Rewards and benefits - Christchurch Borough Council

Conditions of appointment

Apart from posts at head of service level and above, all appointments will be subject to the scheme of conditions of service of the National Joint Council for Local Government Services, as adopted by the council. Other local conditions of service may be determined by the council from time to time.

Contracts of employment

In accordance with the Employment Rights Act 1996, contracts of employment will be in writing.

Annual leave

The minimum annual leave entitlement is 20 days, increasing on a grade and service entitlement basis to a maximum of 29 days after ten years' service. In addition to statutory and general national holidays, staff are entitled to two extra statutory days.

Hours of work

The basic working week for full time employees is 37 hours, part-time hours are as advertised.
A system of flexible working hours is in operation for some employees. The normal office hours are from 8.45am to 5.15pm, Mondays to Thursdays and 8.45am to 4.45pm on Fridays normally with one hour for lunch daily. Some employees will be required to work outside their normal officer hours, depending on the service they are providing.

Salary scales and increments

Normally, starting salary is determined according to qualifications and experience. Progression through the pay scale is by means of annual increments, subject to satisfactory service. If you start between 1 April and 30 September, you will receive your first incremental increase on next 1 April. If you start between 1 October and 31 March you will receive your first increment after 6 months. Salary scales are reviewed nationally each April.

Payment of salary

Salary will be paid monthly by bank credit transfer. The transfer will take place on the twenty-first of each month except where such falls upon a weekend or bank / public holiday, whereupon payment will be advanced to the last preceding working day. A weekly payroll is available for some posts, again on a credit transfer basis, but there are plans for this to be phased out within the next one to two years.

Pension Scheme

Generally speaking, if employees have a contract of three months or more, membership of the scheme is automatic. You must complete an opt-out form if you do not wish to join.

The rate of contribution depends upon pay bands and ranges from 5.5% to 7.5% of salary. In some cases it is possible to arrange for transfer value payments from other pension schemes to the Dorset County Pension Fund.

Relocation scheme

In appropriate circumstances the council offers a scheme to contribute towards the relocation expenses of new employees.

Car user

Some posts require the use of a car on either an occasional or frequent basis. For those employed in such posts, casual and essential car user allowances will be available.

Car loans

Subject to individual circumstances staff are eligible to apply for a loan to assist the purchase of a car.

Health and safety

The council aims to ensure a safe working environment for all its employees through the implementation and monitoring of its health and safety policy, providing training and guidance for safe working practices where appropriate.

Occupational health and well-being

In recognition of the benefits of a health conscious workforce, the council offers staff reduced rate membership of our Two Riversmeet Leisure Centre which boasts the latest cardiovascular exercise equipment, a competition-sized swimming pool, exercise classes, squash courts and a par three golf course.

There is also the opportunity to attend, on a self referral basis, the monthly clinic run by our occupational health nurse. This allows for the confidential discussion of any health concerns and the undertaking of blood pressure and cholesterol checks etc.

Finally it is worth noting the availability of our various on site therapy treatments, for example: aromatherapy, massage and chiropody. Although these are provided on a self funded basis and are to be undertaken outside of working time, the fact that they are available on site means that they are very popular amongst staff and advance booking is essential.

Eye tests

Staff who use a visual display unit (VDU) screen for a substantial part of their working day will be eligible to receive a Specsavers Voucher entitling them to receive an annual eye test and the provision of glasses if required solely for VDU use.

Reimbursement of Professional Fees

Staff are eligible to be considered for reimbursement of the fees on the on the following basis:

Departmental directors 100%
All other staff 50%

If staff are required to become a member of a professional body in order to pursue a course of study, they will be entitled to receive a 100% reimbursement.

Trade union membership

The council fully supports the principle of collective bargaining and believes in solving industrial relations issues by discussion and agreement. All employees are encouraged to be a member of a trade union although the council equally supports the individual right of choice in such matters. The council recognises both UNISON and GMB as their trade union partners.


Dorset jobs Council jobs My jobs account Living in Dorset Working for us How to apply Learning and development Rewards and benefits Christchurch Borough Council Dorset County Council East Dorset District Council North Dorset District Council West Dorset District Council Equality and diversity --- Subscribe to our jobs feeds (opens in a new window) What are jobs feeds? --- Text size: A A A --- Dorset jobs from planning to teaching and social services to environmental experts. Be alerted to new jobs in Dorset by signing up to emails or our news feed.	Rewards and benefits - Christchurch Borough Council Conditions of appointment Apart from posts at head of service level and above, all appointments will be subject to the scheme of conditions of service of the National Joint Council for Local Government Services, as adopted by the council. Other local conditions of service may be determined by the council from time to time. Contracts of employment In accordance with the Employment Rights Act 1996, contracts of employment will be in writing. Annual leave The minimum annual leave entitlement is 20 days, increasing on a grade and service entitlement basis to a maximum of 29 days after ten years' service. In addition to statutory and general national holidays, staff are entitled to two extra statutory days. Hours of work The basic working week for full time employees is 37 hours, part-time hours are as advertised. A system of flexible working hours is in operation for some employees. The normal office hours are from 8.45am to 5.15pm, Mondays to Thursdays and 8.45am to 4.45pm on Fridays normally with one hour for lunch daily. Some employees will be required to work outside their normal officer hours, depending on the service they are providing. Salary scales and increments Normally, starting salary is determined according to qualifications and experience. Progression through the pay scale is by means of annual increments, subject to satisfactory service. If you start between 1 April and 30 September, you will receive your first incremental increase on next 1 April. If you start between 1 October and 31 March you will receive your first increment after 6 months. Salary scales are reviewed nationally each April. Payment of salary Salary will be paid monthly by bank credit transfer. The transfer will take place on the twenty-first of each month except where such falls upon a weekend or bank / public holiday, whereupon payment will be advanced to the last preceding working day. A weekly payroll is available for some posts, again on a credit transfer basis, but there are plans for this to be phased out within the next one to two years. Pension Scheme Generally speaking, if employees have a contract of three months or more, membership of the scheme is automatic. You must complete an opt-out form if you do not wish to join. The rate of contribution depends upon pay bands and ranges from 5.5% to 7.5% of salary. In some cases it is possible to arrange for transfer value payments from other pension schemes to the Dorset County Pension Fund. Relocation scheme In appropriate circumstances the council offers a scheme to contribute towards the relocation expenses of new employees. Car user Some posts require the use of a car on either an occasional or frequent basis. For those employed in such posts, casual and essential car user allowances will be available. Car loans Subject to individual circumstances staff are eligible to apply for a loan to assist the purchase of a car. Health and safety The council aims to ensure a safe working environment for all its employees through the implementation and monitoring of its health and safety policy, providing training and guidance for safe working practices where appropriate. Occupational health and well-being In recognition of the benefits of a health conscious workforce, the council offers staff reduced rate membership of our Two Riversmeet Leisure Centre which boasts the latest cardiovascular exercise equipment, a competition-sized swimming pool, exercise classes, squash courts and a par three golf course. There is also the opportunity to attend, on a self referral basis, the monthly clinic run by our occupational health nurse. This allows for the confidential discussion of any health concerns and the undertaking of blood pressure and cholesterol checks etc. Finally it is worth noting the availability of our various on site therapy treatments, for example: aromatherapy, massage and chiropody. Although these are provided on a self funded basis and are to be undertaken outside of working time, the fact that they are available on site means that they are very popular amongst staff and advance booking is essential. Eye tests Staff who use a visual display unit (VDU) screen for a substantial part of their working day will be eligible to receive a Specsavers Voucher entitling them to receive an annual eye test and the provision of glasses if required solely for VDU use. Reimbursement of Professional Fees Staff are eligible to be considered for reimbursement of the fees on the on the following basis: Departmental directors 100% All other staff 50% If staff are required to become a member of a professional body in order to pursue a course of study, they will be entitled to receive a 100% reimbursement. Trade union membership The council fully supports the principle of collective bargaining and believes in solving industrial relations issues by discussion and agreement. All employees are encouraged to be a member of a trade union although the council equally supports the individual right of choice in such matters. The council recognises both UNISON and GMB as their trade union partners.

Dorset jobs