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Ag freastal ar an Dúnagus Ard Mhacha TheasServing Downand South Armagh
Chief ExecutiveApplication Pack
Comhairle Ceantair an Iúir, Mhúrn agus an DúinNewry, Mourne and Down District Council
Councillor Mark MurninChairman of Newry, Mourne and DownDistrict Council
Message from theCouncil Chairman
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Newry, Mourne and Down District at a Glance
Location and Connectivity: How to Get Here
Key Achievements:Four Years On
Organisational Structure
Job Description
Person Specification
Competency Framework
Summary of Main Terms and Conditions
Guidance Notes
Local GovernmentReform Information (RPA)
General Information
Dear Applicant
I am delighted that you are
considering applying for the
position of Chief Executive
with Newry, Mourne and
Down District Council.
Leading the third largest
Council in Northern Ireland,
which serves over 177,000
residents is an exciting
challenge as we begin a new
Council term, following the
local council elections held
in May 2019, and we start
working in a new political and
economic environment.
Chief Executive Application Pack2
Not only is Newry, Mourne and Down
District Council one of the largest councils
in Northern Ireland, it is strategically located
on the important eastern A1/M1 economic
corridor and is an attractive area for business
investment, both local and international. We
are within one hour travelling distance from
Dublin and Belfast, with close proximity to
two major airports, a deep-water port, and
transport routes which link us throughout
Ireland to the UK.
Boasting three Areas of Outstanding Natural
Beauty, we pride ourselves on being a
premier destination for local, national and
international visitors. Our coastline and our
rich cultural heritage, which we showcase
every year in a growing number of festivals
and events, make us an attractive place to
visit, work and live in.
As a forward-looking Council we have signed
an important Friendship Agreement with
the City of Changchun in the Jilin province
of China which is aimed at fostering
opportunities in trade, culture, education and
tourism. Since this was signed in October
2018, the Council has hosted a senior
delegation from the provincial government,
a delegation from the China Ministry of
Commerce and a postgraduate delegation
from one of Jilin University’s hospitals.
We have also fostered international
relationships: we have a Sister City
Agreement with Southern Pines in North
Carolina USA and a Twinning Agreement
with Kirovsk in Russia – agreements
established to promote friendship and
understanding and stimulate the exchange
of knowledge and experiences in economic
development, tourism, education, culture,
sustainable environmental initiatives and
youth exchange.
Neighbouring with Louth County Council,
Newry, Mourne and Down District Council
has also signed up to a Memorandum of
Understanding with this cross-border council
to promote the economic development of
the joint regions.
We have placed, and continue to place, great
emphasis on regeneration for our city and
towns. Newry City will see a new civic centre,
new conferencing and enhanced theatre
facilities - our aim is to complete these
projects by early 2022. Within the historic
town of Downpatrick, we are working with
Government departments to renovate the
former police station and surrounding area,
bringing much needed hotel and Grade A
office accommodation.
Newry, Mourne and Down District Council
is also one of six local councils to secure the
first ever City Deal agreement. This initiative,
which is expected to bring approximately
£1 billion into the participating councils, will
help to build the economy through more
localised and focused investment decision-
making.
The Council will face both challenges and
opportunities over the next years—our
new Chief Executive will play a large role
in expanding the district’s services and
opportunities for economic and regional
development.
Some of the initiatives we are engaged in
include furthering our relationship with the
City of Changchun, China, developing the
Southern Relief Road which will improve
access to Dublin and throughout Ireland,
working with partners in Government locally
and with the EU to deliver projects funded
through INTERREG, PEACE, the European
Regional Development Fund, the European
Maritime and Fisheries Fund.
The Council continues to put great emphasis
on encouraging all residents to improve
their health and wellbeing by becoming
more active. We have recently completed a
programme worth approximately £40 million
to replace the two existing leisure centres in
Newry and Downpatrick.
Alongside this investment, we are promoting
our ‘Be Active’ campaign. This holistic
initiative, which emanates from our Sports
Facility and Play strategies, is instrumental
in promoting a healthy lifestyle, combining
physical and recreation activities.
We also have plans to transform and
modernise the way the Council provides
accessible as well as value for money
services. Our Neighbourhood Services
Transformation Project will deliver improved
service and citizen experience, standardise
service provision across the Council district
and ensure people, equipment and money
are efficiently deployed. Already we have
improved the way we recycle—all councils
are required to recycle 50% of waste by 2020
and we are nearing this important milestone.
Over the past year we have reduced the
amount of waste going to landfill by 60% and
we will be implementing new initiatives to
increase that.
We are implementing a £7.1 million
programme to fundamentally change how
we use information technology, both within
the Council itself and to communicate
with residents. This project, which will be
completed over the next few years, will make
it easier for our citizens to engage with our
services and will also ensure that we use our
resources efficiently and effectively.
We are beginning a new cycle for the
development of our Corporate Plan 2019-
2023, this is an exciting time for our district,
it presents opportunities for the new Chief
Executive to make a real contribution to
Newry, Mourne and Down’s development.
We are looking for a highly motivated, skilled
and dynamic leader to continue to bring the
Council’s ambitious plans to fruition while,
at the same time, maintain and improve the
programmes, initiatives and services that we
provide to all our residents and businesses.
If this opportunity excites you, we look
forward to receiving your application.
Councillor Mark Murnin
Chairman
Message from the Council Chairman
www.newrymournedown.org 3
Our District at a Glance
Newry, Mourne and Down district lies in the south east of Northern Ireland,
covering parts of Counties Down and Armagh. Accessible to both Dublin and
Belfast, it is bounded on the east by Strangford and Carlingford loughs, and on
the west by Slieve Croob and Slieve Gullion. The famous Mourne Mountains
which “sweep down to the sea” are in the heart of our district.
With 11% of the total land area of Northern Ireland, more than 100 miles of
coastline and approximately 177,000 residents, Newry, Mourne and Down
District Council area is the third largest in Northern Ireland.
A vibrant, dynamic, connected region for economic growth and international investment.
100miles of coastline
177,000residents
Chief Executive Application Pack4
In addition to Newry City, our
principal towns are Ballynahinch,
Crossmaglen, Downpatrick,
Newcastle and the harbour towns
of Kilkeel and Warrenpoint.
We are also fortunate to be
home to two hospitals, Daisy
Hill in Newry and the Downe
Hospital in Downpatrick.
We have three Areas of Outstanding
Natural Beauty - Strangford &
Lecale, Slieve Gullion, and the
Mournes - as well as a number of
Blue Flag beaches and the amazing
Royal County Down golf course,
located in one of the world’s most
naturally beautiful link settings in
the Murlough Nature Reserve.
Newry, Mourne and Down is a
place with strong, safe and vibrant
communities where everyone has
a good quality of life, access to
opportunities and quality services
which are sustainable, accessible
and meet people’s needs.
We have established strong
collaborative networks with our
education providers - our two
regional colleges, Southern Regional
College and South Eastern Regional
College; Queen’s University Belfast
and the Ulster University.
Newry, Mourne and Down
District Council has a combined
revenue and capital budget of
over £50 million and over 1,000
Council employees.
Forty-one Councillors serve the
seven District Electoral Areas (DEAs)
of Crotlieve, Downpatrick, Newry,
Rowallane, Slieve Croob, Slieve
Gullion and The Mournes.
We are privileged to be the home
of St Patrick and boast a rich
heritage and folklore including
unrivalled links to Tí Chulainn and
Game of Thrones.
As a Council, we are ambitious, and
will set a vision and priorities in our
new Corporate Plan (2019-2023)
that will steer the district along
an exciting journey of investment,
regeneration, health and wellbeing
and modernisation.
£50m
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www.newrymournedown.org 5
From To Distance / Journey Time
Downpatrick George Best 24.4 miles / 45 mins City Airport
Downpatrick Belfast 43 miles / 1 hour International
Downpatrick Dublin 93 miles / 1 hr 50 mins International
From To Distance / Journey Time
Newry George Best 40 miles / 1 Hour City Airport
Newry Belfast 46 miles / 1 Hour International
Newry Dublin 62 miles / 1 hr 15 mins International
• An attractive location for all forms of investment due to our strategic cross-border location on the Belfast-Dublin eastern economic corridor
• World-class road transportation and communication linkages
• Access to a catchment of over one million people within one hour’s drive
• Access to two hospitals within the district
• Warrenpoint Port, the second largest port in Northern Ireland in terms of cargo tonnage, and our nearest ferry port, located just seven miles south of Newry
• Worldwide connectivity through three airports, Belfast International Airport, George Best City Airport, and Dublin Airport all of which can be quickly and easily accessed from our district
• Access to two colleges located within the district providing a first class education within an existing learning environment for further and higher education
• An established Low Powered Wide Area Network (LPWAN) for Internet of Things (IoT) which offers access to research and development, prototyping and experimentation of sensor based technology
• Access to at least 30mb/s broadband for 76% of business premises
Location and Connectivity
Distance & Journey Times
Location and Connectivity
Crossmaglen
Dublin
Cork
Border
Newry,Mourne and DownDistrict Council Area
TownAirport City UniversityPort
Chief Executive Application Pack6
Key AchievementsFour Years OnHighlights over the period of our Corporate Plan 2015-2019 included:
Completed a review of all Community Centres
Completed and opened new leisure centres in Newry and Downpatrick
Completed the Carlingford Lough Greenway between Weir/Victoria Lock
Completed the restoration of Warrenpoint Municipal Park
Created and updated 45 Village Plans
Developed and implemented seven DEA Action Plans
Encouraged 17,000 citizens to participate in Everybody Active 2020 – aimed at tackling obesity & diabetes
Established a Community Planning Partnership to develop and deliver local action plans
Established Giant Adventures Festivals attracting ≥140,000 visitors/£4M per annum
Implemented £4.7M programme through Peace IV Partnership
Led £2.7M Strategic Investment Fund ‘Work It’ / Young People’s Essential Skills Programme
Secured an Investment Package of £1B / £11M through the Belfast Region City Deal
Supported 413 projects through the Financial Assistance Scheme and awarded £1.4M
Supported 250 local businesses, promoted 168 new jobs and supported 167 new business starts
Undertook Residents Survey in September 2018, resulting in 87% residents’ satisfaction with the Council overall
Increased attendance at leisure facilities (2017/2018: 9.8% increase)
Increased number of visitors by 45% and increased overnight stays by 7.3% (over 4 year period)
Increased visitor spend by 75% (2016/2017 and 2017/2018)
Increased brown bin waste by 60% (2017/2018)
Increased the rate of recycling by 6% per annum
Reduced the amount of waste going to landfill by 84% (over 4 year period)
www.newrymournedown.org 7
OrganisationalStructure
Chief Executive Democratic Services
Community Planning & Performance
• Community Planning
• Evidence and Research
• Performance and Improvement
Active & Healthy Communities
CorporateServices
Enterprise, Regeneration and
Tourism
Neighbourhood Services
Community Engagement
• Community Engagement
and Relations
• Community Services,
Facilities and Events
• Strategic Programmes
Health and Wellbeing
• Environmental Health –
Commercial
• Environmental Health –
Residential
• Health and Wellbeing
• Sustainability
Leisure and Sport
• Indoor Leisure
• Outdoor Leisure and
Sports Development
Administration
• Administration Services
• Customer Experience
• Compliance
• Legal Administration
Corporate Planning
and Policy
• Communications and
Marketing
• Corporate Policy
• Equality
Estates and Capital Projects
• Capital Projects
• Estates and Property
Assets
• Safety, Health and
Emergency Planning
• Insurance
Finance
• Audit Services
• Budget and Capital
• Payroll
• Procurement and Logistics
Human Resources and
Safeguarding
Information Technology
Building Control
and Regulation
• Building Control
• Licensing and
Enforcement
Enterprise, Employment
and Regeneration
• Programmes
• Regeneration and
Business Development
Planning
• Area Plan
• Planning Administration
• Planning Development
and Enforcement
Tourism Culture and Events
• Culture, Arts, Heritage
and Events
• Product Development
and Visitor Experience
• Tourism
Facilities Management
and Maintenance
Waste Management
• Fleet Management
• Refuse and Cleansing
• Waste Processing and
Enforcement
Guide to Bereavement Services8
1. To provide the leadership, vision and strategic
direction necessary to manage the interface
between elected members and officers and
work in partnership with them to create the
Council’s Strategic Plan and develop policies
and relationships which will fulfil the Council’s
objectives.
2. To work in partnership with elected members to
define the corporate culture of the Council and
promote its core values.
3. To develop, lead and co-ordinate strategies that
will continue to transform the Council to an
organisational culture; fit for purpose under the
Local Government Reform legislation.
4. To work in partnership with elected members, staff,
trade unions and other stakeholders to ensure that
Council strategies and policies are implemented
in order to secure a cohesive approach, excellent
service delivery and the social, economic and
environmental wellbeing of the area.
5. To ensure the Council meets its statutory
obligations and that the highest standards of
probity and good conduct are maintained at all
times; including financial management.
6. To co-ordinate the activities of the Council and to
motivate the management team and all staff to
deliver high levels of performance and to develop
their full potential.
7. To ensure that appropriate governance
arrangements, including risk management
measures, are in place.
8. To actively promote both the Council and its area
locally, regionally, nationally and internationally,
taking account of the various communities within
the area.
9. To lead a ‘one Council’ approach in enhancing
and sustaining the area’s heritage, character and
dynamism in the present and shaping them for the
future.
10. To develop and maintain the wider networks and
partnerships which the Council needs to deliver its
Community Leadership role through the creation of
sustainable Community Plans and the Community
Planning process.
Job DescriptionThe Chief Executive is the Council’s Head of the Paid Service, Chief Financial Officer and principal adviser on policy issues.
The Chief Executive has responsibility for implementing the Council’s strategic objectives and ensuring the efficient, effective and equitable discharge of responsibilities of the Council as detailed in legislation and other relevant authorities.
Principal Accountabilities
www.newrymournedown.org 9
Main Dutiesand Tasks
Strategic Leadership and Management
1. To provide support to the democratic decision-making processes at all levels and to promote the active participation of local
people and communities in the Council’s affairs.
2. To communicate the Council’s vision, mission, priorities, objectives and processes effectively, both internally to staff and
trade unions and externally to partners, agencies and the public.
3. To lead in ensuring that the Council’s strategic plans and policies are matched to a common purpose across the organisation
and the area.
4. To take overall responsibility for ensuring that the Council’s decisions and policies are implemented.
5. To promote equality of opportunity and access, in service delivery and in the employment of staff.
6. To lead by example by promoting at all times best practice and the highest standards of the public service ethos.
Service Delivery and Performance Management
7. To ensure that service planning and delivery reflect the Council’s priorities, take account of the views of citizens,
communities and all other stakeholders, are benchmarked against national and local performance indicators and include
the modernisation of service provision where appropriate.
8. To ensure that a performance management culture is firmly embedded within the Council to secure quality services and
their continuous improvement.
9. To put in place effective arrangements for agreeing personal targets for Directors and other senior managers as appropriate
and for regularly appraising and reporting on their performance.
Resource Management
10. To ensure the efficient and imaginative management of all resources (staff, finance, property and information), in support of
the Council’s agreed targets for service delivery and improvement.
11. To work effectively with staff and trade unions to secure the best possible use of human resources in pursuit of the Council’s
objectives.
12. To work closely with other agencies and partners to improve the impact of the way in which budgets are spent and resources
are allocated.
Chief Executive Application Pack10
Partnership Working and Communications
13. To work effectively with staff, trade unions and other interested stakeholders to integrate transferred services and functions
and transform the Council.
14. To lead on partnership working through the Community Planning process, ensuring that through this the Council maximises
opportunities for the area so that its citizens attain their full potential.
15. To actively foster and enhance positive relationships with all local communities, agencies and partners, including the
voluntary sector and local business, as well as with other statutory bodies at regional and national levels.
16. To further develop and refine effective arrangements for consultation with communities, local agencies and partners and
the public, on service planning and delivery issues to ensure full implementation of the Community Plan.
17. To ensure that the Council has a corporate communications strategy.
General
18. Take responsibility for execution of the Council’s Emergency and Business Continuity Plans when required.
19. By its nature the post will require flexible working to meet the needs of the service.
20. Carry out duties in compliance with the Health and Safety at Work Order 1978 (as amended); Acts of Parliament; Statutory
Instruments and Regulations and other legal requirements; and all Council Policies and Procedures including Dignity at
Work, Health and Safety, Attendance and all relevant Codes of Conduct.
21. Undertake the duties in such a way as to enhance and promote the positive reputation of Newry, Mourne and Down
District Council.
22. Undertake all aspects of work respecting confidentiality and ensure that personal and/or sensitive information under the
control or access of the post holder is used, stored and maintained in accordance with relevant data protection legislation.
23. Actively participate in employee relations matters including undertaking investigations and chairing hearings relating
to employment matters as required (e.g. discipline, grievance & harassment) and make decisions regarding appropriate
outcomes with support from HR and in compliance with the relevant legislation.
24. Participate in the Council’s Recruitment and Selection processes as a panel member, including assisting the panel with
development of person specification, identifying selection methods and adhering to advice given regarding current
employment legislation and codes of practice.
www.newrymournedown.org 11
Person Specification
Qualifications and Experience
Essential Criteria
It is essential that employees/ applicants must:
1. Meet the requirements of the District Councils (Clerks Qualifications) Determination
19971.
2. Have a minimum of three years’ (within the last five years) senior management2
experience and evidence of achievement, working at Board Level in the public,
private or voluntary sector, in an organisation which has an annual budget/revenue
stream of at least £10 million and employing not less than 200 employees in a
large, highly complex environment, with associated corporate governance and
accountability requirements which includes:
a. Taking decisions affecting strategy in a commercially focussed and regulated
environment.
b. Evidence of effective financial/budget experience in a constrained financial
environment.
c. Leading and achieving cultural and organisational change which realised savings
and organisational improvements.
d. Proven track record of effective partnership working, commanding confidence
and building positive working relationships with external stakeholders in
support of organisational objectives.
e. Proven experience of working effectively in a politically sensitive environment.
Employees/Applicants must be capable of undertaking the duties and responsibilities as set out in the Job Description and fulfil the requirements of this Person Specification; which will be assessed through the appointment process.
Employees/Applicants must be suitably qualified and experienced, be able to meet the criteria set out in this Person Specification and demonstrate they possess the key competencies for the position at a Strategic level.
Assessment Method
• Application Form
• Assessment Centre
• Interview
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Other Requirements
Essential Criteria
3. Be available to work outside normal office hours including evenings as attendance is
required at evening and other meetings internal and external to the Council area.
4. Hold a full valid driving licence and have access to transport to meet the
requirements of the post.
Or
Have access to a mode of transport that will enable the post holder to fulfil the role
in full.
5. AccessNI Basic Check.
1 In accordance with the requirements of the District Councils (Clerks Qualifications)
Determination 1997, a person shall not be appointed unless he/she:
a. Holds a primary or post graduate degree of a university which is authorised by or under
Royal Charter or statute (or an equivalent university or body outside the United Kingdom)
to grant degrees;
Or
b. Holds the Diploma in Public Administration or the Diploma in Municipal Administration
of such a university or body (or an equivalent university or body outside the United
Kingdom);
Or
c. Is qualified by examination as a member of one or more of the following bodies, (or an
equivalent body outside the United Kingdom):
• The Institute of Chartered Accountants in Ireland
• The Institute of Chartered Accountants in England and Wales
• The Institute of Chartered Accountants of Scotland
• The Institute of Cost and Management Accountants
• The Chartered Association of Certified Accountants
• The Chartered Institute of Public Finance and Accountancy
• The Chartered Institute of Secretaries and Administrators
Or
d. Has adequate and suitable experience of public administration.
Note: For the purposes of Item (d) above, the Shortlisting Panel will determine the experience as
identified in the Person Specification.
2 Senior management is defined as being a Chief Executive or working directly to a Chief
Executive, including advising the Chief Executive/Board/Council on strategic decisions
affecting the organisation.
Assessment Method
• Application Form
• Driving Licence and Vehicle
Insurance Documents
• AccessNI
www.newrymournedown.org 13
Behavioural Competencies
Essential Criteria
How we Provide Leadership and Direction
How we Manage Ourselves
How we Workwith Others
How we Move Forward
Setting Direction
Contributes to the development of a strategy and conveys a clear
vision led by being innovative, ambitious and proactive.
Leadership
Motivates others to achieve their objectives and organisational goals
through involvement and providing feedback and support. Provides
and supports development to enable effective delivery.
Communicating with Impact
Presents a positive image by communicating effectively, being
resilient and treating people fairly.
Collaborating in a Political Environment
Develops and manages effective networks by establishing common
ground.
Influencing Outcomes
Adapts style and approach to achieve effective outcome.
Managing Change
Promotes change effectively and ensures that changes are delivered
in line with organisational goals.
Achieving Results
Takes personal responsibility for making things happen. Shows
motivation and perseverance in overcoming obstacles and achieving
results.
Competency Framework
Definitions have been provided and more information on the competency framework can be found at:
http://www.lgsc.org.uk/fs/doc/publications/competency-framework-for-local-government.pdf
The defined competency level for this post is Strategic.
Competence at a strategic level is essential for this post and will be assessed at the appropriate selection stage
of the appointment process; using the Competency Framework for Local Government, which includes definitions
of the competence groups and examples of positive indicators. All of the competencies are considered relevant to
this post and may also be assessed during probation and throughout employment in this role.
AssessmentMethod
• Assessment Centre
• Interview
Chief Executive Application Pack14
Summary of Main Terms and Conditions
General
The general terms and conditions of
Employment are those agreed by the Joint
Negotiating Committee for Local Authority
Chief Executives and other locally negotiated
agreements as adopted and amended by
Newry, Mourne and Down District Council.
Continuous Service
For the purposes of determining continuous
employment with the Council, the
Council will recognise a previous period of
employment for employees transferring from
an organisation listed in the Redundancy
Payments (Continuity of Employment in
Local Government, etc) (Modification) Order
(Northern Ireland) 1999. Further information
and a Schedule of Employers can be
obtained at http://www.legislation.gov.uk/
nisr/1999/409/contents/made. No service
with any other employer counts for the
purposes of continuity of employment.
In addition to redundancy, continuous
service is used for the purposes of calculating
other entitlements, for example Annual
Leave, the Council’s Sick Pay scheme and
Maternity scheme.
Duration of Appointment
Permanent
Hours of Work
Contracted hours of work are: 37 hours per
week. The post holder must be prepared to
work outside normal office hours, including
evenings, weekends, and Public and extra
Statutory Holidays for which the appropriate
payment will be made or time in lieu granted
if relevant.
Work Pattern
The standard working pattern is Monday to
Friday. Hours of work are kept under review
and may change in order to meet operational
requirements, providing requisite notice.
Flexi Scheme
This post is not eligible to participate in the
Flexi Scheme.
Location and Transferability
Based in Council offices in Newry, this post
will work across the Council District of
Newry, Mourne and Down District Council.
The post holder may be required to transfer
to other locations in accordance with any
requirements stated in the Job Description,
any reviews of service delivery or other
requirements as may arise from time to time.
Any amendments made to work location
will be implemented following appropriate
consultation and provision of reasonable
notice.
Rate of Pay
Chief Executive Band 2 (currently £111,438
– £122,051 per annum). The salary will
be inclusive of all the hours necessary to
fulfil the requirements of the role including
evenings, weekends and bank holidays when
required. It is Council policy to appoint at
minimum salary scale point.
Increments
Progression within the salary band is based
on the attainment of a satisfactory level
of performance, until the maximum of the
scale is reached. This will be supported by an
appraisal mechanism.
Probationary Periods
Appointments are subject to the
satisfactory completion of a six-month
probationary period in regard to, amongst
other considerations, job performance
and attendance. Failure to achieve a
satisfactory probationary period may result
in the employment being terminated with
statutory notice.
Whole-Time Service
The Chief Executive shall devote his or her
whole-time service to the work of the council
and shall not engage in any other business
or take up any other additional appointment
without the express consent of the council.
He or she shall not subordinate his or her
duty as Chief Executive to his or her private
interests or put himself or herself in a
position where his or her duty and private
interests conflict.
Holidays
(i) The leave year runs from 1 April in any
one year to 31 March the following year.
(ii) If you join the Council after the
commencement of a leave year, you
shall be entitled in that year to annual
holiday with pay proportional to your
length of service in the remainder of
that leave year.
(iii) The Chief Executive shall be entitled
to a minimum of 30 days’ annual leave
(in addition to statutory and other
public holidays but inclusive of any long
service leave, extra statutory and local
holidays. Annual Leave is calculated
on a daily basis and pro-rated for
temporary and part-time employees.
In exceptional circumstances and by
mutual agreement annual leave may be
carried forward to the next leave year.
Annual leave should be taken as full or
half days.
www.newrymournedown.org 15
(iv) You are also entitled to 10 Bank/Public
holidays (pro rata for temporary and
part-time employees) and 2 additional
holiday days (pro rata for temporary and
part-time employees), as arranged by
the Council.
Pension
There is an occupational pension scheme,
Northern Ireland Local Government Officers’
Superannuation Committee (NILGOSC),
relating to the employment in respect of this
statement.
The Local Government Pension Scheme
(Northern Ireland) is a career average,
defined benefit scheme.
All employees (with the exception of casual
staff), under the age of 75, regardless of the
hours or weeks worked, will automatically be
brought into the Scheme on their first day of
employment, unless their contract is for less
than three months, in which case they can
opt to join by informing the Payroll office in
writing.
If you do not wish to remain in the Scheme,
you can opt out by completing an Opt-
out Notice and giving this to the Payroll
office. The Notice can be downloaded from
NILGOSC (www.nilgosc.org.uk).
Unless you opt-out of the Scheme,
superannuation contributions will continue
to be deducted from your pay.
Uniform/PPE
Where provided, the successful applicant will
be required to wear the appropriate Council
uniform/PPE in the performance of Council
duties.
Employee Benefits
Newry, Mourne and Down District Council
offers a range of benefits which support
employee health and wellbeing and work
life balance, as well as providing financial
savings.
These include discounts on shop purchases
from Council owned retail, discounted
admission to events and performances,
free membership of Council indoor leisure
facilities, free admission to outdoor Council
facilities, flexible working arrangements and
health cover (currently provided through
Westfield Health).
Council Policies
You will be required to comply with
all current and future council policies,
procedures, guidelines, agreed working
practices and any collective agreements.
A copy of current Council policies can be
obtained from Human Resources.
Data Protection
Information from your application form
and other information subsequently
obtained while in Council employment will
be processed in accordance with the Data
Protection Act 1998 (as amended).
Non Smoking Policy
Smoking is prohibited in all Council property
and within any vehicles owned or leased
by the Council. This includes the use of
electronic cigarettes (E-Cigs), which must
not be used in Council premises (including
vehicles) except in designated smoking
areas.
Canvassing
Canvassing in any form, oral or written,
direct or indirect, if proven to the satisfaction
of the Council, will disqualify a candidate for
appointment.
Pre-Employment Checks
It is the right of Newry, Mourne and Down
District Council to satisfy itself of the
suitability of candidates for employment.
Any offer is subject to satisfactory pre-
employment checks and the Council reserves
the right to make further enquiries about
the suitability of candidates as deemed
appropriate.
The Council reserves the right to revoke an
offer of employment, from which there is no
right of Appeal.
Reserve List
Applicants may be held on a reserve list for
up to 12 months, subject to satisfactory
performance at selection. In accordance with
the Local Government Staff Commission
Code of Procedures on Recruitment and
Selection, vacancies for other similar
posts may be filled from a reserve list
of candidates. The Council is under no
obligation to avail of reserves lists when
making a decision on method of recruitment
to a post within a different functional area or
work location and recruitment methods for a
post are at management discretion.
If a similar post does become vacant within
this time, it will be offered to candidates on
the reserve list in order of merit. Candidates
will be provided with a specified timeframe
within which to accept or decline the
offer. Candidates will be contacted by
telephone using the contact details provided.
Where the offer of a post is declined by
the candidate he/she will be retained on
the reserve list, in order of merit, to be
considered for future vacant posts.
For internally trawled permanent or
temporary project/cover/review posts,
candidates must remain employees, agency
or casual workers throughout the selection
process in order to be recommended for
appointment. Candidates who are no
longer employees, agency or casual workers
at the short-listing, testing/assessment
or interview stage will not be eligible to
progress through the process. Similarly,
if placed on the reserve list, candidates
must still be employees, agency or casual
workers at the time that the vacancy is
approved. Candidates who are no longer
Newry, Mourne and Down District Council
employees, agency or casual workers will not
be offered any future vacant posts from a
reserve list, even if the timing of the reserve
list is still valid.
Recruitment Expenses
The Council does not reimburse any
expenses incurred by candidates as part of
the recruitment process.
Chief Executive Application Pack16
Guidance NotesApplicants must read the following information before completing the Application Form.
Making an Application for Employment
• The Council requires applicants to
complete an application form for all posts
• Curriculum Vitaes will not be accepted
• Please complete the application form
in full
• Information must be provided in the
space available. Additional information,
documents and extra pages will not be
considered
• Maximum word counts are given for
many parts of the application form;
please ensure that you do not exceed
these limits.
Completing Application Forms Online
• We would like you to complete
our application form online at
www.lgsc.org.uk
Data Protection Act
Please note that the personal information
on the Application Form will be processed
and handled in accordance with the Data
Protection Act 1998 and Council procedures.
In accordance with Council’s Retention and
Disposal Policy:
• Data contained on the application form
of applicants successful in securing
employment will be used for HR and
Payroll Administrative purposes during
the period of employment and for a
period of 6 years from the termination of
employment
• Data contained on the application
form of applicants who do not secure
employment will be used for HR
administrative purposes and retained for
up to 2 years from the date of application.
Rehabilitation of Offenders
If you are successful at interview you will be
made a conditional offer of appointment,
which will be subject to a number of pre-
employment checks. At this stage we will
supply you with a declaration form to declare
appropriate criminal convictions as defined
within the Rehabilitation of Offenders
(NI) Order (1978), this declaration, where
appropriate may also be subject to an Access
NI Basis Disclosure Check. All convictions
as defined within the Rehabilitation of
Offenders (Exceptions) Order (NI), as
amended, and the Safeguarding Vulnerable
Groups (Northern Ireland) Order 2007 (as
amended by the Protection of Freedoms Act
2012), will be subject to either an Access NI
Standard or Enhanced Disclosure Check, as
appropriate.
Full guidance and definitions are supplied
with these forms but applicants should be
aware of the existence of these forms and
the necessity to complete them as accurately
as possible. If you are concerned and would
like to seek further guidance then you are
advised to contact NIACRO (in confidence) on
028 9032 0157.
Access NI Checks
• As part of the overall employment/
recruitment decision making process,
Newry, Mourne and Down District
Council as a ‘Registered Body’ (RB) will,
undertake (as applicable) Access NI
checks through the HR Department
• Such checks will be carried out through
‘AccessNI’ which is part of central
government and operates under the
provisions of Part V of the Police Act 1997
• AccessNI enables organisations in
Northern Ireland to make more informed
recruitment decisions by providing
criminal history information about
anyone seeking paid or unpaid work in
certain defined areas, such as working
with children or vulnerable adults
• AccessNI was established by a joint
programme between the Northern
Ireland Office, the Department of Health,
Social Services and Public Safety, the
Department of Education and the Police
Service of Northern Ireland
• There are three levels of Disclosure, each
representing a different level of check;
Basic, Standard and Enhanced.
TheBasicDisclosure
Shows details of a person’s unspent criminal
record, individuals can apply for a basic check
TheStandardDisclosureCertificate
Shows details of a person’s full criminal
record and includes spent and unspent
convictions. Standard Disclosures are only
available for anyone in a position where the
post is exempt under the Rehabilitation of
Offenders (NI) (Exceptions) Order 1978 or for
professional occupations.
AnEnhancedDisclosure
Contains a copy of a person’s full criminal
history, spent and unspent convictions,
police information that might be relevant
to the position applied for and ought to be
disclosed and a check of the lists of those
prevented from working with children or
vulnerable adults.
Standard and Enhanced Disclosures are
completed jointly by the Applicant and
Newry, Mourne and Down District Council
before being sent to AccessNI.
Applicants can apply online and both the
Registered Body and Applicant can track
progress of their case online.
The Council will only seek Disclosure
information after a candidate has been
made a conditional offer of employment.
Once a disclosure certificate has been
received by Newry, Mourne and Down
District Council, the information provided
will be used to determine an applicant’s
suitability for the post for which they have
applied. Disclosure information will be held
www.newrymournedown.org 17
securely in lockable, non-portable storage
containers with access strictly controlled.
Following a recruitment decision, disclosure
information will be securely destroyed.
Newry, Mourne and Down District Council
adheres to the AccessNI Code of Practice. For
further information refer to www.dojni.gov.
uk/accessni.
Canvassing
Canvassing in any form, oral or written,
direct or indirect, will, if proven to the
satisfaction of the Council, disqualify a
candidate for appointment.
Completing the Application Form
The Application Form is in six sections,
details of which follow.
PERSONAL INFORMATION
NOT available to the panel (at shortlisting)
Contact details are required as specified.
SHORTLISTING CRITERIA
Available to the panel
Carefully read the question associated with
each criterion – only information contained
on this section of the form will be considered
by the shortlisting panel. Applicants must
clearly and exactly state how they meet each
essential / desirable criterion.
Where dates are asked for, they must be
given. If you are asked if you have 2 years’
experience, you must give the exact dates
when you gained this experience and where.
Only provide the relevant information in
response to each criterion.
Where qualifications or experience are
a requirement, they must have been
obtained by the closing date for receipt of
applications.
The panel will assess whether applicants
meet each criterion individually.
EssentialCriteria
The essential criteria and competencies are
factors that are considered necessary for
a post holder to have. The applicant must
meet all essential criteria to progress to
assessment / interview.
DesirableCriteria
The desirable criteria and competencies
describe the extra factors, which it is
preferable that an applicant holds.
Please note the panel may decide to shortlist
only applicants who meet both the essential
and desirable criteria, or only those who
meet the essential criteria.
EMPLOYMENT HISTORY
NOT available to the panel (at shortlisting)
Presentormostrecentemployment
Give details of the most recent employment,
including a summary of duties.
PreviousPosts
Give details of previous post starting with
the most recent.
PreviousDismissalfromtheCouncil
The Council will not consider applications
from previous Council employees who have
been dismissed for reasons of misconduct
from Down District Council, Newry &
Mourne District Council or Newry, Mourne
and Down District Council for a period of at
least 3 years from the date of dismissal.
ReasonsforGapsinEmployment
If there are gaps in your employment history,
please briefly provide reasons for these gaps.
EQUAL OPPORTUNITIES MONITORING
QUESTIONNAIRE
NOT available to the panel
CommitmenttoEqualityofOpportunity
Newry, Mourne and Down District Council
is an equal opportunity employer and is
committed to appointing the best person
for the job. Applicants will not receive less
favourable treatment on the ground of their
gender, including gender reassignment;
marital or civil partnership status; having
or not having dependants; religious
belief or political opinion; race (including
colour, nationality, ethnic or national
origins, being an Irish Traveller), disability,
sexual orientation or age. The Monitoring
Questionnaire asks for details of these
factors and will be used to provide statistics
for monitoring purposes and collate
information on disability.
Chief Executive Application Pack18
Confidentiality
To ensure the confidentiality of information,
the questionnaire has been given an
identifying number. Only the HR Monitoring
Officer will be able to identify this number.
The information on this form will not be
used in any part of the selection process.
DECLARATION
NOT available to the panel
It is up to the applicant to ensure that the
information that they give is accurate.
Applicants by signing their application
form (either manually or electronically) are
confirming that the information provided is
accurate.
AFTER THE APPLICATION HAS BEEN
SUBMITTED - WHAT HAPPENS?
AfterShortlisting
When the Recruitment Panel has completed
their shortlisting, all applicants will be
notified of the outcome.
Shortlisted applicants will be invited to an
assessment and/or an interview. We will
send you further information to help you at
this stage of the process. Please note that
your email address will be forwarded to the
Assessment Centre provider for the purposes
of administering the Assessment Centre.
Unsuccessful
If you have been unsuccessful at any stage
in the selection process you may, if you wish,
receive feedback on your applications and/or
performance.
AppointmentofReserveCandidates
The Council may appoint reserve candidates
in order of merit. This means that if the
successful candidate fails to take up the post
to which they were appointed, or a similar
vacancy arises within a specified period
from the date the interviews were held, the
post will be offered to the candidates on the
Reserve List in order of merit.
A ‘similar vacancy’ is defined as a post
with a similar job description and person
specification and on the same salary scale. It
does not include posts where the similarity
relates solely to the salary scale.
OfferofAppointment
A conditional offer of appointment will be
made subject to completion of satisfactory
pre-employment checks. Once satisfactorily
completed, a firm offer of appointment
will be made and a starting date agreed.
Appointees will have a set timeframe in
which to decide on the offer and to take up
post. If an offer is not accepted within the
set timeframe, the offer may be withdrawn.
Pre-employmentChecks
The following are examples of pre-
employment checks that will be carried out,
where applicable:
• Reference
• Medical*
• Qualifications**
• Criminal Declaration
• Driving Licence***
• Access NI
* Please note that the Council’s
Occupational Health provider, Health
Matters, will be provided with your email
address for the purposes of conducting
the Pre Employment Health Assessment.
** Evidence of original qualifications,
which were part of the Employee
Specification, must be provided to HR
before appointment is confirmed. Failure
to provide this evidence may result in an
offer being withdrawn.
*** Where driving is part of the post,
applicants will be asked to provide
original details of their driving licence
(both parts), insurance (if driving private
car) and complete a driver declaration. For
those posts that involve driving Council
vehicles, a DVA check will be completed
and the applicant will also undertake a
driver assessment.
ClosingDate
Applications received after the stated closing
date and time will not be accepted.
www.newrymournedown.org 19
Local GovernmentReform Information (RPA)
This information is designed to inform
you about a matter currently affecting
employment within Newry, Mourne and
Down District Council, known as Local
Government Reform.
It is important that you are aware of this
issue if you are considering applying for or
accepting a job within the Council.
Background
The Review of Public Administration (RPA)
was launched by the Northern Ireland
Executive in June 2002 with the remit
of reviewing the arrangements for the
accountability, development, administration
and delivery of public services in Northern
Ireland.
One element of RPA is Local Government
Reform under which Northern Ireland’s
26 District Councils amalgamated into 11
larger “super Councils”. The implementation
date of RPA was 1 April 2015 and on that
date Newry and Mourne District Council
and Down District Council merged to form
Newry, Mourne and Down District Council.
Organisational Design
The structure of the new organisation has
been designed and is being implemented;
however this is likely to take some time to
complete. As with all new organisations the
Council may need to make changes to the
design of the organisation in order to deliver
it’s services in the most efficient and cost-
effective way.
Job Descriptions
Whilst job descriptions are compiled for the
various functions within the organisation
it is expected that roles will evolve and
transform in line with on-going changes.
Employees will therefore be expected to be
flexible and adaptable to meet the changing
needs and requirements of the organisation,
and duties and responsibilities may vary
without changing the purpose of the job or
level of responsibility.
Contacts
If you have any queries in relation to this
document and wish to speak to a member
of the HR Department please call 0300 013
2233.
Chief Executive Application Pack20
Monday 3 June 2019, 12noonClosing date and time
Tuesday 4 June 2019First Shortlisting date
Monday 10 and Tuesday 11 June 2019Assessment CentreIt is anticipated that stage 1 of the selection process (assessment centre) for this position will be held on these dates. Candidates will be invited to attend on one date only.
Monday 17 June 2019Second Shortlisting date
Monday 24 June 2019InterviewIt is anticipated that stage 2 of the selection process (interview) for this position will be held on this date.
Employees/applicants are asked to note that the proposed
timetable for the recruitment or this post is as follows:
Other Information
Key Recruitment Dates
Key Newry, Mourne and Down District Council Corporate Publications
Corporate Plan 2015-2019
Community Plan
Financial Statement 2017/2018
Performance
This schedule above may change for operational reasons. The Council is
under no obligation to accommodate applicants who are not available
on scheduled selection dates; however, will endeavour to do so taking
account of business needs and operational requirements.
www.newrymournedown.org 21
Oifig an IúirNewry OfficeO’Hagan HouseMonaghan Row Newry BT35 8DJ
Ag freastal ar an Dún agus Ard Mhacha TheasServing Down and South Armagh
Oifig Dhún PádraigDownpatrick OfficeDownshire Civic CentreDownshire Estate, Ardglass Road Downpatrick BT30 6GQ
0300 013 2233 (Council)0300 200 7830 (Planning)[email protected] www.newrymournedown.org
/nmdcouncil
@nmdcouncil