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City of Wolverhampton Council, Electoral Services Canvasser
Salary: £13.26 per hour
Location: Variable – allocated to cover one city ward
Hours: 20-37 Hours per week
Job period: 2 September 2025 – 17 October 2025.
The award-winning City of Wolverhampton Council is seeking enthusiastic canvassers to work with our dynamic and hardworking Electoral Services team on this years annual canvass, with the opportunity to come back and work for Electoral Services each year during the annual canvass.
This role will support Electoral Services to deliver this year’s annual canvass by collecting elector data before the publication of the new electoral register in December.
Each Canvasser will be expected to visit residential properties in the Wolverhampton area to confirm the details of electors who haven’t yet responded to the canvass. At least two visits must be made to a property if the first one was unsuccessful.
Ideally you will have excellent communication, personal, and organisational skills. The ability to conduct your work in a politically neutral and professional manner is crucial. Applicants will be expected to accurately input data on to a tablet device; handling confidential information is key to this role. You will be expected to manage your own schedule including evening and weekend work. Access to a vehicle to travel across the Wolverhampton area would be advantageous. Mileage would be paid between canvass rounds, but not to and from home.
A training session will be held on Tuesday 2 September to provide an overview of the canvasser position and the various equipment required for the role.
Those interested in the role will need to complete an application form. Interviews for successful applicants will commence in early August.
If you would like to discuss this or require more information about the role then please contact Laura Noonan or Alice Peacock on: Electoral.Services@wolverhampton.gov.uk or 01902 55 5050.
Interviews are scheduled to take place on Tuesday 2 September 2025.
Diversity
We are committed to building a workforce that is reflective of the diverse community we serve. We want to attract the best applications from people of all backgrounds and underrepresented groups because we strongly believe in adding value through diversity, inclusion, and equality. Our employees enable us to deliver services that are accessible, inclusive, and reflective of Wolverhampton residents.
We encourage, inspire and value an inclusive culture here at the council where employees can flourish, thrive and be themselves. We have four staff equality forums for employees to join. These help to ensure our workforce has a voice, employees feel empowered to speak up and where everyone is treated with respect - Learn more here
Recruitment of Ex-Offenders
We are committed to the fair treatment of all our employees, potential employees, or users of our service regardless of offending background. The Council uses the Disclosure and Barring Service (DBS) for any vacancies that require a DBS check to obtain information about applicants to assess their suitability for employment in positions of trust. We do not discriminate unfairly against any individual on the basis of a conviction or any other information revealed as a result of a DBS disclosure - Learn more here
Employment Information & Support
If you are considering applying for an apprenticeship or a role where the salary is (Grade 2-5), and would like to visit us to learn about the application, interview process and what it is like to work for the council, please click on this link to find out more - Learn more here
Working for us
For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here.
Workstyles
At the Council all job roles are allocated a workstyle. The Council have three categories of workstyles, which are:
Fixed - This is when employees work in a fixed location. This signifies the role to be permanently based from one fixed location (this could be an office or home if agreed under a flexible working request). There may be ad hoc exceptions such as attendance at a specific meeting or training is required at an alternative location. The postholder for this role is allocated a base location and is predominantly expected to work from here.
Field - This is when employees work in the field. This signifies the role to be predominately based out in the community and has a minimum requirement for ‘touch down’ space. Employees in this workstyle tend to travel to various locations for work, meetings, training etc where required.
Flexible - This workstyle denotes that the postholder’s base location is flexible, to meet the needs of the business. The postholder can work from a mixture of home or any Council office, partner/client, or external location, as required. This workstyle provides employees the option to work from home, however the work base location remains as stated in the contract of employment. Employees have flexibility to work from office space at any of the council buildings across the City of Wolverhampton or choose to work from home (UK based Address).
For full details of the responsibilities and requirements of this role please see the attached Job Description and Person Specification.
For more information about working for our organisation including the culture of the Council, the Council plan and vision, staff equality forums, core HR policies and much more please click here.
Attached documents
Seniority level
* Seniority level
Entry level
Employment type
* Employment type
Part-time
Job function
* Job function
Other
* Industries
Human Resources Services
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