Civil service reference checks

nanny_ogg_2

Long story short,

For the past two years I was in the wrong job with a bullying manager. This caused me to be off with depression. It got to the point where I am now on my final written warning and this has stopped me applying for any internally advertised civil service position. I have two job interviews with other government departments that I applied for as external vacancies this week.

I'm really confident about getting through the interviews but terrified I might fall at the reference check. I have heard conflicting stories about what is asked for on the reference, some people have told me that between government departments they only ask for the start and finish dates of employment, others have told me they might request my sick record details.

Does anyone have any experience of what is likely to be asked where I'm moving between government departments as an external candidate? Will they likely request information on sick absence and any formal monitoring procedures I'm subject to? And if so do I get a chance to put forward my side of the story?

Thanks

JReacher1

Are you sure you can move between civil service departments as an external candidate?

I would have thought they would have full access to your medical and employment records even though you've applied externally.

Savvy_Sue

Even 15 years ago, applications to the civil service required completion of an extensive health questionnaire. This was post interview and before unconditional offer. So however you're applying, your sick records are going to be asked about.

nanny_ogg_2

Yes I'm sure I can move. Civil service jobs are applied either internally for existing civil servants, or externally for anyone. My sick monitoring prevents me from applying for any internal jobs but does not prevent me from applying for externally advertised ones. Medical records are only held by individual departments.

JReacher1

nanny_ogg wrote: »

Yes I'm sure I can move. Civil service jobs are applied either internally for existing civil servants, or externally for anyone. My sick monitoring prevents me from applying for any internal jobs but does not prevent me from applying for externally advertised ones. Medical records are only held by individual departments.

If I was recruiting for a civil service position I would find it suspicious that an internal civil service employee was deciding to apply externally. I would suspect they were trying to hide something (which you are).

Andy_L

JReacher1 wrote: »

If I was recruiting for a civil service position I would find it suspicious that an internal civil service employee was deciding to apply externally. I would suspect they were trying to hide something (which you are).

In the old days it was fairly common. When the CS still had pay spines you could sometimes negotiate higher starting pay which would get you a pay rise. Or you could bypass the requirement for your manager to recommend you for promotion before you could apply

Tiddlywinks

Moving from one agency to another will mean continuous service. HR will need to review previous appraisal headlines to record pay details etc - performance related pay relies on the end of year markings to calculate any uplift. The mark will give the game away.

Also, I would imagine your manager would want to discuss your transfer with HR given your current disciplinary status - it would be negligent to allow the transfer without advising the incoming agency of the performance issues.

I can't see how your exporting department would just ignore your disciplinary status when preparing transfer or reference paperwork - at the very least it would be unethical and, with the new Civil Service Code (placing emphasise on integrity, honesty and personal accountability) an action not many HR professionals would risk.

nanny_ogg_2

Tiddlywinks wrote: »

Moving from one agency to another will mean continuous service. HR will need to review previous appraisal headlines to record pay details etc - performance related pay relies on the end of year markings to calculate any uplift. The mark will give the game away.

Also, I would imagine your manager would want to discuss your transfer with HR given your current disciplinary status - it would be negligent to allow the transfer without advising the incoming agency of the performance issues.

I can't see how your exporting department would just ignore your disciplinary status when preparing transfer or reference paperwork - at the very least it would be unethical and, with the new Civil Service Code (placing emphasise on integrity, honesty and personal accountability) an action not many HR professionals would risk.

I'm not currently under any disciplinary action at all. Conduct and discipline are completely separate. My situation is entirely down to being stuck in a place with a bullying manager that got away scot free. But that's by the by.

I have no intention of deceiving anyone. I merely wanted to know whether they would definitely ask for my sick record and if they did, would I get a chance to actually tell them what happened before any job offer is rejected.

I've really been through hell with this the past two years and this is the first time I've really felt positive about my future in all that time. I may even mention it at the interviews, I've just been getting conflicting messages about what they will ask for that I wanted clarification. If they ask for my sick history my current employer will provide it, if they don't then they will only supply the information that is requested.

Tiddlywinks

nanny_ogg wrote: »

I'm not currently under any disciplinary action at all. Conduct and discipline are completely separate. My situation is entirely down to being stuck in a place with a bullying manager that got away scot free. But that's by the by.

I have no intention of deceiving anyone. I merely wanted to know whether they would definitely ask for my sick record and if they did, would I get a chance to actually tell them what happened before any job offer is rejected.

I've really been through hell with this the past two years and this is the first time I've really felt positive about my future in all that time. I may even mention it at the interviews, I've just been getting conflicting messages about what they will ask for that I wanted clarification. If they ask for my sick history my current employer will provide it, if they don't then they will only supply the information that is requested.

A transfer would be considered 'continuous service' and so they will need your attendance and performance records for pay purposes.

You are currently subject to capability management processes - I cannot see HR in your exporting agency not highlighting that to the importing agency... it would be unprofessional.

As to being given a chance to explain the situation, I can't see that being offered as the attendance is a matter of record and they can refer to that.

nanny_ogg_2

Tiddlywinks wrote: »

A transfer would be considered 'continuous service' and so they will need your attendance and performance records for pay purposes.

You are currently subject to capability management processes - I cannot see HR in your exporting agency not highlighting that to the importing agency... it would be unprofessional.

As to being given a chance to explain the situation, I can't see that being offered as the attendance is a matter of record and they can refer to that.

I'm not actually transferring as such. I handed in six weeks notice on Monday this week. So once that is completed I will no longer be a civil servant. Assuming I get one of these jobs then I will be hired as though I were an external candidate. So I'm unsure of how that would be treated.

Maybe it's just best that I mention the issues I have had at the interviews and see what happens.

Tiddlywinks

nanny_ogg wrote: »

I'm not actually transferring as such. I handed in six weeks notice on Monday this week. So once that is completed I will no longer be a civil servant. Assuming I get one of these jobs then I will be hired as though I were an external candidate. So I'm unsure of how that would be treated.

Maybe it's just best that I mention the issues I have had at the interviews and see what happens.

If you are treated as any other applicant then the new agency will want a health questionnaire completed as part of the recruitment pack.

Your previous (current now) agency will review your file in order to complete the reference - they will see the capability issue that was current when you resigned. It is probable that they will refer to it because it was in force at the time of resignation and will be relevant across the civil service agencies.

As to mentioning this in the interview, the interview panel will mark based on your answers to specific questions around competencies. They mark on how well you meet the requirements - they do not make the final decision concerning a job offer and will not be able to address your explanation of your absence issues. They will likely just tell you to speak with the recruitment team with any added information you feel is relevant.