Directorate of Neighbourhood Services
Seasonal Environmental Maintenance Worker
x 24 posts
Fixed term until 30 September 2011
£8.40 per hour x 36 hours = £302.40 per week
Job reference: CVP 38
Contents
1.
Letter from the Human Resources Manager
2.
The council’s vision and objectives
3.
Job description
4.
Person specification
5.
Conditions of service
6.
Pension contribution rates
7.
Information on exempted posts
8.
Equality and diversity sub groups
Dear Applicant
Post of Seasonal Environmental Maintenance Workers
This post is exempt from the provisions of the Rehabilitation of Offenders Act
which means you must provide details of any convictions (including those
which are ‘spent’), in addition to any cautions and bindovers orders that you
have received in the last 12 months.
Thank you for your enquiry about the post at Knowsley Metropolitan Borough
Council.
Please find enclosed further details about the post and an application form for you to
complete and return by the 25 February 2011. You can find out more about
Knowsley Council from our website at www.knowsley.gov.uk.
Interviews are likely to take place within two weeks of the closing date. If you have
not heard by then you should assume that your application has been unsuccessful. If
you would like receipt of your application to be acknowledged, please enclose a
stamped addressed envelope with your completed form.
The council places great importance on maintaining high levels of attendance at work
and all Directorates operate under well-established guidelines to monitor and control
absence. If you are successful at interview, the council will be seeking references
and your present or last employer will also be asked to give details of your sickness
and attendance record over the last three years.
If you require any assistance during the selection process due to a disability, please
contact us as soon as possible on telephone number 0151 443 3434. For example
you may need a sign language interpreter, require an accessible interview room, or
need help completing a written application (taped applications may be submitted by
prior agreement).
The council is working jointly with the trade unions to implement a fair and
equitable pay and grading structure in line with the 1997 Single Status
Agreement. This will be achieved by reviewing every post within the council
through the job evaluation exercise which is currently being conducted. All
posts are subject to the review and therefore advertised grades are provisional
and will not be confirmed until the outcome of this exercise. You should note
that you are applying for posts with the council on this basis.
You should return your application to: Knowsley Metropolitan Borough Council,
Directorate of Corporate Resources, Westmorland Road, Huyton, Merseyside, L36 9GL, or
by email to: recruitment@knowsley.gov.uk
I look forward to receiving your application and thank you for your interest in this
post.
Yours sincerely
Jaci Dick
Jaci Dick
Human Resources Manager
METROPOLITAN BOROUGH OF KNOWSLEY
JOB DESCRIPTION
POST TITLE:
Seasonal Environmental Maintenance Worker
(Level one)
GRADE:
SCP 14 - £8.40 per hour x 36 hours= £302.40 per week
DIRECTORATE:
Neighbourhood Services
SECTION:
Street Scene Services
ACCOUNTABLE TO:
Street Scene Services Team Leader
PURPOSE OF POST
To work as part of a team to provide a high quality environmental maintenance
service including both planned and reactive work for all aspects of grounds
maintenance and street cleansing works .Providing environmental maintenance of
the public highway, parks and open spaces including cemeteries and closed church
yards.
MAIN DUTIES AND RESPONSIBILITIES
Operational
1) To undertake all environmental maintenance tasks, either individually or as a
member of a team as identified within Street Scene Services operational plans, in
accordance with service standards.
2) To use the full range of operational plant and machinery including: grass cutting
pedestrian mowers, a full range of hand tools and powered self-propelled
horticultural and cleansing plant such as strimmers, chainsaws and blowers.
3) To carry out all aspects of maintenance of turf areas, horticultural displays,
including: general soil preparation, edging, strimming, minor arboriculture works,
pruning, hedge cutting, maintenance of ornamental beds and weed control.
4) To undertake all aspects of manual cleansing of public spaces to include litter
picking and hand sweeping detritus and removal of weed growth from pavements
and paths.
5) To carry out all aspects of maintenance associated with play equipment and
inspections and general maintenance within parks, open spaces, cemeteries and
sports grounds.
Service Quality and Performance
1) To ensure that all work undertaken on site is delivered to a high quality standard
as specified in the operational ISO 9001 processes. This will include on site
performance quality monitoring.
2) To report defects and to keep accurate work records and time sheets.
3) To support and participate in training and development activities as defined within
the Directorate’s Workforce Development Plan.
Health and Safety/Vehicle and Plant responsibilities
1) To ensure all tasks are undertake in a safe and proper manner so as to comply
with nationally agreed codes of practice relating to the job and KMBC codes of
practice and safe systems of work.
2) To adhere to all risk assessments and safe systems of work whilst undertaking
maintenance activities on site.
3) To report any plant associated equipment defects immediately to Fleet and
Logistics and to ensure that all day to day maintenance of plant and machinery
including; routine cleaning, maintenance and safety checks on associated plant
and equipment (e.g. oil, types, safety guards etc) at the beginning and the end of
the shift to ensure that they are presentable, safe to uses, fit for purpose and to
minimise downtime.
4) To wear the appropriate personal protective clothing and equipment at all times
and ensure that identify badges and proper uniforms are presented at all times.
Communications and Customer satisfaction
1) To report to the Street Scene Services Team Leader on all matters impacting on
work schedules to ensure that the operational team works productively to high
quality standards at all times.
Person specification
Post title
Directorate
Seasonal Environmental Maintenance Worker
Level One
Neighbourhood Services
Grade
SCP14
Section/team
Street Scene Services
THIS POST IS EXEMPT FROM THE PROVISIONS OF THE REHABILITATION OF OFFENDERS ACT – APPLICANTS MUST DISCLOSE ALL CRIMINAL
CONVICTIONS INCLUDING THOSE WHICH ARE ‘SPENT’, IN ADDITION TO ANY CAUTIONS AND BINDOVER ORDERS RECEIVED IN THE LAST 12
MONTHS
Criteria
Essential requirements
Skills, knowledge, experience etc
1.
Must have experience working within the environmental land based industry.
2.
Ability to work as part of a team or as an individual ensuring that all planned and routine tasks are
completed to a high quality standard with minimum supervision.
3.
Ability to undertake tasks to a high standard and ensure compliance with health and safety regulations,
customer care standards to deliver a high quality, efficient service.
Qualifications
4.
Preferably with an NVQ level 2 or above qualification in environmental maintenance, horticulture or other
land based industry discipline.
5.
Qualified to use the full range of operational plant and machinery.
6.
Must hold a full UK Driving Licence Category B, BE and willing to drive council vehicles and plant and
preferably also hold a category C1E licence.
Health and safety
7.
Ability to understand and comply with all health and safety risk assessments and safe systems of work
whilst undertaking maintenance activities on site.
Personal attributes and circumstances
* M.O.A
A, I
A, I
A, I
A,C
A, C
A
A, C
8.
9.
10.
11.
Hours of work will be based on a regular pattern, but there may be a requirement to work weekends or Bank
Holidays to provide the service as required.
Must be physically fit and able to work outdoors in all weather conditions.
Ability and willingness to travel both inside and outside the council area as required.
Must have the ability to communicate effectively with the members of the public, commercial customers
including bereaved, funeral directors, clergy, memorial masons and other service users.
Method of assessment (*M.O.A)
A = Application form
C = Certificate
P = Presentation
T = Test
Date
Approved by authorised manager
A, I
A, I,
A, I
A, I
E = Exercise
I = Interview
AC = Assessment centre
Designation
Where the post involves working with children, in addition to a candidate’s ability to perform the duties of the post, the
interview will also explore issues relating to safeguarding and promoting the welfare of children, including:
 Motivation to work with children and young people
 Ability to form and maintain appropriate relationships and personal boundaries with children and young people
 Emotional resilience in working with challenging behaviours
 Attitudes to use of authority and maintaining discipline
We have a positive attitude to the employment of disabled people and guarantee an interview to those who meet all the necessary
criteria of the person specification
Conditions of service
Directorate of Neighbourhood Services
Post
Seasonal Environmental Maintenance Worker
Grade
SCP 14
General
The conditions in the National Joint Council for Local
Authority Services (Green Book) will apply.
Hours of work
36 hours per week
Salary
£8.40 per hour x 36 hours= £302.40 per week
Basic annual leave
22 pro rata per annum
Medical
The successful applicant will be required to complete a
medical questionnaire and may also be required to undergo
a medical examination.
Training
The Council is a recognised ‘Investor in People’ and
encourages training and development for all employees.
Pension
You are automatically entered into the Local Government
Pension Scheme, unless you elect not to join. Employees
with contracts of employment of less than three months are
not eligible to join the scheme. Contributions rates are
dependant on salary as per the contribution rates shown
below.
Childcare vouchers
The Council is in partnership with a childcare voucher
provider which offers employees a salary sacrifice scheme.
Further details are available from Human Resources
Division
Disclosure
The post is subject to a Criminal Records Bureau check.
You must ensure that you complete Section 8 of the
application form. If you fail to do so your application will not
be considered. Having a criminal record will not necessarily
prevent you from being appointed to the post.
Pension contribution rates
With effect from 1 April 2008, contribution rates will be on a sliding scale based upon
a scheme member’s full time annual pensionable pay. Part time employees’
percentage contribution rates will be based upon the pro rata full time pensionable
pay.
From 1 April 2009, the new contribution rates will be as follows:
Table 1
Band
1
2
3
4
5
6
7
Pensionable pay range Contribution rate
£0 - £12,600
5.5%
£12,600.01 - £14,700
5.8%
£14,700.01 - £18,900
5.9%
£18,900.01 - £31,500
6.5%
£31,500.01 - £42,000
6.8%
£42,000.01 - £78,700
7.2%
More than £78,700
7.5%
From 1 April 2008 for those employees who were paying 5%, the changes to
contribution rates are as follows;
Table 2
Year commencing
1 April 2008
1 April 2009
1 April 2010
Contribution rate
5.25%
5.5%
6.5%
Exempted posts – Criminal Records Bureau (CRB) disclosure
Knowsley Metropolitan Borough Council aims to promote equality of opportunity for
all with the right mix of talent, skills and potential. We welcome applications from
diverse candidates.
Certain posts are subject to a Criminal Records Bureau check due to the nature of
the work being undertaken. All candidates who are successful at interview for one of
these posts will be asked to complete an application form for a ‘disclosure’ check by
the Criminal Records Bureau before the appointment is confirmed.
Whilst the council supports the rehabilitation of ex-offenders, it is obliged in the
recruitment of all employees to use an Exemption Order of the Rehabilitation of
Offenders Act 1974 in order to ensure safe recruitment to posts where working with
children, vulnerable adults or other positions of trust are involved. If you apply for a
post that is subject to a disclosure, you will be advised in the recruitment job pack.
Having a conviction or a record of some type of unacceptable behaviour would not
necessarily bar you from being appointed to the post as any decision to employ will
be considered on the individual circumstances of each case.
If you are in doubt about what you should declare, you can ask advice from a
member of the Human Resources Division 0151 443 3434.
Further information about the Criminal Records Bureau, including how information is
assessed in line with the Rehabilitation of Offenders Act 1974 can be found on their
website: www.crb.gov.uk
Safeguarding
Where the post involves working with children, in addition to a candidate’s ability to
perform the duties of the post, the interview will also explore issues relating to
safeguarding and promoting the welfare of children, including:




Motivation to work with children and young people
Ability to form and maintain appropriate relationships and personal boundaries
with children and young people
Emotional resilience in working with challenging behaviours
Attitudes to use of authority and maintaining discipline
Equality and Diversity sub groups
Knowsley Council has four established sub groups to support the equality and diversity
agenda, details below.
The groups are supported by the Corporate Equality and Diversity Manager, Paul Peng
who can be contacted on 443 3073.
Knowsley Black and Minority Workers’ Group (KBMWG)
The group's vision is to 'promote respect and value diverse cultures within Knowsley',
and they are committed to challenging all forms of discrimination, racial harassment and
bullying to promote race equality in employment and in the delivery of services. Through
development days, members of the KBMWG have established and discussed terms of
reference and decided on ways to be involved with the council corporately.
Knowsley Lesbian, Gay, Bisexual and Transgender Forum
The group aims to promote the council positively as an employer which is supportive of
the LGBT workforce, as well as promoting LGBT within the larger community.
It acts as a consultation forum on new and exiting policies and strategies and
participates within equality impact assessment processes with the view to improving
and influencing change. Through the group there is a robust and systematic process for
exchanging ideas, problem solving and information sharing, this then raises awareness
and reduces discrimination within the workplace.
Disability workers' group
This group meet to discuss issues surrounding disability within Knowsley. The council
recognises that people are disabled by society and not their impairment.
The group advises on all policy and procedure, whether related to employment or
service delivery for the council and the Primary Care Trust. They also provide a
networking opportunity across the groups to discuss common issues and link with
similar employee forums in other local authorities.
Women's operational workers’ group
The group's primary focus is the consideration of gender equality issues relative to
every aspect of employment and service delivery. As with the other groups, there will
be representation at the Directorate Implementation Group which then feeds into the
Corporate Equality and Diversity Strategy Group meetings. The advice and guidance
which this forum is anticipated to contribute will be a valuable asset to the Equality and
Diversity agenda of Knowsley Council, particularly as women make up 63.9% of the
total workforce.
Equality and diversity information is available to view on
http://www.knowsley.gov.uk/your-council/equality-and-diversity.aspx
Multi Faith and Belief Group (MFAB)
MFAB supports the Government’s equality and diversity agenda.
We value and promote respect for people of different faiths and beliefs within the
council, our partners, including Merseyside Police, local churches and wider
community.
We influence policy and operational activities from the perspective of faith and belief.
Our intention is to:
 strengthen good interfaith relations at all levels;
 increase awareness of the different and distinct faith communities;
 celebrate and build on the contribution that faith groups make to
neighbourhoods and to the wider community; and
 encourage acceptance and understanding between people of religious and
non religious belief