RECRUITMENT AND SELECTION

Transcription

1 RECRUITMENT AND SELECTION POLICY AND PROCEDURES Document Control Panel File Reference Number File Name Owner Approver HR-PP-01 Recruitment and Selection Policy and Procedures Finance Director Director of Service History Date Author s Name Changes Approved by Name 03/11/10 Board of Trustees 07/2011 GW Reviewed PS 19/07/2011 Board of Trustees 02/05/2013 GW Reviewed PS 27/05/2013 Board of Trustees 27/06/2014 JW Reviewed PS 15/07/2014 Approved Board of Trustees 15/05/2015 JW Reviewed PS 22/05/2015 Reviewed and approved LG 02/08/2016 SN Reviewed and updated PS 06/09/2016 Reviewed and approved LG 23/11/2017 CW Reviewed 28/11/2017 Approved Board of Trustees Next Review date Nov 2018 Printed copies of this document are not version controlled.

2 INDEX 1 Introduction Job Assessment Recruitment... 3 Page 2 of 5

3 This policy and these procedures arise from The Adoption Support Agencies (England) and Adoption Agencies (Miscellaneous Amendments) Regulations 2005, Regulations 18-20, and National Minimum Standards for Adoption, Standard Introduction PAC-UK operates under and adheres to the current provisions of the Equality Act PAC-UK engages an external professional employment advisor to ensure policies and procedures relating to recruitment and employment are in compliance with the most recent legislation. These policies and procedures apply to staff and volunteers. 2 Job Assessment 2.1 At the point when a member of staff or volunteer retires, leaves the organisation or is dismissed, the Head of Service will consult with the senior management team to consider whether the post is still pertinent to the aims of PAC-UK. 2.2 The Head of Service in conjunction with the appropriate senior manager, will review the objectives of the post and the job description to ensure that it is still valid and that the relevant tasks cannot be transferred elsewhere. If the post is to be filled or a new post is to be created, Head of Service/Director of Service will ensure that the following steps are taken. 3 Recruitment 3.1 All appointments will be made according to our recruitment policy. It is the responsibility of the person acting as an appointing manager to familiarise themselves with these procedures and to identify any training needs they may have to the Head of Service. 3.2 The Head of Service for the appropriate service will recommend to the Director of Service a revised job description which takes account of the review held under paragraph The Head of Service for the appropriate service (depending on the post concerned) will consider the skills, abilities, experiences and personal qualities needed by applicants for the post and will submit a person specification to the Director of Service, in line with the job description. Page 3 of 5

4 3.4 In accordance with PAC-UK s Equal Opportunities policy and procedures, the Head of Service will arrange for appropriate advertising to reflect the short list criteria, which will be drawn up from the person specification. Advertising will be both internal and external, and will include a closing date by which applications must be received, as well as an interview date. 3.5 A suitable information pack will be forwarded to those making initial enquiries. No informal arrangements are to be made by anyone concerned with the process from this point. 3.6 The information pack is to include: an application form (to include details of two referees, one of whom has to be the last employer, and the requirement for a DBS check if the eligibility criteria are met), the job description to include brief Terms and Conditions of Employment (including remuneration), the person specification, the Equal Opportunities policy and procedures, an Equal Opportunities Monitoring form and the closing date for applications. All applications must include their complete employment history with no gaps unaccounted. 3.7 A shortlisting/interview panel of two to three, depending on the nature of the post, will be drawn up. In the case of senior positions, the panel will include a member of the Board of Trustees, the Director of Service/CEO and one other senior member of staff. Any gaps of employment will be addressed at the point of interview. 3.8 After the closing date the shortlisting/interview panel will review the applications and will use the short list criteria to discard any which do not meet the requirements. 3.9 Those applicants meeting the criteria and achieving the highest scores in relation to the Person Specification will be invited to attend interview. They will be listed for interview by the panel in a way which is sensitive to their needs The HR Administrator or the relevant Team Administrator will arrange for a letter of invitation to be sent out The interview process will be conducted in a way which is consistent with the Equal Opportunities Policy and Procedures Candidates will be required to produce certificates in evidence of their professional qualifications at the time of interview, as well as proof of their right to work in the UK under the Immigration, Asylum and Nationality Act Following the interview, the panel will make an assessment of all the candidates. The candidate who meets the required standard and demonstrates the greatest Page 4 of 5

5 understanding of the duties expected of them will be offered the post. In the event that the selected candidate does not accept the offer of employment, and no other candidate was deemed equally suitable for the post, the process will be restarted from the beginning The successful candidate will be offered the post verbally and in writing, subject to satisfactory references and Enhanced DBS disclosure (where relevant). The HR Administrator will seek three references at this stage. Written references will be confirmed by telephone as soon as they are received and the referee invited to add any other relevant information An Enhanced DBS check, where relevant for the post, will be requested. Police checks will be requested from home countries for all overseas applicants who have lived in that country for more than two years since the age of 18 years. In the case of EU countries, this will be a 'Certificate of Good Conduct' Following receipt of satisfactory references and DBS disclosure (where relevant), a start date will be confirmed in writing. No person shall be allowed to begin work prior to receipt of these documents The HR Administrator will ensure that all records of recruitment, including any interview and other activity scoring sheets are securely filed Employed Staff, once appointed, will be given a contract containing the Terms and Conditions of Employment and a copy of the Employee Handbook, which forms part of the employee's terms and conditions Sessional workers will undergo a similar recruitment procedure. However, they will be given a Contract for Services. Page 5 of 5