Why work for us?

As we deliver NHS contracts and work closely with the NHS wider family, we offer Agenda for Change contractual entitlements, which include generous maternity, paternity, adoption and sickness provisions; and special leave/time off for volunteering. 

CityCare staff can access a generous pension contribution of 20.8% from the NHS making the total contribution over 25%.

We are committed to ensuring all employees can balance their working life with commitments outside of work.  For example, if you have caring responsibilities, you can make a request through our Flexible Working policy to find a flexible working pattern that suits.

The annual leave entitlement for full-time staff working 37.5 hours per week over five days is significantly more generous than most comparable roles.  It’s 27 days on appointment, rising to 29 days after 5 years’ service and 33 days after 10 years’ service.

CityCare has an interim uplift, which came into place on 1 March 2022 until further notice, in response to the cost-of-living increase.  Our current mileage rate is 71p per mile up to 3,500 miles.  Thereafter it is 25p per mile.  For lease cars the mileage is 19p per mile.

Nottingham CityCare has a range of staff networks designed to help staff support each other and colleagues and ensure there are advocates for under-represented groups; including:

• Disability, Ability and Wellness Network (DAWN)
• Unpaid Carers Network 
• LGBTQ+ Network
• Menopause Network 
• Ethnic Equality Network

The aim of the Network Groups is to provide all staff with a fairer and more inclusive place to work, as well as tackling issues and empowering staff who may be underrepresented and/or disadvantaged. The groups therefore provide staff with a safe space to talk about what matters to them.

This week we are spotlighting the Staff Network groups at Nottingham CityCare by introducing each of the groups leads. The current Network groups at CityCare are:

Disability, Ability and Wellness Network

DAWN is a staff network that connects and represents disabled staff or those with a long-term health condition within CityCare. It is a place for staff to come together and offer each other support and information, to discuss current issues and concerns, and to influence the progression of the equality agenda within Nottingham CityCare.

The remit and principles of DAWN include:

• A focus on ability rather than disability.
• To celebrate differences.
• To educate others including managers and decision makers.
• To encourage staff to disclose a disability and update ESR.
• To influence decision making and policy.
• To streamline processes.
• To remove barriers.

 Unpaid Carers Network Group

The Unpaid Carers Network is an informal and supportive group for any Nottingham CityCare staff who identify as unpaid carers. They offer each other advice, information, expertise from a shared perspective, and aim to increase awareness of the challenges of being an unpaid carer in the workplace. 

They also aim to influence consistency in the interpretation and implementation of Nottingham CityCare policies across the whole organisation. 

LGBTQ+ Network

Nottingham CityCare LGBTQ+ Staff Network is a forum where colleagues from the LGBTQ+ community can come together to be updated on CityCare’s journey to become a more inclusive organisation. 

The meetings offer staff the opportunity to get actively involved in this journey by offering their views on proposed initiatives and also raise concerns about elements of non-inclusive practice.

Our network meetings offer a closed section of the meeting which is a safe space for individuals to raise any personal concerns and access peer support.

The group celebrates the successes of our diverse workforce during Pride and LGBTQ+ History Month and keep our members informed with useful information, webinars and articles.

Ethnic Equality Network

Nottingham CityCare Ethnic Equality Network is a forum where ethnically diverse staff can come together to be kept abreast of CityCare’s journey to become a more inclusive organisation. Our meetings offer staff the opportunity to get actively involved in this journey by offering their viewpoint on proposed initiatives and also raise concerns about elements of non-inclusive practice.

Our network meetings offer a closed section of the meeting which is a safe space for individuals to raise any personal concerns and access peer support.

They aim to celebrate the successes of our ethnically diverse workforce and keep our members abreast of useful information, webinars, articles as well as local and national development opportunities available to them.

Staff members wishing to actively participate in the steer of the Nottingham CityCare Equality and Diversity Strategy can actively participate via our Ethnic Equality staff Network Steering Group or by joining small task and finish groups.

Menopause Network Group

The Menopause Network; is a Nottingham CityCare Staff Network group supporting employees experiencing Peri-menopause and Menopause, or those wishing to find out more information around hormonal issues.  

Membership is open to all staff experiencing peri/meno/post-menopause and is inclusive of staff assigned female at birth, gender diverse and trans staff. 

The Menopause Network Group principles:

• To provide a safe space to share experience and support productive conversations.
• To be advocates for staff requiring support through the menopause journey.
• To introduce experienced speakers for evidence-based information sharing to help you through your menopause journey.
• To ensure that the required support around your working life is in place to help you through this sometimes-debilitating period of your life.

Save money on a new bike, safety accessories and clothing through the Cycle to Work scheme for your commute to work or visit the online Bike Shop and encourage all the family to get outside!  It’s good for you and good for the environment.

Lease cars are available via salary sacrifice schemes with tax benefits.

There are discounts at local gyms, shops, NCP car parks, NCT buses, mobile phone offers and more.

CityCare staff can access rapid referral to physiotherapy and mental health support, COPE Employee Health Hub, Cycle to Work scheme and flu vaccinations.

CityCare has its own Preceptorship programme to provide you with a positive and nurturing start to your career pathway with us.  The programme which was developed using guidance from Health Education England and professional and regulatory bodies, will provide you with protected development time to help assist you on your journey from final year student, to newly registered practitioner or preceptee. It’s a fantastic opportunity to help you develop professional values, behaviours, confidence and competency, so that you can enjoy and undertake your first role to the best of your abilities here at CityCare.

We recognise the importance and value of providing quality practice learning experiences in community settings, to train our future workforce and provide development opportunities to existing staff through involvement in practice education. This is an essential requirement for Nursing and Midwifery Council (NMC) revalidation, and Health and Care Professions Council (HCPC) registration renewal. In line with the NHS Education Contract (NEC) with Health Education England (HEE), CityCare is committed to provide safe and quality assured learning environments for healthcare students across our services.

• We are aligned to NHS values but with freedom and choice from central government control
• We invest in our people through a commitment to training, research and development
• Small enough to care – great place to learn and develop in your area of expertise and opportunity to work collectively with other specialisms
• We are invested in our local community and understanding of their issues through our social value and integrated partnership work within Nottingham City districts
• We make a real difference to the lives of those we serve in our population
• Staff can develop a wide range of clinical skills
• There is a great team spirit because we are not too big  and the fact staff feel valued and not just “a number.”
• Our leaders are visible and accessible
• We are committed to supporting our local communities, working with schools and local organisations to provide opportunities for our staff to engage with young people and support our future workforce.
• Because we are small we really understand our communities as we are contained within them