We're in the process of setting our budget for the 2020/21 financial year and are inviting residents, businesses and groups in the borough to have their say on our approach. To fill in the consultation questionnaire go to: https://www.allerdale.gov.uk/en/consultation/.
A great places to live, work and visit
If you want to work with a great team, want to provide excellent service to our customers, and want to have ample opportunity to develop your skills and experience then you have come to the right place.
Allerdale Borough Council is a small borough Council, but with big ambitions. What we do, we do well - but we're always looking to improve. We have a team of around 230 dedicated staff who work hard to help our residents and business owners. Which is probably why we are consistently getting high satisfaction survey results.
Why apply and live in Allerdale?
A great employer is one thing. A great home life is guaranteed too. Where else boasts two World Heritage Sites, an Area of Outstanding Natural Beauty and a Sites of Special Scientific Interest in close proximity.
We have the best bit of the Lake District, centred on Keswick. But we also boast great towns in Cockermouth, Aspatria and Wigton as well as Workington, Maryport and Silloth on our fabulous coastline. And fabulous villages in between.
Great schools, housing, lifestyle and people make this an ideal place to move to and work.
What jobs are available?
How to apply?
If you want to apply for a job then download the application form and send it to our Human Resources department at our Workington office.
Employee privacy notice
If you are a potential, current or former employee, you can find out more about how we use your information in our Employee Privacy Notice. This also includes your rights.
We are a Disability Confident Employer
The initiative arranged by the Department for Work and Pensions, helps organisations with the skills and confidence they need to recruit, retain and develop people with disabilities in their employment.
To ensure compliance with the commitment, the Council must do a number of actions. These include:
- Making links with local disability organisations and attending relevant job fairs
- Ensuring there are no barriers to people with disabilities when recruiting from jobs, such as providing key documents in accessible formats and making reasonable adjustments in interviews.
- Encouraging positive action by ensuring those with disabilities who meet the minimum criteria for a role are given an interview
- Supporting staff with their disabilities and ensuring there is no barrier to job progression
- Providing training and apprenticeship opportunities for people with disabilities
- Training all staff on disability awareness and promoting the scheme to other organisations in the area
Where is our main office?
Conditions of Appointment
Unless stated otherwise, the appointment will be subject to the Conditions of Service of the National Joint Council for Local Government Services, as adopted or amended by the Council, together with such other local conditions determined by the Council. The following represents an outline of those terms and conditions, further details of which are available from the Human Resources department.
Salary is paid on the 25th of each month, at 1/12th of the annual salary.
Hours of Work
Normal office hours are from 8.45am to 5.15pm (4.45pm Friday). The hours and working day may vary in accordance with the needs of the service and the function in which you are employed. A flexi-time system is in operation, which you may join subject to the approval of your manager. We are very flexible about any care arrangements and working from home. Details of the scheme will be given to you at your induction.
Overtime is not normally worked, but you will be expected to undertake any requirements for overtime that may arise from time to time. Any special requirements concerning irregular or additional working hours in relation to a particular post will be discussed with you at the interview.
Smoking at Work
The Council operates a No Smoking Policy. The acceptance of employment will be deemed to include acceptance of this policy.
Annual leave is 23 days per annum rising to 28 days after 5 complete years of continuous Local Government service and to 31 days after 10 complete leave years, (i.e. 1 April to 31 March). The leave year runs from 1 April to 31 March. Should you commence employment part way through the leave year, Leave is allocated on a pro-rata basis. Part time employees receive annual leave on a pro-rata basis.
There are 8 statutory holidays per year. Part time employees receive public holidays on a pro-rata basis that is attached to the annual leave entitlement.
All appointments are conditional upon a satisfactory medical report from the Council’s medical adviser. Persons offered appointments will be required to complete a confidential medical questionnaire for the medical adviser. Physical medical examinations will be conducted if it is considered by the medical adviser to be necessary in any particular case.
Training and Development
The Council is firmly committed to the training and development of staff and has a designated budget to ensure that the needs of staff can be met. Staffs are actively encouraged to pursue further qualifications in their field of expertise.
On commencing employment with the Council you will be entered into the Local Government Pension Scheme (LGPS), unless you choose to opt out and make your own arrangements. The LGPS is a contributory scheme, with the employee contributing 6% of gross salary and the Council contributing a greater amount. This provides for a lump sum and pension on retirement or other designated ending of employment.
All new starters with the Council will be required to successfully complete a six month probationary period. Details of the review process will be provided to successful candidates on appointment.
Period of Notice
Either party to the contract may give notice at any time. The minimum notice to terminate employment, subject to statutory requirements, is:
- Principal Officer Grades 2 Months
- All other posts 1 Month
A relocation allowance is payable in appropriate cases. The scheme is intended to cover the major costs associated with a new employee’s relocation. It includes the following: 100% of removal expenses (subject to the cheapest of three quotations)
- Estate Agent / Solicitors fees – up to a maximum of £3,500 and subject to the production of an invoice addressed to Allerdale Borough Council or receipted accounts.
- Disturbance allowance - £1,000
- Lodging Allowance - £65 per week (max. 26 weeks from date of commencement)
- 2nd Class Rail Fare – return (26 weeks from date of commencement)
The above provisions are subject to:
- Reimbursement in relation to Estate Agents/Solicitors fees are only payable if an Officer sells a currently owned property and purchases a property within 15 miles of their base.
- If an employee leaves the Council’s employment within 2 years of commencement there will be a requirement to repay relocation expenses on the basis of one twenty-fourth for each un-expired month of the two years.