INFORMATION FOR APPLICANTS
The following notes relate to the post you have applied for. They provide general
information and do not form part of any subsequent Contract of Employment.
CONDITIONS OF Conditions of Service are those of the Scottish Joint Council for Local
SERVICE Government employees as adapted and amended by Argyll and Bute
Council
EMPLOYEE BENEFITS The scheme offers a range of benefits and savings designed to help
SCHEME your physical, financial and mental wellbeing. For example, savings on
bikes, travel and leisure and gym memberships.
EQUALITY AND We encourage applications from people from all backgrounds and aim
DIVERSITY to have a workforce that represents the wider society that we serve.
We pride ourselves on being an employer of choice. We champion
diversity, inclusion and wellbeing and aim to create a workplace where
everyone feels valued and a sense of belonging. To find out more
about our commitment to this please visit
equality_and_diversity_policy_approved_002.pdf (argyll-bute.gov.uk)
HOURS OF WORK Normal hours of work for a full-time post will be either 35 or 37 per
week (dependent upon employing service / department)
PAY Pay will be as indicated in the post advertisement. Annual increments,
where appropriate, as paid on 1st April each year (unless your date of
appointment falls between 1st October and 31st March, in which case
you will receive an increment 6 months following your date of
appointment, and thereafter on 1st April each year) until the maximum
of the grades is reached. This includes internal applicants for promoted
posts.
The pay period is from the 16th of the month to the 15th of the following
month, and you will be paid on the 14th of the month, the day before the
period end, directly into your bank account.
ANNUAL LEAVE / The annual leave for the post is 25 days, rising to 30 days after 5
PUBLIC HOLIDAYS years’ service and to 33 days after 10 years’ service (pro rata for part
time employees and those working other than 5 days a week).
The annual leave year runs from 1st January to 31st December.
There are 8 additional days per annum which are designated as public
holidays (those who work less than 5 days per week receive public
holidays pro rata).
SICK PAY Employees with 26 weeks or more continuous service are entitled to 5
weeks full pay and 5 weeks half pay, rising to 26 weeks full pay and 26
weeks half pay after 5 years’ service.
There is no entitlement to sick pay for employees with fewer than 26
weeks continuous service.
PENSION Employees with permanent contracts, or temporary contracts lasting 3
months or more, become members of the Local Government Pension
Fund, unless they apply to opt out.
The employee contribution is based on salary level.
The Local Government Pension Scheme is currently a Career Average
Revalued Earnings (CARE) Scheme.
LEARNING AND Employees are provided with opportunities to access ongoing
DEVELOPMENT development ranging from internal training courses to externally
OPPORTUNITIES provided professional qualifications. Employees who have completed a
qualification are acknowledged at the Council’s annual Learning
Awards Ceremony which recognise their achievements and hard work.
TRAVELLING Certain posts require the post holder to have access to a car for
business purposes – therefore, where specified post holders must hold
a full driving licence and the vehicle must be insured accordingly.
All business mileage will be reimbursed at the current recommended
Inland Revenue rates.
Officers incurring expenses for meals or accommodation whilst on
official duties away from the normal place of work will be paid the
Council’s Subsistence Allowance as appropriate.
GROUP LIFE A non-contributory Group Life Assurance Scheme is in operation,
ASSURANCE SCHEME which provides a benefit of one year’s salary to the dependants of
permanent employees who die whilst in the service of the authority
before the age of 75.
INTERVIEW Travelling and subsistence expenses reasonably incurred will be
EXPENSES reimbursed as detailed in the email inviting you to interview. (Local
Authority subsistence rates should be taken as a guide). Expenses will
not be reimbursed for return journeys of 100 miles or less.
In the event of a candidate withdrawing his/her application or refusing
an offer of employment on grounds which the Council deems to be
inadequate, no expenses will be paid.
Loss of salary or wages is not reimbursable.
NO SMOKING POLICY The Council operates a No Smoking Policy on its premises for
employees, elected members and members of the public.
WEBSITE For more information about the Council and other general information
please visit our website: www.argyll-bute.gov.uk
Argyll and Bute Council – Realising Our Potential
