The SSSC is an admitted body of the Tayside Pension Fund administered by Dundee City Council under the Local Government Pension Scheme Regulations (Scotland). Both the SSSC and UNISON believe that the Local Government Pension Scheme offers an excellent benefit to our staff. The SSSC's contribution for all employees who are members of the scheme is 18 per cent. Employee contribution rates are set up by the Tayside Pension Fund on 31 March every year.
Free parking is available at our Quadrant and Compass House offices. If you are unable to get a space on site, there is free parking for up to two hours on Riverside Drive. There is also extensive pay and display parking within reasonable walking distance to the east of the building.
Flexible working hours
A flexible working scheme is in place for all employees and operates between 07.00 and 20.00. Provided enough flexi time has been accrued, you can take up to one working day per accounting period subject to a maximum of 12 over a year.
The SSSC also has a flexible working policy in place which allows employees with 26 weeks service or more to request a flexible working arrangement over and above those which are currently in place through existing flexible working practices.
Learning and development
We are committed to making sure employees are competent and confident to be able to have a positive impact on the users and providers of care services throughout Scotland.
We are focused on developing strategies to improve the performance of the organisation and in 2006 we were awarded Investor in People (IiP) status from IiP Scotland. In 2008 we were recognised as a positive about disabled people employer and in 2012 we achieved the bronze standard Healthy Working Lives award. Through organisational learning and development we support the development of effective leaders, managers and staff through a wide range of learning opportunities including e-learning, workshops, development programmes and on-the-job learning.
Continuing education policy
The SSSC supports role and career specific and individual development requests from staff by providing financial support towards the cost of education and professional development. Under the policy, we will also consider paying other costs which support qualification exams fees, registration fees and books. For qualifications that are considered specific for a particular role or organisational objective we will provide financial support of up to 100 per cent of the agreed costs. For qualifications that are considered career specific, we will consider providing financial support of up to 50 per cent of the agreed costs. For individual development we will consider proving financial support of up to 50 per cent of the agreed costs up to a maximum of £1000.
Performance development review system (PDRS)
The PDRS is critical in supporting a culture within which the SSSC supports and values its staff. The PDRS demonstrates the benefits of making clear links between achieving organisational objectives, demonstrating behavioural competencies, development of staff and encouraging an environment in which staff take responsibility for their own development.
Scottish Vocational Qualifications (SVQ) scheme
SVQs are nationally recognised, work-based qualifications which provide evidence that you can do a job to a nationally recognised standard and we offer employees an opportunity to further develop their skillset by gaining an SVQ during their employment.
Corporate and job specific induction
All employees partcipate in the SSSC's corporate induction day - Organisational Culture and Values. The day outlines the work, values and culture of the organisation.
Salary sacrifice schemes
Cycle to work scheme
The SSSC offers a cycle to work scheme run by www.cyclescheme.co.uk. The cost of the bike (free of tax and National Insurance) will be deducted in 12 instalments monthly via salary sacrifice contributions.
The scheme allows qualifying individuals to make savings on the cost of their childcare and operates as a salary sacrifice scheme whereby employees receive part of their salary in childcare vouchers towards their chosen childcare provider. The scheme does not assist in identifying childcare provision. The vouchers are a form of paying for childcare. They can be used as full or part payment for a wide range of childcare options.
Occupation sick scheme
The SSSC operates an occupational sick pay scheme with allowances paid up to the provision outlined below.
Service at commencement
of absence from duty
Full allowance for
Half allowance for
Less than 26 weeks
26 weeks or more but
less than 1 year
Up to 5 weeks
Up to 5 weeks
1 year but less than 2 years
Up to 9 weeks
Up to 9 weeks
2 years but less than 3 years
Up to 18 weeks
Up to 18 weeks
3 years but less than 5 years
Up to 22 weeks
Up to 22 weeks
5 years and over
Up to 26 weeks
Up to 26 weeks
Your continuous service counts towards the calculation of your eligibility to qualify for the above allowances.
Employee Assistance Program
The Employee Assistance Program (EAP) is available 24 hours a day, 365 days a year to all employees. It is an integrated online and offline personal support programme that gives you unlimited access to a range of specialist support and information, including:
- Financial information – dealing with debt, budgeting, investments
- Relationships – family, work, partners, friends
- Health – fitness, weight, illness, wellbeing
- Legal – consumer issues, housing, insurance claims, road traffic accidents
- Family care - childcare, schooling, parenting issues, care for the elderly.
Our Partnership Agreement with UNISON supports a process of collective bargaining. This allows us to work collaboratively together to develop, agree and review our working culture through human resources policies, terms and conditions of service and organisational development initiatives. Your contractual relationship with the SSSC is defined and underpinned by this arrangement.
Annual leave entitlement
Our annual leave entitlement starts at 25 days per year increasing by one day per complete year of service up to a maximum of 30 days. Employees who work part-time will receive a proportional entitlement.
Full-time employees receive eight flexible days which are added to the basic annual leave entitlement. Plus an additional five fixed days:
- First two working days of the New Year
- St Andrews Day
- Christmas Day or next working day
- Boxing Day or next working day
Employees who work part-time will receive a proportional entitlement.
Our enhanced maternity pay policy provides beyond the statutory provisions for all employees with at least one year continuous service. Enhanced paternity and adoption pay is also available for all employees with at least 26 weeks continuous service.
Those eligible for the enhanced maternity pay will receive 90 per cent of salary for the first six weeks of maternity leave. For the following 12 weeks, the SSSC will enhance statutory maternity (SMP) provision by providing 50 per cent standard salary plus flat rate SMP. A further 21 weeks will be paid at flat rate SMP. For paternity pay, the SSSC will top up statutory paternity pay (SPP) to match the eligible employee's full rate of pay for the first week of paternity leave.
For adoption pay, eligible employees will receive 90 per cent of salary for the first six weeks of adoption leave. For the following 12 weeks, the SSSC will enhance statutory adoption pay (SAP) by providing 50 per cent of standard salary plus flat rate SAP. A further 21 weeks will be paid at flat rate SAP.
Continuity of service
Continuous service will be recognised with the following employers/sectors for the purpose of calculating contractual entitlements to occupational sick pay, maternity leave entitlement, annual leave, redundancy and notice periods:
- local authorities
- National Health Service
- all the employers listed on the Redundancy Payments (Continuity of Employment in local Government, etc.) (Modification) Order 1999 (as amended). This also includes universities previously within local authority control.
Continuous service with the following sectors will be recognised with the following employers for the purpose of calculating contractual entitlements to occupational sick pay, maternity leave entitlement, annual leave:
- further and higher education sector
- voluntary and private providers of care sector.
We're pleased to have signed up to and achieved the following accreditations.