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.
If you are selected for interview and applied via the Recruitment Portal you will receive an email advising you whether you have been unsuccessful or if successful the date, time and location etc of the interview. If you applied via a hard-copy form, we will phone or write to you approximately 2 weeks before the interview date. Interviews are normally arranged 4 – 6 weeks after the closing date. If you have not heard from us within that timescale we regret to advise that you have not been short-listed for interview.
Please also note the information below prior to submitting your application:
Protection of Vulnerable Groups(PVG)/Disclosure Scotland
All disclosure checks are obtained via Disclosure Scotland. If you are the successful candidate, and where your post needs a disclosure check (Level 1, Level 2, Level 2 with barred list check or PVG) you will be required to pay the cost. If the post you are applying for is considered to be a regulated role 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.
Real Living Wage
Inverclyde Council is an Accredited Living Wage employer and pays all staff (with the exception of Trainee Educational Psychologists for whom other arrangements are in place) the current Real Living Wage hourly rate. This exceeds the National Minimum Wage and the National Living Wage for workers aged 21 and above.
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). Employees who transfer from NHSGGC to Inverclyde Council will have previous continuous service with NHSGGC recognised for the purposes of entitlement to local conditions of service only (i.e. annual leave, sickness allowance, maternity/paternity/worklife balance, and any other local service orientated benefits). Please note: this does not include statutory terms and conditions of employment or redundancy. NHSGGC have a similar reciprocal agreement with regards to their local conditions of service which benefits any Inverclyde Council employee who may transfer to NHSGGC.
In addition, for the purposes of local conditions of service only, Inverclyde Council recognises continuous service with public bodies without any reciprocal arrangements. To be considered, the Public Body must be listed at https://www.gov.scot/policies/public-bodies/
Therefore, in summary;
• Inverclyde Council (including HSCP) will recognise service of employees who have continuous service with the NHSGGC for the purposes of entitlement to our local conditions of service.
• NHSGGC will recognise service of employees who have continuous service with Inverclyde Council for the purposes of their local conditions of service.
• Continuous service is recognised for annual leave, sickness allowance, maternity/paternity/worklife balance, and any other local service orientated benefits (but not redundancy)
• Inverclyde Council will also recognise continuous service with all Public Sector organisations without any reciprocal arrangement for the purposes of calculating entitlement to the council’s local conditions of service. To be eligible, the Public Body must be included on the list of Public Bodies on the Scottish Government’s website.
• Inverclyde Council will continue to apply the Redundancy Modification Order in respect of redundancy and statutory employment rights (legal rights based on law).