Working with us
We provide a range of services to residents and visitors to the National Park. Around 80 staff work for the Exmoor National Park Authority. They include rangers, advisers at our National Park Centres, forestry and estate teams, planners, conservation advisers and archaeologists.
The National Park Authority's staff are organised to support our key communities:
|Section||Key Communities / Role|
|Support to National Park Users||People who make use of the opportunities for learning and enjoyment, both residents and visitors|
|Support to Land Managers||Owners and managers of land and heritage assets|
|Support to Communities||People who live, work and run businesses in Exmoor|
|Customer Service and Corporate Staff||Provide infrastructure and support essential to delivery|
Advertising our vacancies
Vacancies for positions with Exmoor National Park Authority (ENPA) are advertised on this website and may also be advertised in the local press, relevant external websites or publications as appropriate for each vacancy.
Applying for a job with ENPA
All vacancies advertised for ENPA require the completion of an application form via Webrecruit (the link to apply will be provided on the advertisement). The information provided in an application form is the only information we will use in deciding whether or not you will be shortlisted for the selection process (Please do not send in either CV's or testimonials as these will not be taken into consideration). Your application form is therefore very important. It is essential that you read the job description and person specification we provide for a vacancy and use your form to tell us how you match the requirements of the post. If you have any questions or difficulties in completing the application form or need to apply in a different format, please contact HR on 01398 322231.
Selecting candidates for interview
Shortlisting is carried out as soon as possible after the closing date. A minimum of two people will normally shortlist. The criteria used for shortlisting is consistently applied to all candidates. It is done by measuring the information supplied by the candidates against the person specification and job description.
There is no maximum or minimum number of candidates who will be shortlisted.
The application form is not used as a test for literacy, unless literacy is a genuine requirement of the job. If the person specification specifically states the need for good written communication skills do note that it will be important for you to consider how your content, writing style and presentation will be assessed.
If you are short-listed you will be asked to attend an interview, normally at Exmoor House in Dulverton. We will aim to give candidates 7 days' notice of an interview unless the date has been previously stated. Dependent upon the nature of the post, shortlisted candidates may be asked to undertake a written exercise, a relevant work-based test or prepare and deliver a presentation as part of the interview process. Should this be the case, you will be informed of the specific requirements in the letter inviting you to attend for interview. Interviews will be conducted by at least two people.
At the interview, the panel will ask questions which are intended to allow you to expand on your application and to demonstrate the extent to which you meet the requirements of the post. You will have the opportunity to ask questions.
There may be a requirement for second interview for a smaller selection of candidates.
References will be obtained when the successful candidate has been chosen.
Professionally designed selection tests can provide an objective and relatively accurate way of assessing key skills which are difficult to measure in an interview. Techniques are available to assess a wide range of skills and aptitudes at all levels. Examples include verbal reasoning, checking skills, numerical computation, clarification, personality and behaviour assessment. These techniques will only be used and interpreted by qualified and experienced assessors and there will be an opportunity for you to receive feedback following the tests. Such techniques are best used when the job details and the person specification show that it is essential to determine that a candidate has specific abilities, aptitudes or behaviour. Other types of tests can be used to provide alternative means of assessing candidates. These can include asking for a written report, a presentation, group discussion exercises, work based practical tasks and in-tray exercises.
As a service provider and local employer, Exmoor National Park Authority is committed to promoting equal opportunities and tackling social exclusion in everything it does. The Authority recognises its statutory equality duties under legislation in terms of service provision and employment and is committed to meet them.
The Authority is accredited as a Disability Confident Employer and as such ensures that all candidates meeting the minimum requirements of the post who declare a disability on their application form will be guaranteed an interview and we will be happy to make reasonable adjustments to our recruitment processes to accommodate individual needs. More information about our approach to equality in employment can be found within the Authority's Equality Pages.
The Authority is also a signatory on the Charter For Employers Who Are Positive About Mental Health. As part of our commitment as an employer we aim to show a positive and enabling attitude to employees and job applicants with mental health issues, and to our employees throughout their employment with us.
Financial Assistance to Attend Interviews: The Authority can offer a reasonable financial contribution to help candidates who otherwise may be financially prohibited in attending an interview. If you require assistance, please let us know as soon as you receive your invitation to interview. Please do not incur any expenses against which you wish to claim a contribution without contacting us first. The maximum claim is usually £60 but individual circumstances can be considered and alternatives such as interview via video conference may be implemented.
Recruitment and Development
An unconditional offer will be made to the successful candidate as soon as possible following the interviews and on completion of the relevant ID checks and receipt of references. If an offer of a post is made you may be required to complete an on-line medical questionnaire from our Occupational Health provider. A follow-up telephone appointment with the Occupational Health team may be necessary to establish whether the role can be taken without reasonable adjustment or, if adjustment is required, what the Authority may reasonably do to help you take up the role successfully.
A comprehensive induction programme will be designed for the new employee to prepare them to take on their new role and integrate into the Authority as effectively as possible. Ongoing learning opportunities are provided including, where appropriate, support for relevant academic, professional and vocational qualifications.
Work Experience with Exmoor National Park Authority
Exmoor National Park Authority will be going through a period of review and change and as such staff capacity will be limited. Therefore, we will not be able to offer work placements/experience during 2023.
We recognise the value of providing work placements and experience opportunities to students and will reevaluate the situation, and if capacity allows, we hope to offer these again in 2024. This will not affect any specific schemes or programmes already organised and open to young people.
If you have any queries, then please contact Ellie Woodcock, HR Advisor at email@example.com
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