Once you have accepted your new role with us, we'd like to make sure you have all the information you need before you start your new role.
What happens next?
There are few things that need to happen before you join and we'll be in touch with you along the way.
Your offer pack
You will receive your offer pack, via email, which will include the following information. You can access most of this information through the website.
- Conditional employment schedule – this sets out your offer of employment.
- Summary of terms and conditions of service – this sets out the generic terms and conditions for your role.
- New starter information form – this ensures that we have all the necessary personal information for you and asks you to confirm that you have read the key ORR policies.
- An online health questionnaire - our occupational health service need to find out whether there are any health concerns that we should be aware of.
- Disclosure application form – under the Rehabilitation of Offenders Act (1974) we need to check unspent convictions. We will send you an email about this separately.
- Pensions questionnaire – this will enable us to offer you the appropriate pension.
- HMRC starter checklist – to be completed by new employees without a P45.
- Emergency contact consent form
Please return the completed paperwork to the Human Resources (HR) department as soon as possible. We will need to do your pre-employment checks straight away so that you can start work at the earliest opportunity.
If you have any questions about your offer pack, then please contact HR or telephone 020 7282 3674/2007.
You can find further information from our 'employee handbook', referred to in your terms and conditions.
We need to do the following pre-employment checks before you start work. Once this process is complete, we will contact you to confirm your start date. On average, this process takes around one month.
Baseline security clearance
We are required to carry out a baseline security check on all new staff. We will send you a separate email about this.
If you indicate in your health check form that you there is a health concern that we need to be aware of, then the Occupational Health Service will contact you for more information. This will enable us to make any adjustments to your working arrangements where necessary.
Eligibility to work
We will need to check your passport to confirm that you have the right to work in the UK and to check your identity.
We will need to see proof of the qualifications that are essential to your job, if we have not seen this already.
Meet the team
We hope that you can visit us before you start work and encourage you to arrange this with your new line manager. This will give you the opportunity to meet your new team and gain a better understanding of the work you will be doing.
Confirming your offer
You will receive your unconditional offer by email once all the necessary pre-employment checks have completed and we have confirmed your start date.
Once you have joined ORR, you will find out more about ORR and the work you will be doing. Your first day will include:
- Meeting your line manager – to talk through all the key things you need to know before you start work
- An IS induction – to make sure that you can access all the IS systems that you will need;
- A facilities induction – to cover health and safety in particular
- Speak with HR – to check we have all your paperwork and deal with any outstanding HR queries
During your first few months, you will be able to access a range of learning and development opportunities, most of which are provided by Civil Service Learning these include face-to-face courses, e-learning packages and downloadable learning resources.
There will also be some key ORR events that you should attend to find out more about the work we do.
There is an itinerary here to help you to work through your induction. You can ensure that you have covered everything you need to help you settle into your new role. We will ask you for feedback about your induction after your first two weeks, to check that you have covered everything that you need.
Civil Service Reform
If you are a Civil Servant on old terms please note that ORR has updated its terms and conditions of employment as part of the Civil Service Reform. The terms of your transfer will be detailed in your offer and if you are joining ORR on a promotion, modernised terms will apply, as detailed below.
Civil Service Reform FAQs
1. I am a civil servant applying for a role on promotion. What will my terms and conditions of service be if employed by ORR?
If being successful in this application means you are promoted you will adopt the modernised terms and conditions as set out in the table below.
2. I am a civil servant who is on modernised terms and conditions I am applying for a post at, or equivalent to, my existing grade. What will my terms and conditions of service be if employed by ORR?
A move at your existing grade will mean that you will be employed on the modernised terms and conditions as set out in the table below.
3. I am a civil servant who is not on modernised terms and conditions. I am applying for a post at, or equivalent to, my existing grade. What will my terms and conditions of service be if employed by ORR?
A move at your existing grade will mean that you will be employed on the existing Terms and Conditions of ORR as set out in the table below.
4. How do I know if I am on modernised terms and conditions?
If you joined the Civil Service before April 2013, and have not been promoted since this date you are not on modernised T&Cs. If you joined the Civil Service or have been promoted after this date and are unsure whether or not you are on modernised T&Cs, please contact your HR Department.
5. What if my move is compulsory?
If you are moved on a compulsory basis, the above would apply where it won't result in a detrimental change.
6. I am not a civil servant. What will my terms and conditions be if employed by ORR?
You will adopt the modernised terms and conditions as set out in the table below.
|Existing terms and conditions||Modernised terms and conditions|
|Starting on 27 days annual leave increasing to 30 days||Starting on 25 days annual leave increasing to 30 days|
|2.5 privilege leave days||1 privilege leave day (Queen's birthday)|
|36 hours per week for London staff
37 hours per week for regional staff
|37 hours per week for all staff|
|Occupational sick pay: 6 months full pay and 6 months half pay in a rolling 4 year period||Occupational sick pay linked to length of service. Starting at 1 month full pay and 1 month half pay increasing to 5 months full pay and 5 months half pay.|
|Mobility clause for non-admin staff to any ORR office in the UK
All staff can be moved within reasonable travelling distance of current location
|Broad mobility clause covering all civil service organisations in the UK|
It is the candidate's responsibility to be aware of the Terms and Conditions they will adopt on joining ORR.
If you require further information, you can contact Human resources.