Refuse and Cleansing Supervisor

General

The main Terms and Conditions of Employment relating to employment with Newry, Mourne and Down District Council (excluding Chief Officer and Chief Executive), are broadly based on the provisions of the National Joint Council for Local Government Services (The Green Book, referred to as ‘the Scheme’) and other locally negotiated agreements as adopted and amended by the 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 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.

Hours of Work

Please refer to the stated Terms and Conditions for the individual job. The post holder may be required 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

Hours of work are kept under review and may change in order to meet operational requirements, providing requisite notice.

Location and Transferability

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.

Increments

Progression within the salary band takes place annually until the maximum of the scale is reached.

Probationary Period

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.

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) Employees (excluding Chief Officer and Chief Executive) are entitled to 24 days annual leave on joining, increasing to 28 days after 5 years service and 31 days following completion of 10 years continuous service (based on a 36-hour week - pro rata to hours worked).

(iv) You are also entitled to 9 Public holidays (pro rata for temporary and part-time employees) and 4 Statutory holidays (based on a 36-hour week - pro rata to hours worked), as arranged by the Council.

Uniform/PPE

Where provided, the successful applicant will be required to wear the appropriate Council uniform/PPE at all times in the performance of Council duties.

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.

No 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 and vaping, which must not be used in Council premises (including vehicles) except in designated smoking areas.

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 reserve lists when making a decision on the 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. Where the offer of a post is declined by the candidate they will be retained on the reserve list to be considered for future vacant posts.

For internally trawled 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 shortlisting, 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.