Benefits of working for us

Working in local government is highly satisfying and rewarding in so many ways. In return for the contribution you’ll make to your local community, whatever your role, you’ll enjoy an excellent range of benefits and the possibility of flexible working options, plus learning and development opportunities which will offer the chance to progress your career further.

Use this section to discover just what you can expect when you come to work at Rotherham Council.

Employee benefits

We know that rewarding our people properly for the valued work they do means that we can attract and retain the very best talent across all our job vacancies. We offer a huge range of benefits to make working with us more than worthwhile, and these include:

  • Pay and expenses – The Council applies a local Living Wage rate by means of a pay supplement to its lower paid employees whose hourly rate of pay falls below £8.45 to bring them up to this rate. This rate is reviewed on an annual basis.
  • Pension - We provide a defined benefit pension scheme whereby the Council pays more than double the employee’s contribution towards a pension payable on retirement
  • Sick pay - Should you become ill, and with proper documentation, we will pay up to six months’ sick pay on full salary
  • Re-location expenses - In some cases we may offer relocation assistance for those moving to Rotherham to work with us
  • Employee discounts – There are a selection of voluntary benefits available giving a wide variety of staff discounts on goods and services from a range of suppliers
  • Annual leave - We offer generous holiday entitlements depending upon your role and length of service
  • Salary sacrifice schemes – the schemes allow you to purchase the item(s) via salary deductions giving you a saving on your National Insurance contributions and tax deductions. We currently have schemes for additional leave purchase and a car purchase scheme plus we periodically introduce others that run for limited time periods.

Working arrangements

We understand that enjoying the very best work/life balance increases your job satisfaction and your ability to do your job well. We’re also well aware of the many different life commitments our people have to work around, and that’s why we’ve put together a range of working options to suit all lifestyle needs.

Surveys with our employees have seen our flexible working options come up as one of the top reasons why people work for Rotherham Council. Here’s what could be on offer for you:

  • Flexi-time scheme – available to many of our office-based jobs and operates with no core hours. You may be able to take up to one flexi-day per month
  • Part-time working – depending on your role, you might be able to work one of our range of options including part day, part week or even part year
  • Job share – we can often offer this option across a range of jobs
  • Compressed days – the chance to work 4 days instead of 5, or 9 days instead of 10
  • Term time only working – giving you the school holidays to spend time with your family
  • Averaged/annualised hours – vary your working hours over the year to fit in with personal commitments
  • Staggered hours – the chance to vary your start and finish times as part of a team
  • Shift/hours swap – we’re open to you swapping shifts with an equally adept colleague if you should need to
  • Occasional home working* - for some roles you may take the chance to work from home on an as and when basis
  • Permanent home working* - some roles are suitable to let you work from home all the time
  • Maternity/adoption leave – you will be entitled to up to 52 weeks’ leave of absence, with pay for a specified period dependent upon length of service and personal choice
  • Maternity support/adoption leave – you may take up to 5 days’ paid leave as a partner/carer at the time of the birth or adoption.
  • Parental leave – you may take up to four weeks’ unpaid leave per year until your child’s fifth birthday (up to a maximum of 18 weeks) or, if your child is disabled, this benefit is available until the child reaches the age of 18.
  • Paternity leave – up to two consecutive weeks leave after the birth of the child

*we’ll provide all the Health & Safety advice and guidance you need before taking up a home working opportunity.

Employee Support

In addition to the Council’s benefits package, we also offer support to employees in the form of:

  • Free, confidential and independent face to face counselling service
  • Free 24-hour counselling helpline.
  • Reasonable adjustments and/or redeployment where practical for employees requiring support after illness or due to disability
  • Good health guide, provided to all employees to help achieve healthier and safer lifestyles both at work and at home
  • A corporate domestic violence policy to ensure support and advice is available

Employee Involvement

You will have access to our range of employment involvement activities designed to allow you to shape how the Council develops.  Your opinions are very important to us and are highly valued.

They include:

  • New Joiners’ Survey – to ensure we’re getting our recruitment and induction processes right, we ask every new employee to complete a confidential questionnaire three months after starting their career with us.
  • Surveys – this is how we get your feedback (in a structured and confidential way) about a range of issues including what working at the Council is like for you.
  • Focus Groups – during the year we ask groups of employees to share their views and suggestions and offer valuable feedback.
  • Staff briefing sessions – the Leader and the Chief Executive like to get out and meet as many employees as they can so they hold these sessions several times per year.

Career Development

Learning and Development

Our aim is to embed the concept of learning and development within our day to day work environment. We are committed to developing our employees so they have all the necessary skills and knowledge to be able to do their job effectively. We also want our people to have the chance to develop within their chosen career and so we actively support personal development and are committed to supporting all our employees to achieve a qualification (minimum level 2). We also ensure each employee receives a minimum of three days formal learning and development per year  which can be provided in a variety of ways to suit individual learning styles.

We will do all we can to help you achieve your professional goals.

Performance and Development Review (PDR)

These take place each year as well as a mid-year catch up and regular one-to-one sessions with your line manager. These meetings are not only to discuss your performance but also your individual development needs both for your current job and those required for your further career progression.

Management development

Ensuring a clear focus on the development of all our managers has contributed significantly to performance improvements across the Council in recent times. Whether you join us in a first line management role or in a more senior position, we’ll encourage you to take up a range of development opportunities, put your learning into practice and share knowledge and experiences with your peers to continue the delivery of continuous improvement.

The programme comprises of general manager qualification courses, delivered by a variety of partner organisations. Most of our courses lead to recognised qualifications, for example a Certificate in First Line Management for junior/middle managers, or a more focused Award in Management and Leadership for middle managers  both accredited by the Chartered Management Institute. In addition to qualifications we also offer a range of training opportunities, e-learning modules, and the chance to participate in our in-house mentoring programme. We’re acutely aware that management development often takes managers away from their jobs which can be a problem, so we are committed to providing a supportive framework which will enable managers to carry out real work whilst developing their skills.