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Worcestershire County Council

Worcestershire County Council
County Hall
Spetchley Road

Tel (Non-schools): 01905 763763
Email: jobs@worcestershire.gov.uk
Web: www.worcestershire.gov.uk

Working for us

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:

  • Customer focus: Providing high quality services which meet the expressed needs of the community
  • ‘Can do’ culture: Encouraging solutions and creative ways of working not blocked by bureaucracy
  • Freedom within boundaries: Devolving decision-making and ensuring services are responsive to needs


How to apply

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:

  • Read the job information very carefully before completing the application form
  • The job description lists the main duties of the post and the person specification describes the skills, knowledge and experience, and, if relevant, qualifications that we are looking for
  • When completing your application form, think carefully about why you want the job and what experience and skills you have to offer. These may be from previous employment (paid/voluntary/domestic), study, or general interests and life experience. Please remember that it is not sufficient to merely repeat what is in the person specification – you must give clear examples of how you meet each requirement
  • We cannot guess or make assumptions about your knowledge, skills or experience therefore, the information that you provide on your application form will be the only basis on which we can decide whether or not you will be selected for interview
  • We aim to be an equal opportunity employer and require the same range of information from all candidates. This is why we ask you to submit a standard application form and do not accept either a CV or testimonials
  • The application form includes a monitoring form. This is included to enable the County Council to monitor the effectiveness of its policies relating to equality and diversity. All monitoring forms are treated confidentially and are not used in the selection process
  • Any information that you provide relating to any disability will only be used to consider adjustments that might be needed to give you equal consideration to other applicants
  • If you have any unspent convictions, cautions, reprimands or warnings, you must complete the section of the application form headed “Convictions” with particular care. Criminal records will only be taken into account for recruitment purposes when a conviction is relevant. If the nature of the work demands it, you may be asked to disclose  unfiltered convictions which are “spent” under the terms of the Rehabilitation of Offenders Act 1974 -  see note below. For further information regarding filtering please see: www.gov.uk/government/publications/filtering-rules-for-criminal-record-check-certificates. Having an unspent conviction will not necessarily bar you from employment. This will depend on the circumstances and background to the offence, and the nature of the job that you are applying for.

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

  • Before returning your application form, please ensure that all sections are fully completed and that you have signed the declaration. If additional space is needed to complete your application, please continue on a maximum of one A4 sheet
  • Please ensure you submit your application on or before the closing date. Internet applications will be accepted up until midnight on the closing date. Postal applications will be accepted first post the morning after the closing date. Any applications posted/delivered by hand to reception will be date stamped and will be accepted as per postal applications. Any forms that arrive after these deadlines will only be accepted in exceptional circumstances
  • Once received by the short-listing panel, all applications forms will be carefully reviewed and considered against the criteria laid down in the person specification
  • If you are unsuccessful at short-listing stage, you will be informed in writing, usually within 2 weeks of the closing date
  • If you are invited to interview, you will be required to bring documentation that proves that you are entitled to work in the United Kingdom. Specific details will be included in the letter inviting you to interview. The Council is obliged to carry out these basic checks before taking on new employees, as it is a criminal offence to employ anyone who does not have this entitlement
  • Dependant upon the post applied for there maybe further interview stages. The interview process may also include tests which are an additional tool used to assist us in making a decision on candidate’s suitability
  • If you are the successful applicant you will be made an offer of employment subject to medical clearance and the receipt of references that are satisfactory for our purposes
  • Some posts are also subject to other checks, such as from the Disclosure and Barring Service (DBS) or of your qualifications. You will need to bear this in mind if you are currently employed and need to resign from your post.

Starting your job

  • If you are not presently employed by Worcestershire County Council, your appointment will be subject to a probationary period of six months.

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: jobs@worcestershire.gov.uk. 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.


Learning & Development

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.

Benefits & Rewards

The content of this page is currently being updated.

Should you have any questions, please don't hesitate to contact jobs@worcestershire.gov.uk

Equality & Diversity

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.


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