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We are one of the largest and most progressive employers in the region, with over 18,500 staff and an annual turnover in excess of £750million. We serve over 500,000 citizens living in Worcestershire providing a huge range of services.
Our corporate priorities are improving community safety, raising standards in schools, enhancing services to young people, improving transport links, providing care for vulnerable and older residents and strengthening the county’s economy. We also work in partnership with a number of local businesses, voluntary organisations and other local authorities such as district and parish councils.
Our ‘Way of Working’ values are:
Application and the Recruitment Process
Making your Application
The following advice is designed to assist you with your application and to explain the process that we will use to select the most suitable applicant for the post:
Under the Rehabilitation of Offenders Act 1974, a conviction will become “spent” (i.e. treated as if it had never occurred) when the individual has not committed another serious offence after a certain period of time. Rehabilitation periods vary according to the type and length of conviction originally incurred. For more information (including the rehabilitation periods for offences covered by the Act), please see the Government's guidance on the Rehabilitation of Offenders Act 1974 https://www.gov.uk/government/publications/new-guidance-on-the-rehabilitation-of-offenders-act-1974 .
Important Notes - If the post is covered by the Rehabilitation of Offenders Act (Exemptions) Order 1975, detail must be given about all unfiltered convictions, whether spent or not. If you are in any doubt as to whether you must disclose a conviction or caution, you should contact the DBS Team on 01905 766529/6088 for confirmation. The information that you provide will not be disclosed to the Selection Panel. This will ensure that if you are not required to disclose this information, it will not influence the decision of the Selection Panel.
The Recruitment Process
Starting your job
Criminal Records Checks and Safeguarding
As an organisation using the Disclosure and Barring Service (DBS) to assess applicants’ suitability for employment, the Council complies with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.
Worcestershire County Council is committed to safeguarding and promoting the welfare of children and young people, and vulnerable adults, and expects all staff and volunteers to share this commitment.
If you apply for a job with the council, you will need to give the names and addresses of two referees, one of whom must be your current or most recent employer, or work experience provider. Some applicants may not be able to provide this, for example those who are applying to join us straight from education. In these cases, at least one of the references should be sought from a person in a position of responsibility, who has knowledge of you, as the applicant. This could be a tutor or lecturer. The second referee can be anyone who can comment on your suitability for the job you are applying for, including a previous employer. As they are invariably complimentary, personal or character references from family members are not acceptable. Any offer of employment made to you will be dependent on whether we receive references that are satisfactory for our purposes from the two people you nominate. We will contact your referees only if we offer you the job and not before.
Additional information and comments
If there is any information that is not contained within this document, or you have other questions or queries, please contact the Central Recruitment Team on 01905 765765. Alternatively, you can e-mail: email@example.com. If you are not satisfied with the answer you should take it up with Patrick Birch, Director of Resources, Telephone (01905) 766200 or write to him at County Hall, Spetchley Road, Worcester, WR5 2NP. If you are still not satisfied you can contact the Chief Executive.
Training and Development
We are committed to providing all employees with training and development opportunities that are appropriate to their personal needs and those of the organisation as a whole. Involving yourself in ongoing learning throughout your career is an essential part of the job, and one that will be supported by your manager and the Development and Training team. Financial assistance and other support are available for employees undertaking training relevant to organisational needs. We also offer employees undertaking approved courses paid pre-examination leave to revise.
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Should you have any questions, please don't hesitate to contact firstname.lastname@example.org
Equality and Diversity
The Council is committed to equality for all, irrespective of age, race, religion or belief, gender, sexual orientation, gender reassignment, disability, marital status or pregnancy and maternity. Employees can join the Network for Cultural Diversity, Disability Equality Group or Lesbian Gay Bisexual Transgender (LGBT) Staff Network, which provide advice and mutual support to their members, and meet regularly. The groups also offer advice to the Council, channelled through individual and management groups, which relates to many areas including service deployment, policy issues or the recruitment and retention of BME employees, those with a disability or those from the LGBT Community.