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Working for us

  • About PCH

    We improve lives by providing affordable homes, great services and supporting communities.

    We are Plymouth’s largest social housing landlord with over 16,000 properties providing homes to over 35,000 people in Plymouth.

    PCH is a high performing, efficient and effective housing business focused on providing good quality homes and services for people in the city. 

    We don’t just own homes; we are also a commercial landlord with over 170 shops.

    SO Living offer shared ownership homes and have sold 167 homes in the city and surrounding area since 2012, including at North Prospect, one of the largest housing regeneration projects in the South West. The team pride themselves on their personal approach towards helping you own your own home.

    Plumer House is our Head Office and serves as an imposing, modern five storey business centre which is home to long-term business tenants and available to hire for conferencing, training and meetings.

    Our Strategic Business Plan sets out what we want to achieve and how we are going to make it happen. It’s built around our PCH House – come on in and find out more below. 

    Our values are really important to us because they help to guide how we get the results we want. We ask all our staff to live by those values when working for PCH - Care. Respect. Listen. Do the right thing.

    Strategic Business Plan 2017 to 2022 Refresh

    Strategic Business Plan 2017 to 2022

    PCH People Strategy

    We are a Disability Confident Employer and were awarded Investors in People Gold award in 2017.

  • What we offer

    Competitive Pay

    PCH pays competitive salaries for all roles across the company. Rates of pay are at a fixed rate for each role and have been benchmarked by an external third party.

    Annual salary increases are in line with RPI subject to Business Plan constraints and Board review.

    Annual Leave

    We want you to have a good work-life balance and our holiday entitlement reflects this. Leave allowance starts at 25 days and increases with service to a maximum of 30 days as well as entitlement to bank holidays. Entitlement is pro-rated for part time employees.

    Pension Scheme

    We offer a Defined Contribution Pension Scheme to all new employees with the Social Housing Pension Scheme (SHPS). When you contribute to your pension, we also make a generous contribution as we believe that we should all make adequate provision for our futures.

    As part of this, you will receive a death in service benefit of 3 times your salary.

    Overtime

    Where required, this will be outlined in job descriptions and paid subject to your contract of employment.

    Hours of Work

    Hours are dependent on individual posts and are specified in contracts of employment.

    Flex hours are applicable to some posts within PCH. Core working hours are 09.45am to 11.30am and 2pm to 3pm.

    Probation Periods

    We want all our new employees to succeed with PCH and as part of this provide objective feedback about how well you are doing and what you may need to achieve to be successful. Confirmation of your appointment will be subject to you satisfactory completing this period and will be reviewed after two, four  and six month’s service.

    Expenses

    From time to time you may incur expenses resulting from carrying out your role and responsibilities, which PCH will reimburse in line with our expense policy.  HMRC rates apply for all mileage claims.

    Notice Periods

    Senior Managers and above are required to provide 3 months’ notice. All other employees (unless outlined in your contract of employment) are required to provide 1 months’ notice.

  • Health & Wellbeing

    Company Sick Pay

    We are all affected by illness from time to time which can affect our ability to work. We believe that we have generous company sick pay which employees are entitled to on completion of your probation period, in which you will be paid Statutory Sick Pay (SSP) if eligible.

    During the first year of service you are entitled to 4 weeks’ full pay (less SSP) and 4 weeks’ half pay.

    During the 2nd year of service 8 weeks’ full pay (less SSP) and 8 weeks’ half pay.

    During the 3rd year of service 12 weeks’ full pay (less SSP) and 12 weeks’ half pay.

    After 4 years’ service 16 weeks’ full pay (less SSP) and 16 weeks’ half pay.

    Medical Appointments

    We recognise that there may be occasions when you need to attend medical appointments. You should endeavour to make these appointments outside of working hours wherever possible.

    24 hour employee assistance

    We provide a 24 hour employee advice, information and counselling service helpline to employees and families living at the same address. The service is free for you to access whenever you need. Advisers can talk through issues such as debt concerns, stress or relationships.

    Gym and Classes

    Employees have access to our own Gym at Plumer House.  This is available following a Gym Induction and can be used outside of normal working hours but in conjunction with our building opening and closing times.

    We are also currently offering Pilates and Yoga classes at a reduced rate to all employees.

    Discount Schemes

    PCH has teamed up with the Civil Service Sports Club and are able to offer a variety of benefits for a membership fee.  Full details can be found on the CSSC website.

    PCH have also negotiated a discount with a local solicitor which is available to all employees, for most of the services they provide.

    Mental Health First Aiders

    PCH recognises that employees may suffer from both poor physical and mental health and in this regard everyone is encouraged to raise any concerns they may have and are supported within the workplace.

     

    Salary Sacrifice Schemes

    You have the opportunity to join our salary sacrifice cycle scheme. 

  • Family Friendly

    Maternity Leave and Pay

    All expectant mothers are entitled to up to 52 weeks maternity leave (made up of 26 weeks ordinary maternity leave and 26 weeks additional maternity leave). 

    In addition to Statutory Maternity Pay (SMP), PCH offer an enhanced benefit of Occupational Maternity Pay (OMP) – details of eligibility are available in the Maternity Procedure.

    Adoption Leave and Pay

    This is available to staff with 26 weeks continuous service as at the week of notification of matching.  PCH have two types of Adoption Pay; Statutory Adoption Pay and Occupational Adoption Pay. Details of eligibility can be found in the Adoption Leave Procedure.

    Support for Families

    We also offer paternity and shared parental leave as well as parental and dependants leave.

    Emergency Time Off

    In the event of an injury or critical illness of a member of your close family, employees are entitled to take up to 3 days paid leave after 2 days annual leave has been used.

    We also provide up to five days paid bereavement leave.

     

  • Learning & Development

    This sits at the heart of our people strategy and we make a financially substantial investment in your development. All employees are encouraged to participate in Continued Professional Development where required for their roles. We also have a comprehensive health and safety training programme. Learning is delivered through workshops, development programmes, coaching, leadership support and personal development.

    Apprenticeships

    PCH has a comprehensive apprenticeship scheme. Full details can be found through our Apprenticeship page.

    Appraisals

    PCH recognises the need for managers to have regular discussions with their employees regarding their performance as well as during the annual appraisal process.

    Personal Development Loans

    In order to support employees with their personal development, we offer loans to employees who wish to undertake a course of study to obtain a work related qualification. As part of this, a reasonable amount of paid time off is also offered.

    Professional Subscriptions

    We recognise that many of our roles require membership of professional bodies. PCH will reimburse the cost of one fee per annum where required for an employee’s role.

    Beacon Awards

    We value the efforts of all our staff. Those who have consistently gone “the extra mile” to make us an excellent organisation are given formal recognition at an annual awards ceremony.

    Volunteering

    We support our employees to take part in social value activities and personal development by allowing them up to three days per year to attend.  

  • Living and Working in Plymouth

    Plymouth City’s vision is to be one of Europe’s most vibrant waterfront cities, where an outstanding quality of life is enjoyed by everyone. 

    Nestling between the sea, rivers and the dramatic expanse of Dartmoor, Plymouth offers the perfect work life balance. As recently cited by The Guardian, “Plymouth is now officially the optimum place to buy a property in Britain, with the best balance of schools, housing, culture and scenery.”

    Plymouth is a spectacular waterfront city which has seen many exciting changes over the last few years. These include the growth of Plymouth University, the redevelopment of sites such as the Royal William Yard, the opening of Plymouth Life Centre - one of the best sports and leisure facilities in the country - a growing events programme and a burgeoning reputation as a foodie heaven.

    Plymouth has a huge amount to offer, including an unrivalled lifestyle with its amazing green spaces, stunning waterfront and close proximity to some of the best beaches and landscapes in the UK, as well as all the advantages of a vibrant urban culture of a big city. 

    Plymouth Book of Wonder (courtesy of Plymouth City Council)

  • Careers at PCH

    Assistant Housing Officer

    “I find the working conditions at PCH are helpful – they’re really family friendly. I have a young family and I find that PCH are happy to help me fit in what I need to, as there are flexible working hours and they understand that people have lives outside of work.

    "As well as making the most of the gym facilities – I find that everything here is centred around making sure staff are healthy and happy.”

    Repairs and Lettings Manager

    "I love being busy and doing a good job for residents to provide somewhere nice where people want to live. I particularly like involving residents in decisions about our services. 

    "I look after quite a large team and everyone seems to have the same aim - everyone wants to do the best they can for residents."

  • Gender Pay Gap

    It matters to us!

    PCH is committed to being a great place to work. Our values of Care, Respect and Do The Right Thing are reflected in our commitment to our employees. This is recognised by gaining re-accreditation of Investors In People Gold, in 2021. It doesn’t stop there. We have earned Gold Accreditation for our equality and diversity practices and are a disability confident employer, as well as offering award winning learning and development programs.

    Gender Pay at PCH

    We are a social organisation and strive to build a team which is representative of the communities and customers we serve. Our initial gender pay results are good but clearly there is more to be done and we are on to it!
    Our overall mean pay gap is only 1.3%, which still compares well with the Office of National Statistics 2021 average of 7.9%.  This is a difference of 2.7% from last year, due to a change in one senior role.

    This gap reflects our agreed pay policy of basing salaries on independently determined median market benchmarks, regardless of gender. It is therefore great to see that our policy continues to achieve such a low gap.

    Our median pay gap has slightly increased to 5.9% from 5.8% which has been the level since 2017.  This holds up well against some of the big national / international organisations. But we are not complacent!

    In terms of the gender distribution at PCH 42.9% of the top salary quartile are woman occupying key senior management positions across the organisation.  This has slightly decreased from 2020 by 1.3%.

    We also run counter to national trends by having a low female intake into the lower quartile roles. Our middle quartile salary roles do show an improved result with the Q2 occupations increasing in representation in females by 6.5%.  There continues to be a traditional picture of more women in the Q3 administrative jobs and more males in the Q2 technical and building related occupations.

    Quartile distribution

    Proportion of Male & Female in Each Quartile   

    Male %

    Female%

    Q1 Top Quartile

    57.1

    42.9

    Q2 Upper Middle Quartile

    72.3

    27.7

    Q3 Lower Middle Quartile

    32.9

    67.1

    Q4 Lower Quartile

    67.5

    32.5

    So, what are we doing?

    Our strategy going forward will help us to build on our results and underpin our continuing commitment to equality and diversity in all its forms. For gender pay this includes:

    • Continually monitoring data and interpreting what it shows us
    • Creating opportunities for females to move into non-traditional roles through our internal secondment and transfer programme
    • Supporting through our learning and development programme
    • A fair and transparent recruitment and selection process
    • Ensuring that we advertise in a wide range of media, including digital technologies that allow animations
    • Using positive gender neutral role imagery in our advertising and employee literature
    • Encouraging females to consider a wider range of roles within PCH by positively promoting opportunities at careers fairs and through our work supporting local schools and colleges
    • Promoting our apprenticeships to people of both genders
    • Continuing our pay policy based on equality including our long standing focus on low pay.

    And finally...

    This is a strategy for the long-term. Committed as we are, this will be a long road to achieving lasting change and will not be straightforward. For example, recruiting additional female apprentices into entry level technical roles could actually depress our mean pay gap for a time. But I and our Board are determined to maximise our potential as a diverse and inclusive organisation.

    John Clark
    CEO

    Sally Foden, Head of Human Resources

  • Application guidance

    Applying

    If you are applying for one of our roles, please refer to the job description available via the vacancy portal. Each advert will describe how you need to apply. You will need to give examples of how you meet the essential and desirable experience, knowledge, skills and qualifications from the person specification. 

    The online system accepts applications up to 11.59pm on the closing day, unless stated otherwise.

    Shortlisting

    Panel members will undertake the short-listing process which will be completed by the date provided in the advert. They will score your application against the essential criteria outlined in the person specification.

    Guaranteed interview scheme – for disabled applicants

    If you have a disability and the panel agree that your application fulfils the essential criteria requirements identified in the person specification then you will be guaranteed an interview.

    If you are a person with a disability and because of your impairment cannot fulfil certain criteria contained in the Person Specification; please ensure that you explain how you could meet the requirements in an alternative way, or with reasonable adjustments in your application.

    Interview

    Interview panels will consist of a minimum of two recruiting managers. Details of members will be provided to you with your invite to interview.

    Interviews will be a series of competency based questions. You will be asked to provide examples of a time when you have demonstrated a skill in a specific situation of circumstance. To prepare, we recommend you re-read the job description as well as the information on our careers pages.

    If the panel require you to give a presentation, you will be provided details in your interview invitation.

    If you require any alterations, adaptations, alternatives or particular aids of equipment to make the interview process fully accessible, then you will be asked to let us know in advance of your interview date.

    What to bring with you to interview

    Documents showing your eligibility to work in the UK and original qualifications which are essential requirements for the role. This could also include your driving licence.

    If you are successful at interview

    The recruiting manager will contact you to offer you the role. You will then receive an offer letter. A number of pre-employment checks will be required prior to your commencement which will be outlined to you. It is recommended that you do not resign from your current position until a start date is confirmed with you.

    If you are unsuccessful at interview

    The recruiting manager will provide you with feedback and advise why you were unsuccessful on this occasion.

    Pre-employment checks

    As well as evidence of your entitlement to work in the UK and qualifications to the role, our other checks include;

    • Occupational health check
    • References
    • DBS (Disclosure and Barring Service) for applicable roles only