As a high performing local authority who put our residents at the heart of what we do, we have a lot to celebrate. Are you what we are looking for?
Why work for us?
As England's largest county, North Yorkshire's natural beauty is captured in its stunning coastlines, scenic rural villages and market towns, as well as two spectacular national parks. North Yorkshire really is a beautiful place to live and work, rich in heritage and culture.
We are the region's largest employer with a workforce exceeding 17,000 people. Our employees cover a diverse mixture of roles such as: legal, teaching, social work and engineering, and we can offer you the opportunity to develop your career. From children's social care to highways, our services are regarded as among the best nationally. We are a loyal and committed workforce who are resilient, innovative and stay ahead of the curve.
We look for innovative individuals who will help us realise our ambition of ensuring that all residents of North Yorkshire have access to live happier, healthier and more independent lives.
Find out how we are leading the way and what the future holds for us by reading the MJ supplement (pdf / 2 MB). You can also read this Local Government Association Peer Review report (pdf / 321 KB).
You can also find out more about what it's like working for the council from this video:
- Flexible working practices including working from other locations and from home;
- A market-leading pension scheme;
- Generous leave entitlement;
- Retail, travel and leisure discounts and salary sacrifice discount schemes through Everybody Benefits;
- Commitment to staff development and continuous learning;
- Progression and career-enhancement opportunities;
- Access to modern technologies to aid flexible working practices;
- Relocation package and support (pdf / 180 KB); and
- As a Mindful Employer, we are committed to promoting and protecting your mental health and wellbeing at work.
- Professional qualifications: add value to your career by studying a professional qualification and benefit from staff reductions;
- Cycle discounts: save up to 32 per cent against the cost of a cycle;
- Green lease cars: take a private lease on a new low-emission car of your choice, fully maintained and insured by the provider. Staff will enter into a two or three year agreement for monthly gross salary deductions, which means a saving in tax, national insurance and pension. Eligibility criteria exist for this scheme; and
- Home technology: take a private lease on the latest PCs, laptops, tablets and smart TVs. Staff will enter into a two year agreement for monthly salary deductions, which means a saving in national insurance and pension where applicable. Eligibility criteria exist for this scheme.
- Green travel loan scheme: an interest-free loan towards an annual season ticket to get you from home to work;
- Health and wellbeing: in addition to in-house occupational health services, preferential rates on a private health scheme are available through payroll deductions;
- Holiday discounts: available via the Everybody Benefits scheme;
- Leisure facilities discounts: various discounts on facilities run by district councils and some private gyms; and
- Eye care: staff who use a computer as a regular part of their job are entitled to a free eye test and potentially computer-specific glasses.
Find out about the full range of employee benefits by viewing our total rewards booklet (pdf / 1 MB).
|Personal data||Any information related to a living person, that could be used to directly or indirectly identify that person.|
|Special category data||
Special category data is personal data which is more sensitive, and so needs more protection. This could be:
|Data controller||An organisation or individual that determines why personal data is been collected and is responsible for the security of that data.|
|Data processor||A contractor, organisation or individual (not an employee) who uses personal data on behalf of the data controller.|
|Data processing||Any action taken with personal data. This includes the collection, use, disclosure, destruction and holding of data.|
|Data subject||A living person who the personal data is about.|
|Data protection officer||The role of the data protection officer (DPO) is to make sure that the organisation processes personal data in compliance with data protection law.|
|Consent||A freely given choice about how personal data is used in an organisation (for example, opting in to marketing emails).|
This privacy notice is designed to help you understand how and why we process your personal data and inform you of your information rights. This notice should be read in conjunction with our corporate privacy notice.
What data do we collect, and why do we need it?
We process your information to fulfil our obligations associated with your employment contract. This information includes, but is not limited to:
- personal identifiers (your name, address, date of birth etc);
- previous job experience and qualifications (including copies of certificates and employment references);
- information about your employment attendance and performance (including disciplinary information);
- information about your ethnicity, religious beliefs and trade union membership (for the purposes of equality monitoring);
- information about your right to work;
- relevant medical information which affects your employment;
- emergency contact information of those individuals you identify; and
- financial information, including bank account information, tax, national insurance and pension contributions to facilitate salary payments.
Who has access to your personal data within the council?
Your information will only be made available to those who need it to do their job in relation to your employment. This includes your line manager(s), as well as our employment support teams and legal services when necessary.
Your name, job title, work email address, telephone number, photograph and office base will be available in our internal telephone directory which is accessible to council employees, members and trusted partners. Please be assured your photograph and office base will not be distributed publicly.
Who do we share your personal data with?
We will share your information with the following organisations:
- Department for Work and Pensions, if applicable;
- North Yorkshire Pension Fund / Teachers’ Pensions fund;
- any salary sacrifice arrangement you sign up to such as a charity or Everybody Benefits;
- your trade union, if applicable;
- examining bodies, if applicable;
- disclosure and barring service to conduct criminal record checks, if applicable; and
- prospective future employers, landlords, letting agents, or mortgage brokers where you have asked them to contact the council to seek a reference.
We have duties under the Freedom of Information Act 2000 to disclose information we hold unless there is a very good reason to withhold it. Therefore we may disclose your name and work email address publicly in response to a request if we are required to do so.
How long do we keep your data for?
|Data held||Retention period|
|P45||Six years after leaving North Yorkshire County Council|
|Wisdom (personal) file - includes application forms, clearances, contract, HR letters, sick notes||Six years after leaving North Yorkshire County Council - may be retained for longer if individual safeguarding or national issues arise, e.g. the Goddard enquiry|
|LAGAN cases (workload management system) - includes any pay or HR related queries or cases||Six years after leaving North Yorkshire County Council unless sensitive case or front line staff in line with Goddard enquiry|
|Payroll record||Six years after leaving - retain skeleton record after this time|
|Payslip and claims information||Six years after leaving North Yorkshire County Council|
|Teachers’ pensions Information||20 years after leaving North Yorkshire County Council|
|Local Government Pension Scheme information||20 years after leaving North Yorkshire County Council|
|Casework records (not safeguarding / involving children / vulnerable adults)||Six years after sanction has been awarded (remove warnings at designated times)|
|Records relating to safeguarding investigations / involving children / vulnerable adults||Keep on personnel file until retirement or for ten years - whichever is longer. Unfounded and / or malicious allegations should be removed from personnel file.|
|Resolving issues at work (including where proven to be unfounded)||Six years from date of last action|
|Occupational health information - includes referrals, medical reports etc.||40 years after leaving North Yorkshire County Council|
|Training records - includes data held on training admin system (TAS) / Learning Zone||Six years after leaving North Yorkshire County Council|
|Recruitment selection paperwork - unsuccessful applicants||Six months after process|
|Recruitment selection paperwork - successful applicants||Paperwork held by manager for six months after uploading clearances onto Wisdom / six years after leaving North Yorkshire County Council for data on WCN (recruitment system)|
Disclosure and barring service
|Disclosure and barring service positive clearances||Until employee leaves North Yorkshire County Council|
|Disclosure and barring service negative clearances||Until employee leaves North Yorkshire County Council|
What is our legal basis for processing your data?
Under the Data Protection Act 2018 we process your information in relation to your employment contract and we are therefore satisfying article 6(1)(b) and article 9(2)(b) of the GDPR. This supersedes employment contracts issued under previous data protection legislation which rely on the employees’ consent to process their data.
For more information on how we process your information you may wish to read the following privacy notices below:
- disclosure and barring service checks;
- disciplinary proceedings;
- occupational health;
- pensions (North Yorkshire pension fund);
- recruitment; and
- resolving issues at work.
If you are not a member of the North Yorkshire pension fund you are encouraged to read the privacy notice for your own pension provider.