Privacy notice - recruitment

Identity and contact details of the data controller

Epping Forest District Council is a data controller pursuant to the General Data Protection Regulation. This means that the council decides how your personal data is processed and for what purposes. The contact details for the council’s Data Protection Officer are:

Data Protection Officer
Epping Forest District Council
Civic Offices
High Street
Essex CM16 4BZ

Call 01992 564180


What personal data do we collect about you?

When you complete an application form for any vacancy within the council you will be asked to provide personal information to support your application and to enable us to determine your eligibility and suitability to work with Epping Forest District Council.

This will include personal information including your name, contact details (including home, email address and telephone numbers) The information is also required to enable us to select the right candidate for the role, and will include past employment details, educational qualifications, skills and volunteering activities.

We will also ask for you to declare any equal opportunities monitoring information which includes ethnicity, disability, religion and sexual orientation.

If you are successful in your application we will use your personal information to carry out pre-employment checks including rights to work checks, if applicable to the post a disclosure and barring check, pre-employment medical questionnaire and references.

Why do we collect this information & how will it be used?

We will use your personal information to manage our employment relationship with you. Your name and contact details (including home, email addresses and telephone numbers) are required in order that your application form can be processed for the purposes of shortlisting for any job you have applied for.

These details will be provided to the recruiting manager and The People Team for the purpose of informing you whether your application has been successful and subsequently inviting you to an interview and any further recruitment exercises.

The information you provide within your application form is also required to enable us to select the right candidate for the role and to enable a fair consistent shortlisting process.

If you are successful in your application we will contact your referees and carry out rights to work checks to ensure safer recruitment practices. You will also be required to complete a pre-employment medical questionnaire which is sent confidentiality on to Occupational Health for the purposes of your fitness to work in the role and if any reasonable adjustments need to be implemented.

Your equal opportunities monitoring information will be used anonymously for the purposes of equality reporting and to help us improve our employment practices.

The disability symbol information is used on the application form to guarantee an interview to anyone with a disability who meets the essential criteria for the post.

The council will only use the information that you have provided for the purpose of your application form for the vacancy you have applied for unless you have given your consent, or this is otherwise required or permitted by law.

What is the legal basis for processing your personal data?

The processing of your personal data is necessary for compliance with a contract and processing is necessary for the purposes of carrying out the obligations of the controller or of the data subject in the field of employment in accordance with Article 6 of the General Data Protection Regulation.

Who we share your personal data with

The council will not share any of the information that it holds about you with any third party, unless you have given your consent, or this is otherwise required or permitted by law.

How long do we keep your personal data?

The council will keep your application form for 6 months after the vacancy has been filled. The council will keep any anonymised equal opportunities data for a period of 2 years after the vacancy has been filled.

If you are successful in your application for the vacancy please refer to our privacy notice for an employee.

Your rights

Under the General Data Protection Regulation, you have various rights as an individual that you can exercise in relation to the information that the council holds about you.

You can find information about these rights on our data protection page.

How to make a complaint

If you are unhappy with the way in which your personal data is processed by Epping Forest District Council you should contact the Data Protection Officer in the first instance.

If you remain dissatisfied with the council’s processing of your personal data, you have the right to apply directly to the Information Commissioner for a decision.

The Information Commissioner can be contacted at

Information Commissioner's Office
Wycliffe House
Water Lane
Cheshire SK9 5AF



If you've finished school or college this summer and wondering what to do next, we offer a number of opportunities for young people living in the district to join our apprenticeship scheme.



We offer apprenticeships in

  • business administration
  • multi-trade construction

These apprenticeships last for 2 years and apprentices will only be accepted on to year 2 on the successful completion of year 1.

Apprentices will have the opportunity to gain NVQ level qualifications whilst gaining real work experience and working with a mentor to achieve their personal development plan. They will earn £150 per week in the first year.


You need to

  • live in the Epping Forest district
  • be aged 16 to 18 years and not continuing education or in work
  • have or be expected to gain GCSE grades A* to C in Maths, English and ICT


If you are interested and would like further information, please contact Sharon Chater or Wendy Grant at Essex ESU


Workforce information


We are required to publish a range of workforce data under the Equalities Act 2010.

The information published here includes data on gender, disability, ethnicity, faith, sexual orientation, age profile, sickness absence and leavers / turnover.

We publish the data we collect as a result of our Performance Indicator process. This data is collected in yearly quarters

  • Quarter 1 - April to June
  • Quarter 2 - July to September
  • Quarter 3 - October to December
  • Quarter 4 - January to March

We have also included Information in response to Freedom of Information requests.

As the current yearly quarters are collated they will be displayed with results for previous years.

Age Profile

{fusionchart id="13" Epping Forest Age Profile 2012/13}


{fusionchart id="9" Top 5% of Earners - Disabled}


{fusionchart id="11" Ethnicity Trend}


{fusionchart id="6" Female employees as a percentage of the workforce}{fusionchart id="8" Grade 8+ Earners - Female}


{fusionchart id="14" Orientation}

Religion and Faith

{fusionchart id="4" Faith}{fusionchart id="5" Other Faiths}

Sickness Absence

{fusionchart id="2" Sickness Absence}


{fusionchart id="15" Training Courses Breakdown}{fusionchart id="16" Training Courses - e-learning and internal}

This information, along with Workforce Profile information for 2009 to 2014, is summarised in the document below

Frequently asked questions

This document contains a table with answers to frequent asked questions around Workforce Information.

Pay policy statement

  1. The Localism Act 2011 requires the Council to publish a Pay Policy Statement setting out details of its remuneration policy. Specifically including the Council’s approach to its highest and lowest paid employees.
  2. The matters which must be included in the statutory Pay Policy Statement are as follows:
    • (a) the Council’s policy on the level and elements of remuneration for each Chief Officer;
    • (b) the Council’s policy on the remuneration of its lowest paid employee (together with its definition of ‘lowest paid employees’ and its reasons for adopting that definition);
    • (c) the Council’s policy on the relationship between the remuneration of its Chief Officers and other Officers; and
    • (d) the Council’s policy on specific aspects of Chief Officers’ remuneration: remuneration on recruitment, increases and additions to remuneration, use of performance-related pay and bonuses, termination payments and transparency.
  3. The Act defines remuneration in broad terms and guidance suggests that it is to include not just pay but also charges, fees, allowances, benefits in kind, increases in / enhancements of pension entitlements and termination payments.

Management structure

Our senior management team comprises the Chief Executive and 4 service directors. Each director has responsibility for overseeing several service areas and is supported by a number of assistant directors who have operational responsibility for service delivery.

Chief Executive

Chief Executive

Acting Chief Executive - Derek Macnab

  • Telephone 01992 564050
  • Email

Head of Transformation - David Bailey

Head of Customer Services - Olivia Shaw


Communities Directorate

Director of Communities - Alan Hall

Assistant Director (Housing Property) - Paul Pledger

Assistant Director (Housing Operations) - Roger Wilson

  • Housing Landlord Functions (housing management, sheltered housing etc.) / Housing Options
  • Telephone 01992 564419
  • Email

Assistant Director (Private Sector Housing & Communities Support) - Robin Ray

  • Private Sector Housing / Disabled Adaptations / Housing Resources / Park Homes / Policy & Grants
  • Telephone 01992 564146
  • Email 

Assistant Director (Community Services & Safety) - Julie Chandler

  • Safer Communities / Community Development / Arts Development / Sports Development / Museum Services / Young People / Youth Council / Safeguarding
  • Telephone 01992 563600
  • Email


Governance Directorate

Assistant Director (Governance & Performance Management) - Simon Hill

  • Democratic Services / Performance Management / Data Protection / Freedom of Information / Equality / Civic & Member Services / Elections & Electoral Register / Public Relations & Marketing / Information
  • Telephone 01992 564249
  • Email

Assistant Director (Legal Services) - Alison Mitchell

Assistant Director (Development Management) - Nigel Richardson

  • Development Control / Planning Enforcement / Building Control / Contaminated Land (Applications) / Tree Preservation & Landscape / Built Heritage
  • Telephone 01992 564110
  • Email

Sarah Marsh - Chief Internal Auditor


Neighbourhoods Directorate

Assistant Director (Neighbourhood Services) - Jim Nolan

  • Leisure Management / Environmental Health / Neighbourhoods / Public Health & Wellbeing / Emergency Planning / Licensing / North Weald Airfield (Operations)
  • Telephone 01992 564083
  • Email

Assistant Director (Technical Services) - Qasim Durrani

  • Waste Management / Car Parking / Land Drainage / Flood Alleviation / Highways General / Grounds Maintenance & Arboriculture / Countrycare / Contaminated Land / Depots / Fleet Operations
  • Telephone 01992 564055
  • Email

Assistant Director (Planning Policy) - Alison Blom-Cooper


Resources Directorate

Assistant Director (Human Resources) - Paula Maginnis

Assistant Director (Benefits) - Janet Twinn

  • Housing Benefit / Local Council Tax Support / Welfare Reform / Discretionary Housing Payments / Overpayment Recovery
  • Telephone 01992 564215
  • Email

Assistant Director (Revenues) - Rob Pavey

  • Council Tax / Non-Domestic Rates / Debt Recovery / Property Inspection & Appeals / Cashiers / Income Collection
  • Telephone 01992 564211
  • Email

Assistant Director (Accountancy) - Peter Maddock

  • Treasury Management / Accountancy / Insurance / Procurement / Invoice Payments / Section 106
  • Telephone 01992 564602
  • Email

Assistant Director (ICT & Facilities Management) - David Newton

  • Information & Communications Technology / Facilities Management / Building Services / Geographic Information Systems
  • Telephone 01992 564580
  • Email

Details of the council’s remuneration arrangements for senior officers, including pay bandings, are published in the annual statement of accounts.

Gender pay gap report

This gender pay gap report is for the snapshot date of 31 March 2017.

Disability Confident

The Disability Confident scheme supports employers to recruit disabled people to the workforce and help retain employees who become disabled during their employment.

When applying for a position within the council, if you let us know via the monitoring form that you have a disability as defined by the Equalities Act 2010, as long as you meet the essential criteria for the post, you will automatically be shortlisted for an interview.


Volunteering opportunities

There are a variety of ways for you to get involved with the council and the community by volunteering.


Tree Warden Scheme

The Tree Warden Scheme is a national network that enables people to play an active role in conserving and enhancing trees and woodlands in their local area.

Countrycare Volunteer Group

Our Countrycare volunteers get involved in work ranging from habitat management work such as pond restoration, to building paths and countryside furniture and bridges. Help is always needed, so if you fancy getting involved in practical conservation work why not give it a try?

Volunteering at the museum

We have a wide range of interesting volunteering opportunities available for those looking to develop skills and meet new people in our friendly museum team.

VAEF logo

Voluntary Action Epping Forest (VAEF)

VAEF is on the edge of the forest, at the heart of the community. Promoting, developing and supporting the voluntary sector. Services include

Search for volunteering opportunities in Essex

Volunteer Essex has information on recruiting volunteers and volunteering throughout Essex.

Working for Epping Forest District Council

We are a dynamic and innovative organisation employing over 1,000 people. Based in a number of locations around the district we are committed to recruiting and retaining the best staff, and developing their careers and potential.