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Working for Barking and Dagenham

It is a very exciting time to work in Barking and Dagenham. 

We have been named LGO Council of the Year for 2019, and we have also achieved the Silver Investors in People accreditation, demonstrating our investment in, and commitment to, our staff. We are also a Disability Confident employer. 

Benefits of working for us

There are a range of benefits available to staff including:

  • flexible working (including flexi-time, part and term-time working)
  • up to 30 days annual leave
  • Local Government Pension Scheme
  • learning and development 
  • season ticket and travel loans
  • discounted gym membership
  • employee support and networking groups
  • retail, holiday and travel discounts with our Wider Wallet scheme
  • cycle purchase scheme 
  • credit union membership

In some teams you will also receive a recruitment and retention allowance of £2,500 with your first salary payment and an annual £2,500 retention payment (terms and conditions apply).

Find out more about these and other staff benefits in our staff benefits information pack (PDF, 268KB).

We are very committed to the community of people who work for us and have agreed a staff charter (PDF, 328KB) that sets out what you can expect if you work for us and what we expect in return.

See our vacancies 

Find out more about our plans and priorities.

Information for applicants

Depending on the role, we have three methods of application process.

  1. Application based questionnaire
  2. Personal statement
  3. CV and Personal statement (for specific roles)

The role you are applying for will indicate the application process so please note the instructions for the vacancy

Anonymised recruitment

Applicants’ personal details will be kept anonymous until after short-listing. The Recruiting Manager and Panel will not have access to personal details until after they complete the “short-listing” i.e. when they need to invite the short-listed candidates to interview.

Re-applying for posts

Applicants who have not been shortlisted or who are unsuccessful at interview cannot reapply for the same job if it’s within 6 months of the first advert. The only exceptions to this are where:

  1. the applicant met all the criteria for a post but was not interviewed or appointed and further vacancies for identical posts are due to be recruited to; and
  2. it is considered appropriate as a reasonable adjustment for disabled applicants

Preparing your application

Review the selection criteria and prepare your responses to the each in a separate document, this will allow you to develop, review and save them before completing your application. Copying and pasting content into the application form can be quicker.

Tell us what you think is relevant to the job in terms of your knowledge, experience and skills. You need to give enough information for us to judge your suitability for the job.

Ensure that you complete all the required fields; otherwise you won’t be able to send your application.

Job description vacancy information: Person Specification

Each job page describes the role and documents attached provide more details including a job description of the role and any special conditions associated with the position.

The vacancy information and person specification describe the competencies/ criteria and attributes (drive behaviours) required to undertake the job. The "criteria" listed are used to shortlist candidates for interview and to make appointments. The method of assessment is indicated in the person specification. Please make sure you read this carefully so that you are clear about which criteria will be assessed at what stage.  

Top tips for filling in an application form

  • Read the form through thoroughly and pay attention to any specific instructions. 
  • Tailor your answers so that they relate to what you have discovered about the job and the kind of person the employer is looking for.
  • View the criteria / questions from the employer’s perspective. Why are they asking such questions and what do they want to find out about you?
  • Use positive and specific words to describe your knowledge, skills and experience and other competencies; avoid clichés and vague language.
  • Make your answers and/or personal statement is persuasive. Construct a rationale for your application and show how you would fulfill the criteria that the recruiting manager is looking for.
  • Always support your answers with evidence. You can draw examples from your time at university, full time or part time work, internship, work experience and volunteering experience
  • Use different examples for different questions/criteria.
  • Check for spelling and grammatical mistakes
  • Stick to word limits
  • Always keep a copy of your form so that you can refer to it later
  • Keep an eye on the closing date – preferably, do not leave submitting your application to the last minute
  • Make sure you are happy with the whole form before pressing the ‘submit’ button

Submitting your application

Read through your application and check that all information is accurate before submitting it. It’s useful to retain a copy of your application. 

The information provided in the Recruitment Monitoring section of the application form is confidential and is not made available to the recruiting panel. This information is used for monitoring purposes to ensure that we’re acting fairly when we employ people.

If you have a disability which prevents you from meeting any of the criteria, tell us about this in your application. Advise what we could do to help you meet the criteria. If you have a disability we will offer you an interview as long as you meet the essential criteria for the job.

Applications for all jobs should be submitted through our online system. You should receive a copy when your application is received.

If you want to apply for more than one position, please submit a separate application for each job.

Review the selection criteria and prepare your responses to the each in a separate document, this will allow you to develop, review and save them before completing your application. Copying and pasting content into the application form can be quicker.

Tell us what you think is relevant to the job in terms of your knowledge, experience and skills. You need to give enough information for us to judge your suitability for the job.

Ensure that you complete all the required fields; otherwise you won’t be able to send your application.

For application-based questions or personal statement you need to make sure you:

  • Respond to criteria marked AF1 to 6 in the appropriate box or in your personal statement as well as the 3 Drive values marked AFV1 to 3.

Some of our vacancies are advertised on an "internal only" basis. These are career development opportunities for existing staff. Applications for these roles are restricted to our current employees or agency workers on an active assignment with Barking and Dagenham Council.

Any job offer is usually subject to:

  • your acceptance of the terms and conditions contained within the contract of employment
  • an agreed date to start work
  • receipt of satisfactory references, medical clearance, where appropriate any disclosure clearance and evidence of qualifications
  • checks to ensure your legal right to work in the UK; this may include verification of your identity documents with the Home Office

All successful candidates who are new to the Council and are made a formal offer of employment will be subject to a 6 months’ probation period.

During the probationary period, employees are given the opportunity to demonstrate the expected standards of performance, conduct and attendance for the post to which they have been appointed, within a supportive environment.

To protect the welfare of our staff and the local community, we follow careful procedures when recruiting new staff. We have a duty to protect vulnerable groups from harm and to safeguard their rights. Barking and Dagenham has an offender aware culture that encourages good applicants and actively discourages offenders.

Disclosure & Barring Service

Certain posts require a disclosure check before you are cleared to start work. This is a check against information held by the police and government departments. It is used to help make safer recruitment decisions. Disclosures are provided by the Disclosure and Barring Service, an executive agency of the Home Office. This service enables us to check that potential employees do not have a history that makes them unsuitable for a particular type of work.

You will only be asked to apply for a Disclosure after a provisional offer of employment is made. It is most commonly applied to jobs working with vulnerable groups including children, or within a service area supporting these groups. You will be given further information if a Disclosure is required.

Rehabilitation of Offenders Act 1974

This Act sets out to help people who have been convicted of a criminal offence and have since lived on the right side of the law. In general, a person who is sentenced to no more than 2½ years in prison benefits from the Act if they are not convicted again within a specified period of "rehabilitation". If no further offending takes place during this rehabilitation period, the conviction is considered spent, and it may not have to be declared when applying for a job.

However certain posts are covered by an Exceptions Order to this Act, which requires applicants to declare all convictions, regardless of whether it is normally considered spent. You will be advised if your post is covered by the Exceptions Order.


The Council is an equal opportunity and Investors in People (IIP) accredited employer and wholeheartedly supports the principle of equalities and diversity in employment.

We want to ensure that no job applicant or employee receives less favourable treatment and that they are given the assistance needed to attain their full potential. Our employment processes and conditions will be free from discrimination and every effort will be made to remove any unnecessary and unjustifiable barriers to employment, training and promotion.

We believe that it is in the Council’s best interests and all those who work for it, to value and respect the diversity of every individual and to give equal opportunity to progress within the organisation.


Everyone involved in recruitment decisions has been trained in equality and diversity issues and has a responsibility to uphold the reputation of the Council. All job applicants are asked to complete monitoring data about themselves. This is not made available to recruitment panels but is used to help us check that we are employing people in a fair and non-discriminatory way.

Applications from disabled candidates

We want to attract the best and most talented people to work for us and we will interview all applicants with a disability who meet the minimum criteria for a job vacancy. Therefore, please state within your application if you have a disability and advise us of any reasonable adjustments, we should consider to support you during the recruitment process.

Barking and Dagenham is a disability confident employer, which means that we meet five commitments regarding the recruitment, employment, retention and career development of people with disabilities. We also place great emphasis on supporting our disabled employees and give them a voice through our well-established network for disabled staff, and support from our dedicated HR specialists.

Guaranteed Interview Scheme (GIS)

  • Barking and Dagenham is a disability confident employer and thereby operates a Guaranteed Interview Scheme. This guarantees progression to the first stage of a selection process (such as test, assessment exercise and interview) to any candidate with a disability who has applied under the GIS scheme.
  • In addition to this, as part of the Armed Forces Covenant, we also operate a Guaranteed Interview Scheme to any member of the Armed Forces that meets the minimum shortlisting criteria.

Once you have submitted your application, you will receive email notification confirming that we have received your submission. We’ll aim to let you know the outcome of your application within 10 working days of the close date.
If you are shortlisted, you will be contacted by the recruiting manager or a member of the resourcing team within 7 working days of the close date to schedule an interview / the next stage. You will receive email notification confirming all the details of the next stage of your selection process. 

Barking and Dagenham carry out a behaviour (competency) based interviews which may include values based interview questions in line with our recruitment policy.  Due to the Covid restrictions, our interviews are carried out via Teams with at least 3 members on an interview panel.  You may be required  to show your RTW ID to the panel  before the start of the interview.

Once the interviews have concluded, we aim to make a decision as soon as possible and you should be given some indication at your interview of when you can expect to hear back from us. If you have been unsuccessful on this occasion, you will be informed and be able to request feedback. If you are successful, you will hear from a member of the resourcing team to progress your application.

The Job Shop is a free confidential information, advice and guidance service designed to assist you to get back into employment, to improve your skillset or potentially widen your career options.

We also support residents with council applications and create tailored personal statements and CV’s to match our council vacancies.

For further information and support please visit our Job Shop page.

Equality and Diversity statement

Barking and Dagenham is a vibrant and diverse Borough, which is something we are proud of. We value the diversity of people who live or work in and visit the Borough and it is our vision is to create a place where people understand, respect and celebrate each other’s differences.  

We aim to be an exemplar employer and a vital part of this is ensuring we are a truly inclusive organisation that encourages diversity in all respects. We are committed to achieving these goals by ensuring our employment practices do not discriminate against a group or individual on any unjustifiable grounds.  We support a model of flexible working and have a variety of working arrangements that allows for this.    

We are a Disability Confident and a Defence Employer Recognition Scheme employer. We welcome applications from disabled people and members of the armed forces and guarantee them an interview them if they meet the essential requirements for the job as detailed on the person specification.