Recruitment & Selection Policy
Wirral's recruitment and selection policy reflects the visions and values of the council as a whole, particularly the commitment to equal access for all.
promote a planned, objective approach to staff recruitment.
facilitate the recruitment of high calibre staff who will enhance the services provided by the Authority.
ensure that recruitment practice is applied consistently throughout the Authority.
The policy particularly highlights the review of vacancies as they occur. The Authority recognises that this process is the foundation for achieving strategic objectives both within departments and the organisation as a whole.
It has been recognised that vacancies create the opportunity to assess whether structures are working effectively, and whether business goals can be achieved.
By reviewing vacancies, it is hoped that the recruitment process can play a fundamental role in improving the effectiveness of the Authority.
The objective of this policy is to facilitate the recruitment of high calibre staff into posts by fair and consistent means.
This policy is based on the following principles:
Mainstreaming equalities into every aspect of the process.
Transparent and consistent practice across the Authority.
This policy applies to all staff recruitment and selection processes.
This policy aims to promote a planned, objective approach to staff recruitment.
The policy is designed to help staff involved in the recruitment process to appoint the most suitable applicant for the job, and remove any unnecessary barriers that have previously deterred certain groups.
The policy is written to help job applicants to receive fair and professional conduct during the recruitment process. Job applicants are also our customers. The experience of applying for a job whether successful or not, leaves a lasting impression of a service or of the Authority as a whole.
All former officer and former manual vacancies graded SCP21 and below (or equivalent), will be advertised internally on the Human Resources Bulletin. All posts above SCP21 (or equivalent) will be advertised externally.
Permanent council employees, female employees who have left the Authority for maternity reasons within the last five years (providing no permanent full-time paid employment has intervened), YT placements with at least six months service in the Council and temporary staff with at least 1 years service are eligible to apply for posts advertised internally. In addition temporary staff with six months service may apply for any posts up to and including Scale 2 or equivalent.
If no appointment is made from the internal applicants, a request should be made to Human Resources to make the necessary arrangements to advertise the vacancy publicly.
NB in certain circumstances eg re-structuring, savings exercises, etc this policy may be changed by Human Resources in agreement with the relevant trade unions.
The re-employment of Retired & Redundant persons
It was agreed at Employment & Appointments Committee on 29 June 2006 that employees who retire, under the terms of the Authority's Early Voluntary Retirement (EVR) scheme or who leave with a voluntary severance (VS) package, will not be re-appointed to any position with the Authority or engaged on an agency or consultancy basis.
However, in exceptional circumstances, with the prior agreement of the Head of Human Resources, an appointment can be made to a "specialist" post, where the only suitable candidate is a former employee who retired under the terms of the EVR scheme or who left with a VS package. Engagements on an agency or consultancy basis can also be made in such exceptional circumstances, subject to the prior agreement of the Head of Human Resources.
If a person is appointed, and is in receipt of a Local Government Pension Scheme pension, the pension may be subject to reduction or suspension during the period of re-employment. Further details can be found in the retirement guide contained in the pre-retirement pack (see 'Advice to Retiring Employees'). Please note: anyone in receipt of a pension who is considering taking up re-employment must inform both the Authority and the Pension Provider.
Employment Equality (Age) Regulations 2006
The Authority is required to consider applicants for employment who are between the ages of 65 and 68 unless the applicant would attain the age of 68 with a period of 6 months from the date of their application.
This policy must be used at each stage of the recruitment process - it cannot be ignored.
The recruitment process is split into sections. Please click on any of the links to select the section you would like to view next.
You can find a more detailed explanation of the contents of each of the above sections by clicking on:
|
