Work Experience Policy and Procedure

Transcription

1 SH HR 75 Summary: Keywords (minimum of 5): (To assist policy search engine) Target Audience: This document provides guidance to staff responsible for Work Experience placements. Work experience, placements, observation placement, shadowing, Disclosure and Barring Service (DBS) checks. All staff responsible for work experience placements. Next Review Date: February 2018 Approved and Ratified by: Joint Consultative and Negotiating Committee Date of meeting: 19 July 2016 Date issued: Authors: Sponsor: Julia Kendall, Senior Resourcing Advisor Director of Workforce, Development and Communications 1

2 Version Control Change Record Date Author Version Page Reason for Change February New Policy- previously combined work experience and volunteers (SH CP 33) Reviewers/contributors Name Position Version Reviewed & Date Julia Kendall Senior Resourcing Advisor V1, January 2016 Julie Abdalla Head of Development (Band 1-5) V1, January 2016 Staff Side Scrutiny Group V1, 19 April 2016 Helena Vowden External Recruitment Advisor V1, May 2016 Ricky Somal Equality & Diversity Lead V1, July 2016 Louise Jones Senior HR Manager V1, July

3 Quick Reference Guide For quick reference, this page summarises the actions required by this policy. This does not negate the need to be aware of and to follow the further detail provided in this policy. 1. Work experience is defined for the purposes of this policy as a time limited work placement on the Trust s premises, typically a maximum period of 2 weeks and generally a working pattern of Monday to Friday with the emphasis on the learning experience. 2. The majority of work placements will not require any pre employment checks as per the NHS Standards Guidelines but managers will need to ensure that:- A Risk Assessment is carried out to ensure that the individual is not exposed to any hazards that would have any adverse effects on their health and safety. A Local induction plan is set up to ensure that the individual has a local induction on the first day of their placement. The individual has provided ID documents to confirm their identity. 3. If you are unsure of whether pre-employment checks should be undertaken then please contact the Recruitment Team for further advice. For further information on the process please follow the Work Experience Flowchart (Appendix 1) and policy. 4. Managers should ensure that a confirmation letter and Statement of Agreement for Work Placements is in place prior to the individual commencing work experience. 5. Managers should be fully aware of their responsibilities in relation to work experience and this is outlined in the policy. 6. Work experience candidates should be fully aware of their responsibilities in relation to work experience and this is outlined in the policy and the Statement of Agreement for Work Placements. 7. On completion of the work experience the manager should provide a written reference. 3

4 Contents Page 1 Introductions 5 2 Definitions 5 3 Purpose of Policy 5 4 Scope 5 5 Work Experience Placement Guidelines 6 6 Main Principles 6 7 Workplace Risk Assessment 6 8 Pre placement checks 7 9 Training, supervision and review 8 10 Insurance cover 8 11 Expenses 8 12 Managers Responsibilities 8 13 Work Experience candidate responsibilities 9 14 Procedure for dealing with request for work experience 10 placements, shadowing and observation 15 Termination of agreement 11 Appendices Appendix 1 Work Experience process flow chart 12 Appendix 2 Work Experience Application Form 13 Appendix 3 Work Experience Risk Assessment 17 Appendix 4 Work Experience Template Letter and Agreement for 20 Work Placements Appendix 5 Training Needs Analysis 23 Appendix 6 Equality Impact Assessment 24 4

5 1.0 Introduction 1.1 The Trust recognises the important role work experience can play in supporting the future workforce of the NHS. 1.2 Work Experience candidates provide many opportunities and benefits to the Trust including; influencing the quality of future employees, developing recruitment channels through building links with local schools, colleges and the local community, influencing career choices and raising the profile of the Trust in the community. 1.3 The Trust is committed to promoting equality of opportunity and treatment of any individual engaged in work experience and ensure that there is no discriminatory practice on the grounds of age, disability, gender re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex and sexual orientation. 2.0 Definitions 2.1 Work experience is defined for the purposes of this policy as a time limited work placement on the Trust s premises, typically a maximum period of 2 weeks and generally a working pattern of Monday to Friday, in which the individual carries out or observes a particular task or duty, or a range of tasks or duties, more or less as an employee would but with the emphasis on the learning experience. 2.2 It is expected that any work experience placement should provide structured training and experience which will help individuals to gain entry onto a higher education health profession programme or to support them to gain future paid employment. Work experience can also include work shadowing, work observation, visits or carrying out work based projects. 2.3 In exceptional circumstances some work experience placements may be for a prolonged period of time for example, 2 days per week over 6 months. 3.0 Purpose of Policy 3.1 The purpose of this policy is to detail the arrangements and procedures managers need to carry out to ensure that those undertaking work experience placements are engaged in accordance with current health and safety legislation and that those involved are not exposed to any hazards that would have any adverse effects on their health and safety. The procedural arrangements outlined below will help to ensure the policy is operated consistently and fairly across the Trust. 4.0 Scope 4.1 This procedure applies to all areas of the Trust and to anyone seeking a work experience placement and covers all sites, buildings and areas where the Trust operates. It should be read in conjunction with the following policies: Organisational Induction Policy Health and Safety Policy SH HS04 Equality, Diversity and Human Rights Policy 5

6 Standard of Dress, Uniform and Personal Appearance Policy Speak Up Policy and Procedure 5.0 Work Experience Placement Guidance 5.1 Eligibility work experience candidates 5.2 Students in their last two years of school or college students undertaking a health care course are eligible for work experience placements and they should be offered placements appropriate to their age. 5.3 Work placements may also be offered by Divisions to support individuals with mental health problems as an introduction to gaining full employment or as a way of supporting them to return back to work. 5.4 Anyone under the age of 18 years must have the signed consent of their parent or guardian before a work experience placement can proceed, this is obtained via the application form (Appendix 2). 6.0 Main Principles 6.1 The most common request for work experience placements ranges from one day, to one or two week blocks. The vast majority of pre-16 placements last for a maximum of two weeks. 6.2 Under 18 s who have left full time education are permitted to carry out personal care in a care setting as long as they are suitably trained, competent and are supervised year olds who undertake work experience in hospitals are not allowed to work between the hours of midnight and 4.00am. In addition they are usually not allowed to work after 10.00pm or before 7.00am. Work experience is usually undertaken through observation of work practice by qualified staff, with patient consent. 6.3 Due to the sensitive nature of work undertaken in clinical areas and with particular regard to protecting service users confidentiality and ensuring the safety of the individual undertaking work experience, work experience placements or observations within clinical areas need to be assessed with care and some may be considered inappropriate for people under the age of 18. If a manager feels their area of work is not suitable for people under the age of 18 then they can reject any requests they receive for work experience. 7.0 Work Place Risk Assessment 7.1 A work experience risk assessment form (see appendix 3) should be completed prior to commencement of the work experience placement. 7.2 The purpose of the risk assessment is to identify any hazards or threats which the individual may be exposed to and to assess the risk that these hazards will occur, taking into consideration the individuals lack of experience. Managers will be responsible for ensuring that appropriate safeguards and controls are put in place to ensure the health and safety of all individuals undertaking work experience within the Trust. In addition the manager must ensure that individuals undertaking a work experience are aware of the risks. 6

7 7.3 The risk assessment form should be kept in a safe place in the area the individual is working in together with their application form, their record of local induction for nonpermanent staff, and their signed confirmation letter and agreement. 8.0 Pre-Placement Checks work experience The NHS Employment Check Standards include all pre-appointment checks that are required by law and those that are mandated by Department of Health (DH) policy. They form part of the robust risk assessment process which ensures patient and public safety, as well as the health and safety of all work experience students. NHS Employment Check Standards apply to all permanent staff including students, those on work experience. 8.1 Disclosure and Barring Service (DBS) Clearance It is not necessary to complete a DBS check for work experience placements whose work experience placement is lasting less than two weeks. However; the individual should not be left unsupervised at any time during their placement. If the work experience placement is longer than two weeks and the placement involves access to patients and service users which would be unsupervised a DBS check should be undertaken, however DBS checks on indivudals under 18 will provide limited information due to their age, DBS checks cannot be undertaken on children under 16. Similarly, where a prolonged period of work experience has been agreed in advance, for example 2 days per week over 6 months a DBS clearance should be obtained if the placement is unsupervised. 8.2 Occupational Health (OH) Only individuals on work experience placements of more than two weeks and who have physical clinical contact with clients are required to complete a Work Health Assessment prior to the start of the placement. The Trust s Occupational Health (OH) provider can assess the individual s fitness to undertake the duties. 8.3 Letter of Recommendation All students are required to provide a letter of recommendation and confirmation of their suitability to undertake work experience from their school, college, university prior to them starting. Not all work experience will be for students at school in these cases two references should be sought. These should be recent contacts and not pre-prepared letters. Family members are not acceptable referees. It is useful for one referee to be a previous or current employer it is important to remember that not all work experience candidates will have such a referee. Some will have limited options for example: People who have been unemployed for a long time People who have never been in employment Asylum seekers and other people who have not long been living in the UK Students. 7

8 For applicants who have not recently been in employment there are a number of individuals who could act as referees. These include: Religious or cultural leader Teacher or tutor Case worker, community or social worker Family doctor (in this case there may be a charge for providing the reference which the individual would have to pay). The Trust reserves the right to withdraw the offer of any work placement if the references are unsatisfactory. 9.0 Training, Supervision and Review The Manager/Supervisor should ensure a local induction is provided on the first day of an individual s work placement in line with the Trust s Organisational Induction Policy. All individuals on a work placement should be assigned a named contact person by the manager of the area they are working in to provide constant supervision, support and regular reviews including praise for achievement and feedback on areas for improvement Insurance Cover Individuals participating in work experience are covered by the Public Liability Insurance Scheme Expenses Travel expenses for work experience candidates may be claimed in some exceptional circumstances or where funding is available from a third party source. Where travel is claimed, individuals who use their own vehicle should ensure that their car insurance covers them for business use. It is the Manager s responsibility to ensure they have reviewed and checked the individual s car insurance policy Managers Responsibilities 12.1 Managers should ensure that all staff within their team are clear about the role of the individual undertaking the work experience placement and foster good working relationships with them The standards of care and conduct of work experience candidates should be the same high quality as staff The Manager should ensure that individuals on work experience placement receive detailed information about their work area and their responsibilities to the Trust The Manager should provide individuals on work experience placement with a local induction and the required training in the specific tasks to be undertaken. 8

9 12.5 The Manager must ensure that individuals on work experience placement have a clear understanding of the duties of care and confidentiality attached to working in a healthcare environment and that they have the necessary levels of supervision if required The Manager may wish to appoint another member of staff within the area of work to act as a supervisor. This person will have delegated responsibility for the work experience placement individual in particular regard to supervision on a daily basis and will be responsible for providing support and guidance Any accident or incident involving an individual on work experience should be reported to the Manager who should follow the Trust s reporting process and inform the individual s emergency contact, albeit a parent or a school or college contact whichever is applicable When the individual starts their work experience placement they must be taken through the placement agreement (terms and conditions) with particular emphasis on confidentiality and personal boundaries. A confirmation letter and Agreement will be sent to work experience candidates by the Manager/Supervisor prior to them commencing The Manager will be responsible for notifying parents (if individuals are under the age of 18), educational establishments (if applicable) and the individual if problems arise that cannot be dealt with, e.g. discipline, or if they wish to terminate a placement during or in advance of the expected date of termination It is the responsibility of the Manager to ensure that the requirements of Health and Safety legislation and Trust Policy on this subject are satisfied Managers should provide a written reference for the work experience candidate at the end of the placement Work Experience Candidate Responsibilities 13.1 All those undertaking work experience are required to wear suitable clothing and footwear for the work situation and be neat and tidy at all times It is the responsibility of the individual to notify the area to which they are allocated, if they are unable to attend Individuals undertaking work experience should always report on and off duty on each occasion to the appropriate Manager/Supervisor Individuals are expected to hold in confidence any information about the employer, staff or patients which they may obtain during the work experience period. It is also important that this confidence is maintained after the placement has ended Individuals must be aware of their own personal boundaries and must always alert the appropriate manager if a client or patient is known to them Every workplace has its own hazards and all individuals undertaking work experience are expected to act responsibly at all times and take care not to expose themselves or others to risks. Individuals should not operate machinery and should not attempt to lift heavy or awkward objects. 9

10 13.7 Any individual undertaking work experience that is arrested on any charge or served with a summons on a criminal charge must inform their Manager/Supervisor immediately. The Trust reserves the right to terminate the work experience placement agreement immediately Individuals on work experience are expected to inform their manager immediately if they sustain an injury at work, they should also inform their Manager/Supervisor if they feel unwell at any time during the placement Individuals are expected to sign a confirmation letter and work experience placement agreement issued by the Manager/Supervisor in advance of the work placement starting Procedure for Dealing with Requests for Work Experience Placements, shadowing and Observations 14.1 The Division/Service are free to make their own decision on whether work experience, shadowing or observation can be accommodated. The Trust actively encourages Managers to support service user work placement requests It is advised that all prospective work experience, shadowing and observation candidates are interviewed face to face before the work experience placement start date and it is the manager s responsibility to arrange this. This will identify the individual s prior experience and desired learning outcomes All work experience candidates should then be asked to complete an Application Form prior to undertaking their work placement (Appendix 2) The manager should ensure they undertake a risk assessment and will need to complete and retain a risk assessment form in advance of the work experience placement start date Once a short face-to-face meeting has taken place and upon receipt of an application form and the completion of a risk assessment the Manager will need to send; a confirmation letter and work place agreement (Appendix 4), a copy of the risk assessment, criminal conviction form (if applicable), DBS form (if applicable), and Work Health Assessment (if the placement is for more than two weeks duration and there is physical clinical contact with clients) and a written outline of roles and responsibilities to the work experience candidate for signing and completion It is advised that Managers formulate tailored programmes with identified learning opportunities and experiences before the work placement commences. To assist with this a timetable should be created which will ensure that both the supervisor and the work experience candidate are aware what the placement will involve Whilst the need for flexibility is understood the timetable should be adhered to as close as possible and any changes should benefit the learning experience On the first day of the placement the Manager must ensure a record of local induction for non-permanent staff is carried out before they commence work in a ward/unit/office for the first time. The Induction Checklist should be signed by the manager and the individual and retained by the manager/supervisor with the individual s paperwork relating to the work experience placement. 10

11 15.0 Termination of agreement When the individual on work experience placement leaves it is important to ensure all Trust property is returned. If the individual has been given IT access, the IT department should be asked to close down their account on leaving. 11

12 Appendix 1 - Work Experience Process Manager receives a request for work experience from an individual/service user Manager identifies a work experience placement an individual/service user could undertake and produces a written outline of duties and responsibilities. Manager completes a Risk Assessment Form Work experience candidate/service user completes an Application Form Manager arranges a formal meeting with the individual/service user to identify their prior experience, desired outcomes from the placement and agree details of the arrangement Manager makes a conditional verbal offer to the work experience candidate, offer subject to DBS check, satisfactory references and Occupational Health clearance if applicable. Manager sends the following documents to the work experience applicant to complete and sign: Confirmation Letter and terms and conditions of Placement (Copy of the Risk Assessment) Criminal Conviction Form if applicable (DBS link if applicable (available from Recruitment Team) Occupational Health link if applicable (available from Recruitment Team) Manager sends to the Recruitment Team for processing (if applicable): Completed DBS Form Completed OH Form Outline of roles and responsibilities completed JHIF Form Manager obtains references Manager retains all paperwork relating to the work experience candidate Manager confirms start date with the individual/service user Satisfactory clearances obtained? Offer of work experience placement confirmed or withdrawn Manager provides a local induction and arranges necessary training, e.g. fire safety, health and safety, infection control, manual handling, safeguarding adults, food hygiene (if applicable) 12

13 Appendix 2 - Application for Work Experience or Observation Placements Please complete this application form in black ink and return to: Recruitment Department, Hawthorn Lodge, Moorgreen Hospital, Botley Road, West End, Southampton SO30 3JB. Information will be treated in the strictest confidence. Personal Details Please note that wherever possible you will need to bring in photographic ID to confirm your identity Title: Surname: Forenames: Address for Correspondence: Postcode: Telephone number: Date of Birth: Next of kin: Daytime Tel no: School/College: Address: Careers Advisor: Tel no: Dates of work experience: Area/Dept required: 13

14 Previous Work Experience or Employment Please give details of any previous paid or voluntary work you have had (continue on a separate sheet if necessary): Employers details Dates from/to Job description Work Experience Candidates who are no longer in full time education For those candidates who are no longer in full time education please provide the names and contact details of two references. These one could be a current or previous employer and not pre-prepared letters. Family members are not acceptable referees. Reference 1 Reference 2 Other Relevant Information Please use this space to provide information in support of your application (continue on a separate sheet if necessary): 14

15 Individual, Parent and Teacher Agreement to Trust requirements 1. The Trust places considerable importance on the need for attention to Health and Safety at work. You have the responsibility to acquaint yourself with the safety rules of the work place, to follow these rules and make use of facilities and equipment provided for your safety. It is essential that all accidents, however minor, are reported. 2. The Trust will also expect you to observe other rules and regulations governing the workplace which are drawn to your attention. Please note that there is a Smokefree Trust Policy covering the whole working environment and that there are security arrangements applicable to most locations. 3. The Trust fully supports equal opportunities in employment and opposes all forms of unlawful or unfair discrimination on the grounds of ethnic origins, gender, disability, age, religion or sexuality. 4. There will normally be no payment for meals or travelling expenses. I have read and understood the above requirements. Signed: Date: Please obtain the following signatures: (under 18yrs.) Parent/Guardian I have read the work experience/observation programme information and understood the requirements. I will ensure the student carries out these obligations and confirm that he/she is not suffering from any complaint, which might create a hazard to him/herself or to those working with him/her. I give permission for my son/daughter to attend the course and observe during his/her visit to Southern Health Foundation NHS Trust. Signature: Date: 15

16 School Careers Advisor (if under 18 yrs): I have read the work experience programme information and give permission for to attend the course and observe during his/her visit to Southern Health NHS Foundation Trust. I also confirm that he/she is currently studying at Signed: Date 16

17 Appendix 3 - Risk Assessment Form for Work Experience This form must be completed and forwarded to the Recruitment Department, Hawthorn Lodge, Moorgreen Hospital, Botley Road, West End. SO30 3JB, together with the work experience Application Form. Under health and safety law, you must assess the risks to young people under 18 years old, before they start work/work experience and tell them what the risks are. Name of placement worker Risk assessment completed by: Job Title: Date Completed: Who will be responsible for the health, safety and welfare of the above person whilst they are in the workplace? Are there any of the following hazards present in the workplace? If any of the following are ticked yes please provide details of what precautions are in place to prevent the above person coming into contact/ being exposed to these hazards. Verbal abuse and/or aggression Yes No Details/ Comments/ Precautions Manual Handling Extreme temperatures Noise Vibration Ionising radiation Biological Agents Hazardous substances High voltage electricity Machinery 17

18 If you answer yes to any of the following questions, please also provide details of what precautions are in place and what protective measures have been employed to protect the person on placement. Could any task be reasonably considered to be beyond a young person s physical or psychological capacity? Yes No Details/ Comments/ Precautions Are there any risks in the workplace which could pose a threat to an individual s health and safety due to their lack of awareness, or their immaturity (if a student)? Are there arrangements for protective clothing if necessary? Are there arrangements for special health and safety training if necessary? Will the individual be required to use any equipment? If yes ensure that they can physically use the equipment and they receive appropriate training Have you taken all necessary, reasonable practicable steps to ensure that young persons are not exposed to any work that could adversely affect their health and safety? Is the workplace safe for the individual to be in? Are there any other factors which might adversely affect the health and safety of the individual? Individuals undertaking work experience are not expected to undertake any moving and handling tasks during their placement unless they have undertaken a formal course of training (contact Leadership, Education and Development Department for course information). 18

19 Guidance for Managers A risk assessment form should be completed each time a new work experience placement is arranged. In many cases a previous risk assessment can be copied, however changes in the work place must be considered along with the age and capabilities of the individual. Completing the Risk Assessment The risk assessment should be completed as fully as possible for the area the individual will be working, by the person supervising or their line manager. It should be taken into account that placement workers are likely to be inexperienced, unaware of health and safety risks and in the case of work experience students, may be physically or mentally immature. You should put in place measures to control the risks which will remove them altogether or reduce them to the lowest possible level. The Completed Risk Assessment A copy of the risk assessment should be kept in the area the individual will be working. These may be kept centrally in your area or by the supervisor. A copy of the completed risk assessment should be sent to the recruitment department. Precautions that must be taken Fire and health and safety issues should be covered by a local induction received on the morning the placement begins. This should cover geographical limitations and any restrictions on using equipment. All members of staff the individuals will be working with should receive a brief on the limitations of each work experience placement. The individual should receive an induction to the Trust and area of work on the first day of the placement. 19

20 Appendix 4 Confirmation Letter and Agreement Private & Confidential Dear RE: Work Experience at Southern Health NHS Foundation Trust I have pleasure in confirming our offer of a work experience placement to work within Southern Health NHS Foundation Trust (SHFT). This placement is for the period from xxx to xxx based at xxx. This offer is subject to the conditions outlined in this letter. During the period of your placement you will not, at any time, except where the law requires, be regarded as an employee of the trust, and will not be eligible for remuneration in respect of your work placement with the trust. If you agree to accept the appointment on the terms specified below then please sign the attached form of acceptance and return one copy to me. A second signed copy of this letter is attached, which you should also sign and retain for your own record. Yours sincerely Manager Title Telephone Number Enc Statement of Agreement 20

21 STATEMENT OF AGREEMENT FOR WORK PLACEMENTS 1. In the course of your work experience you may gain knowledge of a confidential nature relating to the private affairs, diagnosis and treatment of patients, information affecting members of the public, matters concerning staff and details of items under consideration by the Trust. Under no circumstances should information be divulged or passed to any unauthorised person or persons. This includes holding discussions with colleagues concerning patients in situations where the conversation may be overheard. Any breach of confidence or unauthorised disclosure may result in disciplinary action, up to and including dismissal from work placement on Trust premises. 2. All work placement students have a legal obligation to take reasonable care of his/her own health and safety, and the safety of other people who may be affected by his/her acts or omissions. All work placement students are given the opportunity to access information, instruction and training necessary to enable the safe performance of work experience activities. Please note you have a positive duty to take care of your safety and observe the prescribed safe system of work practices within the department/unit you enter. 3. Should you be involved in an accident in your capacity as a work experience placement student whilst on Trust premises, you or someone acting on your behalf should notify the Departmental Manager. For this to be appropriately reported as an incident in line with Trust procedures. 4. Please ensure you are familiar with the hospitals fire procedures. It is the responsibility of your group manager/co-coordinator to ensure you are made aware of relevant induction training. It is a legal requirement that volunteers attend fire safety training. 5. Patient, staff and service users rights must be respected at all times. Infringements of these rights are not tolerated. Any such occurrences may result in disciplinary action, up to and including dismissal from the work experience placement. 6. Southern Health NHS Foundation Trust accepts no responsibility for any items of personal property lost or damaged on the premises whether through fire, theft or otherwise. 7. Under no circumstances must property be removed from the premises Southern Health NHS Foundation Trust without first obtaining the approval of the Departmental Manager. Any items issued to you i.e. (identity passes, protective clothing etc.), remain the property of Southern Health NHS Foundation Trust and must be returned to the departmental manager when you cease to undertake work placement work at the Trust. 8. Southern Health NHS Foundation Trust requires you to observe the No Smoking Policy in operation within your area of work. 9. The Trust reserves the right to ask you to end/relocate your work placement activity in respect of complaints, legislative or organisational changes. 21

22 Acceptance I agree to abide by the terms and conditions of the above statement. I understand that should I fail to comply with these terms, Southern Health NHS Foundation Trust has the right to terminate my work placement activity on Trust premises. Signed: Print Name: Date:.. Parent/Guardian s signature if under 18: Print Name: Date:.. 22

23 Appendix 5: LEaD (Leadership, Education & Development) Training Needs Analysis If there are any training implications in your policy, please complete the form below and make an appointment with the LEAD department (Louise Hartland, Strategic Education Lead or Sharon Gomez, Essential Training Lead on ) before the policy goes through the Trust policy approval process. Training Programme Frequency Course Length Delivery Method Trainer(s) Recording Attendance Strategic & Operational Responsibility Directorate Division Target Audience N/A 23

24 Appendix 6: Equality Impact Assessment The Equality Analysis is a written record that demonstrates that you have shown due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations with respect to the characteristics protected by the Equality Act Stage 1: Screening Date of assessment: July 2016 Name of person completing the Ricky Somal assessment: Job title: Senior HR Manager Responsible department: People & Communications Intended equality outcomes: The purpose of this policy is to detail the arrangements and procedures necessary to ensure that those undertaking work experience are engaged in accordance with current health and safety legislation and that those involved in work experience are not exposed to any hazards that would have adverse effects on their health and safety. The procedural arrangements will help to ensure the policy is operated consistently and fairly across the Trust. Participants will be treated like valued members of staff whilst they were on placement, that they had learned new skills and that the placements were well-organised. The trust encourages professional conduct and recognition that everyone is entitled to be treated with dignity at work. The trust will not tolerate any forms of discrimination, bullying or harassment and all individuals should familiarise themselves with the appropriate policies and procedures Who was involved in the consultation of this document? JCNC Please describe the positive and any potential negative impact of the policy on service users or staff. In the case of negative impact, please indicate any measures planned to mitigate against this by completing stage 2. Supporting Information can be found be following the link: Protected Characteristic Age Positive impact The trust is committed to equality and diversity and is an equal opportunities employer. Age limitations referenced are in line with legislative requirements Negative impact No negative impacts identified at this stage of screening The policy and procedure promotes equal opportunity and complies with current legislation with regards to the prevention of unlawful discrimination Disability Work experience can be offered to those with lived experience or service users to support a return to employment etc. Identification and provision of No negative impacts identified at this stage of screening 24

25 Gender reassignment Marriage & civil partnership Pregnancy & maternity Race Religion Sex Sexual orientation reasonable adjustments The trust is committed to equality and diversity and is an equal opportunities employer. The trust is committed to equality and diversity and is an equal opportunities employer. Risk Assessments as per Health and Safety requirements The trust is committed to equality and diversity and is an equal opportunities employer. Respect for an individual s religious belief or cultural differences should be taken into account when considering a placement to ensure the individual feels supported and not discriminated against. The trust is committed to equality and diversity and is an equal opportunities employer. The trust is committed to equality and diversity and is an equal opportunities employer. No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening No negative impacts identified at this stage of screening Stage 2: Full impact assessment What is the impact? Mitigating actions Monitoring of actions 25