whether the vacancy needs to be filled, whether the grading still appropriate, and whether the duties/responsibilities have changed. We do this so Council resources can be put to the best use within the community and support the 'Best Value' way of working. Following this review the job description and person specification are drawn-up/reviewed.
Once this has happened we are now ready to advertise vacant posts. All jobs will normally be advertised in the local Job Centres and/or Careers Service and the local press (Sunderland Echo and/or Newcastle Evening Chronicle). Where appropriate, jobs will also be advertised in national newspapers and professional journals.
If I find one that I think I could do, how do I apply?
The advert will explaining how you can obtain information regarding each job, to get an information pack and/or application form simply follow the instructions contained in the advert. When you receive your information pack it will usually contain: the Job Description; the Person Specification; an Application Form and a copy of the Equal Opportunities Policy; any other information relevant to the job; and the dates for short-listing and on which the interviews will be held.
A job description will explain what is expected from jobholders, this will ensure that you, as an applicant, have a clear idea of what is involved. When you have received your pack you can look at the job description and decide whether it is the type of job you are looking for. If you would like more information you can normally have an informal chat with someone linked to the role for which you are applying.
If you are still interested in the job, look at the person specification. This will tell you what skills, experience and qualifications are required to do the job. If you can demonstrate that you meet these requirements we really want to hear from you.
The application form you receive will, be one of three, either a general one, one for teaching staff, or one for posts involving work with children and/or vulnerable adults. Simply complete the form you receive, making sure you do not miss out any questions, and return it to the address stated within the pack by the specified deadline.
In certain situations, particularly posts involving work with children and/or vulnerable adults, you may have to undergo police clearance. If this is the case you will be informed of this within the application pack and told how this will happen and whether you need to do anything yourself.
I have a disability, will that go against me?
Definitely not, the Council is currently working towards gaining the 'Disability Symbol' accreditation that demonstrates that the Council observes good practice in the recruitment of employees with disabilities. The Council encourages applications from people with disabilities and will guarantee an interview to any person, who has a disability, so long as they meet the criteria in the person specification.
Furthermore, we will try to provide the equipment required to ensure that you are not disadvantaged, during the selection process, because of your disability. This may include easy access to the venue, appropriate seating or space to manoeuvre for wheelchair users. If required we can provide an induction loop system, a signer or interpreter. In the case of some types of impairment we may allow the candidate to be accompanied by a friend or professional worker.
What about other types of discrimination?
The Council seeks to be an Equal Opportunities Employer and has adopted an Equal Opportunities Policy in order to eliminate discrimination in our recruitment practices. We aim to ensure that no-one is treated less favourably on the grounds of gender, race, religious beliefs, ethnic or national origin, sexuality, age, disability, or their personal beliefs or circumstances.
I've sent in my completed application form, what happens now?
Each member of the interview panel completes a form that checks that your application form demonstrates you meet the requirements of the job as compared to the person specification. Sometimes when there are lots of applicants who meet the criteria for a job, each candidate will then be ranked against the criteria on the person specification. However, in this situation an applicant with a disability who meets the criteria will automatically receive an interview and will not have to go through the ranking process.
If you are unsuccessful at this stage you will receive, as soon as possible, confirmation of this decision, unless you have been told, on the job advert or application pack, that this will not happen.
If you are successful at the shortlisting stage you will be invited to attend the next stage of the selection process, this may be an interview, occupational testing, or a combination of methods.
Tests? What tests?
There are lots of different tests available and they are used so that we can measure specific characteristics, abilities or aptitudes in an unbiased way. Tests may assess specifics, such as visual keenness, manual dexterity, verbal skills, and numerical, reasoning and analytic abilities or personality characteristics.
For some jobs we may also ask candidates to carry out tasks, either individually or in groups, as this can provide evidence of your ability to work to competing deadlines, leadership ability, etc. Also, for jobs where good communication skills are important, candidates may be asked to submit a report or give a presentation on a specified topic. Occasionally the Council will use a selection of these techniques, this is referred to as an assessment centre.
What will the interview be like?
At present, the interview remains the most used selection method within the City Council. The interview is used to provide the selection panel with relevant information, beyond that already contained in the application form, about your ability to do the job. It gives you the opportunity to demonstrate your skills, knowledge and abilities against those required for the job. It also gives you more information about the job and the department to help you to decide if the job is right for you.
There will normally be two or more people on the interview panel, some jobs will involve an interview with a selection of Councillors. At the end of the interview you will be given the opportunity to ask questions and be given an idea about when a decision will be reached. The interview panel will make notes to ensure that the interview process is fair and so that, if you want, you can be given feedback. You may also take notes during the interview if you would like to.
Will I need to tell my current/last employer to expect a reference request?
Not initially, though common courtesy would usully mean that you would let them know before it turned up in their mail. The purpose of a reference is to gain factual information about a candidate regarding their employment record. References are usually only requested by the Council if you have reached the interview stage of the process, and you will be informed if we need to request them earlier. References will only be considered once the panel has decided whom to appoint.
If I don't get the job, will you tell me why?
Unless you have been told otherwise you will be informed in writing, normally within one week of the selection event, about the decision of the interview panel or the outcome of the tests. If, following the selection procedure, you are unsuccessful you may request feedback. This will be given by the Chair of the interview panel or, in the case of testing, by the test administrator. The Council is unable to give any information about the details of other candidates' applications, test results, qualifications, etc.
If I am successful, what next?
Normally, if you are successful a verbal offer of employment will be the first stage of the contract of employment. This offer is usually subject to certain conditions, including health clearance, Department of Health or Police clearance, examination results, etc. You will be told at this stage how to progress further.
Do I need to know anything else?
Probably not, but if you think of anything feel free to contact us either by email, jobs@sunderland.gov.uk, or phone (0191 5531726).
|
|
last updated 29/07/08
|
|
