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An exciting pay and reward system.
29 days annual leave, which increases the longer you work here.
35 hours per week for full time posts.
A pension plan where we will put in more than double your contribution
Various allowances depending on the job, location and shift pattern
Commitment to your training and development.
Staff representation by the British union of social work employees and the NSPCC staff association.
Employee Assistance Program.
Flexible working practices (job share, part-time posts)
The NSPCC offers an exciting pay and reward scheme aimed at attracting and retaining talented and committed employees who help us realise our objective of ending cruelty to children. By promoting our core values and recognising exceptional contribution, we encourage all our colleagues to strive towards that goal. Our salaries reflect the higher end of the market value for each post in particular sectors, and they are reviewed annually to ensure we continue to reward our staff appropriately. An employee who demonstrates all the required skills, knowledge and competencies to perform the role in full and at its highest level of performance, will be paid at the equivalent of the market value for that job. While you are still learning and developing into the role, you will be on one of the lower scales within that particular pay band. Exceptional performance is rewarded with a contribution bonus, which is equal to one month's pay.
The full-time annual leave entitlement is 29 days per annum plus bank holidays. After five years’ continuous service, your entitlement increases to 32 days per annum.
Pension
A money purcase pension scheme is available to all NSPCC employees engaged on contracts of 13 weeks or more.
If an employee contributes 3 per cent, or more, of their basic salary the NSPCC will contribute 6.7 per cent. The employer contributions will rise in relation to length of service and percentage contributed by the employee. Certain employees, who deliver direct services to children and families, may be eligible for membership of the Society's Final Salary Pension SchemeAllowances
A series of allowances are available depending on the location and conditions of your position. These are detailed, where applicable, in the terms and conditions of employment. The allowances may include:
a) Market adjustment, which is paid if there are recruitment and retention difficulties in the area of work employed.
b) A relocation allowance is payable for some jobs if you have to move home in order to work for us.
c) Essential car user allowance of £1,200 per annum, plus 40p per mile if you are required to use a car extensively for work purposes.
d) A home-based working allowance is paid where there is a requirement to work from home.Other work-related benefits
Training and development
We want to provide the best service we can to children and families, so we have a strong commitment to providing a high level of management support and training for our employees. We hold the Investors in People Award and we invest heavily in your training, based on needs identified with your line manager and in individual Performance Development Reviews (PDRs), as well as the organisation’s plans.
Diversity
We are committed to employing people from diverse backgrounds. By being diverse, we have a wide range of talents and experience, helping us to meet different people's needs and to end cruelty to all children.
Black Workers Support Group
The NSPCC has an established Black Workers Support Group. The group aims to develop mutual support for black workers and help to lessen or eliminate isolation. Through a forum for discussion of issues that affect black workers as well as issues of service delivery it seeks to promote the delivery of high quality services to black communities. Ultimately it aims to encourage anti-racist practice and seeks to influence the development of NSPCC practices and procedures relating to black workers and service users.
Lesbian, gay, bisexual and transgender (LGBT) support and advisory group
A lesbian, gay, bisexual and transgender (LGBT) support and advisory group has recently been established, renamed PINC (Pride in the NSPCC's Colleagues). We are eager to develop the services that the group provides. Even though in its infancy, PINC is already an exciting and dynamic group which aims to impact positively on the lives of service users, and staff within the NSPCC. Members of the group come from across the NSPCC and we are committed to influencing organisational polices, practices and service provision. PINC provides support for LGBT staff and raises awareness of LGBT issues and developments throughout the organisation.Positive about disabled people
The NSPCC is committed to the employment of disabled people. To demonstrate our commitment, we guarantee an interview to all disabled applicants who meet the essential criteria as outlined in the person specification .
Staff representation
The Society recognises Community as having a national role in representing the interests of employees and is consulted on employee relations issues, nationally and locally.
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Work- Life Balance
Family friendly employment policies
Many people face challenges when trying to juggle work and family responsibilities. We have generous maternity and paternity leave, carer’s leave for emergencies, adoption leave, parental leave and compassionate leave.
Most of our jobs are open to job share, and a large number of our employees have opted to work part-time.
Employee assistance programme
Our employees have free access to a confidential, comprehensive employee assistance programme. You get help and advice from trained counsellors on a range of personal and general topics. The service is available 24 hours a day, 365 days a year.
Copyright © 2006 NSPCC - All rights reserved. National Society for the Prevention of Cruelty to Children, Weston House, 42
Curtain Road, London EC2A 3NH. Incorporated by Royal Charter. Registered charity number 216401. NSPCC, charity registered in Scotland, charity number SC037717.