If you can't find what you're looking for please contact recruitment@sepa.org.uk
This is a general description of what you can expect from our recruitment and selection process.
Applications will be reviewed and shortlisted based on the criteria in the job advert. You should expect to hear from us within 2–3 weeks following the closing date, although shortlisting may take longer for some vacancies.
Shortlisted candidates are invited to attend a panel-based interview. For some roles you will be asked to prepare a presentation and for others you may be asked to perform tests on the day of interview. You will be given at least a week’s notice of the interview and selection process and told about any preparation that you need to do.
Following interview you will be informed of the outcome and offered feedback. The recruiting manager will indicate the timescales for this at interview.
It is expected that should a candidate be successful in their application for a role in SEPA that they will become a resident in Scotland, or within a reasonable commuting distance of their contractual work location.
We adhere to the Government Baseline Personnel Security Standard (BPSS).
To begin your background checking journey, we will upload your name and email address to our pre-employment screening portal, operated by Amiqus. You will receive a link to the portal personal to you. You will be requested to provide information to allow the following checks to be undertaken:
Certain posts in SEPA are subject to enhanced security checks; this will be stated in the job advert if applicable.
If you have limited time to remain in the UK you will be offered employment on a fixed-term basis to align with your permissions.
Your start date will be confirmed once all pre-employment checks have been satisfactorily completed.
SEPA is committed to equal opportunities. We treat everyone fairly and with respect regardless of their sex, marital status, age, race, ethnic origin, sexual orientation, disability, religion or belief, working pattern, gender identity, caring responsibility or trade union membership.
We believe that our employees should be as diverse as the environment we protect. Our roles call for a variety of skills and for people from all kinds of backgrounds with different life experiences.
We offer employment and training to employees based on skills, aptitudes and attitude.
Organisations have a legal duty to gather employee equality monitoring information and SEPA is no exception.
Gathering monitoring data helps SEPA as an organisation to understand the makeup of their staff and job applicants. The information is then used to determine whether the right policies, practices or support is in place.
Your data is owned by you and you can update it through our on line recruitment system. Your information is only visible to you and Talent Acquisition. When the data is used is it used as a set of numbers and so it is not attributable to any individual.
If you don’t wish to give any detail, there is an option each response for ‘Prefer not to say’.
All appointments will be made at the base of the salary scale indicated in the job summary.
All staff are paid on or around the 27th of every month. Payment is made by electronic transfer directly into your bank account.
Due to the high number of applications received for each post, it is not possible to provide feedback to candidates who have been unsuccessful in gaining an interview. During our shortlisting process our Hiring Manager use the criteria in the job advert to identify the candidates whose qualifications and experience most closely matches the criteria.
We are committed to training and developing our staff in line with the needs of the organisation. We operate a Performance & Development Review process where employees meet regularly with their line manager to discuss their performance and development needs. Employees are allocated objectives, which link directly to our Annual Operating Plan.
Employees are responsible for updating their Individual Learning Plan, which should reflect their development needs as agreed with their line manager.
All promotional opportunities in SEPA are based on fair and open competition.
Whilst we recognise the benefits in offering work experience and student placement opportunities; unfortunately the demand for such placements now exceeds the organisational ability to facilitate the placements.
On this basis, we can no longer facilitate any unsolicited requests for work experience and placements.