[work with us]

At NORCAS it's all about working with people, not just drug, alcohol or gambling problems. Over the last 30 years, our dedicated teams have worked with thousands of people to help them turn their lives around. By valuing the ideas of our staff and sharing their passion to make a difference, we're able to develop and deliver the highest quality services for those who need them.

 

Current vacancies

Administrator - Lowestoft - Job Description
Substance Misuse Worker - Norwich & King's Lynn - Job Description
 

Download forms

Application form
Equal opportunities monitoring form
Equal opportunities statment
Norcas history
Recruitment of Ex-Offenders
Summary T&Cs of Employment

Please post completed forms to NORCAS Head Office, 2nd Floor, Davey House, 7B Castle Meadow, Norwich NR1 3DE.

 

Find out more about NORCAS

Our vision and values
Our history
Our services
How to volunteer

 

Equal opportunities and diversity policy

NORCAS is committed to being an equal opportunities employer and service provider. We will not discriminate against staff, trustees, clients or volunteers in access to training, employment opportunities and service provision on the basis of race, sex, disability, age, sexual orientation, religion or belief. In all these respects we will meet the requirements of current legislation.

There are two broad forms of discrimination under UK legislation:

  • Direct discrimination generally constitutes less favourable treatment on the grounds of sex, pregnancy, marital or civil partnership status, gender reassignment, sexual orientation, race, colour, ethnic or national origins, religion or belief, disability or age.
  • Indirect discrimination generally occurs where a provision, criterion or practice, which may appear neutral and apply equally to all, inadvertently puts a certain group of workers at a disadvantage in comparison with other workers. Discrimination may also take place as a result of victimisation, harassment or bullying.

All action taken under NORCAS' procedures relating to our Equal Opportunities and Diversity policy will be monitored and procedures and policies reviewed as necessary. We will monitor and review our recruitment, employment and training procedures together with conditions of service and service delivery, to ensure they conform to equal opportunities and diversity practices.

We aim to use inclusive language in job descriptions, advertisements, publicity, published materials and in our activities. All staff and policy makers will be expected to commit themselves to ensuring that discrimination does not occur and to taking action against discrimination, if necessary by actively incorporating these principles into policy making and day-to-day matters.

 

Recruitment of ex-offenders policy

As an organisation, NORCAS uses the Criminal Records Bureau (CRB) Disclosure service to assess applicants' suitability for positions of trust. We comply fully with the CRB Code of Practice and undertake to treat all applicants fairly. We undertake not to discriminate unfairly on the basis of conviction or other information received. We select all candidates for interview based on skills, qualifications and experience.

A disclosure is only required if a thorough risk assessment has indicated that one is relevent to the position concerned. Where a disclosure forms part of the recruitment process, we encorage all applicants to provide details of their criminal record at an early stage. Unless the nature of the position allows us to ask questions about your entire criminal record, we only ask about 'unspent' convictions as defined in the Rehabilitation of Offenders Act 1974.

We ensure that those involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received approporiate training and guidance in the relevent legislation relating to the employment of ex-offenders, such as the Rehabilitation of Offenders Act 1974.

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject in relation to the position you have applied for. Failure to reveal information that is directly relevant to the position could lead to the withdrawal of an offer of emloyment, or if information is revealed after employment commences, disciplinary action may take place which could lead to your dismissal.

We provide a copy of the CRB Code of Practice to every applicant who is subject to a CRB Disclosure. We also undertake to discuss any matter revealed in a Disclosure with the applicant before withdrawing a conditional offer of employment.

Having a criminal record will not necessarily exclude you from working with us. This will depend on the nature of the position in relation to the circumstances and background of your offences.

 

Terms and conditions of employment

Full terms and conditions of employment will be issued if an offer of employment is made. Here's a summary of some of the main terms and conditions:

Probationary period All offers of employment are subject to successful completion of a six-month probationary period. Offers of employment are subject to receipt of satisfactory references and medical clearance and, in most circumstances, police clearance.

Salaries NORCAS has its own incremental salary structure. There are nine pay bands, which relate to job titles and roles; within each pay band there are seven incremental points. Individuals progress to the top of the band via annual increments (dates depend on appointment date). Salaries may be reviewed annually, at the absolute discretion of NORCAS. Clinical posts are paid in line with Agenda for Change.

Hours of work The working week for full-time employees is 37 hours. Part-time employees' hours of work vary per individual. Times and hours of work are in accordance with team requirements.

Leave Annual paid leave is 29 days (pro rata for part-timers), plus statutory Bank Holidays. The leave year runs from 1 April to 31 March. Holiday accrual is based on complete calendar months of service.

Sick pay Sick pay entitlement is as follows:

During 1st year of service:
During 2nd year of service:
During 3rd year of service:
During 4th & 5th years of service:
After 5 years service:
1 month full pay followed by 2 months half pay (after completing 4 months service)
2 months full pay followed by 2 months half pay
4 months full pay followed by 4 months half pay
5 months full pay followed by 5 months half pay
6 months full pay followed by 6 months half pay






Childcare vouchers NORCAS provides the opportunity for eligible working parents to exchange a part of their gross salary for Childcare Vouchers; this part of their salary is then exempt from Tax and National Insurance contributions.

Pension scheme NORCAS provides a contributory Group Personal Pension scheme with Friends Provident. We will currently pay a 6% employer's contribution, with the employee being required to make a minimum contribution of 3%. This benefit is available after completion of a successful probationary period and in full accordance with company guidelines.

Car usage If an employee is required to use their vehicle on business, they or their nominated driver must hold a valid driving licence and their car must be properly insured and MOT tested.