Competitive salaries – graded with our rewarding and transparent pay structure 
26 days’ annual leave – rising to 31 days after five years, with option to buy extra days 
A generous pension – access to the local government scheme 
Learning and development – ongoing training, mentoring and coaching 
24/7 access to our Employee Assistance Programme – a free confidential advice and counselling service 
Secure bike storage, showers and access to our CycleScheme 
Apprenticeships are an exciting option - you get hands-on training and also the chance to put your skills into practice.
We’ve launched a new apprenticeship scheme in partnership with SGS College. During this time the apprentice will be required to spend a minimum of 20% of their employment hours in off the job training. Some of this will be their time at college and in one-to-one training with their assessor in the workplace.
The apprentice will be supported by a dedicated college assessor who will map out the training and assessment programme and plan review meetings to ensure the apprentice remains on track to succeed.
This means we strive for excellence in all our work, learning from past successes and mistakes to continuously improve. We also seek out opportunities to develop our own knowledge and skills, setting goals and focusing on achieving them. Additionally, we identify ways to improve things at work and aim to deliver results that represent good value for money.
Our leadership encourages creativity and big ideas, balancing short-term impact with long-term transformation and delivery in our service. They listen to our team when they have ideas for improvement and set a clear vision, engaging with our teams to deliver it.
We embody the value of collaboration by actively seeking out and listening to the ideas, perspectives, and opinions of others. We prioritise building relationships with our colleagues, expanding our professional networks, and fostering a culture of open communication. We also challenge assumptions and norms in a constructive and respectful manner, recognising that there are often multiple ways to approach a problem or achieve a goal.
Our leaders embody the same collaborative spirit, seeking out and valuing diverse perspectives and opinions. They prioritise building strong relationships with colleagues and fostering a culture of open communication and constructive feedback. By doing so, they create an environment where everyone feels heard, valued, and empowered to contribute to the organisation's success.
We demonstrate our commitment to Diversity, Equity and Inclusion by treating all colleagues with respect and dignity, regardless of their characteristics or background. We take the time to educate ourselves on DEI issues and actively work to mitigate our own biases. We recognise that everyone brings their unique experiences and perspectives to the table, and we strive to create an inclusive environment where everyone feels valued and empowered to contribute.
Our leaders embody this commitment to DEI by ensuring that every team member has a voice and is heard. They lead by example, encouraging their teams to learn and grow in their understanding of DEI. They also hold their teams accountable for considering equalities and inclusion in their work, and they address behaviors that do not align with our values. By doing so, they create a culture that values diversity and promotes a sense of belonging for all.
We prioritise personal growth and development by understanding how our work contributes to the organisation's mission and goals. We take pride in the value we bring to the organisation and our team, and we strive to continually develop our strengths and improve our weaknesses. We recognise that self-awareness is key to personal and professional growth, and we take an active role in identifying areas for improvement and seeking opportunities for growth.
Our leaders embody this commitment to personal development by leading by example. They understand the organisation's mission and goals and how their work fits into this larger picture. They recognise the value they bring to the organisation and their team, and they prioritise their own personal and professional growth. By doing so, they create a culture that values learning and development, and they empower their teams to do the same.
We drive innovation by seeking out opportunities for improvement and suggesting new or different approaches. We stay up to date with the latest good practice from around the world, and we view challenges as opportunities to be overcome. We are proactive in identifying areas for improvement and finding innovative solutions.
Our leaders embody this commitment to innovation by empowering their teams to learn and develop. They make space and time for their teams to explore new ideas, and they create a culture where it is safe to take risks and learn from failures. They work with their teams to constructively learn from mistakes and failures, and they encourage a growth mindset that values experimentation and innovation.
We’re proud to have been accredited as a Living Wage Employer.
Living Wage accreditation means that everyone working at The West of England Combined Authority receives a minimum hourly wage of £15.17 – higher than the government minimum for over 23s, currently £11.44 per hour.
It also means that anyone who provides services to, or has contracts with us, must pay the Living Wage, setting the bar for good employer practices in the region. This includes those who provide services to the West of England Combined Authority, such cleaning and facilities management contracts, as well as those who have contracts with us – such as IT providers.
We’re proud to have been accredited as a founding Member of the West of England Good Employment Charter.
The Good Employment Charter is a voluntary membership and accreditation scheme aimed to create an active network of employers within the West of England that are committed to supporting the basis of 'good work'. The Good Employment Charter is defined by seven key characteristics of good employment: recruitment, secure work, Real Living Wage, developing people, health & wellbeing, flexible work and engagement & voice.
The West of England Mayoral Combined Authority offers Carbon Literacy training to all staff. The training is delivered by a group of staff volunteers who host sessions on a monthly basis. The organisation aims to become a Gold Level Carbon Literate Organisation by the end of 2025.
