General information about the Council
The City of Bradford Metropolitan District Council covers the communities of Baildon, Bingley, Bradford, Denholme, Haworth, Ilkley, Keighley, Shipley, Silsden, Queensbury and surrounding areas.
It serves a population approaching 522,000 and employs about 18,577 people, including schools based staff. In terms of population, it is the fourth largest Metropolitan District Council in the country.
There is a wide range of jobs within the Local Authority, from the higher levels of management to professional workers, administrative and clerical support staff, teachers, lecturers, social workers and craft and manual workers. Much of our work involves close contact with the public and there are many opportunities for employees to take an active interest in community-based initiatives. The services in many of the Departments are becoming increasingly devolved to a local level in order to respond more effectively to community needs.
The aim of the City of Bradford Metropolitan District Council is to become an employer who offers genuine equal opportunities to people looking for work, and which does not unfairly discriminate against any sections of society in its recruitment and selection.
Council services are provided from a number of Departments and the employees of these Departments are based at various buildings throughout the City of Bradford Metropolitan District Council area and provide a wide range of services to the community. The District priorities are regenerating our City Centre and driving economic growth, raising educational attainment and supporting our children & young people to reach their full potential, and developing our skills base to equip people with skills for work.
Those services are paid for by the people of the Bradford District and are overseen by the elected representatives (Councillors) who lay down the Council’s policies and ensure that it provides services on behalf of the people of our district.
Equal Rights Statement
Bradford Council is committed to the principles of:
- Creating a fair and inclusive society
- Promoting equal rights and the benefits of diversity and
- Eliminating all forms of unlawful discrimination, inequality, exclusion, victimisation, harassment and bullying.
The Council’s Equality and Diversity strategy (2010 - 2013) outlines how we propose to develop and promote equality and diversity within the Council and across the district. The strategy set out the key priorities which were agreed after consultation:
- Promoting Positive Attitudes
- Participation and Inclusion – Working Together
- Access to Information
- Access to Services
- Employment and Training
To meet our equality duties we will regularly review the strategy.
Equality Act (2010)
As an equal rights employer we are committed to providing equality of access to employment and to development opportunities for people from all parts of the community. We particularly encourage applications from disabled people who are under-represented amongst our employees.
See below for information on the definition of disability , reasonable adjustments, guaranteed interview, alternative formats, rehabilitation of offenders, policy on employment of people with a criminal record etc
When you commence employment with the Council, you will immediately become a member of the West Yorkshire Pension Fund although under current regulations it is possible to opt out within the first three months.
You may be able to claim travel and subsistence expenses incurred. Please discuss with the recruiting manager.
Trade Union Membership
This Council supports the principle that all employees should be encouraged to be members of an appropriate trade union recognised for the purpose of negotiation and consultation.
Definition of Disability
Section 1 of the DDA defines a ‘disabled person’ for the purpose of the Act as a person who has a ‘disability’ if he or she has a physical or mental impairment which has a substantial and long-term adverse effect on her or his ability to carry out normal day-to-day activities.
Physical Impairments: This includes for instance, a weakening of part of the body (eyes, ears, limbs, internal organs etc.) caused through illness, by accident or congenitally. Examples would be blindness, deafness, paralysis of a leg, heart disease, diabetes, epilepsy etc.
Mental Impairments: This includes a clinically well recognised mental illness and what is commonly known as a learning disability.
Substantial: Put simply, this means the effect of the physical or mental impairment on ability to carry out normal day-to-day activities is more than minor or trivial. It does not have to be a severe effect.
Long term adverse effect: The effect has to have lasted, or be likely to last, overall for at least 12 months and the effect must be a detrimental one.
A person with a life expectancy of less than 12 months is also covered.
To support our aim of removing barriers to employment for disabled people we are committed to making any necessary reasonable adjustments. These adjustments may include modifying the selection process, the job role or the working environment. To assist us in planning to accommodate your individual needs (if any); it would be helpful if your application could be supplemented by any information you may wish to provide about your needs. This information will be treated as confidential within the recruitment process and will be used solely with your consent, for the purpose of enabling selectors (and our Occupational Health Unit if appropriate) to make a fair assessment of your capabilities.
It is the Council's policy to guarantee interviews for candidates with a disability who meet the shortlisting requirement for disabled applicants by providing evidence of meeting all of the key competencies only detailed in the job profile, ie not any additional ones, taking into account any reasonable adjustments that may need to be made. As we wish to ensure that disabled applicant's needs are taken into account during the selection process, all candidates will be asked, at interview, questions relating to any disabilities they may have which are relevant to the requirements of the post.
Further advice and alternative formats
If you need further advice or assistance in order to complete your application form, or if you would like it in a different format i.e. Braille, tape, disc or large print, please contact the Department of Business Support - Human Resources or the school where you obtained the application form.
Rehabilitation of Offenders/Protection of Children and Vulnerable Adults
Certain positions within the Council, particularly posts within the Department of Children & Young People and Adults and Community Service are exempt from the Rehabilitation of Offenders Act, and in addition some are subject to provisions concerning the protection of children and vulnerable adults.
In these circumstances, failure to disclose any previous convictions could result in dismissal or disciplinary action by the Council. Any information given will be treated as confidential and will only be used in relation to the particular post applied for. You should note, however, that the information you have provided to us will be checked with the Police, since we have a legal duty to protect our client groups when making appointments in certain defined areas – this is known as a disclosure check.
Policy on the employment of people with a criminal record
Bradford Metropolitan District Council is committed to recruiting effectively and fairly, selecting candidates on the basis of their competencies, qualifications if required and experience.
Good recruitment and vetting requires attention to all pre-employment checks including written references, identity and qualification checks, full employment history, and where an assessment of risk has indicated this is necessary, Criminal Records Bureau disclosures known as CRB checks. For providers of services inspected by the Commission for Social Care Inspection (CSCI) the checks are a legal requirement.
As an organisation using the Criminal Records Bureau Disclosure Service to assist in making safer recruitment decisions, the Council will comply with the CRB Code of Practice. See the Home Office website
Employment decisions will therefore be made on a post by post basis and taking into account the specific nature and relevance of convictions disclosed. The Council undertakes not to discriminate unfairly on the basis of information revealed.
However, at all times, the Council's highest priority will be the protection of children and vulnerable adults and of the Council's resources. Recruitment Managers will be rigorous in their assessment of those seeking positions of trust.
The Council will ensure that applicants for positions where a disclosure is required are made aware of this.
At interview or on a separate occasion, the Council will discuss with the applicant any information revealed in the check before deciding whether to proceed with the appointment. Failure to reveal or attempts to conceal convictions or other relevant information, or failure to co-operate with the discussions is likely to lead to the Council withdrawing an offer or not pursuing the application further.
For employees, a failure to reveal or attempt to conceal a conviction or other relevant information is likely to lead to dismissal.
The Council will ensure recruiting Managers are given guidance on making decisions in respect of CRB disclosures, covering both the level at which the decision can be made and criteria for decision making.
The Council undertakes to keep criminal record checks secure and accessed only by those making recruitment decisions. Information will be securely destroyed once no longer needed, in line with the CRB Code of Practice, except in services regulated by the Commission for Social Care Inspection (CSCI) where CSCI guidance will be followed.
Immigration, Asylum & Nationality Act 2006
This legislation was brought in by the Government to ensure that employees have the legal right to work in the UK and all shortlisted applicants will be asked to produce documented proof. This will normally be your official National Insurance number or some other similar evidence.
The council is concerned to ensure that good practice is followed throughout the recruitment process and the best person gets the job. We have a formal policy on dealing with recruitment complaints. Occasionally, however, candidates may consider that their application has not been dealt with fairly and that the standards and values of our recruitment process have not been followed.
All candidates can ask for feedback about any decision and if the explanation for non-selection does not satisfy you, then you should complain in writing to:
The Department of Business Support
Bradford, BD1 1HX.