In this section you will find information on filling a vacancy, safe recruitment practice, the Disclosure and Barring Service, preparing for a new starter and welcoming them to the authority.
PLEASE NOTE: From 23rd October 2023, there is a recruitment freeze in place, as agreed by SLT, on all roles which don't meet the agreed criteria:
- There is a legal and statuatory requirement for the role.
- There is a Regulatory requirement for the role.
- There is a Health and Safety requirement, including possible risk to life, for the role.
- There is time limited funding attached to the role and failure to progress would result in loss of funding.
- There are savings targets dependant on the role being appointed to deliver and failure to progress would result in risk to savings delivery.
- The role is vital to supporting the council deliver its Transformation agenda.
Please find the internal communications message, along with FAQs here: Recruitment Freeze Communications and FAQs
If you have any further questions, please speak to your Service Manager or Assistant Director in the first instance.
This link provides information about the new recruitment process and outlines the steps that need to be followed in order to recruit into Cumberland Council.
Please find the link to the Recruitment Process for Cumberland Council here: Recruitment Process
Covid-19 Recruitment Guidance
Interim Recruitment Guidance without DBS (DOC 238KB)
The recruitment, appointment and induction procedure (DOC 239KB) should be applied when dealing with vacancies and appointments.
The guidance and templates (PDF 711KB) provide more detailed background information and factors to be taken into account when recruiting and making appointment decisions.
This procedure and guidance should be used in conjunction with the recruitment, appointment and induction policy (PDF 219KB) along with the process map (coming soon).
The Council also has a Guaranteed Interview Scheme (PDF 165KB) for Veterans where an applicant meets the criteria set out in the HR procedure and for external appointments only.
If an applicant has previously been employed within the Fire and Rescue Service and is in receipt of a pension, the Reengagement and Abatement Policy should be referred to.
Retirement, Re-engagement and Abatement - Fire Service (DOC 258KB)
This charter sets out the County Council's approach to the recruitment of volunteers and our commitment to both them and the professional staff within the service. This charter also sets out the expectations of the Council in terms of the role of volunteers to supplement and complement the delivery of council services, how they will be supported and the responsibilities of all parties.
Cumbria County Council is committed to safeguarding and promoting the welfare of children and vulnerable adults and expects all employees, volunteers and the Externally Provided Workforce (EPWs) to share this commitment.
The safer employment pages provide information relating to
• Safe and fair recruitment,
• The Disclosure and Barring Service (DBS)
• Safer employment and;
• Matters arising due to criminal convictions, cautions, or an individual's actions that may be the subject of a police investigation.
Suitability of Ex-Offenders
Safer Employment pages(DOC 355KB)
All reference requests should be sent to the HR Admin team. The HR Admin team will provide an employment reference as required.
You can request a reference from the HR Admin team via the HR, Payroll and Recruitment Administration portal
Information and guidance relating to the alternative employment programme.
An internal transfer is where an employee is appointed to a new job within the council on a fixed term or permanent basis. For more information, contact your People Management Service.
A secondment is where an individual (the 'secondee') transfers on a fixed term basis, for a specific purpose, either
• into the council from another organisation ('inward' secondment)
or
• out of the council to another organisation ('outward' secondment)
For more information refer to the secondment guidance(DOC 344KB).
Continuous service on transfer back to the council (PDF 224KB) explains how your continuous service is affected if you transfer out of the council to work for another organisation and then transfer back.
The Career Grade Scheme is available to Managers to support the recruitment and retention of appropriately skilled staff where jobs are hard to fill or to enable the transition for Apprentices or a person engaged through an agency / consultancy (Externally Provided Workforce) into employment with the Council. There are key principles detailed in the Scheme which must be followed and the employee is expected to commit to working for the council for a minimum of 3 years after successfully achieving the required standards in the full role. The manager must obtain approval and ensure that the appropriate training (including qualification training if applicable) and other support is available before progressing with a career grade.
Relocation expenses may be paid to new or transferred employees were they meet the eligibility criteria.
Relocation Assistance Scheme(DOC 288KB)
Application and Authorisation Form(DOC 21KB)
Relocation Expenses Claim Form - This form will now be completed through MyHR
All external appointments will be subject to a six month probationary period irrespective of any previous continuous service.
A market supplement is an additional payment that enhances a basic salary. It can only be applied where there is evidence that the post cannot be filled or occupied at the current rate of pay.
Casual workers are workers as opposed to employees. This means that they have a limited set of employment rights. The document below provides guidance on the use and management of casual workers.
The Council uses third party providers - employment agencies - to engage agency workers, interims, self-employed consultants or contractors (the 'Externally Provided Workforce', EPW). The document below provides interim guidance for managers on how to engage these individuals in line with procurement and employment legislation and the Council's rules and procedures.
Link to: Externally provided workforce guidance (DOC 724KB)
Link to: Externally provided workforce Business Case (DOC 220KB)
For each new or extended EPW's the manager must complete an IR35 assessment to determine how and when their tax and NI contributions are paid. Please see the guidance below for further details:-
Link to: Externally Provided Workers IR35 Guidance (DOC240KB)
What is Settled Status?
Settled Status is a legal status for EU and EEA citizens that means you can continue Iiving in the UK after Brexit. If you are an EU or EEA citizen currently living in the UK, you can apply for Settled Status.
How do I apply for Settled Status?
Please see the guidance below.
Process for applying for Settled Status (PDF 80KB)
To find further information on the process and the application form please visit the GOV website.
Or download the EU settlement status application app (please note this must be done on an android phone)
EU Exit: ID Document Check App
For more information, contact your People Management Service.
If you have a non-UK licence you can continue to drive under your current licence if you are from Northern Ireland, European Union or European Economic Area countries.
Please see the GOV website for further information.
If your vehicle is not insured in the UK, but is insured in a country that is a member of the green card system, then you will need to contact your insurer for a 'green card'.
If your vehicle is insured in a country outside of the green card system you will need UK insurance.
To check the list of "Green Card" countries please visit the Council of Bureaux website.
