Working for us

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 20,000 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 find out more about what it's like working for the council from this video:

Further information

  • 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
  • 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. 
  • Child care vouchers: save up to 41 per cent against the cost of childcare;
  • 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 three year agreement for 36 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 three year agreement for 36 monthly gross salary deductions, which means a saving in tax and national insurance. 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).

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; or
  • 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 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:

  • HMRC;
  • 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

PAYROLL

 
P45 6 years after leaving NYCC
Wisdom (personal) file – includes application forms, clearances, contract, HR letters, sick notes 6 years after leaving NYCC – may be retained for longer if individual safeguarding or national issues arise, eg the Goddard enquiry
LAGAN cases (workload management system) – includes any pay or HR related queries or cases 6 years after leaving NYCC unless sensitive case or front line staff in line with Goddard enquiry
Payroll record 6 years after leaving – retain skeleton record after this time
Payslip and claims information 6 years after leaving NYCC

PENSIONS

 
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) 6 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 10 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) 6 years from date of last action

OCCUPATIONAL HEALTH

 
Occupational health (OH) information – includes referrals, medical reports etc. 40 years after leaving NYCC

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
Recruitment selection paperwork – successful applicants Paperwork held by manager for 6 months after uploading clearances onto Wisdom/ 6 years after leaving North Yorkshire County Council for data on WCN (recruitment system)

DBS

 
DBS positive clearances Until employee leaves NYCC
DBS negative clearances Until employee leaves NYCC

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:

  • DBS (disclosure and barring service) checks;
  • disciplinary proceedings;
  • occupational health;
  • pensions (NYPF);
  • recruitment; and
  • resolving issues at work.

This privacy notice is designed to help you understand how and why we process your personal data in relation to our disclosure and barring service (DBS). This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

Who are we?

North Yorkshire County Council is a ‘data controller’ as defined by Article 4(7) of the General Data Protection Regulation (GDPR). The disclosure and barring service (DBS) team, within Employment Support Services, are responsible for the processing of DBS checks.

We have appointed Veritau Ltd to be our data protection officer. Their contact details are:

Data Protection Officer
Veritau Ltd
County Hall
Racecourse Lane
Northallerton
DL7 8AL
infogov@northyorks.gov.uk

01609 53 2526

What data do we collect, and why do we need it?

Your prospective or current employer will identify if you require a DBS check. You will be asked to complete an online application form and submit relevant identification documents in order to verify your identity. The information we collect at this stage includes but is not limited to:

  • your name, contact details and addresses (including previous addresses);
  • your drivers licence number and relevant details;
  • National Insurance number;
  • gender; and
  • passport information (issue date and passport number).

The DBS team will then cross reference the information you provide on your application form with the information on your ID to ensure the correct type of check has been requested. The DBS team will then submit your information to DBS National. You can find out more about how DBS National processes your information at GOV.UK.

If your DBS check is clear DBS National will send you your certificate and will notify our DBS team of the result.

Notification will be received by your recruiting manager and yourself if your certificate contains information (generally information in relation to previous criminal convictions) that needs to be reviewed by a service decision maker who will assess for suitability. The review will take place and any decision will be held on file by your employer for the period of your employment.

Who do we share your personal data with?

We only routinely share information with DBS National and usually your information is kept within our DBS team. 

If the DBS team is notified of any relevant information on your DBS certificate, such as safeguarding concerns, we may refer this information to safeguarding officers within the relevant service. 

How long do we keep your data for? 

Data held Retention period
If you are a North Yorkshire County Council employee and there are no concerns Your information will be held on your personnel file and destroyed after six years of your employment termination.
If you are a North Yorkshire County Council employee and there are concerns Your information will be held until your retirement age or 10 years from the date of allegation (whichever is longer).
If you are not a North Yorkshire County Council employee Your information will be passed to your employer or relevant organisation. The DBS team will keep this information for 12 months following closure.

What is our legal basis for processing this data?

We are required to process your personal data and your special category data for the performance of your employment contract or to take necessary steps to enter in to an employment contract.

We are also legally required to process this information as we have a duty of care towards the vulnerable adults and children that we provide services to.

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

This privacy notice is designed to help you understand how and why we process your personal data in relation to our disciplinary procedure. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

What personal data of yours do we collect?

If an allegation is made against you, which we need to investigate, then we will appoint an investigating officer who will conduct a fact-finding exercise and either present their findings to a disciplinary panel or provide information for disciplinary action to be taken outside of the formal procedure. This information could be comprised of, but not limited to:

  • witness statements;
  • relevant correspondence (emails to/from your North Yorkshire County Council email account);
  • social media accounts;
  • CCTV;
  • IT audit trails; and
  • investigatory interview notes.

What is the purpose of collecting your personal data?

We collect this data in order to allow a disciplinary panel to make a decision as to whether any disciplinary action is required.

Sometimes it may be appropriate to take disciplinary action outside of the formal procedure. This should not be regarded as normal practice but can arise when, for example, we make an employee aware of the results of a formal investigation and the employee is prepared to accept a formal warning without the formal hearing process. This can save a lot of time and stress for all the parties concerned whilst also achieving the purpose of a disciplinary warning which is to address an employee’s behaviour and move forward.

Who do we share this data with?

As well as the investigatory officers, the disciplinary panel (if convened), and an appeals panel (if convened), we may disclose this information with individuals within the HR Team, Unison reps, and any individual that you choose to accompany you.

How long do we keep this data for?

Data held Retention period
Written warning Date of warning + 12 months
Final written warning Date of warning + 15 months
Action short of dismissal Date of warning + timescale determined by the panel
Records relating to safeguarding investigations (where upheld)

Until your retirement age or 10 years from the date of allegation (whichever is longer).

Currently under the Goddard enquiry all safeguarding files are frozen until the enquiry is concluded.

Records relating to safeguarding investigations (where unfounded) Removed from file upon investigation completion. However, a record could be kept on the file of the person making the allegation if appropriate with the caveat that allegation is unfounded.

What is our legal basis for processing this data?

GDPR Article 6(1)(b): The processing of your personal information is necessary for the performance of a contract to which you are party (employment contract).

GDPR Article 9(2)(b): The processing of your special category data is necessary for the carrying out of obligations  and exercising specific rights of the controller or of the data subject in the field of employment.

This privacy notice is designed to help you understand how and why we process your personal data in relation to our disciplinary procedure. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

For more information about the disciplinary procedure if you are a current employee, please see the policy and guidance on the intranet.
 

This notice is in preparation and will follow shortly.

If you require this information in an alternative language or another format such as large type, audio cassette or braille, please contact the pensions help & information line on 01609 536335.

This privacy notice is designed to help you understand how and why we process your personal data in relation to the North Yorkshire Pension Fund. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

Who are we?

The North Yorkshire Pension Fund (NYPF) is responsible for the administration of the Local Government Pension Scheme (LGPS). The service is carried out by North Yorkshire County Council (NYCC) and for the purposes of the Data Protection Act 2018, North Yorkshire County Council is the data controller. 

The council has appointed Veritau Ltd to be our data protection officer. Their contact details are:

Data Protection Officer
Veritau Ltd
County Hall
Racecourse Lane
Northallerton
DL7 8AL
infogov@northyorks.gov.uk
01609 532526

What data do we collect, and why do we need it?

The data we process includes:

  • National Insurance number;
  • name (including title);
  • sex;
  • marital status;
  • date of birth;
  • address;
  • date joined and left fund;
  • salary, contribution rate, and hours; and
  • employer, job title, and post.

NYPF processes this data in order to provide you with your pension entitlements. 

Who do we share your personal data with?

By law we are required in certain circumstances to share your information with government organisations such as Her Majesty’s Revenue and Customs (HMRC) and the Department for Work and Pensions (DWP) so that they can monitor our performance and ensure that public funds are safeguarded.

We will also disclose data to organisations in connection with any transfer of employment of a scheme member or members under TUPE (Transfer of Undertakings (Protection of Employment) regulations) that results in a transfer out of this scheme to another pension scheme.

In order to comply with statutory and contractual obligations, the NYPF may share or disclose your information with any of the following recipients as may be necessary to administer the scheme:

Name and type of service/adviser Reasons for sharing data

Aon

Scheme Actuary* and Scheme Benefits Consultant

To calculate the value of the scheme’s assets and liabilities, to set employer contribution rates, to calculate specific benefits or to advise on scheme administration functions.

(*An adviser on financial questions involving probabilities relating to mortality and other contingencies)

Prudential

Scheme AVC Provider*

To facilitate the creation and maintenance of individual member’s AVC accounts.

(*The NYPF is required by law to have an Additional Voluntary Contributions (AVC) provider. The NYPF partners with Prudential to provide AVC options to its members. Through that arrangement, Prudential may have access to your contact details in order to administer your AVC account.)

Citibank

Overseas Payments Provider

To transmit payments to scheme members with non-UK bank accounts.

Local Government Association

LGPS National Insurance Database

To enable the NYPF to identify if its members have benefits in other LGPS schemes to ensure that appropriate benefits are paid.

Department for Work and Pensions

DWP Tell Us Once Service

To enable the NYPF to be notified of the death of a scheme member.

ATMOS

Life Existence Checks

To enable the  NYPF to be notified of the death of a scheme member.

ITM

Guaranteed Minimum Pension (GMP) reconciliation service

To enable the NYPF to reconcile GMPs with HMRC.
 

Government Actuary Department

National LGPS Cost

To facilitate the calculation of the triennial assessment of the cost of the LGPS on a national basis as per the Public Service Pensions Act 2013.

How long do we keep your data for?

In order to facilitate pension payments to members, beneficiaries, and any subsequent descendants, the fund has determined that it must keep a member’s record for 100 years following the death of the last beneficiary. 

NYPF will retain as much information as is necessary to enable any future queries regarding benefits to be answered fully and accurately. 

Do we transfer your data outside of the European Economic Area (EEA)?

If you live outside of the EEA, then information, including your address, could be disclosed to agents overseas in order to facilitate your pension payments and to comply with local legislation. This will only happen if you instruct us to send your payments overseas.

Please see our corporate privacy notice for more information in regards to international data transfers.

What are your data protection rights?

Data protection legislation gives you, the data subject, a number of rights in regards to your personal information. We have a dedicated webpage which explains what these rights are and how you can exercise them.

What is our legal basis for processing your data?

GDPR Article 6(1)(b): The processing of your personal information is necessary for the performance of a contract to which you are party (employment contract).

GDPR Article 9(2)(b): The processing of your special category data is necessary for the carrying out of obligations and exercising specific rights of the data controller or of the data subject in the field of employment. The NYPF relies on the following legal basis:

  • the Occupational and Personal Pension Schemes (Disclosure of Information) Regulations 2013 [SI 2013/2734] as amended by:
  • the Pensions Act 2011 (Transitional, Consequential and Supplementary Provisions) Regulations 2014 [SI 2014/1711];
  • the Occupational and Personal Pension Schemes (Disclosure of Information) Amendment Regulations 2015 [SI 2015/482]; and
  • the LGPS Regulations 2013 up to and including the amendments made through Statutory Instrument 2015 No. 755 (LGPS REGS).

This privacy notice is designed to help you understand how and why we process your personal data in relation to the North Yorkshire Pension Fund. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

This privacy notice is designed to help you understand how and why we process your personal data in relation to recruitment. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

Who are we? 

North Yorkshire County Council is a ‘data controller’ as defined by Article 4(7) of the General Data Protection Regulation (GDPR). The recruitment team, within Employment Support Services, and resourcing solutions are responsible for the administration of the recruitment process.

We have appointed Veritau Ltd to be our data protection officer. Their contact details are:

Data Protection Officer
Veritau Ltd
County Hall
Racecourse Lane
Northallerton
DL7 8AL
infogov@northyorks.gov.uk
01609 532526

What data do we collect, and why do we need it?

As part of your job application we will need to assess your suitability for the vacancy. This means that we need to collect information about you. 

We will collect:

  • your name(s), title, contact details, address, and National Insurance numbers;
  • ID documents;
  • eligibility to work
  • previous employment history;
  • education and professional qualifications;
  • membership of professional or government bodies; 
  • referee details;
  • equality information (so that we can monitor workplace equality);
  • any information provided by your nominated referees (which includes any relevant disciplinary actions and/or sickness information) ; and
  • any other relevant information you wish to provide to us.

Who do we share your personal data with?

We routinely share your recruitment information with your potential employers, third party assessment providers (in order to check your suitability for a role), and any other relevant HR team within the council. 

Sometimes your application may need to be submitted to an assessment panel. These panels could include individuals from other organisations. We will tell you if this is the case.

How long do we keep your data for?

Data held Retention period
If your job application is successful Your information will be kept on your personnel file and kept in accordance with other HR retention periods.
If your job application is unsuccessful Your information will be kept for six months.

What is our legal basis for processing your data?

We are required to process your personal data and your special category data for the performance of your employment contract or to take necessary steps to enter in to an employment contract.

We are also legally required to collect some information as defined by employment law. 

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

This privacy notice is designed to help you understand how and why we process your personal data in relation to our resolving issues at work policy. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

What data do we collect, and why do we need it?

In most instances when a grievance is raised, then your line manager, or another appropriate manager, will try to resolve issues informally. 

If a grievance needs to be progressed formally then we will appoint an investigatory officer who will conduct a fact-finding exercise and present their findings to involved parties. This information could be comprised of, but not limited to:

  • witness statements;
  • relevant correspondence (emails to/from your North Yorkshire County Council email account);
  • social media accounts;
  • CCTV;
  • IT audit trails; and
  • investigatory interview notes.

We collect this data in order to resolve issues in the workplace.

Who do we share your personal data with?

As well as the investigatory officers, parties to the investigation, and (if appropriate) an appeals panel, we may share this information with individuals within the HR team, Unison reps, and any individual that you choose to accompany you.  

How long do we keep your data for?

Data held Retention period
Evidence and investigation outcome Six years upon closure

What is our legal basis for processing your data?

GDPR Article 6(1)(b): The processing of your personal information is necessary for the performance of a contract to which you are party (employment contract).

GDPR Article 9(2)(b): The processing of your special category data is necessary for the carrying out of obligations and exercising specific rights of the controller or of the data subject in the field of employment.

This privacy notice is designed to help you understand how and why we process your personal data in relation to our resolving issues at work procedure. This notice should be read in conjunction with our corporate privacy notice and employment privacy notice (on this page).  

For more information about the resolving issues at work policy, if you are a current employee, please see the policy and guidance documents on the intranet.

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