Portsmouth City Council Jobs 2026 for Officers & Directors

1. 2026 Salary Structure: The Banding System

PCC uses a transparent “Band” system based on the JESS (Job Evaluation Support System). This ensures that pay is equitable across different directorates.

2026 Pay Note: Salaries are paid on the 20th of each month. Most roles include an annual incremental progression within the band, subject to satisfactory performance reviews.

2. Priority Recruitment Areas for 2026

Recruitment in 2026 is driven by the city’s strategic “Vision 2040” goals. The following areas are seeing the highest volume of vacancies:

A. Digital & AI Innovation

Following the appointment of AI Support Officers in early 2026, the council is actively hiring for roles that integrate automation into public services.

• Key Roles: AI Integration Leads, Data Analysts, and Digital Inclusion Officers.

B. Housing & Regulatory Services

With the Portsmouth Local Plan aiming for submission in Spring 2026, there is a surge in demand for specialists to manage the city’s growth.

• Key Roles: Housing Regulation Officers, Planning Officers, and Resident Liaison leads.

C. Adult & Children’s Social Care

PCC remains a “Disability Confident” and “Armed Forces Covenant” gold-standard employer, with a major focus on safeguarding.

• Key Roles: Safeguarding Practitioners (Bands 9-10), Occupational Therapists, and Community Connectors.
• Incentives: Many social work roles in 2026 include a recruitment and retention package (often around £3,000) to attract experienced practitioners.

3. Understanding the Recruitment Process

PCC has fully adopted the Success Profiles framework, moving away from simple “competency” questions to a more holistic assessment.

The Five Elements of Assessment

• Behaviours: Actions resulting in effective performance (e.g., “Making Effective Decisions”).
• Strengths: Things you do well and find motivating.
• Ability: Tested via situational judgement or verbal reasoning.
• Experience: Your history and mastery of specific tasks.
• Technical: Professional qualifications (e.g., CIPP for Payroll roles).

The Anonymised Sift

To ensure fairness, PCC uses an anonymised recruitment process. Hiring managers cannot see your name, age, or nationality until after the shortlisting is complete.

Crucial Tip: Hiring managers cannot see your uploaded CV during the initial sift. You must include all relevant evidence in the Personal Statement section of the online application portal.

4. How To Apply?

• Step 1: Profile Builder: Create a candidate profile on the PCC Careers Portal. This acts as your digital “hub” for tracking applications and booking interviews.
• Step 2: The Personal Statement: Align your statement with the “Who is the Person” section of the job profile. Use the STAR Method (Situation, Task, Action, Result) to provide evidence for each required behavior.
• Step 3: Online Tests: For many Band 7+ roles, you will be invited to take a Situational Judgement Test (SJT). Practice these, as they are the primary barrier to the interview stage.
• Step 4: The Interview: Usually held via Microsoft Teams or at the Civic Offices. Expect a mix of “Behavioural” questions (STAR format) and “Strength” questions (which require quick, natural responses).

5. Employee Benefits: The “Portsmouth Offer”

PCC provides a highly competitive total reward package designed for long-term career stability.

• Hybrid Working: Most office-based roles follow a 60/40 model (minimum 2 days in the office).
• Pension: Automatic enrollment into the Hampshire Pension Scheme (LGPS). The Council contributes approximately 17.8% of your pensionable pay—far higher than most private sector firms.
• Annual Leave: 27 days pro-rata, increasing to 31 days after 5 years. You also have the option to buy up to 10 additional days of leave each November.
• Health & Wellbeing: Access to the Vivup portal for employee discounts, a GP helpline, and mental health support tools.

6. Summary: PCC Career Snapshot