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We have big ambitions here at Wolverhampton City Council.
To begin with, we aim to be recognised as an ‘Excellent’ Council. We want the services we provide for our citizens, visitors and businesses to be of a consistently high quality – and to improve constantly. We also want to make the council a better place to work.
These are ambitious targets, and a lot of people are asking how we’re going to achieve them. The answer is by making a series of changes that focus on our customers and improve our efficiency.
This means delivering customer service and our internal professional support services in new ways. It also includes the appointment of a commercial partner to help us invest in new ICT and new processes.
Our change programme has important implications for our employees too. Over the next five years, we’ll be investing heavily in skills and training, preparing our work force for the challenges of the coming years. There’ll be new roles and new opportunities – which makes this an exceptionally exciting time to join us.
A diverse work force
Wolverhampton City Council is committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is that our workforce will be truly representative of all sections of society and that each employee feels respected and able to give of their best.
With a population of more than 249,470, Wolverhampton is one of the 15 largest cities in England. It’s also one of the most compact, covering just 27 square miles.
35.5% of the population is of Black, Asian and Minority Ethnic (BAME) origin with 18% of residents belonging to the asian community. The Sikh community is the second largest in England and accounts for 9% of the city's population.
To serve this diverse community, Wolverhampton City Council employs over 12,000 people in more than 600 different trades and professions.
The council has built strong relationships with citizens, voluntary and public sector organisations and local businesses. Together we form the Wolverhampton Partnership, which sets four clear priorities for the city:
These priorities are reflected in the council’s corporate plan, updated every three years. By delivering on these priorities, we’ll be well on the way to realising our ambition to be an Excellent Council.
But our priorities are only part of the story. How we do things is just as important as what we do. People who work for Wolverhampton City Council:
Before completing the application form, please read this page carefully. Among other things, you’ll find links to documents that explain what we’re looking for in a candidate, what we can offer as an employer and what you can expect when you apply for a job.
The posting for each vacancy includes a downloadable job description and a person specification.
We’re sorry, but we can’t accept CVs in place of application forms. The only exception is if you’re submitting a CV because you have a disability which prevents you from completing the standard application form.
If you have any problems downloading or completing the application form, contact us at HR.SupportDesk@wolverhampton.gov.uk
At Wolverhampton City Council, we place great importance on developing our employee's performance and potential.
Every council employee has an annual appraisal and personal development review - including our Chief Executive. The appraisal is important because it:
Once your personal development plan has taken shape, you'll have access to a range of skills training and professional development courses that are relevant for your job.
Personal and professional development for staff has rarely been more important than it is today.
Wolverhampton City Council has just begun a wide-ranging programme to transform the way it does business. These changes will affect not only customer services, but also the professional support functions on which they depend.
There may be new job roles – and certainly a demand for new and updated skills. For people who are flexible, adaptable and eager to learn, there are real opportunities ahead.
The benefits and rewards of working for Wolverhampton City Council at a glance:
Equality and diversity
Wolverhampton is a diverse city. The Council encourages and celebrates the richness that this diversity brings. The Council is committed to challenging inequality, discrimination and disadvantage.
Equality of opportunity for all sections of our community and of our workforce is an integral part of this commitment. When recruiting new members of staff, we make sure that equality principles are firmly embedded in all our employment policies and procedures.
To give just two examples:
The Council has been awarded Two Ticks by JobCentre Plus. This is awarded to employers who have made commitments to employ, keep and develop staff. All job applicants who have a disability and who meet the essential criteria for a job are guaranteed an interview.
Our flexible working policy, which includes reduced hours working, job-sharing and other arrangements, is part of our commitment to supporting people with families.
The Council is committed to equality and fairness for all our employees and we will not discriminate because of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We oppose all forms of unlawful and unfair discrimination.
All employees whether part-time, full time or temporary will be treated fairly and with respect. Selection for employment, promotion, training and any other benefit will be on the basis of aptitude and ability.
Wolverhampton City Council is committed to:
• Eliminating unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010 on the grounds of any of the characteristics protected by law and treat breaches of this policy as misconduct which could lead to disciplinary proceedings
• Creating a working environment where individual differences and the contributions of all staff are recognised and valued.
• Promoting a culture based on dignity and respect where intimidation, bullying or harassment will not be tolerated.
• Ensuring that training and development, progression opportunities are available to all staff
• Ensuring that reward strategies and people policies are applied in an open and transparent way and that employees are rewarded and appointed for their abilities and the role that they carry out
• Good management practice that embraces equality and diversity and appreciates the sound business sense this makes
• Developing a workforce that reflects the local labour market and is representative of the citizens of Wolverhampton
• Complying with the Public Sector Equality duty that requires us to publish relevant and proportionate information to show how we are responding to the equality duty
• Workforce monitoring to ensure that policies and procedures are advancing equality and diversity
Our aim is to ensure that all appointments are made in a fair and consistent manner and in line with current law.