You are advised to read the following notes carefully as, unless other preselection techniques are
used, the decision to shortlist you for interview will be based solely on the information you
provide in your application. These notes are designed to help you complete your application as
thoroughly as possible and any information you provide will be treated as confidential.
Applicants with Disabilities
A disability or health problem does not preclude prospective applicants from consideration for a job,
and applications are encouraged from people with disabilities. Applicants with disabilities whose
impairment prevents them from carrying out any aspects of a post are still encouraged to apply,
since it may be possible to change the duties of a post, or make reasonable adjustments. There is
provision for information to be provided in large print and braille, or on tape. For posts carrying
an essential car user allowance, alternative arrangements can be made for people whose disability
prevents them from driving.
For further information, please see the Disability Confident and interview scheme document.
Completing your application
Make sure that you carefully read the application instructions. Ensure the information you provide is
accurate. Applicants who conceal or misrepresent relevant information at any stage during the
recruitment process are liable to be disqualified.
Explanation of the method of assessment
- Please note that applicants will only be shortlisted if they demonstrate on their Application
that they meet the essential requirements of the Employee Specification. You must give evidence
that shows how you meet the specification. If the specification states “able to use initiative
and work unsupervised”, it will not be sufficient to write “I can work unsupervised and show
initiative”. You must quote examples from your work/life which demonstrate these attributes.
- Mention any relevant experience you have acquired outside work, for example through community,
voluntary or leisure interests.
- Above all, tailor your Application to the specific job in question.
- Internal applicants must not assume any prior knowledge on the behalf of the shortlist and
interview panel, and must give full details and their abilities.
Complete this section as fully as possible, giving exact dates. Where you cannot remember specific
dates, provide as good an indication of the time involved as possible. For jobs requiring
preemployment checks (DBS) you must provide exact dates.
Qualifications and Training
Where specific qualifications are required for the position, this will be stated in the Job
Description and Employee Specification. You should complete this section giving details of relevant
examination results and grades. If your application is successful, you will be required to provide
verification of these qualifications. Make sure you include any NVQs which you are working towards
or have obtained. Information in support of application (knowledge, experience, skills or
- Please read the Job Description and Employee Specification carefully, so you understand what the
- Ask yourself what interests you in the position. For example, would it be a promotion or
alternatively a good career move sideways to broaden your experience
- Applicants declaring a disability may submit more than two additional sheets and, therefore,
provide extra information so that consideration may be given to making reasonable adjustments
Leeds City Council is committed to safeguarding and promoting the welfare of children and vulnerable
adults and expects all staff and volunteers to share this commitment. This is reflected in the way
that new staff are recruited.
Please list all paid employment, voluntary work, periods of unemployment since leaving school, college or university. You must provide explanations for any gaps or periods not in employment; training or education since leaving secondary education.
Jobs that require staff members to have contact with or access to information for children and
vulnerable adults will require us to follow a robust safer recruitment process.
This will include
- Requesting and receiving at least two references
- Checking all employment gaps
- Obtaining where applicable an enhanced Disclosure and Barring Service (DBS) check - If you have
been asked to complete a DBS application, please see attached guidance
- Verification of all essential qualifications
- Any other checks applicable to the job
You can get further information from the Disclosure and Barring Service website.
You must not canvass members of the council in relation to your application. This means you must not
seek the support of Elected Members or attempt to ask them to influence the outcome regarding your
application (if you do, your application will be disqualified).
Leeds City Council operates a No Smoking Policy.
All new Leeds City Council appointments are made subject to the satisfactory completion of a six
month probationary period.
Pre employment health declaration
Leeds City Council is committed to the health and safety of its staff. As part of this commitment,
every prospective employee is required to complete a health declaration prior to taking up
As Leeds City Council is an equal opportunities employer, the health declaration will not impair an
individual’s chances of employment with the council (unless it is clear that resulting health or
safety problems will be caused for colleagues, clients or the applicant themselves, and no
reasonable adjustments can be made).
The aim of this process is to:
- identify any potential risk to the health and wellbeing of prospective employees, colleagues and
- identify any support needed by employees to perform a job effectively
- identify any disability issues (in particular to pursue Access to Work Funding and comply with
the Equality Act 2010)
- identify any potential attendance problems
- provide a baseline of health for future reference
- identify the need for ongoing health surveillance including the need to check regularly for
early signs of work related ill health in employees exposed to certain health risks
- comply with health and safety legislation
The health declaration forms are designed to be proportionate to the role applied for and not be
lengthy or intrusive. Medical confidentiality will be respected in terms of processing and storage
of the submitted information.
The council has a suite of flexible working options which are voluntary for Leeds City Council
employees where appropriate. They have been developed in partnership with trade unions.
Equality and Diversity Policy
Leeds City Council wants an inclusive and diverse workforce that represents the city it serves, one
where people can bring their whole self to work and feel like they count.
To ensure we can fully support our staff and keep up with best practice, we regularly benchmark in
some well known indexes, for example we are a Mindful Employer, Disability Confident Level 2 and
currently in Stonewalls top 100 employers index.
The Public Sector Duty in the Equality Act (2010) sets out our legal responsibilities and we will
take all reasonable steps to ensure that we do not unlawfully discriminate.
Our commitment is to create an environment both for staff and people of Leeds:
- that promotes dignity and respect for all
- in which people are treated fairly and according to their needs
- in which no form of intimidation, bullying or harassment is tolerated
- in which individual differences and the contributions of all are recognised and valued
This policy applies to all:
- council members
- service users and those applying to access services
- contractors and subcontractors
- employees, whether part-time, full-time or temporary, and all job applicants
The following is some useful information which should answer a few questions you may have about
working with Leeds City Council.
Rehabilitation of Offenders Act 1974
Under the Rehabilitation of Offenders Act 1974, candidates are required to give details of any convictions which are not spent. In addition, candidates are required to disclose any convictions, cautions, reprimands or final warnings that are not protected as defined by the Act.
If applicable you are required to give details of any convictions, which are not spent. In addition you are required to disclose any convictions, cautions, reprimands or final warnings that are not protected as defined by the Rehabilitation of Offenders Act Exceptions Order 1975 (as amended in 2013) by SI 2013 1198. This will not bar you from applying, it will depend on the nature of the position and the circumstances and background of your offences. Failure to do so may render the candidate liable to summary dismissal.
Two satisfactory references will be required prior to appointment. One should be from your present or
Relocation Allowances are available in appropriate circumstances, including legal and agents’ fees
and removal expenses subject to limits which are reviewed from time to time.
Leeds City Council do not reimburse interview expenses.
Relatives of Members or Officers
Candidates for any appointment with the council must disclose any relationship with a member or
senior officer of the council. Candidates who fail to do so shall be disqualified from appointment.
Members and senior officers are also required to disclose any relationship known to exist with a
candidate for an appointment. Relationship refers to any relationship however remote.
The post holder will maintain effective relationships with staff at all levels within the
Directorate, other Council Directorates, Elected Members, external agencies and the general public.
holder will be based in an establishment within the city of Leeds but it is expected they will need
to work at any location in the City if required.
We will process the information that you provide in your application form in accordance with the
General Data Protection Act (GDPR). Your application and in addition to any supporting evidence we
request from you will be used to facilitate the recruitment process. For further information please
read the external job applicants privacy notice.