We want the Forestry Commission to be as representative as it can be of the communities we serve. This means we wish to encourage applications from all sections of the community.
The Forestry Commission operates a Guaranteed Interview scheme for candidates with disabilities, who meet all the essential (minimum) criteria for the vacancy. Candidates will be asked whether they require any reasonable adjustments to help them perform their best at interview, in consideration of their disability. Reasonable adjustments are also put in place for employees with disabilities, where they are required to assist the employee to perform the duties of the job to their best ability.
Background
The Forestry Commission (FC) reports to the Secretary of State for Environment, Food and Rural Affairs on England and GB issues, Scottish Ministers on Scottish issues and Welsh Ministers on Welsh issues.
The FC leads the way in encouraging a strong forestry industry in Britain based not just on commercial success, but on a much wider appreciation of the many values that people attach to the nation’s forests and woodlands. Broadly, the FC is concerned with the formation and management of national forests, the encouragement of forestry on private estates, research development, and education. Multi-purpose use is an important aspect of forestry policy. The emphasis has widened from encouraging timber production to the provision of social and environmental benefits arising from planting and managing attractive, as well as, productive woodlands.
Recognised as a Crown Body, our staff are Civil Servants.
Reward and Benefits
The core package includes
• Choice between a Civil Service pension or stakeholder pension scheme
• 25 days annual leave (rising to 30 days after 5 years service) and 10.5 days public and privilege holidays
Salary is paid monthly in arrears by credit transfer.
Candidates who have the relevant qualifications and experience required for the role will start at the minimum of the pay band. On the recommendation of the Selection Board, a higher starting salary will only be authorised if you have qualifications and/or experience considered to be of exceptional special value.
If you are already a Civil Servant, a more favourable salary than is allowed may be offered. The FC reserves the right to set the starting salary but will give fair and reasonable consideration to position and status in a current Department when making an offer.
Completing the application
We want to recruit the best person for each job and we use a competency based process to help us do so. This process asks for more than a Curriculum Vitae (CV) and seeks to find out more about your skills.
When completing the application form, you should demonstrate that you have the skills (through your employed, domestic or academic life) that we are looking for in the Person Specification element of the job description. You should;
• Address all essential and desirable elements of the person specification with a specific example of competence in that area. Use Headings that reflect the competencies asked for in the person specification to assist the Board members when they are reviewing your application.
• It is not enough to provide your Curriculum Vitae (CV). For certain jobs within the Forestry Commission, you will be specifically asked to provide a CV, but where a CV has not been requested, it will not be considered.
• Write out the examples for each competency in the person specification. For example – it is not enough to say ‘I am a real team player’. You need to demonstrate that you have the specific skills we are asking for in the person specification by giving examples of when you used those skills.
• Keep it simple. If you can clearly show competence for several indicators in one example, do so. Do not try to elaborate your examples with flowery speech.
• Ensure you address all essential elements of the person specification. Remember the board members conducting your application can only make a decision based on the evidence you provide in your application.
• Do not be afraid to use negative events in your examples. Showing how you have overcome an issue and learned from it is often a good indicator of how you deal with problems or conflict. Do balance the negative with more positive examples.
• Consider using the CAR acronym to outline the examples you use in your application:
Context - Describe the task in general terms
Action - What action did YOU take not just what the group accomplished
Result - What results did you achieve/what did you learn from the experience
Selection
Candidates with the most relevant qualifications, and who give evidence that they have the required skills and experience will be invited for interview. It is therefore essential to give a full and concise description of the nature, extent and level of responsibilities you have held and the skills you have used. For this reason it is important to allow adequate time to complete the application documents.
Candidates with disabilities and who meet all the essential (minimum) criteria for the vacancy will be guaranteed an interview. Reasonable adjustments to help candidates with disabilities to perform at their best will be offered to all candidates for the interview and are put in place, as appropriate, for all employees with disabilities.
Interviews
The Selection Board will normally consist of 2 interviewers who will question you on subjects connected with your academic and/or work experience and your job-related achievements and interests based upon your application. The Board’s main aim will be to gain an insight into your ability to communicate, your personal and interpersonal skills, your intellectual and professional ability.
Pre-Employment Screening
If you are successful, the FC will carry out pre-employment screening to ensure that you are qualified for the appointment. This will include verification of identity, a written health assessment and a criminal records check. To enable completion it will be necessary to see original copies of documents such as a birth certificate, passport and education certificates. Upon completion of satisfactory checks, the FC will then make a formal offer of employment.
Open and Fair Competition
The Forestry Commission's recruitment processes are underpinned by the principle of selection for appointment on merit on the basis of open and fair competition as outlined in the Recruitment Principles, which can be found at the following web address:
http://www.civilservicecommission.org.uk/Recruitment/Recruitment_Principles/
If you feel your application has not been treated in accordance with the Recruitment Principles and you wish to make a complaint, you should contact Alison McSheaffrey (alison.mcsheaffrey@forestry.gsi.gov.uk or care of HR, Silvan House, 231 Corstorphine Road, Edinburgh, EH12 7AT) in the first instance. If you are not satisfied with the response you receive, you can contact the Office of the Civil Service Commission.
Our Missions and Values
Read about our Missions and Values.
Civil Service Code
Read about the Civil Service Code.
Further Information
The FC aims to offer diverse and satisfying career opportunities. Movement between the different divisions of the FC is encouraged. Commitment is given to ensuring that all staff are trained and developed to meet the needs of their respective roles.
HR management procedures, structures and conditions of service are common to the FC as a whole.
If you are looking for a rewarding and worthwhile career, and feel you have the necessary enthusiasm and skills, please visit our Current Vacancies page.
