POLICY (STRATEGIC) RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF
|
|
- Tracey Brooks
- 6 years ago
- Views:
Transcription
1 POLICY (STRATEGIC) RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF RELATED POLICIES / PROTOCOLS / STATEMENTS Lay Principals in Catholic Schools in Tasmania Salary and Conditions Employees in Catholic Education Policy Statement Senior Leadership Positions: Enrolment of Children in Catholic Schools Qualities for Educational Leadership Positions in Catholic Schools TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 1 of 13
2 RECRUITMENT, SELECTION & APPOINTMENT OF STAFF POLICY RELATED POLICIES Lay Principals in Catholic Schools in Tasmania Salary and Conditions Employees in Catholic Education Policy Statement Senior Leadership Positions: Enrolment of Children in Catholic Schools Qualities for Educational Leadership Positions in Catholic Schools Importance: Document Status: Strategic Stage One Stimulus Paper Timeline: To be completed by September 2009 RATIONALE VERSION TWO 10 th Nov, 2008 The authenticity of Catholic education is given life and expression through the enthusiasm and skill that staff can bring to the educational ministry of the Church. It is essential, therefore, that the appointment of staff within Catholic Education Tasmania is given a high priority. Indeed, the selection of staff to Catholic schools bears particular importance for: Staff members should be people whose lives give Christian witness and inspire young people. At the same time, they should be highly competent, motivated and adaptable staff, with a genuine empathy for young people. The Archbishop s Charter for Catholic Schools (2008) TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 2 of 13
3 The purpose of this policy therefore is not only to ensure that staff appointment processes are effective and in accordance with current employment and industrial legislation, but also to ensure that employees are people who can willingly support and promote the Catholic ethos and culture of the community to which they are appointed. POLICY The appointment of staff to Catholic schools and the Tasmanian Catholic Education Office requires recruitment processes to be clear and transparent and selection processes to be based on the open merit system. The Tasmanian Catholic Education Office and other employing authorities will therefore ensure that the appointment of staff to Catholic schools / colleges is consistent with the principles and procedures contained within this document and its attachments. DEFINITIONS Merit This refers to the capacity to meet the designated essential and desirable criteria and to be the best match / job fit for meeting the needs and context of the relevant educational community. Open This means that the position is available to any suitably qualified person from within or beyond the state of Tasmania. Organisation This term refers to any one of the following: Tasmanian Catholic Education Office, Regional Offices, TCEO Services, schools/colleges. Head of Organisation This means the designated head/leader of the above- identified organisations (e.g. Executive Director, Regional Director, Head of Corporate Services, Principal). TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 3 of 13
4 PRINCIPLES This policy is founded on the following principles that underpin every stage of the process: 1. Pastoral Care Throughout the recruitment, selection and appointment process, due consideration will be given to the professional needs and personal well-being of potential staff. 2. Partnerships, Collegiality and Collaboration Key stakeholders will be involved and consulted in a spirit of partnership, collegiality and collaboration. 3. Confidentiality All participants in the process, regardless of their role or responsibility, will observe the right to privacy for all individuals. 4. Respect Each person involved in the appointment process will be treated with the utmost respect and dignity. 5. Justice Applicants have the right to a process that is fair and without discrimination (refer to the Archdiocesan Grievance Policy and Anti-Discrimination/Anti-Harassment Policy). 6. Professionalism Applicants who progress through the various recruitment, selection and appointment phases can rightly expect to experience well-planned, well-conducted, professionally managed processes. 7. Consensus The panel interview process will be characterised by equal and adequate opportunities for panellists to offer and receive information, to listen to / consider the TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 4 of 13
5 wisdom of the Spirit (discernment), and to make a decision or recommendation with which all members of the panel can live gracefully (consensus). 8. Accountability The organisation head will be accountable for ensuring that the agreed recruitment, selection and appointment process is instituted across his / her organisation and, within his / her authority limits, for acting on the decision / recommendation of the selection panel. PROCEDURES To access details of the following processes, please go to Appendix The Recruitment Process 1.1 Preparing to recruit 1.2 Public advertisement 1.3 Applications 1.4 Referees 2.0 The Selection Process 2.1 Consultation 2.2 The Selection panel 2.3 Short-listing 2.4 Interviews 2.5 Decision / Recommendation 3.0 The Appointment Process 3.1 Offers and notifications 3.2 Announcement TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 5 of 13
6 REFERENCES Tasmanian Anti-Discrimination Act (1998) Tasmanian Anti-Discrimination Act Exemption Statement Archdiocesan Grievance Policy (2004) Tasmanian Teachers Registration Act (2000) Privacy Act (1988) FORMS Application Form (to be developed) Confidential Referee Assessment Forms (to be developed) Selection Panel Recommendation Forms (to be developed) APPENDICES APPENDIX 1 APPENDIX 2 PROCEDURES A GUIDE TO ASSIST IN THE IMPLEMENTATION OF RECRUITMENT & SELECTION PROCEDURES (TCEO Hobart 2008) SIGNED: TCEC Chairperson DATE: Approved by: Issuing Group: Finance and Administrative Services Implementation Date: 1 st January 2009 Supersedes Policy Dated: N/A Revision Date: 2012 TCEO Contact Officer: Deputy Head of Finance and Administrative Services TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 6 of 13
7 APPENDIX 1 PROCEDURES 1.0 The Recruitment Process 1.1 Preparing to recruit Before advertising for any position, the following should occur: Determine exactly what work would need to be done by someone in such a position and whether the recruitment of a new staff member is, indeed, actually warranted If such a position is found to be warranted, then develop a role description that accurately describes the position to be advertised Decide whether the position should be ongoing, replacement or limited tenure Proceed now to develop selection criteria that informs applicants and selection panel members of the key knowledge, skills and behaviours required for the position. 1.2 Public advertisements Advertisements inviting applicants to apply for positions should be in accordance with the Catholic Education Agreement and other established internal protocols All advertisements should provide a designated contact person with contact details for potential applicants. TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 7 of 13
8 1.3 Applications Following the initial response to specific advertisements, each applicant should be sent an application package. This package would include information about the organisation, the community, the position and the conditions of employment. It would also clearly set out the application requirements for the position and the closing date for receipt of such documents As applicable, the documentation supplied by an applicant must include a letter of application, a curriculum vitae, a response to the selection criteria and the names of designated referees. Certified copies of any required qualifications are to be made available to the selection panel should the applicant be called to interview All applications are to be marked CONFIDENTIAL and addressed to the relevant head of organisation or designated contact person. 1.4 Referees Applications must be accompanied by the nomination of relevant referees The referees of applicants short-listed for interview should be invited to respond to a range of questions drawn from the selection criteria, questions that would endeavour to seek information about the applicant s competence and suitability to meet the requirements of the position In cases where referee forms are to be completed, then these must be returned to the relevant head of organisation by the designated date and must remain confidential to the selection panel Personal contact between members of the selection panel and referees would only be undertaken on the authorisation of the relevant head of organisation. TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 8 of 13
9 1.4.5 Applicants should be made aware that in connection with an application, the head of organisation reserves the right to contact other potentially relevant parties as deemed necessary, whether nominated by the applicant or not Selection panel members cannot be referees for applicants. Potential conflicts of interest for panel members must be declared early in the process and withdrawal should take place as necessary. 2.0 The Selection Process 2.1 Consultation Following consultation with relevant stakeholders, the selection panel should endeavour to become privy to the discerned needs of the organisation. In the case of head of organisation positions (e.g. Principals), this may necessitate formal community consultation processes. 2.2 The Selection Panel The selection panel should include appropriate representation of key stakeholders and would normally be convened and chaired by the relevant head of organisation The size and composition of the selection panel should vary according to the position to be filled Panels should be made up of no fewer than three (3) people Larger panels (4-5 members) should be convened for appointment processes for senior staff (e.g. Assistant Principal (AP), Deputy Principal, head of organisation) TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 9 of 13
10 Panel membership should reflect gender balance Panel membership should also reflect a capacity to understand the workplace context and the nature, purpose and technical requirements of the position to be filled In the case of school selection panels: The Parish Priest should always be informed of positions to be filled, should be invited to participate as negotiated, and would normally be expected to participate in the selection and appointment processes for senior school leadership positions (e.g. AP, Principal). In the absence of a Parish Priest, school or college Chaplains (or their delegates) should be invited to participate in selection processes for senior leadership positions Parent representation on panels (often School Board Chair / member) is encouraged, and expected in the case of senior school leadership positions Regional Director representation on panels is required for senior school leadership positions and may otherwise be requested by the Principal in special circumstances cases The Chair of the selection panel has particular responsibilities to fulfil including ensuring that: All relevant preliminary administration work pertaining to the interview process (including the short-listing of applicants) and contact with interviewees is completed in a timely and appropriate manner. TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 10 of 13
11 A suitable venue for interviews is booked, interview schedules are confirmed and communicated to all parties, and hospitality and confidentiality matters are attended to as necessary A panel briefing session is conducted prior to the series of interviews in which the purpose, principles and general conduct of the interviews are discussed, panel members specific questions / areas for questioning are confirmed, and the processes for decision-making / recommending and post-interviews responsibilities are made clear The series of interviews are chaired and managed in a manner that is professionally appropriate and which brings credit to the organisation involved Post-interviews responsibilities are carried out: making a decision / recommendation; maintaining levels of confidentiality including secure filing / archiving / shredding of all relevant materials; appropriately notifying (including giving constructive feedback) unsuccessful interviewees; and making announcements. 2.3 Short-listing Short-listing is about selection panels deciding whether applicants meet the selection criteria and then which ones should go forward to be interviewed Short-listing should occur soon after the closing date for applications Applicants who meet the essential selection criteria for the position may be interviewed. It may be necessary to utilise the desirable selection criteria (if available) and other known information about the applicant/s to shorten the list of suitable candidates to be interviewed. TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 11 of 13
12 2.3.4 The reasons for deciding to interview or not interview an applicant must be valid, non-discriminatory and professionally defensible and should be documented and kept for a period of at least twelve (12) months to satisfy requirements under the Anti-Discrimination legislation Following a systematic and just process of reviewing applications, the selection panel should compile a short-list of applicants to be called to interview Applicants who have been granted an interview should be informed initially by telephone and then confirmed in writing by or letter. Their intention to attend must be confirmed before the unsuccessful applicants are informed about the decision not to grant them an interview. Informing applicants who have not been selected for interview should be done in writing as soon as possible after short-listing. 2.4 Interviews Interviews should be conducted in alignment with elements of Section 2 above Application may be made for financial assistance to offset some of the travel costs incurred by interstate applicants invited to interviews At the end of the scheduled interviews, the selection panel should be taken through a debriefing and discernment process by the chair in order to reach consensus regarding the decision (or recommendation). This process should include the sharing of information elicited from referee contacts / reports. 2.5 Decision / Recommendation Following the debriefing and discernment process, the selection panel has a responsibility to decide / recommend: TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 12 of 13
13 Which interviewee is the most suitable for the position, OR That no appointment be made until further information is obtained regarding a particular applicant or applicants, OR That the position be re-advertised In the event of the preferred candidate not accepting the offer of the position, it is important that, prior to the offer being made, the selection panel identifies and agrees to the priority order of other candidates they would be prepared to support being appointed to the position. 3.0 The Appointment Process 3.1 Offers and notifications With the possible exception of the case where a recommendation is to be made, the chair of the selection panel would be expected to offer the position to the preferred candidate Unsuccessful candidates should be notified as soon as possible after the successful candidate has accepted the position All candidates, whether successful or not, should be informed verbally by the panel chair and then followed up in writing Unsuccessful candidates should be invited to participate in post-interview debriefings. Agreed selection panel feedback should be direct and helpful. 3.2 Announcement The organisation head (or delegate) should coordinate the announcement/s of the decision to the relevant community/ies in an appropriate and timely manner. TCEC Policies and Procedures RECRUITMENT, SELECTION AND APPOINTMENT OF STAFF POLICY Page 13 of 13
University-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Chief Operating Officer. Director, Human Resources
Name of Policy Description of Policy Recruitment and Selection Policy This policy covers the arrangements for the recruitment and selection of staff at ACU. University-wide Policy applies to Specific (outline
More informationRECRUITMENT POLICY. Linda Evans
Page 1 of 6 RECRUITMENT POLICY Fairholme College Toowoomba ABN 16 917 099 053 CRICOS Provider Code 00651J Purpose The purpose of this policy is to provide clear and equitable process for recruitment at
More informationRecruitment and Appointment Policy Responsible Officer. Executive Director, Human Resources Approved by
Recruitment and Appointment Procedure Related Policy Recruitment and Appointment Policy Responsible Officer Executive Director, Human Resources Approved by Executive Director, Human Resources Approved
More informationCrossfields Institute Recruitment Policy. 1. Introduction
Crossfields Institute Recruitment Policy 1. Introduction This policy is intended to provide guidance to members of staff involved in the recruitment processes within Crossfields Institute. This policy
More informationSafer Recruitment Policy
SIR THOMAS FREMANTLE SECONDARY SCHOOL Safer Recruitment Policy Rationale This policy is needed to ensure that the school appoints the very best people available to posts in the school and that the safe
More informationRemuneration and Nomination Committee Charter. Regis Healthcare Limited (Company) ACN
Remuneration and Nomination Committee Charter Regis Healthcare Limited (Company) ACN 125 203 054 Adopted by the board on 18 September 2014 Committee charter 1 Membership of the Committee The Committee
More informationNomination and Remuneration Committee Charter
Charter Nomination and Remuneration Committee Charter Reliance Worldwide Corporation Limited (Company) ACN 610 855 877 Adopted by the board on 11 April 2016 101 Collins Street Melbourne Vic 3000 Australia
More informationRemuneration and Nominations Committee Charter
Charter Remuneration and Nominations Committee Charter Cabcharge Australia Limited ACN 001 958 390 Adopted by the Board on 21 June 2018 1 Membership of the Committee The Committee members and Chair are
More informationRECRUITMENT AND APPOINTMENTS POLICY
RECRUITMENT AND APPOINTMENTS POLICY POLICY STATEMENT 1. PHSO aims to have a diverse workforce that reflects the community we serve and the working populations around our offices in order to help us achieve
More information5. Aims and Objectives To ensure that the safeguarding and welfare of young people who access TLG takes place at each stage of the process.
Selection and Recruitment of Staff (Written to comply with DfE statutory guidance Keeping children safe in education, September 2016 and the UK Boarder and Immigration Agency guidance - Prevention of illegal
More informationEmployee Resourcing Policy and Procedure. Working Together. March Borders College 4/5/ Working Together.
Employee Resourcing Policy and Procedure Employee Working Together Resourcing Policy and Procedure March 2017 Borders College 4/5/2017 1 Working Together Employee Resourcing Policy and Procedure History
More informationDirector of Human Resources & Corporate. Recruitment and Selection Policy and Procedures
To: From: BSO Board Director of Human Resources & Corporate Services Subject: Status: Recruitment and Selection Policy and Procedures For Approval Date of Meeting: 28 February 2012 The Board is asked to
More informationRecruitment and Selection: Procedure and Guidance
Recruitment and Selection: Procedure and Guidance 1 Aim 1.1 The appointment of all staff has a direct impact upon the quality of educational provision in the University. The aim of this document is to
More informationHUMAN RESOURCES RECRUITMENT POLICY. Last Modified: August Review Date: August Version Number: 1.6
HUMAN RESOURCES RECRUITMENT POLICY User-group: All Staff Review Date: August 2018 Approved By: Executive Author: Helen Taylor Contact Person: HR Services Team, Ext 3193 Person Responsible: Head of Human
More informationENGLAND BOXING LIMITED FAIR RECRUITMENT & SELECTION PROCEDURES
ENGLAND BOXING LIMITED FAIR RECRUITMENT & SELECTION PROCEDURES The Ethics Commission November 2009 1 Statement from the Board of Directors The fair recruitment and selection procedure is a fundamental
More informationRECRUITMENT AND SELECTION POLICY AND PROCEDURE
LEEDS BECKETT UNIVERSITY RECRUITMENT AND SELECTION POLICY AND PROCEDURE www.leedsbeckett.ac.uk/staff Policy Statement Purpose and Core Principles The purpose of this policy is to provide a framework and
More informationWherever possible, existing staff members will be encouraged to apply for promotion opportunities when a suitable vacancy arises.
Recruitment Policy St Mary s University takes seriously its legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process. The University recognises that
More informationDIRECTOR OF STAFF DEVELOPMENT INFORMATION PACK
DIRECTOR OF STAFF DEVELOPMENT INFORMATION PACK 1 P a g e S e p t e m b e r 2016 Application Package Application Details Director of Staff Development Overview Sacred Heart College is located in New Town,
More informationHome-Start Cotswolds (Home-Start) Equality, Fairness and Diversity Policy
Home-Start Cotswolds (Home-Start) Equality, Fairness and Diversity Policy Policy Statement Home Start is committed to The 2010 Equality Act and 1998 Human Rights Act by developing an organisational culture
More informationHome-Start North West Kent (Home-Start) Equality, Fairness and Diversity Policy and Procedure
Home-Start North West Kent (Home-Start) Equality, Fairness and Diversity Policy and Procedure Policy Statement Home Start is committed to The 2010 Equality Act and 1998 Human Rights Act by developing an
More informationRECRUITMENT AND SELECTION POLICY
RECRUITMENT AND SELECTION POLICY 1 Page Business Services Organisation RECRUITMENT AND SELECTION POLICY GENERAL PRINCIPLES All appointments should be made on the basis of the merit principle. All appointments
More informationUNIVERSITIES ACT 1997 UNIVERSITY COLLEGE CORK NATIONAL UNIVERSITY OF IRELAND, CORK. REGULATION on SHORT TERM APPOINTMENTS
UNIVERSITIES ACT 1997 UNIVERSITY COLLEGE CORK NATIONAL UNIVERSITY OF IRELAND, CORK REGULATION on SHORT TERM APPOINTMENTS adopted by the Governing Body at its meeting on 15 th April 2014 by virtue of the
More informationModel School Policy and Procedure For Recruitment
Model School Policy and Procedure For Recruitment Rivermead Primary School Policy on Recruitment Committee Responsible: Finance and Resources Date of Ratification by Full Governing Body: Minute Reference:
More informationRecruitment and Selection Policy and Procedure
Recruitment and Selection Policy and Procedure March 2017 Version 2: Revised 2016 (Agreed at March 2017 Joint JNCC) Author: HR Department Date: March 2017 Agreed: EIS Management Unison CONTENTS Policy
More informationGrievance Procedure School Based Staff
Grievance Procedure School Based Staff Date Created: September 2012 Review Date: September 2015 Agreed at RCT School staff joint consultative committee: 08 October 12 Responsible Officer: Ellen Williams
More informationGuidelines on Best Practice in Recruitment & Selection for Beneficiaries of Pobal
Guidelines on Best Practice in Recruitment & Selection for Beneficiaries of Pobal Version 3 : Revised by ED July 2007 CONTENTS Introductory Note 1. FREEDOM OF INFORMATION AND RECRUITMENT & SELECTION 2.
More informationSchools Grievance Policy and Procedure
Schools Grievance Policy and Procedure Authority Guidelines on Staffing Procedures for Community, Voluntary Controlled, Community Special Schools and Early Years Centres (and those adopted by Governing
More informationAnnexure 3 Recruitment Process Flow Chart
Annexure 3 Recruitment Process Flow Chart Title Annexure 3 Recruitment Process Flow Chart Creation Date Version Last Revised Reformatted 19/6/2014 Approved by Approval date Rather than provide an extensive
More informationRecruitment & Selection Policy
Recruitment & Selection Policy Date Published June 2016 Version 1 Approved Date 9 th June 2016 Review Cycle Every 3 years Review Date June 2019 Learning together; to be the best we can be 1. Introduction
More informationFor personal use only
ASX ANNOUNCEMENT 1 November 2016 Corporate Governance Statement 30 June 2016 The Board of Directors is committed to improving and achieving good standards of corporate governance and has established corporate
More informationSEARCH, SCREENING AND HIRING PROCEDURES For Full-time Faculty, Administrative and Professional/Technical Positions
SEARCH, SCREENING AND HIRING PROCEDURES For Full-time Faculty, Administrative and Professional/Technical Positions Philosophy and Strategic Framework Santa Fe College's mission, values, goals and priority
More informationREMUNERATION AND GOVERNANCE COMMITTEE CHARTER
Page: 1 of 7 This charter (Charter) was approved by the Board of Directors (Board) of Synlait Milk Limited (Company) on 11 July 2013, and was amended in March 2015 and March 2017. 1. Objective 1.1 The
More informationUniversity-wide. Staff Only Students Only Staff and Students. Vice-Chancellor. Director, Human Resources
Name of Policy Description of Policy Staff Referral Policy This policy is designed to encourage existing staff members to refer outstanding and suitably qualified people as candidates for designated vacant
More informationScope This procedure applies to all staff working within Synod operations and Synod-based ministries.
TYPE: Operations - People & Culture DATE: 26 October 2017 Grievance procedure Parent policy Grievance policy Scope This procedure applies to all staff working within Synod operations and Synod-based ministries.
More informationNomination and Remuneration Committee Charter
Charter Nomination and Remuneration Committee Charter Myer Holdings Limited ACN 119 085 602 Myer Holdings Limited PO Box 869J Melbourne VIC 3001 Australia Telephone +61 3 8667 6000 www.myer.com.au Nomination
More informationPlumcroft Primary School
Plumcroft Primary School Universal high expectations Knowing every child In pursuit of excellence Safer recruitment Policy March 2016 Safer Recruitment Date Review Date Co- ordinator Nominated Governor
More informationPosition Description Manager Corporate Services
Position Description Manager Corporate Services Program: Archdiocese of Hobart Location: Tower Road, New Town with travel within Tasmania and interstate Reports to: Business Manager Approved by: Business
More information523 RECRUITMENT, SELECTION & VETTING POLICY
523 RECRUITMENT, SELECTION & VETTING POLICY Reviewed by: Tracey Ford (December 2015 V5) Next Review Due: December 2018 POLICY STATEMENT The Senior Management Team are committed to safeguarding and promoting
More informationCORPORATE GOVERNANCE POLICIES. Board Charter. Accountabilities
Board Charter The Board of (Board) is responsible to the shareholders for determining the strategic direction of the Company. Accountabilities AUTHORITY AND PURPOSE The constitution of the company and
More informationPOSITION DESCRIPTION
POSITION DESCRIPTION 1. POSITION DETAILS Position Title: Location: Classification: Status: Reports to: Finance Officer - Fees and Payroll The Lakes College Support Staff Permanent Fulltime Business Manager
More informationRECRUITMENT INFORMATION PACKAGE. Chief Executive Officer
RECRUITMENT INFORMATION PACKAGE Chief Executive Officer (NSW Consumer Advisory Group Mental Health Inc. t/a BEING) BEING is part of The Collective Purpose in collaboration with CONTENTS 1. Recruitment
More informationRecruitment & Selection Policy and Procedure
Recruitment & Selection Policy and Procedure For the attention of: All Staff Produced by: Director of Human Resources Approved by: SMT Date of publication: April 2016 Date of review: April 2019 Our Mission
More informationCORPORATE GOVERNANCE STATEMENT
CORPORATE GOVERNANCE STATEMENT In fulfilling its obligations and responsibilities to its various stakeholders, the Board is a strong advocate of corporate governance. This statement outlines the principal
More informationformats orequest, on including request, including Braille and audio formats.
Policy Title: Policy Manual Section: Policy Number: Scottish Social Housing Charter Outcomes and Standards Recruitment and Selection Governance G27 1. Equalities 2. Communication 3. Participation Equality
More informationRecruitment and Selection Policy
Recruitment and Selection Policy Adoption Arrangements and Date All statutory policies in the Trust are ultimately the responsibility of the Trust Board. To enable it to discharge this responsibility appropriately
More informationRecruitment and Selection Procedure
Recruitment and Selection Procedure INTRODUCTION The College aims to attract, select and retain the best candidate to any given vacancy within the college. The College is committed to safeguarding and
More information1.2 These appointment procedures specify both the policies and the rules determining the procedures for the appointment of all staff in the Trust.
1. Introduction 1.1 The Human Resources Department co-ordinates all recruitment. The Department manages the procedure, provides advice and administers the recruitment process. This involves arranging advertisements,
More informationRecruitment and Selection
Recruitment and Selection Policy and Procedure (This guidance should be read in conjunction with Recruitment Guide for Managers, Safer Recruitment Guidance and Involving People with Autism in Recruitment
More informationOrganisational Change Policy
Organisational Change Policy 1 Organisational Change Policy Policy ref no: HR022 Author (inc job Rob Osment, HR Business Partner title) Date Approved 17 May 2016 Approved by Quality and Governance Committee
More informationPOLICY AND PROCEDURES
STAFF RECRUITMENT, SELECTION AND RETENTION POLICY AND PROCEDURES APRIL 2017 Contents Policy Rationale and Scope Staff Recruitment and Selection Procedures Stage 1: Stage 2: Stage 3: Stage 4: Stage 5: Stage
More informationREMUNERATION & GOVERNANCE COMMITTEE CHARTER
SYNLAIT MILK LIMITED REMUNERATION & GOVERNANCE COMMITTEE CHARTER March 2016 PAGE 1 OF 8 This charter (Charter) was approved by the Board of Directors (Board) of Synlait Milk Limited (Company) on 11 July
More informationGrievance Policy and Procedure
Grievance Policy and Procedure Document Control Information Reviewed by the Strategic Management Team: - Date of Next Review: Mar 2016 Approved by the Board of Management: 24 Mar 2014 The Board of Management
More informationDignity at Work Procedure
Dignity at Work Procedure Human Resources 1 Purpose This procedure sets out a clear and transparent process to deal with complaints of harassment or bullying within the workplace. The University has developed
More informationPOLICY ON TRADE UNION RECOGNITION AND FACILITIES AND TIME OFF FOR TRADE UNION REPRESENTATIVES
POLICY ON TRADE UNION RECOGNITION AND FACILITIES AND TIME OFF FOR TRADE UNION REPRESENTATIVES Policy reference LWHR12 SUMMARY AUTHOR VERSION Formal agreement for the recognition of trade unions and arrangement
More informationVERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE
VERSION 4 DERBYSHIRE FIRE & RESCUE SERVICE REDUNDANCY PROCEDURE July 2009 NO. OF PAGES 11 SECTION 1 SECTION 2 SECTION 3 SECTION 4 SECTION 5 SECTION 6 SECTION 7 SECTION 8 SECTION 9 SECTION 10 SECTION 11
More informationAll other directors will be entitled to attend meetings of the Committee, subject to the agreement of the chairman of the Committee (the Chairman).
TESCO PLC BOARD NOMINATIONS AND GOVERNANCE COMMITTEE TERMS OF REFERENCE The Nominations and Governance Committee (the Committee) is a committee of the Board of Directors of Tesco PLC (the Board), from
More informationThe Nar Valley Federation of Church Academies
The Nar Valley Federation of Church Academies Recruitment Selection Policy and Procedure Policy Type: Approved By: Approval Date: Date Adopted by LGB: Review Date: Person Responsible: Trust Core Policy
More informationGRIEVANCE POLICY. Approved by Version Issue Date Review Date Contact Person. SEG, Board 5.1 July 2016 July 2019 Director of HR
GRIEVANCE POLICY This policy is available on-line at: www.tynecoast.ac.uk We will consider any request for this policy to be made available in an alternative format or language. Please note that the College
More informationSafer Recruitment Policy
Vision & Aims: Safer Recruitment Policy Loughton School. Inspiring Children. Our school has a happy and caring environment. We are resourceful, active and independent learners, excited by our opportunities.
More informationRecruitment & Selection Policy
North Halifax Grammar School Recruitment & Selection Policy Approved by: Full Governance Board Date approved: 29 th November 2017 Next review: Autumn Term 2019 Policy owner: Personnel Officer Created April
More informationDisciplinary and Grievance Policy
South East Cornwall Multi Academy Regional Trust Dobwalls Primary School, Landulph Primary School, Liskeard School and Community College, Looe Community Academy, saltash.net Community School, and Trewidland
More informationRestructure and Redundancy Procedure Beacon Hill Governing Body
Schools HR ENGIE & NTC iin Partnership, Quadrant East, Second Floor (Right), The Silverlink North, Cobalt Business Park, North Tyneside, NE27 0BY Restructure and Redundancy Procedure Beacon Hill Governing
More informationCORPORATE GOVERNANCE STATEMENT 30 JUNE 2017
CORPORATE GOVERNANCE STATEMENT 30 JUNE 2017 The 2017 Corporate Governance Statement is dated as at 30 June 2017 and reflects the corporate governance practices in place throughout the 2017 financial year.
More informationPOLICY ON RECRUITMENT OF STAFF
POLICY ON RECRUITMENT OF STAFF INTRODUCTION ACS(International) is committed to providing the best education and care to its pupils and to safeguarding and promoting the welfare of the young people in its
More informationRecruitment and Selection Policy
Recruitment and Selection Policy Policy Number ACE HR 12 (Version 3) Review Date Owner Name Owner Job Title July 2014 (amended) Graham McEwan/Brian Richbell Education Executive/Group HR Manager ACE HR
More informationRECRUITMENT AND SELECTION POLICY
RECRUITMENT AND SELECTION POLICY Last review March 2018 Next review March 2021 Purpose 1. In order to meet Canoe Wales strategic objectives and contribute towards its success, Canoe Wales recognises the
More informationFair Hiring Guidelines (Last updated October 1, 2008)
Fair Hiring Guidelines (Last updated October 1, 2008) Note: The authority for these guidelines comes from the Fair Hiring Policy which is accessible in Government s Corporate Human Resources Management
More informationFull-time. The University reserves the right to invite applications and to make no appointment.
Position title: Manager, Equity and Diversity Faculty and/or School/Section/VCO: Campus: Classification: Student Support and Services Ballarat. (Location at other campuses will be considered. Travel between
More informationC18 Restructure and Redundancy Policy
C18 Restructure and Redundancy Policy Contents: Page 1. Introduction 1 2. Planning and Preparation 2 3. Consultation 3 4. Final Arrangements 4 5. Appointments 4 6. Pay Protection 4 7. Redundancy 5 8. Appeal
More informationChairman of Hillingdon HealthWatch. Recruitment Pack
Chairman of Hillingdon HealthWatch Recruitment Pack HealthWatch Chairman needed Advertisement A new body to oversee health and social care services is being set up to help residents and communities influence
More informationRecruitment and Selection Policy and Procedure
Recruitment and Selection Policy and Procedure Date Impact Assessed: March 2014 Version No: 1 No of pages: 14 Date of Issue: Date of next review: April 2015 Distribution: All employees Published: Recruitment
More informationRecruitment policy. The Chapter of York s recruitment practices follow the Church of England s Safer Recruitment Practice Guidance.
Recruitment policy This policy is for existing and prospective employees and volunteers and for the selection of contractors for contracts for services. Use this policy to Understand the Chapter of York
More informationSt Thomas More Roman Catholic Academy. Recruitment & Selection Policy Statement
St Thomas More Roman Catholic Academy Recruitment & Selection Policy Statement All members of our community are given equal opportunities in line with the Single Equality Duty. POLICY WRITTEN: October
More informationWe are committed to ensuring that our recruitment processes are conducted in a fair, professional and non-discriminatory manner.
Applicant Information Kit A message from the Chief Executive Officer Thank you for considering employment with Caritas Australia. We are the Australian Catholic agency for International Aid and Development
More informationST. FRANCIS XAVIER COLLEGE BERWICK, BEACONSFIELD & OFFICER
Human Resources Manager Role Description Human Resources Manager 1 The Position The Human Resources Manager will be a senior member of the College Executive at St. Francis Xavier College. This position
More informationPolicy No: 42. Recruitment & Selection Policy
Policy No: 42 Recruitment & Selection Policy 2015-2016 Policy Recruitment and Selection Policy Epping Forest College is committed to adopting a quality approach to staff recruitment following best employer
More informationCode of Procedures on Recruitment and Selection
The Local Government Staff Commission for Northern Ireland Procedures for the Recruitment and Selection of Clerk and Chief Executive in the 11 New Councils Code of Procedures on Recruitment and Selection
More informationRobert Smyth Academy
Robert Smyth Academy Grievance Procedure for Employees 1. Purpose 2. Scope This procedure is designed to: a) assist the Principal and Governors with their responsibility to ensure consistent and fair treatment
More informationRecruitment and Selection Policy
Recruitment and Selection Policy Review frequency: Annual Approval: Trust Board Noel-Baker Academy is committed to safeguarding and promoting the welfare of children and young people and expects all staff
More informationRECRUITMENT INFORMATION PACKAGE. Business Development and Training Manager. (NSW Consumer Advisory Group Mental Health Inc.
RECRUITMENT INFORMATION PACKAGE Business Development and Training Manager (NSW Consumer Advisory Group Mental Health Inc. t/a BEING) BEING is part of The Collective Purpose in collaboration with Contents
More informationYORKSHIRE WOLDS TEACHER TRAINING. Recruitment & Selection Policy & Procedure
YORKSHIRE WOLDS TEACHER TRAINING Recruitment & Selection Policy & Procedure Version 1.0 Important: This document can only be considered valid when viewed on the YWTT portal. If this document has been printed
More informationPACIFIC ISLAND REGIONAL FISHERIES OBSERVER (PIRFO) Certification and Training Policy Manual. Secretariat of the Pacific Community
PACIFIC ISLAND REGIONAL FISHERIES OBSERVER (PIRFO) Certification and Training Policy Manual Oceanic Fisheries Programme Secretariat of the Pacific Community Noumea, New Caledonia Forum Fisheries Agency
More informationWe will send out recruitment packs to everyone who enquires about the vacancy. The pack will include:
Recruitment Policy Policy Statement All organisations and individuals who work with children and young people have a duty to safeguard and promote their welfare. Our setting is committed to this and we
More informationCORPORATE GOVERNANCE POLICY
CORPORATE GOVERNANCE STATEMENT Atlantic is committed to building a diversified portfolio of resources assets that deliver superior returns to shareholders. Atlantic will seek to achieve this through strong
More informationPortslade Aldridge Community Academy
Portslade Aldridge Community Academy Safer Recruitment Policy Date adopted: 23 rd July 2014 Date to be reviewed: Owned by: Neil Robinson This policy has been adopted from the local authority and should
More informationMODEL STAFFING REVIEW & REDUNDANCY PROCEDURE
MODEL STAFFING REVIEW & REDUNDANCY PROCEDURE Background 1. Scope This procedure shall apply to all employees employed by the Governing Body of Catholic Voluntary Aided School. 1. Definition of Redundancy
More informationCORPORATE GOVERNANCE STATEMENT
Corporate Governance Statement 2015 CORPORATE GOVERNANCE STATEMENT THE COMPANY S APPROACH TO CORPORATE GOVERNANCE The Board of the Company is responsible for the governance of the Company and its controlled
More informationChief Superintendent Information Pack 2019
Chief Superintendent Information Pack 2019 Contents Advert...3 Role description...4 Person specification...5 Salary and conditions of appointment...7 Guidance notes and further information...8 Key Documents...10
More informationPAY POLICY FOR SUPPORT STAFF IN SCHOOLS
TITLE: Pay Policy Support Staff REF: GOV018.2 VERSION: 1 APPROVAL BODY: ALET BOARD DATE: 29.10.18 REVIEW DATE: 28.10.19 LEAD PERSON: Tony Rushworth Headteacher The Bicester School VERSION REVIEWER/APPROVAL
More informationRecruitment & Selection
Recruitment & Selection Policy, Strategy and Procedure Ref: HR34 Recruitment & Selection Policy, Strategy and Procedure Review Date: January 2018 North East Scotland College All rights reserved 1. POLICY
More informationCENTACARE FAMILY AND RELATIONSHIP SERVICES POSITION DESCRIPTION
POSITION TITLE ORGANISATION LOCATION REMUNERATION HOURS PROGRAM REPORTING ARRANGEMENTS DECISION AUTHORITIES ROLE PURPOSE PROGRAM VISION AND CENTACARE FAMILY AND RELATIONSHIP SERVICES POSITION DESCRIPTION
More informationThis process may apply to any Grade 1 9 posts within the University covered by the Framework Agreement.
Matching and Slotting Process 1. Aims and application of the process This process aims to reduce the potential negative impact on staff involved in organizational change e.g. re-shaping or restructuring
More informationGlobal Recruitment and Selection Policy JANUARY 2018
Global Recruitment and Selection Policy JANUARY 2018 Contents INTRODUCTION Our Policy 1. Process and responsibilities 4 2. The recruitment process 4 3. Sourcing candidates 4 4. Using recruitment agencies
More informationTrust Lead Mathematics (London and South East) Recruitment Pack
Trust Lead Mathematics (London and South East) Recruitment Pack Aldridge Education Information Aldridge Education is a charitable trust whose entrepreneurial community schools help young people to reach
More informationSCHOOL: Barclay Secondary School, Waltham Forest, London, E5 Opening L13 L17 additional allowance for an exceptional candidate
SCHOOL: Barclay Secondary School, Waltham Forest, London, E5 Opening 2017 POST: SCALE ALLOWANCE: Deputy Head Teacher L13 L17 additional allowance for an exceptional candidate RESPONSIBLE TO: Advisory Body
More informationEducational Leader (Group Leader)
Educational Leader (Group Leader) Commencing January 2012 6 x Permanent Part Time Positions 37.5 hours per week Hours variable throughout the year 1 x Permanent Part Time Position 26 hours per week Hours
More informationThe Futures Trust. Safer Recruitment Policy
The Futures Trust Safer Recruitment Policy The Futures Trust is committed to safeguarding and promoting the welfare of children and young people and requires all staff to share this commitment Date of
More information