Working for us

South Holland District Council was formed on 1 April 1974 under the Local Government Act 1972 and we provide various services to over 89,200 people in our District.

We have always been a forward-thinking, entrepreneurial and innovative authority. We continue to strive for excellence and deliver great value for money for our residents while making the most of the huge opportunities for economic growth in our district.

South Holland District Council is always looking out for talented people with the skills to help deliver our services and continue to help make our Council a success.

Our priorities

  • To develop safer, stronger, healthier and more independent communities while protecting the most vulnerable
  • To have pride in South Holland by supporting the district and residents to develop and thrive
  • To provide the right services, at the right time and in the right way
  • To encourage the local economy to be vibrant with continued growth

Our values

  • Pride: To feel proud of the work we do as part of this organisation
  • Recognised: The contribution we make through our work is recognised by the organisation
  • Communication: The organisation values, and takes seriously, the movement of information and opinion
  • Motivated: There is a positive approach to work performance and improvement throughout the organisation
  • Inclusive: The organisation understands, and takes into account, the needs of all internal and external customers, members of the staff team whatever job they do, and wherever they do it

Our employee benefits

  • 24 days leave increasing to 28 days after 5 years service plus bank holidays
  • Holiday purchase scheme
  • Car mileage allowance
  • Pension
  • Excellent training opportunities
  • Flexible Working Scheme
  • Employee Assist (24 hours access to Counselling & Legal Advice Service)
  • Unions
  • Staff forum
  • Child Care Vouchers

Short listing, interviewing and selection will always be carried out without regard to gender, gender reassignment, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership.

Valuing the differences between people and understanding the positive benefits for our Council of employing a diverse range of talented people is crucial. A positive approach to diversity allows managers to select the best person for the job based on merit alone and free from bias on the grounds of factors that are not relevant to the person's ability to do the job.

Equal opportunities

We are committed to applying equality and diversity at all stages of recruitment and selection.

Criminal Records Checks (DBS check)

There are a number of posts which may involve contact with children, young adults or vulnerable adults. These posts require a criminal records check, either Disclosure and Barring Service (DBS) previously known as CRB, or Basic Scottish Disclosure. Our HR Team will make this clear in relevant job adverts.

Positive disclosure

A disclosure certificate will usually only provide the basic facts such as the name and date of the offence(s) and, if applicable, details of any sentences(s). It will not put them into context.

SHDC is committed to equality of opportunity for all job applicants and aims to select people for employment on the basis of their individual skills, abilities, experience, knowledge and, where appropriate, qualifications and training.

We will therefore consider ex-offenders for employment on their individual merits. The organisation's approach towards employing ex-offenders differs, however, depending on whether the job is or is not exempt from the provisions of the Rehabilitation of Offenders Act 1974. SHDC will not automatically refuse to employ a particular individual solely because he/she has a previous criminal conviction.

The Council has committed to adopt the positive about disability standard, a recognition given by Jobcentre Plus to employers who have agreed to take action to meet five commitments regarding the employment, retention, training and career development of disabled employees. One of the commitments is to interview all disabled applicants who meet the 'Essential' criteria for a job vacancy and consider them on their abilities.

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