Place & Economic Growth
Public Protection – Licensing Team
Ref: G2/OL-89684
Contract: Permanent
Salary: £23,114 - £23,893 per annum (Grade 2)
Hours: 36.66 per week
Based: Sir Robert Peacock House, Vulcan St, Oldham, OL1 4LA and other sites
Closing Date: Sunday 28th April 2024
Shortlisting & Interview Dates: TBC
Job Description & Person Specification.docx
Role Overview:
To provide support to the licensing team, covering the taxi and general licensing functions, providing advice and guidance to applicants utilising knowledge of the licensing regime and various policies.
Key Responsibilities:
- Receive and scrutinise applications made under the taxi and general licensing legislation that covers taxi and general licensing only.
- To ensure payments are made in respect of applications where required and that payment records are linked with the application received.
- To read and understand supporting documents relating to applications which may include, but not limited to, driving licences, passports, motor insurance, logbooks and more. And refer documents to higher level Officers for further scrutiny where required.
- Answer queries and provide specific, tailored guidance and support to applicants, in line with adopted policies and legislation relating to taxi and general licensing only. Provide this information via email, letter, telephone and in person.
Key Requirements:
To succeed in this role, you will need as a minimum:
- Experience of working in a busy administrative role
- Experience of a range of general office systems and procedures
- Experience of working with members of the public, and with other agencies, including a demonstrateable understanding of the concept of customer care
- Experience of working proficiently on computers including databases and navigating computer files/folders with ease
Oldham Council is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment.
If you would like support with this application, an interview or interested in looking at any courses that could help with this position please get in touch with Get Oldham Working - Get Oldham Working registration form - Oldham Council
NB. - Any candidate that meets the criteria of our Guaranteed Assessment Scheme and meets the essential criteria of the role, will be guaranteed the first stage of assessment (whether that is an interview or another assessment, as appropriate).
Our Guaranteed Assessment Scheme supports candidates with disabilities, carers, those who are aged 24 or under and have previously been in or currently in care, and those whose last long term substantive employer was the Armed Forces.
Diversity and Inclusion:
At Oldham Council, we are committed to creating a fair and inclusive workplace that is as diverse as the communities we serve. We aim to develop a culture of respect, where differences are recognised regardless of background. We aim to be an employer of choice by engaging in fair and open recruitment processes and Applications are encouraged from all communities across the borough to create a workforce that represents the diversity of our population.
About Us:
Oldham is committed to developing a Co-operative future; one where citizens, partners and staff work together to improve the borough. Anyone joining the council is coming into an ambitious organisation with big plans. We are working hard to build a brighter future for our borough and we need people from a wide range of backgrounds to continue delivering the best for our communities.
The Council has a clear set of Values and Behaviours, our Values outline how we do business and we share these borough wide with our residents, partners and businesses. Internally we have translated these values into five cooperative behaviours which outline the priority areas of focus for all staff at all levels. You can view the Values and Behaviours on our Greater. Jobs pages Working for Oldham
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Please note that should a vacancy that has been released for internal or external recruitment be deemed suitable for an at risk employee, it can be pulled back at any point up to the post being formally offered to an external candidate or an internal candidate that is not at risk of redundancy.