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Working at New Forest District Council

"Employees are our greatest assets", you hear this said all the time, but at NFDC we continuously strive to help people do their best by valuing their contributions and listening to what they've got to say about the work they do and by providing a healthy, work environment with positive management support for all of our 1500 employees.
The Council is also committed to actively supporting good employee relations and has in place collective arrangements for employee consultation and bargaining. At present the Council formally recognises three trade unions; UNITE, GMB and UNISON. There are many benefits to joining a trade union and employees are encouraged to discuss this with the appropriate trade union representative upon joining the Council.

Equality of opportunity in employment
This Council seeks to ensure that all employees, irrespective of their age, disability, ethnic, cultural or religious background, gender, marital status or sexual orientation, have equal access to, and quality of, opportunity and equality of status.

Learning and development
The Council strongly promotes continuous learning and development for all its employees. There is a dedicated learning and development site on our intranet as well as a full time ICT trainer to help, support and develop learning. We also run a range of accredited courses in Management Development, ICT and NVQs and all employees are encouraged to participate.

The Council will also pay professional subscription fees if they are a required part of your role.

Appraisals - Performance and development interview
All employees have a formal annual appraisal with their line manager. This process is designed to agree objectives for the coming year, review the previous year and discuss performance and learning and development needs.

Flexible working
The Council recognises the importance of maintaining a healthy work-life balance and strives hard to accommodate the different needs of employees. The Council operates a flexible-working scheme that allows employees to change their start and finish times. All arrangements for flexible working must be agreed with the line manager and in line with the needs of the service. Flexible working is not available to some employees for operational reasons.

Family friendly policies
The Council has a number of family friendly policies that are designed to help employees with families and caring responsibilities with work responsibilities. We have introduced a childcare voucher scheme in conjunction with 'Edenred' which enables employees to access a tax-free portion of their salary in exchange for the vouchers.

Pay
Salaries are paid on 20th of each month for the whole of that month by credit transfer to your bank account. Where the 20th is a weekend or bank holiday the credit transfer will occur on the previous working day. Annual pay awards are determined by the Council under the national pay bargaining arrangements.

Pension Scheme
The Local Government Pension Scheme is available to all employees. There is a variable contribution rate (see table below).
Contributions for part time employees are based on the equivalent of working full time (37 hours) for 52 weeks.
Contributions for term time only employees are based on the equivalent of working full time (37 hours) for 39 weeks.

Actual pensionable pay for an employmentContribution rate for that employment
 Main Section50/50 Section
Up to £13,6005.5%2.75%
£13,601 - £21,2005.8%2.9%
£21,201 - £34,4006.5%3.25%
£34,401 - £43,5006.8%3.4%
£43,501 - £60,7008.5%4.25%
£60,701 - £86,0009.9%4.95%
£86,000 - £101,20010.5%5.25%
£101,201 - £151,80011.4%5.7%
£151,801 or more12.5%6.25%

Annual Leave
Annual leave entitlement is increased by five days (pro rata for part time employees) when an employee reaches five years' continuous service with one or more local authority (this also includes some other public service employers).

Employee assistance programme
As part of our commitment to the well being of employees, all employees have access to a free and confidential 24 hour help line. This service provides unlimited support, advice and information to help deal with any personal difficulties employees may be experiencing, including:

  • Emotional/Personal
  • Legal
  • Tax
  • Financial
  • Marital/Family
  • Work/Career

Bullying and harassment policy
The Council is committed to a policy whereby all employees have the right to be treated with dignity and respect, therefore any form of harassment at the workplace is not acceptable. The aim of the Council's policy is to ensure that every employee understands that they have the right not to be harassed (physically, sexually, emotionally or any other form of harassment) and the right to complain about it, should it occur. Employees are encouraged to bring any instances of bullying and harassment, whether directly affecting them or not, to the attention of their manager or Human Resources.

Car allowances and loans
The holders of certain posts are paid an essential car user allowance. The granting of these allowances is based on the notes set out in the National Conditions of Service.
Car loans are available to essential car users. An existing loan may be transferred from a previous authority, subject to an agreement to accept the conditions for loans applied by this authority.

Developing Your Career
The Human Resources team are committed to raising the profile of careers within Local Government to capture the enthusiasm and interest of school aged children in making educational choices which could lead to a career within the various fields that Local Government cover, helping to secure the Council's success into the future.

Updated: 31 Aug 2016
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