Essential Applicant Information
As outlined in the advertisement, it is important that you regularly check your emails following your application submission via the Myjobscotland recruitment portal website. All further communication regarding your application, including any invite to interview and, if relevant, details of any formal offer/contract, will be done by email.
You should ensure that your email is set up to receive emails from Myjobscotland and Inverclyde Council, and that they are not filtered into any Junk/Spam folders.
Please also note the information below prior to submitting your application:
Protection of Vulnerable Groups/Disclosure Scotland
All disclosure checks are obtained via Disclosure Scotland. If you are the successful candidate, and where your post needs a disclosure check (Basic, Standard Disclosure or PVG) you will be required to pay the cost. If the post you are applying for is considered to be regulated work with children or protected adults as specified in the Protection of Vulnerable Groups legislation, the preferred candidate will be required to become a member of the PVG Scheme, prior to any formal offer of employment being made.
For any role that does not require the above checks a criminal convictions form will be required.
Preferred candidates will be required to complete the appropriate paperwork and provide the necessary documents to allow the checks to be processed.
Inverclyde Council is an Accredited Living Wage employer and pays all staff the current Living Wage hourly rate. This exceeds the National Minimum Wage and the National Living Wage for workers aged over 25 years.
Recruitment and selection complaints procedure
The Council expects that you will have a satisfactory experience in regard to you job application however in the unlikely event you are not satisfied with the service you receive recruitment and selection complaints procedure is available in the download section of this page.
NHS Greater Glasgow and Clyde (NHSGGC) & Other Public Bodies
Inverclyde Council work in partnership with NHSGGC providing joint services developed through the (Inverclyde) Health and Social Care Partnership (HSCP). Currently employees who transfer from NHSGGC to the Inverclyde HSCP have previous continuous service with NHSGGC recognised for the application of local conditions of service (not in respect of statutory terms and conditions of employment).
In the past there was no reciprocal arrangement in place for Inverclyde Council (IC) employees who transfer to NHSGGC. However, following recent discussion with colleagues from the NHSGGC, it has been agreed that they are now in a position to rectify this for local conditions of service and enter into a reciprocal agreement which will benefit any Inverclyde Council employee who may transfer to NHSGGC.
In recognition of this improved position the arrangement will cover all Inverclyde Council employees (not just those employed in the HSCP) who transfer to NHSGGC and, for all NHSGGC employees who transfer to Inverclyde Council. In addition Inverclyde Council will widen recognition of continuous service to cover all public bodies without any reciprocal arrangements.
Therefore, in summary;
• Inverclyde Council (including HSCP) will recognise service of employees who have continuous service with the NHSGGC.
• NHSGGC will recognise service of employees who have continuous service with Inverclyde Council.
• Service is recognised for annual leave, sickness allowance, maternity/paternity/worklife balance, and any other local service orientated benefits (except redundancy)
• Inverclyde Council continue to apply the Redundancy Modification Order, which does not allow for the recognition of NHS service, in respect of redundancy and statutory employment rights (legal rights based on law).
• This arrangement covers all Public Sector Organisations without any reciprocal arrangement.