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General conditions

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A brief statement of terms and conditions of employment is available for all our vacancies. The following points may be helpful to applicants:

Employer Status

The Peak District National Park Authority is a local authority for the purposes of the Redundancy Payments (Continuity of Employment in Local Government, etc.) (Modification) Order 1999.

Salary Scales

We undertake job evaluation within the Local Government job evaluation scheme. Except where varied and supplemented by local agreements and arrangements, the terms and conditions of employment within the Authority are in accordance with the provisions of the national agreement of the National Joint Council for Local Government Services or the Joint Negotiating Committees for Chief Officers and Chief Executives.

The salary payable will be within the Peak District National Park Authority Scale/National Local Government pay spine, pro rata the hours of work.  This is an incremental scale as follows:

Salary Point Number

Gross Salary per year

6

£16,394

7

£16,495

8

£16,626

9

£16,755

10

£16,863

11

£17,007

12

£17,173

13

£17,391

14

£17,681

15

£17,972

16

£18,319

17

£18,672

18

£18,870

19

£19,446

20

£19,819

21

£20,541

22

£21,074

23

£21,693

24

£22,401

25

£23,111

26

£23,866

27

£24,657

28

£25,463

29

£26,470

30

£27,358

31

£28,221

32

£29,055

33

£29,909

34

£30,756

35

£31,401

36

£32,233

37

£33,136

38

£34,106

39

£35,229

40

£36,153

41

£37,107

42

£38,052

43

£39,002

44

£39,961

45

£40,858

46

£41,846

47

£42,806

48

£43,757

49

£44,697

Payments are made monthly by direct credit to either a bank or building society account, or 1 month in arrears after completion of a monthly timesheet.

Hours of Work

A standard pattern of work for a 37 hour full time position would be:

Monday

7 hours 25 mins

Tuesday

7 hours 25 mins

Wednesday

7 hours 25 mins

Thursday

7 hours 25 mins

Friday

7 hours 20 mins

Saturday

-

Sunday

-

A flexitime scheme is in operation for most posts, subject to requirements to maintain public cover.

Other patterns of work may be 37 hours per week over a 7 day period which would include 2 rest days per week worked via a rota.

Some posts may require occasional weekend/evening work.

Holidays

Annual leave entitlement is 25 days plus statutory holidays per year (pro rata for part-time employees) rising to 30 days per year following the completion of 5 years continuous local government service.

Casual employees receive a holiday pay supplement on top of their basic rate of pay for holiday rather than accruing and taking annual leave.

Pension

All Authority employees aged under 75 who have specified contractual hours for more than three months are eligible to join the Local Government Pension Scheme. This is a contributory, final salary scheme with details on appointment. Casual employees are not eligible to join.

DBS

Some posts have been identified as there being some likelihood of unsupervised access to children as part of the normal duties.  Accordingly the Authority reserves the right, as a condition of employment, to undertake background checks with the Disclosure and Barring Service in determining suitability to being appointed and remaining appointed, through periodic checks.  If the post that you are applying for requires a DBS check you are required to declare any existing or future pending prosecutions, criminal convictions, bind over orders or cautions in confidence to the Head of Human Resources. If the post requires a DBS it will be listed on the person specification or job description.

Flexible Working

The Authority aims to help staff achieve a better balance between work and the rest of their lives and recognises that by so doing, high levels of employee satisfaction and performance will be achieved and as a result services will be improved.

Examples of our flexible working arrangements include:

  • Homeworking
  • Annualised hours
  • Reduced hours
  • Aggregated leave
  • Unpaid leave

Childcare vouchers

The Authority operates a salary-sacrifice childcare voucher scheme. This is a tax-efficient way for parents to pay for childcare with a registered provider.

As their earnings are not guaranteed, casual employees are not eligible to join this scheme.

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