Flexible hiring and flexible working

Statement:

Our support of flexible hiring increases the range of talented people able to apply for work with us which in turn helps us build a high-quality, engaged workforce to deliver the best services to our residents and customers. 

Our commitment to you:

This post is considered potentially suitable for flexible working arrangements. What this means practically is described below.  If you do wish to propose working arrangements that are “non-standard” you should include details of these in a covering letter.  Although the business needs of the Council may mean that it is not possible to agree to the change in working arrangements that you propose, our commitment to you is that the manager responsible for the service will work with you to try to identify a workable arrangement. 

Practical measures:

The range of flexible working arrangement might include, but not be limited to:

• Job share
• Part time work below the hours advertised
• Flexible hours of work beyond the normal flexitime scheme (annualised hours, week on/week off etc.)
• Working outside traditional working days or hours.
• Non-standard work patterns including term-time working etc.
• Working from home or remote location for all or some of the week 

 Not all of these may be suitable for this particular vacancy and this list is given as example only.

 Additional flexibility:

The Council’s general support of flexible working arrangements whenever possible is in addition to the recognised duty to consider reasonable adaptations to working practice or work environment that might arise due to an applicant’s or an employee’s disability.  If the need to make adjustment arises from a disability you are not expected to detail this at an application stage but only once a job offer is made. If you require particular adaptation to the application or interview process, you should make this known so that appropriate arrangements can be put into place.