For our latest vacancies, please use the links at the side of this page. If no job links appear, that means there are no current vacancies, so please check back at a later date.
The Council is fully committed to equality, diversity and inclusion in our recruitment, and in our workplace. We aim to have a workforce that reflects the diversity in our communities and we welcome applications from all parts of the community.
We are positive about disabled people, and we follow JobCentre Plus guidance and use the ‘two ticks’ disability symbol to highlight that we make five commitments regarding recruitment, training, retention, consultation and disability awareness. Further information on these commitments can be found on the GOV.UK website.
Why work for us?
Flexitime and home working
- We believe you work best when you have work/life balance. Flexible working is available to most of our staff which enables them to choose their hours of work between 7.00 am and 7.00 pm. Alternatively, if appropriate to the duties of the post and with managerial agreement, staff may work either most or some of their time at home.
- As a staff member you are automatically enrolled in our employee benefits scheme, which offers discounts on a wide range of purchases including electronics, holidays and shopping.
Health and well-being
- The Council takes mental and physical health very seriously, and provides a free, fully confidential counselling service, which is available 24/7 for you and members of your immediate family. An Occupational Health Adviser is available for appointments, if necessary.
- There are several not-for-profit health schemes administered by the Council for all employees, offering significant benefits on various forms of medical treatment.
- Discounts are available for Ryedale staff at the two swimming pools in Malton and Pickering. From time to time, other health practitioners offer services at Ryedale House, such as massage, yoga and pilates.
- If you like to cycle, you can take advantage of our cycle to work scheme for discounts on cycles and cycling equipment.
- Our staff Well-being Group runs a number of well-being campaigns and social activities for staff members throughout the year which are open to all staff.
There are a number of policies at the Council designed to help families balance work and domestic commitments. They include:
- Maternity leave, paternity/maternity support leave, parental leave, and the right to request an amended working pattern
- We use Computershare Ltd to provide childcare vouchers for all staff paying National Insurance who pay for childcare. These vouchers provide a significant discount on almost all childcare costs.
Local Government Pension Scheme
The Local Government Pension Scheme is a statutory, funded, “career average” pension scheme. It provides:
- Flexibility from age 55 to 75 when you can take your pension
- Flexibility about the amount you pay to be a member of the scheme
- Extra cover including a lump sum payment of three times your annual pensionable pay if you die whilst an active member of LGPS
Learning and development
Staff at all levels are encouraged to learn and develop. This is made possible through things like mentoring programmes, development centres, secondments and internal and external training courses. Longer term professional training courses are also often financed and encouraged.
We offer a generous annual leave entitlement, depending on length of local government service. For most full-time roles, annual leave starts at 25 days per year, rising to 30 days after five years’ service.
Recognised trade union
We recognise the trade union UNISON which represents staff, and offers local and national benefits to members.
Making an application and the selection process
For each job advertised we will provide a job description (which sets out what you will do) and a person specification (which sets out the essential and desirable skills, experience and knowledge you will need to succeed in the role). Additional information may be provided for some roles. Wherever possible we will state the dates for interviews or assessment dates so that you can plan for these if your application proceeds.
For most jobs at the Council you will be required to complete an application form including details of your education and experience, and a statement where you can set out your suitability for the role. Please make sure you use the application form to evidence the essential and desirable criteria set out in the person specification for the role. To be selected for the next stage of the process you will need to demonstrate that you meet all the essential criteria. Desirable criteria may also be used to narrow the selection.
Please be aware that the Council only accepts applications to current vacancies. We can’t accept any speculative applications. Due to the number of applications we receive, we don’t usually let you know when we’ve received your application. If you’re shortlisted, we will let you know our selection process as soon as possible.
After the closing date, your application will be anonymously and individually assessed by the recruitment panel. Shortlisted candidates will be asked to attend an interview (in person or online) and, in some cases, take part in assessment activities.
The application form asks if you have a disability, and whether you require us to make any arrangements or adjustments for the interview. Please do not hesitate to let us know if there is any way we can support you.
We welcome anyone interested to apply for our current vacancies. However, due to the number of applications we receive, please be aware that we can’t always offer feedback to applicants who are not invited for an interview.
Data protection in recruitment
Any personal information supplied to us in job applications will be used only for its intended purpose – for recruitment and selection.
- Successful candidates’ applications will be kept throughout their employment
- All other applicants’ information will be destroyed six months from receipt
- Information received via equal opportunities forms will be used for monitoring purposes only and also destroyed six months after receipt