BGS employees work in two main areas, science and non-science. Staff are graded according to their discipline and allocated to a common pay band which accords with their level of responsiblity. Career progression is dependent upon performance.
The science group forms the largest part of the BGS complement with recruitment being mainly to Scientific Officer and Higher Scientific Officer. Candidates would normally be required to possess a first or upper second class honours degree in Geology or the Earth Sciences for appointment at Scientific Officer level. A PhD or Masters degree in the Earth Sciences (or a related field) or experience of practical applications of the science degree would be required for the Higher Scientific Officer positions.
Candidates selected for interview will be given the opportunity to have a tour of the relevant site.
There are also posts to support the science (Assistant Scientific Officer) and these are advertised in the local evening papers and/or the local job centres. Higher graded posts are advertised in New Scientist, newspapers and other journals.
The BGS employs administrative, technical, cartographic, computing, secretarial and support staff at various grades within the non-science group. There are also a small number of librarians, and photographers.
Opportunities for appointment to the non-science group are usually within the administrative, secretarial and support areas. Vacancies within other grades are less frequent. Positions are usually advertised in the local evening papers and/or the local job centres. It is expected that more specialised posts such as librarians and photographers will be advertised in an appropriate journal, although recruitment to these grades is very infrequent.
We operate an equal opportunities policy and welcome applications from all sections of the community. Candidates with disabilities and those from ethnic minorities are currently under represented and their applications are particularly welcome. We operate a Guaranteed Interview Scheme for candidates with disabilities.
Candidates will be interviewed by a selection panel who will recommend the most suitable candidate(s) for appointment and the decision will be based on matching individuals' skills and experiences to the essential and desirable predetermined criteria for the vacant post. Depending on the requirements for the position there may also be work tests set at the time of the interview. The successful candidate(s) should not resign their current employment (if any) until a formal offer of appointment has been made. He/she will be required to provide original evidence of their qualifications (where applicable) and birth certificate.
Travel expenses incurred by those travelling from within the surrounding areas cannot be reimbursed. Candidates travelling from further afield may at the discretion of the Personnel staff claim reasonable travel expenses.
For general recruitment enquiries contact Personnel (Recruitment).
The BGS was awarded Investors In People (IiP) accreditation in 1996 and is committed to providing a comprehensive programme of development and training to enable every employee to realise his or her full potential within the framework of the business goals of the BGS. This includes providing relevant in-house technical/professional and personal development training. It also provides assistance and support to employees undertaking further education where their personal development and work ability may be enhanced.