We pride ourselves on being a good employer with a range of benefits and employment terms and conditions to suit you. Here are just some of the reasons why West Lancashire Borough Council is a great place to work:
We offer competitive salaries on an incremental salary scheme, paid according to locally agreed pay grades using national spinal column points. You will receive an increment on 1 April each year, or when you have completed six months service if appointed between October 1 and March 31, until you reach the top of the band within your pay scale.
Salaries are paid in 12 equal instalments on the 15th day of each month by BACS transfer into a nominated bank account.
The Council benefits from a 36 hour working week within a band width of between 7am to 7pm, with a minimum lunch break of 30 minutes as part of a flexi time scheme.
The current flexi-time system supports employees to maintain a good work-life balance by allowing a variation of start and finish times in accordance with the business needs of the service; enabling accumulation of flexi-time of up to two flexi days in every four week period.
However, Service Managers must ensure that arrangements are in place to give effective cover during the hours when the office is open to the public: 9.00 a.m. - 5.00 p.m. Monday to Thursday 9.00 a.m. - 4.45 p.m. Friday
Whilst the standard working week and flexi time scheme is available to most employees, due to the nature of some positions within the Council, not all roles support this form of working. For positions where there are alternative working arrangements, these will be specified on the job advert.
Our leave period operates from 1 April to 31 March. All full time employees are entitled to a generous allowance of 23 days; rising to 27 days after five years' continuous local government service. On top of this allowance, if you are employed with us at the time, you will also receive national bank holidays and three further discretionary local days to facilitate a close down between Christmas and New Year, subject to service needs. Any employees whose specific role requires them to work some of the bank holidays, on one or more of the local days, will receive the equivalent time back at a different date.
The Council offers some flexibility in how staff choose to manage their annual leave entitlement, allowing up to 4 days to be carried forward into the next leave year, as well as the ability to ‘bank’ 2 further days per year for a period of up to 5 years, which staff may wish to save up for ‘a holiday of a lifetime’.
For those employees who work with us part time, allowances are calculated pro rata for leave entitlement, local days and bank holidays.
There are ample car parking facilities at all of our sites and all Council employees receive free car parking.
If you are using your car for business purposes at the request of the Council, we will pay a car mileage allowance. Alternative allowances are also payable for motorbikes and bicycles used for business travel.
The LGPS is a valuable part of the pay and reward package for employees working in local government and is often viewed as one of the most valuable financial rewards of the job. The scheme is available to eligible employees under 75 years of age and membership provides numerous benefits, including:
We have an agreement through Prudential which allows employees to make Additional Voluntary Contributions (AVCs) on their pensions. When you save AVCs, you aim to build up a pot of money, which is then used to provide additional benefits to your Local Government Pension Scheme (LGPS) benefits.
Being part of the Local Government Pension Scheme has the added benefit of providing an opportunity for employees of the Council to apply for flexible retirement; which allows scheme members who have attained the age of 55 years and reduced their hours or grade, to draw all of their retirement benefits even though they have not retired.
The dedicated service of our employees is acknowledged through a Long Service Award for those employees who reach 25 years’ service with West Lancashire Borough Council. This is currently a lump sum of £236.
Work Life Balance and Family Friendly Policies We are committed to providing family friendly policies which allow employees to balance work life and with family life, and we take pride in the number of Council employees who benefit from flexible working arrangements.
There are a number of options which our flexible working and family friendly policy offers, including reduced hours, career breaks, secondments, job sharing, compressed hours, annualised hours, staggered hours, term time working, revised work patterns, home working, flexi time, and time off for dependents.
In addition, we also have excellent maternity, paternity and adoption leave schemes, as well as maternity support and shared parental leave schemes.
The Council takes part in a childcare voucher scheme which allows parents to make tax and NI savings on their childcare. This means that a basic rate tax payer ordering £243 childcare vouchers a month can save up to £48.60 in tax and £29.16 in NI each month.
We offer membership to two health benefits schemes which provide a low cost health plan designed to help with the rising costs of everyday healthcare, together with those unexpected health costs along the way and payments are deducted directly from your salary.
There are a variety of packages to suit individual needs, providing different levels of insurance cover up to a yearly maximum cost for various everyday healthcare as well as emergency cover. The different schemes offer several cover options, but can include:
In addition to these both schemes also provide:
Medicash Active Scheme - Starts from £6.95 per month for ‘Bronze’ cover for you and up to 4 dependent children, up to £76.50 per month for ‘Platinum Plus’ cover for you, your partner and up to 4 dependent children.
BHSF THS Corporate Scheme - Starts from £1.92 per week for ‘Level 1’ cover for you and your dependent children up to £14.28 per week for ‘Level 7’ cover for you, your partner and your dependent children.
Costco Wholesale (external link) is a membership warehouse club, providing members with quality goods and services at lower prices. As an employee of West Lancashire Borough Council, you will qualify for individual membership (annual membership fee of £33.50 inclusive of VAT), which includes a complimentary card for your spouse or domestic partner.
As an employee of West Lancashire Borough Council, you will be able to become a member of CSSC Sports and Leisure at a cost of £3.95 per month, which can be deducted directly from your salary. As a member you will benefit from:
Edge Hill Sport’s (external link) facilities are situated to the East of the main Ormskirk campus, offering excellent provision for both indoor and outdoor sports and a wide and varied activity programme. The facilities include sports hall, swimming pool, fitness suite, exercise studio, sauna and steam rooms, to name just a few.
As an employee of West Lancashire Borough Council, you will be able to join Edge Hill Sport at the corporate rate of membership which provides a discounted rate compared to members of the public.
As an employee of West Lancashire Borough Council, you will be able to become a member of West Lancashire Community Leisure (external link) for a discounted rate. There are two non-contracted packages you can choose from:
You will also be able to take advantage of a 7 day free trial committing to any membership.
Credit Unions are a not-for-profit alternative to banks, building societies and other lenders who provide a facility for members to save and to borrow in a relatively inexpensive way compared to alternative commercial lenders and providers.
Unify provides a range of loans to suit different needs and offers a preferential rate loan to employees, as well as providing members with free life and loan insurance. By joining the Unify Credit Union through the Council, employees also have the ability for payments and/or contributions to be deducted from net salary.
We aim to ensure that all new employees settle down quickly and effectively into a new post by becoming familiar with the working environment as soon as possible. For this reason, we invest time in providing a comprehensive corporate and local induction to all new staff, as well as regular support and review throughout an employee’s probationary period.
The Council is committed to developing and valuing employees because it recognises that this supports the delivery of the best possible services with the resources available, will help to enable continuous improvement, and because it delivers personal satisfaction and benefits.
One of the key processes that the Council has in place to effectively carry out its role is the Staff Development Appraisal Scheme by creating a two-way dialogue between employee and manager at which achievements, non-achievements, strengths, areas for improvement and training, development and support needs are identified and work programme agreed to ensure that individual, service and corporate objectives are accomplished. This process helps to ensure that employees feel adequately equipped to play their part in meeting the Council’s corporate objectives, vision, values and priorities.
Learning and Development is essential to the success of the Council and will help us meet our objectives and address the challenges we face over the coming years. This is an on-going process and one which should therefore be a continuous throughout the year. There are many opportunities in the course of day to day work for learning and development to take place and service-specific training is provided appropriate to the needs of the job. The Council also has an extensive array of corporate face-to-face courses to support your development which are listed in our ‘Corporate Learning and Development Directory’ and cover a number of topic areas; including interpersonal skills, written communication, customer care, personal development, management/leadership, and IT skills, alongside other specialist training and HR courses. Training needs are identified during staff development appraisals.
We also have an e-learning portal, 'Emerge' which provides employees with access to a range of on-line courses and resources at a time that suits you; designed to help you enhance your professional development and refresh your learning, with new courses being added regularly.
Subject to any financial or operational constraints, the Council will support properly authorised and approved post-entry training and development relevant to the post holder’s job role by providing financial support and leave of absence with pay (as appropriate in each individual case) in line with the provisions of the Post Entry Training Policy.
Secondments are flexible work processes where members of staff transfer from their established post to undertake a different role for a temporary period of time. We recognise the value of secondments in supporting the development of employees and helping meet future needs and improving the performance of the organisation.
As such, where possible, temporary positions are open for internal members of staff to apply for roles on a secondment basis, providing prior permission is granted from the immediate Line Manager or Head of Service, which can provide valuable development opportunities for employees to further their knowledge, skills, and abilities, and ultimately their careers. Sick Pay Sickness is actively monitored within the Council, in accordance with the sickness management policy, and we aspire to a wellness culture. However, we do recognise that illness and injury do sometimes occur and, in line with national conditions of service, there is a provision for employees to receive one month’s full pay in the first year of local government service and, after completing 4 months' service, an additional two months' half pay. After five years’ service this provision rises to six months' full pay and six months' half pay.
We provide our employees with an Occupational Health (OH) service. Line Managers or employees can make a referral for an OH appointment at any time to request advice on a medical issue. Where recommended and appropriate, the Council will look to support employees with any supplementary services such as counselling.
The Council recognises the important role that trade unions play in fostering good industrial relations and improvements to the Council's services, and we support the system of collective bargaining in every way. We believe in the principle of solving industrial relations problems by discussion and agreement and are therefore associated with other local authorities, represented on the National Joint Council for Local Government Services. Locally we regularly meet with the trade unions ‘GMB’ and ‘Union’ both informally and formally at the Corporate Consultative Group.
An advantage of joining us here at West Lancashire Borough Council is that, as an organisation who are covered by the Redundancy Payments (Local Government) (Modification) Orders (which covers local authorities and related bodies), if you join us with previous continuous service from another organisation covered by this legislation, you will benefit from this additional service being included in calculating your entitlement to a redundancy payment, annual leave, a sickness allowance, and maternity pay.
The Council takes part in a Cycle to Work Scheme which allows staff to make tax and NI savings on purchases of bicycles and cycling accessories.
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