If you can't find what you're looking for please contact recruitment@sepa.org.uk
We use a blind hiring policy to ensure a fair and equitable review process. This means we remove identifying information such as names, ages and educational institutions from applications before they are reviewed by our Hiring Managers. This allows us to focus solely on your skills and experience and so we can evaluate every candidate on an equal basis.
Applications are assessed based on the criteria in the job advert and career role profile and shortlisted candidates are invited to attend a panel-based interview. You should normally hear from us within 2 weeks of the closing date. 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 Hiring Manager will indicate the timescales for this at interview.
At SEPA, each of our jobs are matched to a career role profile within a defined activity family. Each profile outlines the core responsibilities and expectations of each role.
Job-specific information is included in our job adverts and each advert contains a link to the matched role profile. See our Career Role Profiles page for more information.
You can submit a speculative application highlighting your individual skills. If you submit a speculative application we will add it to our pool of prospective candidates. Should a role be advertised, that we think you might be interested in, we will contact you to let you know. You can then submit an application tailored to the specific role.
Research our organisation and values and align your application accordingly. Highlight your specific knowledge, abilities and experience and describe how they would be of benefit to SEPA. Be authentic and keep it concise and focused. Attach a copy of your CV if you have one.
Once you have submitted an application or CV you cannot amend it or apply again for the same role using the same email address.
You can request changes to name, address, contact details etc. by contacting recruitment@sepa.org.uk
When you click on the Quick Apply button the system should recognise that you have partially completed an application and will email you a link to resume your application. If you do not receive an email you can contact recruitment@sepa.org.uk and they will send you a link to resume your application.
Each field marked with an * is mandatory, even if you are attaching your CV.
You won't be able to submit your application until all mandatory fields have been completed.
Please read through your application again and add any missing information. If you are still having problems submitting an application please contact recruitment@sepa.org.uk
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 support hybrid working, giving you the opportunity to make an informed choice on splitting your working time between the office and working remotely. How and where you work is guided by the impact on others and the nature of the work that you are doing. We ask colleagues to connect in person when it matters. If hybrid working is not an option for a particular role this will be specified in the advert.
We provide you with flexible office workspaces. This provides you with different types of workspace which you can choose, depending on the task or activity you are engaged in. We don’t take a “one size fits all” approach. Having a flexible space helps collaboration, creativity and productivity. If the role requires you to work in a specific workspace this will be specified in the advert.
We support flexible working arrangements to help you maintain a healthy balance between career and home life. This includes working part time, reduced hours, job sharing, working remotely.
As a flexible first employer we are open to having conversations about flexible working arrangements that work for you and SEPA from day 1 of your employment with us.
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.
We are proud to be a 'Disability Confident' employer and will work to identify and implement reasonable adjustments and equipment to support you.
If you answer Yes to "Are your day-to-day activities limited because of a health problem or a disability which has lasted or is expected to last at least 12 months?" your answer will not be visible to the Hiring Manager or panel members, only to individuals within the Talent Acquisition Team. If you meet the essential criteria for the role you will be guaranteed an interview.
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 equality information is used solely for equalities monitoring purposes, and will not be used to progress your application.
If you don’t wish to give any detail, there is an option on each response to select ‘Prefer not to say’.
All appointments will be made at the base of the salary scale indicated in the job summary.
All employees are paid on or around the 27th of every month. Payment is made by electronic transfer directly into your bank account.
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.
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.
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.