We offer an excellent total rewards package - it’s a comprehensive and strategic approach to employee compensation and benefits, that aligns with the Care Inspectorates’ aims. It encompasses various elements that will contribute to your overall employee experience, including compensation, benefits, work-life balance, and development.

Competitive salary

We offer competitive salaries for each job role with incremental pay progression for most roles. Salaries are reviewed annually and reward skills, qualifications and contributions to the Care Inspectorate’s success. New entrants will normally start on the minimum of the pay range.

Continuous service

Continuous service is recognised either where there are no breaks in service or if there is a break, it does not exceed 7 calendar days.

Continuous service is currently recognised with the following employers for the purpose of calculating statutory entitlements e.g. notice periods and redundancy entitlements: Local Authorities, National Health Service and all employers listed on the Redundancy Payments (Continuity of Employment in Local Government, etc) (Modification) Order 1999 (as amended).

Continuous service with the following sectors in addition to the above, is currently recognised for the purposes of calculating entitlements to occupational sick pay, maternity leave and annual leave: further and higher education sector and the voluntary and private providers of the care sector.

Hours of work

We have a standard working week of 35 hours for all employees and managers and 40 hours for senior manager roles. Inspectors work 140 hours over each 4-week period.

Flexible working

We have several policies in place that support flexible working and time off when you need it, such as flexitime, flexible hours, carers leave and special leave.  Most of our people work flexibly and value how this supports their work-life balance. 

Our flexitime system gives you the flexibility to temporarily change your times of work each day to meet your personal requirements. You can use or accrue up to half a day as flexi on any day without requesting time off from your manager, further time off should be planned in discussion with your manager.

Hybrid working

You’ll be able to work from home and the office, as part of our hybrid working approach. Our desire is to achieve an effective and balanced way of working, that enables us to meet organisational needs and achieve a work-life balance that promotes wellbeing and collaboration opportunities. We expect all staff to work in person for at least 40% of their working time. This is two days a week for those on a standard 35 or 40 hour contract.

Annual leave

You’ll receive a generous 37 days annual leave (after five years’ service) as well as six fixed public holidays. Also, our offices are closed over the Christmas period!

Family focussed

We have a family friendly policies in place including maternity, adoption and shared parental leave. We also aim to create a supportive working environment for carers in the workplace.

Wellbeing

Should you become ill or be unable to work due to an injury we will continue to pay sick pay for authorised periods of absence dependent on your level of service allowing you to focus on getting better.

We supply an employee assistance programme, supplying unlimited access to a range of specialist support and information on finances, relationships, health, legal and family care.

We also offer a wide range of wellbeing initiatives, including specialist webinars, counselling, and a listening service. 

Employee development

We are committed to the development and learning of all our staff. Everyone takes part in regular supervision through our LEAD (learn, experience, achieve and development) performance and development process. We provide training and support so you’ll be the best you can be and provide opportunities to learn, develop and share your skills and experience with others.

• Secondments - Secondments help develop and nurture talent and help colleagues to reach their full potential. We offer three types of secondment opportunities: 1. Internal assignment, where existing Care Inspectorate employees undertake work for a fixed period that is not their usual job. 2. Incoming secondment, where a person comes from another organisation to fill a post. 3. Outgoing secondment, where a Care Inspectorate employee undertakes work for another organisation.
• Career Breaks - Your circumstances may change, for a variety of reasons, and you may need to take time out or take up another development opportunity. Our Career Break Policy allows eligible employees to take an unpaid break, of between six months and two years. Our career break scheme enables employees to take an extended period of unpaid leave and provides a guaranteed return to work later.

Travel expenses

We have access to a nationwide network of offices. Where your role includes travel, you will be able to claim up to 45 per mile (per the policy) and subsistence allowances where you must stay overnight. Overnight stays and public transport bookings (which are preferable) can be made and paid in advance by the organisation.

Saving schemes

My Lifestyle provides our cycle to work and childcare voucher schemes along with discounts to a huge range of retailers including supermarkets, restaurants, holiday operators, cinemas and much more.

All staff can claim a financial contribution of up to £70 towards the cost of glasses or contact lenses where needed for Display Screen Equipment (DSE) purposes.

There is also access to credit union membership (a community loans and savings organisation, an alternative to a high street bank usually with helpful terms).  

Pension

We offer a defined benefit pension scheme (CARE) on a career average basis. 

The scheme is administered on our behalf by the Tayside Pension Fund where you will find full details of the scheme and how benefits are calculated.

Flexible retirement

If you are age 55 (or over) and you have at least 2 years membership with the Tayside Pension Fund you can request flexible retirement. This is a choice where you can access all, or a proportion of your pension earned to date but at the same time as receiving your pension you can continue working for the Care Inspectorate. Flexible retirement is an attractive way it can help with work life balance and the transition into full retirement.

To qualify you must reduce your working hours and/or grade to the extent that your revised salary is no more than 80% of your current salary.