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 15,000 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:

 

 

Further information

North Yorkshire is a thriving county which adapts to a changing world and remains a special place to live and work.

North Yorkshire's natural beauty is captured in its three areas of Outstanding Natural Beauty, National Nature Reserves, stunning coastlines, scenic rural villages, vibrant cities and market towns. North Yorkshire really is a beautiful, thriving and special place to live and work, rich in heritage and culture.

North Yorkshire features significantly in the ten best places to live in the UK in Halifax Quality of Life Survey 2019. The Quality of Life index aims to quantify where living standards are highest in the UK by ranking local performance across a range of indicators; Richmondshire was placed second in the list, a position boosted by excellent personal wellbeing factors (life satisfaction, happiness), Hambleton was placed fourth and Ryedale was placed eighth, a truly commendable achievement and another incredible accolade for North Yorkshire.

In addition, the county benefits from excellent road and rail links, with easy access via the east coast mainline, the A1(M) and A19. Leeds, York, Newcastle, Durham and Teesside are all easily commutable, and London just two hours away by train. 

As a whole North Yorkshire offers great employment opportunities for your family members along with a higher proportion of schools which are good or outstanding compared to national figures.

If you are considering relocating to North Yorkshire we provide a comprehensive relocation benefits package (subject to eligibility).

  • 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)
  • as a Mindful Employer, we are committed to promoting and protecting your mental health and wellbeing at work 

We believe in the importance of inclusion, which is why we are always working towards being a more diverse, equitable, and inclusive employer. Learn more about our equality, diversity and inclusion work here.

  • 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
  • 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
  • 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).

Keep up to date with our latest news and vacancies by following our social media pages:

Privacy notices

Term Definition
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:

  • race and ethnicity
  • sex life or sexual orientation
  • medical information (both physical and mental health)
  • religious or philosophical beliefs
  • biometric data (thumb prints etc.)
  • genetics (DNA etc.)
  • trade union membership
  • political beliefs
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 human resources processes your personal data in relation to your employment. This notice should be read in conjunction with our Corporate Privacy Notice.

Who are we?

North Yorkshire County Council is a ‘Data Controller’ as defined by Article 4(7) of the UK General Data Protection Regulation (UK GDPR).

The HR and Payroll Services comprise of the following teams who deal with and advise on all employment and HR related matters for the Council:

  • Employment Support Service
  • HR Shared Service Team
  • Pay and Reward
  • Resourcing Solutions
  • NYHR (Schools)
  • Directorates HR Business Partners (HRBP’s)

The Council has appointed Veritau to be its Data Protection Officer. Their contact details are:

Information Governance Office,
Veritau,
West Offices,
Station Rise,
York,
North Yorkshire,
YO1 6GA

Email: infogov@northyorks.gov.uk
Tel: 01904 552848

What personal information do we collect?

We process your information to fulfil our obligations associated with your employment contract. This includes recruiting you to employment and undertaking pre-employment checks, the information required to maintain employment records and ensure you are paid correctly and information around your work performance and conduct in line with NYCC’s published employment policies. This information includes, but is not limited to:

  • Personal identifiers (your name, address, date of birth, personal email address etc.)
  • Previous job experience and qualifications (including copies of certificates and employment references)
  • Information about your employment attendance and performance (including information collected through appraisal processes and workplace investigations e.g. witness statements, e-mail correspondence, CCTV, interview notes, etc.)
  • Information about your right to work in the UK
  • Emergency contact information of those individuals you identify
  • Financial information, including bank account information, tax, national insurance and pension contributions to facilitate salary payments 

We also collect the following special category data:

  • Information about your ethnicity, religious beliefs and trade union membership (for the purposes of equality monitoring)
  • Relevant medical information which affects your employment

Why do we collect your personal information? 

We process your information to fulfil our obligations associated with your employment contract as below:

  • To manage the recruitment process and conduct pre-employment checks required to begin your employment with the Council
  • To maintain employee records throughout your employment .e.g. training records
  • To be able to contact you throughout your employment
  • To record and monitor leave and absence taken during your employment
  • To monitor your work performance and conduct e.g. disciplinary 
  • To manage Council payroll 
  • To meet our health and safety obligations e.g. Occupational health to assess working capacity 
  • To process a termination of your contract 
  • To contact you following termination of your contract, if expressly required (e.g. to obtain your consent to share reference details with another organisation if a request is made in your name; to resolve any ongoing investigations related to your employment; to rectify any salary overpayments which may have occurred during your employment at the council).

Who do we obtain your information from?

We obtain information from the various external organisations including, but not limited to, the following;

  • HMRC
  • Department of Work and Pension, if applicable
  • North Yorkshire Pension Fund
  • Local Government Pension Scheme
  • Any salary sacrifice arrangement you sign up to 
  • Your trade union, if applicable
  • Disclosure and Barring service in order to conduct criminal record checks, if applicable
  • Experian (in the event that we need to contact you following termination of your employment. We may need to confirm your up to date contact address to avoid sending any correspondence to an incorrect address. In order to facilitate this we may perform an Experian Credit Check using your name and last known address). See our IMPORTANTCredit Control Privacy Notice for further information.

Who do we share this information with?

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 and business support teams and HR and legal services when necessary.

In the event that you are involved in an employee relations issue which is being formally investigated or proceeds to a hearing or appeal, then some information will be shared with the officers or Councillors who have a role within that process, either through the investigation, hearing or appeal stages.

Should you work in a role involving access to children or vulnerable adults, we may share your data with safeguarding leads, social care professionals and the police, in the event that an allegation is made against you.

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 organisations which we work closely or in partnership with. Please be assured your photograph and office base will not be distributed publicly.

Your information may be shared with prospective future employers, landlords, letting agents, or mortgage brokers where you have asked them to contact the Council to seek a reference and the Councils provides this. 

We may share your information with the following organisations:

  • HMRC
  • Department of Work and Pension, if applicable
  • North Yorkshire Pension Fund/Teachers’ Pensions Scheme 
  • Any salary sacrifice arrangement you sign up to such as a Vivup or Everybody Benefits
  • Trade unions recognised by NYCC for the purposes of collective bargaining and ensuring effective consultation and employee representation including during restructuring and redundancy processes;
  • Examining bodies, if applicable
  • Disclosure and Barring Service to conduct criminal record checks, if applicable
  • Professional bodies relevant to the role in which you are employed e.g. Health and Care Professions Council, Teaching Regulation Agency or the Disclosure and Barring Service, if an issue is raised regarding your suitability to continue working in your role
  • Prospective future employers, landlords, letting agents, or mortgage brokers where you have asked them to contact the Council to seek a reference 
  • Veritau who provide business assurance and information governance services to the Council
  • Organisations which the Council works closely or in partnership with
  • Experian (for current address check)

We have duties under the Freedom of Information Act 2000 to disclose information we hold unless there are legal grounds on which 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.

We may also be required to share personal data with organisations working to detect or prevent crime, such as the police.

How long do we keep your information for?

Data held

Retention period

Payroll

P45

6 years from the end of the tax year in which the employee left NYCC

Wisdom (personal) file – includes application forms, clearances, contract, HR letters, sick notes

6 years from the end of the tax year in which the employee left NYCC. In circumstances where an active safeguarding enquiry is being conducted it may be necessary to retain records for a longer period.

LAGAN cases (workload management system) – includes any pay or HR related queries or cases

6 years from the end of the tax year in which the employee left North Yorkshire County Council unless there is an active safeguarding enquiry as above

Payroll record

6 years from the end of the tax year in which the employee left a skeleton record will be retained after this time

Payslip and claims information

6 years from the end of the tax year in which the employee left NYCC

Pensions

(This applies to the pension information held by the payroll teams of NYCC.  Information held by NYPF is subject to their own privacy notice)

Teachers’ Pensions Information

20 years after leaving NYCC

LGPS scheme information

20 years after leaving NYCC

HR Casework

Casework records (not safeguarding/involving children/vulnerable adults)

Sanctions will be disregarded for disciplinary purposes on their expiry.  A summary of the case and the actions taken will be retained on personnel file for six years from the end of the tax year in which the employee left North Yorkshire County Council

Records relating to safeguarding investigations/involving children/vulnerable adults

Allegations which are found to have been malicious will be removed from personnel files.  A clear and comprehensive record of all other allegations, how the allegation was followed up and resolved and a note of any action taken and decisions reached will be kept  on personnel files until the employee has reached normal retirement age or for 10 years - whichever is longer. In circumstances where an active safeguarding enquiry is being conducted it may be necessary to retain records for a longer period.

Resolving Issues at Work (including where proven to be unfounded)

6 years from date of last action

Job Evaluations

6 years

Occupational Health

Occupational Health (OH) Information – includes referrals, medical reports etc.

6 years after termination of employment or until 75th Birthday (whichever is sooner)

Health surveillance records

40 years after leaving North Yorkshire County Council

Training Records

Training records – includes data held on Training Admin System (TAS)/Learning Zone

6 years after leaving NYCC

Recruitment

Recruitment selection paperwork – unsuccessful applicants

6 months after process complete

Recruitment selection paperwork – successful applicants

Following appointment recruitment paperwork and clearances will be uploaded onto Wisdom (see above).

DBS

DBS positive clearances

DBS negative clearances

6 years from the end of the tax year in which the employee left leaving North Yorkshire County Council

What is our lawful basis for processing your information?

North Yorkshire County Council relies on the following lawful basis to process your personal data:

UK GDPR Article 6(1)(b)- processing is necessary for the performance of a contract to which the data subject is party or in order to take steps at the request of the data subject prior to entering into a contract

When processing special category data, the Council will rely on the following lawful basis:0

UK GDPR Article 9(2)(b) - processing is necessary for the purposes of carrying out the obligations and exercising specific rights of the controller or of the data subject in the field of employment and social security and social protection law in so far as it is authorised by law meeting Schedule 1, Part 1 of the Data Protection Act 2018 as below:

  1. Employment, social security and social protection

You may wish to read the following in relation to your employment:

  • Occupational Health
  • Pensions
  • Resolving Issues at Work
  • Disciplinary Proceedings
  • Disclosure and Barring Service (DBS) Checks

 For more information about how we use your data, including your privacy rights and the complaints process, please see our Corporate Privacy Notice.

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