AYR COLLEGE RECRUITMENT AND SELECTION POLICY

Size: px
Start display at page:

Download "AYR COLLEGE RECRUITMENT AND SELECTION POLICY"

Transcription

1 AYR COLLEGE RECRUITMENT AND SELECTION POLICY Final Version Page 1 of 6 Date Effective: 01 August 2007

2 1. Policy Statement Ayr College recognises that the ability to maintain, grow and develop the business is dependent on the success of the organisation in recruiting the right people to the right post at the right time. Ayr College therefore is committed to operating an effective and efficient recruitment and selection policy with robust supporting processes to ensure that all applicants are treated fairly and that the best person is appointed regardless of gender, sexual orientation, age, race, ethnic origin, disability or religion. This policy will be reviewed regularly and amended as appropriate to ensure legal compliance, fit with relevant internal policies, and organisational effectiveness. 2. Scope and Purpose This policy applies to all Ayr College employees involved in the recruitment and selection process, and all applicants, including internal candidates and applicants for permanent, fixed term, contractor or seconded posts as well as agency contracts. The purpose of this policy is to ensure we: Attract and select the best candidate/s for vacant post/s by providing a realistic job preview Adhere to our statutory obligations Ensure all recruitment and selection activity is fair and equitable Utilise efficient and effective recruitment and selection processes whilst engaging the relevant stakeholders, including current and potential employees, in the recruitment and selection process. Through the successful implementation of this policy, and in association with other relevant internal policies it is anticipated this approach will enable Ayr College to develop employer of choice status. 3. Definitions Any vacancy arising will be either full-time or part-time. Full Time: A full-time member of staff is contracted to work either 35 or hours per week, depending on the nature of their role. Part Time: Any member of staff who works less than the above hours is classed as part-time, regardless whether this is, for example, 1 evening for 3 hours a week or 3 days a week. For lecturing staff, class contact time is adjusted proportionately (e.g., if the working week is 17.5 hours, maximum class contact time is typically 12 hours). In addition to being employed either on a full time or part-time basis, some support staff may have a term-time contract. Full details regarding employment categories/definitions are available within the Appendices to this document. Final Version Page 2 of 6 Date Effective: 01 August 2007

3 4. Roles and Responsibilities Human Resources Responsibility The Human Resources Department is responsible for working in consultation with managers, clients and recruitment partners to establish flexible, fair and effective recruitment and selection processes to ensure that all vacancies are filled by suitably skilled/qualified individuals. The Human Resources Department will provide: Appropriate training for recruiting managers Advice and support in relation to internal policies and legal requirements Representation at interviews Additionally the Human Resources Department is responsible for: Conducting an initial screen of applicants Preparing the copy of adverts and liaising with the Marketing Department to co-ordinate their publication Selecting and negotiating terms with external recruitment partners Managing recruitment suppliers Offering appointments, agreeing and issuing employment contracts and induction information Maintaining contact with and providing feedback to candidates Conducting appropriate pre-employment checks Managing the recruitment budget whilst ensuring best value for money Managing the associated administration, including the co-ordination of interviews Regular monitoring and auditing of recruitment and selection policies and processes including equality and diversity Approval of job offer recommendations All recruitment and selection processes and activities including administration are managed by the Human Resources Department which is responsible for the consistent application of this policy and associated processes. Final Version Page 3 of 6 Date Effective: 01 August 2007

4 Management Responsibility Directors should identify Line Managers who will be delegated authority for implementing the recruitment process. Following recruitment and selection training, managers will be responsible for ensuring compliance with this policy and the associated procedures. With advice and support from the Human Resources Department, managers are responsible for: Developing the relevant Job Description and Person Specification Agreeing the advertising media and content in conjunction with HR Finalising the selection criteria Short listing against this criteria Recording appropriate candidate information during the selection process Participating in the selection of the successful candidate/s Fully participating in relevant skills training and briefing sessions Any offer of employment will be made by the Human Resources Department following consultation with the Line Manager. Joint Recruitment Activity/Recruitment Partner Responsibility To support recruitment activity the College may work with partner organisations or engage external recruitment partners to maximise effectiveness and response levels. External recruitment partners will provide support, as required, through response management and sourcing permanent, temporary or contract workers. Any agency or third party used to support recruitment activity will be responsible for informing candidates how their personal information will be processed under the Data Protection Act. All management of, and communication with, partner organisations or recruitment partners will be via a member of the Human Resources Department. Final Version Page 4 of 6 Date Effective: 01 August 2007

5 5. Recruitment Process In keeping with College policies, all permanent posts will be advertised externally and subject to a fair and equitable process. Whilst some short term requirements may be filled by contractors or temporary workers without external advertisement, any subsequent change from temporary to permanent employment will follow the processes outlined below. 5.1 Identify & Define Requirement 5.2 Secure Approval to Recruit (no selection activity will commence without HR receipt of relevant signed paperwork) 5.3 Generate Pool of Applicants 5.4 Initial Screen 5.5 Selection Activity 5.6 Decision 5.7 Confirm Provisional Job Offer (all offers subject to satisfactory enhanced disclosure clearance and references) Regret Unsuccessful Candidates 5.8 Induction Further information is contained within Appendix A. Final Version Page 5 of 6 Date Effective: 01 August 2007

6 6. Probationary Process All new Ayr College employees must complete a satisfactory 6 month probationary period. During this time, their performance will be monitored closely and regular meetings arranged with their Line Manager, to allow opportunity for a two way communication process regarding the employee s progress. The decision regarding the outcome will be communicated to the employee at least 2 weeks before the end of the probationary period. 7. Staff Development Ayr College recognise the importance of Continuous Professional Development and are therefore committed to the provision of personal and professional development activity for all employees. Please refer to the College Staff Development Policy for further information. 8. Exit Process Leavers All leavers will be subject to the notice periods contained in their contract of employment and will receive written confirmation of their leaving date and date of their final pay. The Human Resources Department will process the necessary paperwork to the payroll department for all the final payments to be arranged and P45 to be issued. Exit Interviews Line Managers are responsible for carrying out an exit interview with all those leaving Ayr College s employment. The Human Resources Department will send the relevant paperwork to the Line Manager, who must carry out the interview and return the feedback form at least 1 week prior to the employee s leaving date. The information recorded will be stored confidentially by the Human Resources Department, who may contact the employee/ex-employee to discuss any areas of concern. Reference Requests Requests for references for current or previous employees of Ayr College must be passed to the Human Resources Department for completion. All references provided will be fair and accurate and only contain information which can be substantiated. 9. Re-employment Where previous employees of Ayr College apply for employment with the College, appointment will be subject to the appropriate references, including one from the College. Unless the recruitment is to fulfil a short-term need, such applicants will be required to follow the standard recruitment process. Final Version Page 6 of 6 Date Effective: 01 August 2007

7 APPENDIX A RECRUITMENT AND SELECTION PROCESS 5.1 Identify and define requirement In the main, the need to recruit will arise as a result of additional workload and/or to replace an employee who has left the College. Before seeking formal approval for additional or replacement staffing the manager, in conjunction with the Human Resources Department, will review the potential requirements, taking into consideration a number of factors including business needs and relevant financial constraints. This is the point at which it should be considered whether the requirement is full-time or parttime and the nature of the opportunity e.g. permanent, fixed-term, temporary (agency) worker and so on. Full details regarding employment categories/definitions are available in Appendix B. If, following this initial review, it is identified that additional or replacement staff may be necessary the manager must develop/update the Job Description and Person Specification using the standard format. Following discussions with the manager regarding the role and remit, the Human Resources Department will make a salary recommendation using internal and external benchmarking data. 5.2 Secure approval to recruit Once the requirement has been identified and defined, the appropriate approval must be sought. The Recruitment Request form must be completed with a comprehensive justification, countersigned by the relevant member of the Senior Management Team and approved by the Principal. 5.3 Generate pool of applicants All permanent vacancies will be advertised externally in media appropriate for the post and within relevant financial constraints. The content of the advertisement will be agreed by the hiring Manager in conjunction with a member of the Human Resources Department and, as a minimum, will contain the following information: Equal Opportunities statement Vacancy Reference Number Essential criteria of the post Salary range Information on how to apply Closing date for applications

8 5.4 Initial screen Following the closing date, the Human Resources Department will conduct an initial screen of the candidates before passing the applications to the Hiring Manager, who will create a short list of candidates using the criteria contained within the Job Description and Person Specification. The information given by candidates in their application will be reviewed against these criteria. Where an applicant has declared a disability and completed the Guaranteed Interview section of the Application Form, they must be interviewed if they meet the essential criteria for the post. 5.5 Selection activity Panel interviews will be used in the selection process for all posts. The size and structure of the panel will be dependent on the role within the College. Standard interview questions should be agreed by the panel prior to the start of the interviews and should probe the candidate s education, experience and integrity in relation to the post. Each member of the panel will complete an Interview Assessment Sheet based on the response from each candidate which will be used in the selection process. Other selection methods will be agreed on an individual basis and may include ability testing, with relevant practical exercises or presentations being used to allow the candidate to better demonstrate their suitability for the post. All parties involved in the selection process must inform the Human Resources Department if any of the short-listed candidates are known to them as this may present a conflict of interest and could jeopardise a fair and equitable recruitment process. 5.6 Decision The successful candidate will be selected on the basis of their performance during the selection process and must be the candidate who demonstrated the best possible match to the requirements of the role. This decision will be based on the information held in the Interview Assessment Sheets, the results of any testing and notes made by the panel members. 5.7 Confirm provisional job offer Any provisional offer of employment must be made by a member of the Human Resources Department. All offers of employment are subject to appropriate checking, including satisfactory enhanced disclosure clearance, employment reference checking and medical screening as appropriate to the role.

9 Disclosure Scotland The safety of young people and vulnerable adults is of paramount importance. And, whilst an individual with a criminal record may be deemed suitable for certain posts with the College, it may be that this would preclude them from other posts. As a result, disclosure checking is scheduled both for initial offers of employment and for changes which would result in an individual moving to a different category of employ within the College. Each set of circumstances will be considered carefully on an individual basis and will take account of factors including: The seriousness of the offence and to what extent this may relate to the safety of Children and Young People or have potential impact upon the College Number of convictions listed and other information provided by Disclosure Scotland Whether the conviction could be considered as an isolated one off or instead a continuing trend of behaviour Date when the offence was committed and the length of any offending-free period occurring thereafter Individual s age when the crime was committed Any explanation given Proportionality in the light of all the facts and circumstances Satisfactory Disclosure clearance must be received prior to a confirmed offer of employment being made. Further information is available within the College Disclosure Policy. References All external candidates must provide the Human Resources Department with the names of two employment referees, one being their current, or most recent line manager. If the candidate has not worked and has just left college or university, the name of a lecturer is acceptable. Only in exceptional circumstances will a character referee be acceptable. The Human Resources Department is responsible for obtaining two satisfactory references for each successful candidate. Both references will be retained in the individual s personal file in accordance with Data Protection guidelines. Where a reference appears to be unsatisfactory it may necessary for a member of the Human Resources Department to call the referee for additional information. Where the reference still proves to be unsatisfactory, it may result in the offer of employment being revoked. Occupational Health Screening All successful candidates must complete a medical history questionnaire. Where it is felt to be necessary, the questionnaire will be passed on to Ayr College s occupational health provider who will review the information and make a recommendation. This will be carried out in line with the requirements of the Disability Discrimination Act. A copy of the questionnaire and details of any subsequent action taken will be retained in their personal file for the duration of their employ. Eligibility to Work in the UK Prior to the date of commencement, successful candidates must provide the Human Resources Department with appropriate proof of identity to ensure compliance with the Asylum and Immigration Act.

10 5.8 Induction Ayr College recognises the value in an efficient induction programme which will enable new employees to integrate and become valuable team members as quickly as possible. Most induction activities will take place over the first 4 weeks of employment and will cover a range of matters relevant to their employment, for example: organisation/team structure, policies and procedures, health and safety matters, /internet facilities and usage and role requirements and responsibilities. Responsibility for ensuring new employees complete the induction process lies with various parties, predominantly, the Line Manager, the Human Resources Department and the individual. As well as face-to-face sessions, other methods may be deployed to provide the new employee with relevant information. In addition to providing the relevant parts of the induction, tailored to the role and its place within their department, Line Managers should also allocate a mentor or buddy who will provide support to the new start during the first few weeks of employment.

11 Full Time or Part Time APPENDIX B EMPLOYMENT CATEGORIES/DEFINITIONS Employment vacancies arising within the College will be either full-time or part-time. Full Time: A full-time member of staff is contracted to work either 35 or hours per week, as detailed in the contracts of individual employees, depending on the nature of their role. Part Time: Any member of staff who works less than the above hours is classed as part-time, regardless whether this is, for example, 1 evening for 3 hours a week or 3 days a week. For lecturing staff, class contact time is adjusted proportionately (e.g., if the working week is 17.5 hours, maximum class contact time is typically 12 hours). In addition to being employed either on a full time or part-time basis, some support staff may have a term-time contract. Staff employed on this basis work their contracted hours, whether full or part time, during the academic session. Permanent or Temporary After assessing whether the vacancy is full or part time and if there is a need to cover the role out with term time, consideration must be given to the nature of the opportunity, ie. is it permanent or temporary? Permanent: Such employees are normally recruited directly by the College and there is no end date specified on the Contract of Employment (although there are notice provisions for both parties). Temporary Staff: Workers employed on a temporary basis to meet peaks in demand that cannot be covered by the permanent workforce. The main 3 categories of worker falling within the temporary staff bracket are: fixed-term, agency and casual. Fixed-term: An employment contract that is for a specific, fixed period. At the College, fixed-term employees are generally recruited directly by the College, rather than a third party. Example A: A person may be recruited for 12 months to cover for a permanent employee who is on maternity leave. Example B: A lecturer may be recruited for 6 months of an academic year (on a fulltime or part-time basis) if there is insufficient cover available in-house, but it is unclear whether there will be a demand for his/her particular subject area beyond that fixed period. Agency Worker: Often known as a temp, agency workers are employed by a third party, such as an employment agency, to perform specific tasks. In this case, the College pays the agency rather than the individual worker, and any contract is between the College and the agency. Such workers are generally used for a relatively short period, e.g. holiday/sickness cover, or a specific assignment over a few months.

12 Casual Staff: These workers may or may not be employed directly by the College. Casual workers are generally used for short-term, temporary purposes, where there may be no regular pattern or requirement, e.g. life models, invigilators. Temporary opportunities may also arise internally from time to time in the form of a secondment to another area within the College. At the end of secondment, the individual will, where possible, return to the same job as they had previously occupied, on the same terms and conditions. However, if this is not reasonably practicable, the college may offer the employee suitable alternative work on terms and conditions that are no less favourable than would have applied had the individual not been seconded.

Wherever possible, existing staff members will be encouraged to apply for promotion opportunities when a suitable vacancy arises.

Wherever 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 information

Policy No: 42. Recruitment & Selection Policy

Policy 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 information

Tribunal Advisory Committee, 19 February Appointment and Selection Policy. Executive summary and recommendations.

Tribunal Advisory Committee, 19 February Appointment and Selection Policy. Executive summary and recommendations. Tribunal Advisory Committee, 19 February 2018 Appointment and Selection Policy Executive summary and recommendations Introduction The Partner team has reviewed the current Appointment and Selection Policy.

More information

Recruitment and Selection Policy and Procedure

Recruitment 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 information

Recruitment and Selection

Recruitment 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 information

Recruitment and Selection Policy and Procedure Market House 14 Market Street Lerwick

Recruitment and Selection Policy and Procedure Market House 14 Market Street Lerwick Recruitment and Selection Policy and Procedure Market House 14 Market Street Lerwick A charitable company limited by guarantee registered in Scotland No. 165677 Registered Office Market House, 14 Market

More information

RECRUITMENT AND SELECTION POLICY AND PROCEDURE

RECRUITMENT 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 information

Recruitment and Selection Policy

Recruitment 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 information

Portslade Aldridge Community Academy

Portslade 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 information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Reference No: Version: 1.0 Ratified by: HR022 Governing Body Date ratified: February 2015 Name of originator/author: Name of responsible committee/individual: Approved

More information

RECRUITMENT AND SELECTION POLICY AND PROCEDURE

RECRUITMENT AND SELECTION POLICY AND PROCEDURE RECRUITMENT AND SELECTION POLICY AND PROCEDURE 1 Scope 1.1 This policy covers the College s rules and procedures on the recruitment and selection of all staff and volunteers. It applies to all permanent

More information

Inspiring Everyone to Learn

Inspiring Everyone to Learn Person Responsible: Governors Date Adopted: July 2010 Date of last review: Autumn Term 2016 Date of next review: Autumn Term 2019 Introduction Inspiring Everyone to Learn Safer Recruitment Policy The safe

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY We will provide this policy on request at no cost, in large print, in Braille, on tape or in another non-written format. Date Live: 30 July 2014 Page 1 of 14 POLICY PURPOSE

More information

RECRUITMENT AND SELECTION PROCEDURE

RECRUITMENT AND SELECTION PROCEDURE RECRUITMENT AND SELECTION PROCEDURE 1. PURPOSE 1.1 This procedure is in relation to recruitment and selection, and has been agreed between South Yorkshire Passenger Transport Executive (SYPTE) and UNISON;

More information

Recruitment & Selection Policy. Effective From: June 2017

Recruitment & Selection Policy. Effective From: June 2017 Recruitment & Selection Policy Policy Type: Mandatory Staff Policy Approved By: Resources Committee Effective From: June 2017 Revision Date: June 2019 Tomlinscote School & Sixth Form College Recruitment

More information

Recruitment and Selection: Procedure and Guidance

Recruitment 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 information

Recruitment and Selection Policy and Procedure

Recruitment 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 information

Fierté Multi Academy Trust Safer Recruitment Policy

Fierté Multi Academy Trust Safer Recruitment Policy Fierté Multi Academy Trust Safer Recruitment Policy 2016-2017 Policy Statement The safe recruitment of staff in Trusts is the first step to safeguarding and promoting the welfare of the children in education.

More information

5. Aims and Objectives To ensure that the safeguarding and welfare of young people who access TLG takes place at each stage of the process.

5. 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 information

The Futures Trust. Safer Recruitment Policy

The 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

You will note that we require details of two referees, one of which must be your current or most recent employer.

You will note that we require details of two referees, one of which must be your current or most recent employer. If you wish to be considered for this post please complete the application form providing full details of your education and employment history, including any unpaid or voluntary work. Where there are

More information

Safer Recruitment Policy

Safer Recruitment Policy Safer Recruitment Policy Signed Approved by FGB: 16.10.2017 Governor Leads: Nominated Lead Member of Staff: Chair of Governors Phil Wells, Lisa Richardson and Father Stuart King Mrs C Dyer, Headteacher

More information

Recruitment and Selection Policy. Chichester College. 1. Introduction

Recruitment and Selection Policy. Chichester College. 1. Introduction 1. Introduction 1.1 To help achieve the College s aims and objectives, it is essential that people with the relevant skills, attitude, qualifications and experience, are recruited by the College. 1.2 The

More information

Recruitment and Selection Policy and Procedure March 2015

Recruitment and Selection Policy and Procedure March 2015 Recruitment and Selection Policy and Procedure March 2015 Version control table Original version published: Current version number: Version 7 Date current version published: March 2015 Due date for next

More information

RECRUITMENT, SELECTION and RETENTION POLICY

RECRUITMENT, SELECTION and RETENTION POLICY Recruitment, Selection and Retention Policy WHC reserves the right to amend this policy at its discretion. The most up-to-date version can be downloaded from our website. RECRUITMENT, SELECTION and RETENTION

More information

Federation of Safer Recruitment Policy

Federation of Safer Recruitment Policy Federation of Safer Recruitment Policy Reviewed and approved by PPP Committee 16th May 2016 Next review May 2017 INTRODUCTION The Federation is committed to safeguarding and promoting the welfare of children

More information

Recruitment and Selection Policy and Procedure (Safer Recruitment)

Recruitment and Selection Policy and Procedure (Safer Recruitment) Recruitment and Selection Policy and Procedure (Safer Recruitment) Version 1 Page 1 of 16 October 2017 POLICY DOCUMENT VERSION CONTROL CERTIFICATE TITLE Title: Recruitment and Selection Policy (Safer Recruitment)

More information

RECRUITMENT AND APPOINTMENTS POLICY

RECRUITMENT 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 information

Recruitment & Selection Policy and Procedure

Recruitment & 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 information

The Nar Valley Federation of Church Academies

The 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 information

NOTTINGHAM FOREST FOOTBALL CLUB RECRUITMENT POLICY. April 2018

NOTTINGHAM FOREST FOOTBALL CLUB RECRUITMENT POLICY. April 2018 NOTTINGHAM FOREST FOOTBALL CLUB RECRUITMENT POLICY April 2018 CONTENTS 1. Introduction and Scope 2. Recruitment and Selection Process 2.1 Introduction 2.2 Job Descriptions 2.3 Advertising 2.4 Equal Opportunities

More information

King s Oak Primary School

King s Oak Primary School King s Oak Primary School Safer Recruitment and Selection Policy Introduction King s Oak Primary School is committed to safeguarding and promoting the welfare of children and young people and requires

More information

HUMAN RESOURCES RECRUITMENT POLICY. Last Modified: August Review Date: August Version Number: 1.6

HUMAN 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 information

EQUITAS ACADEMIES TRUST

EQUITAS ACADEMIES TRUST Equitas Academies Trust EQUITAS ACADEMIES TRUST RECRUITMENT AND SELECTION POLICY Review Date: December 2016 To be Reviewed: December 2017 Agreed: F & GP Board 1 Policy Lead: Teresa Burr RECRUITMENT AND

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure 1 Purpose and Scope Having the right people in the right place at the right time is crucial to Ambitious about Autism (AaA) and Ambitious about Autism Schools

More information

St Thomas More Roman Catholic Academy. Recruitment & Selection Policy Statement

St 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 information

RECRUITMENT AND SELECTION OF STAFF POLICY 2014

RECRUITMENT AND SELECTION OF STAFF POLICY 2014 RECRUITMENT AND SELECTION OF STAFF POLICY 2014 Ratified at Full Governors Meeting on 26 June 2011 Changes from new model SCC policy from June 2013 Reviewed at Relationships Committee on 12 May 2014 Ratified

More information

Recruitment and Selection Policy for Employees and Volunteers

Recruitment and Selection Policy for Employees and Volunteers Recruitment and Selection Policy for Employees and Volunteers Prepared By Approved By Trust HR Manager Hamwic Trust Board Approval Date 05/10/2016 Policy Review Date Autumn Term 2017 1 Creating academic

More information

Recruitment and Selection Procedure

Recruitment 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 information

Recruitment and Selection Guidance for Managers

Recruitment and Selection Guidance for Managers Recruitment and Selection Guidance for Managers Version 1 September 2014 1 2 1. Introduction 2. Advertising 3. Shortlisting 4. Safer Recruitment and Shortlisting 5. Interviews/Assessment 6. Job Offer 7.

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Effective from: 12 October 2015 Review date: October 2017 Version/Reference: Version 4 (HR15/27) Document owner: Human Resources Section CONTENTS Page(s) 1. INTRODUCTION

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Document Summary This document outlines the recruitment and selection process in relation to Hospice at Home Carlisle and North Lakeland. This is the final version of this

More information

SAFER RECRUITMENT AND SELECTION POLICY & PROCEDURE

SAFER RECRUITMENT AND SELECTION POLICY & PROCEDURE SAFER RECRUITMENT AND SELECTION POLICY & PROCEDURE Author: Jenny Holmes Revised: February 2017 Next review: February 2018 Putting Students First CONTENTS 1. Scope... 3 2. Principles... 3 3. Introduction...

More information

Safer Recruitment Policy

Safer Recruitment Policy Safer Recruitment Policy 2014-2017 Issue 5 July 2014 Summary of Policy: The Policy outlines how the College meets Safeguarding legislation requirements in respect of the recruitment and selection of staff

More information

RECRUITMENT & SELECTION POLICY & GUIDELINES

RECRUITMENT & SELECTION POLICY & GUIDELINES RECRUITMENT & SELECTION POLICY & GUIDELINES UPDATED AUGUST 2008 Page 1 1. Scope This policy shall apply to all appointments made by the Corporation other than those defined as Senior Posts in the Instruments

More information

Recruitment and Selection Policy & Procedure

Recruitment and Selection Policy & Procedure Recruitment and Selection Policy & Procedure Author Tim Widdowson HR Business Partner Version 1.1 Version Date 21 vember 2017 Implementation/Approval Date 21 vember 2017 Review Date vember 2020 Review

More information

Disclosure & Barring Service (DBS) Check Policy

Disclosure & Barring Service (DBS) Check Policy Disclosure & Barring Service (DBS) Check Policy Version: Final Author: HR Manager Date Issued: December 16 Date Approved by SMT: January 17 Impact Assessment Completed Yes Date of Next Review: January

More information

JOB DESCRIPTION. To act corporately at all times and lead on college initiatives as directed

JOB DESCRIPTION. To act corporately at all times and lead on college initiatives as directed JOB DESCRIPTION Post: Teaching and Learning Coach Post no: 2035 Salary: Responsible to: Location: Working hours: Job purpose: 33-35K per annum Teaching and Learning Manager Nottingham 37 hours per week,

More information

RECRUITMENT & SELECTION POLICY

RECRUITMENT & SELECTION POLICY Document Type RECRUITMENT & SELECTION POLICY Recruitment and Selection Policy Policy Reference Number GW-HS R&SP 6/17 Summary The Recruitment and Selection Policy provides a framework for attracting, selecting

More information

SAFER RECRUITMENT PROCEDURE. Signed by the Chair of the Board of Trustees..

SAFER RECRUITMENT PROCEDURE. Signed by the Chair of the Board of Trustees.. SAFER RECRUITMENT PROCEDURE Signed by the Chair of the Board of Trustees.. September 2016 2 CONTENTS Page No 1. Introduction and Statutory Requirements 3 2. Purpose of the Safer Recruitment Policy 3 3.

More information

WILLIAM SHREWSBURY PRIMARY SCHOOL

WILLIAM SHREWSBURY PRIMARY SCHOOL WILLIAM SHREWSBURY PRIMARY SCHOOL SAFER RECRUITMENT POLICY Adopted by: William Shrewsbury Primary School Governing Body Date: 21.09.15 Updated October 2016 Date of Review: September 2017 1.0 Introduction

More information

POLICY AND PROCEDURES

POLICY 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 information

SCDLMCSA3 Actively engage in the safe selection and recruitment of workers and their retention in care services

SCDLMCSA3 Actively engage in the safe selection and recruitment of workers and their retention in care services Actively engage in the safe selection and recruitment of workers and their retention in care services Overview This unit is for leaders and managers of care services. It is about ensuring the safe selection,

More information

Recruitment & Selection Policy

Recruitment & 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 information

This policy defines the responsibilities of both Line Managers and Human Resources.

This policy defines the responsibilities of both Line Managers and Human Resources. Safer Recruitment Background PACT regards people as its greatest asset and attaches importance to the procedures for recruitment and selection being clearly understood by Line Managers. Human Resources

More information

Recruitment and Selection Policy and Procedure

Recruitment and Selection Policy and Procedure Recruitment and Selection Policy and Procedure Responsibility of: Date of Approval: Review Cycle: On College Website: Y / N Director of Human Resources Every 3 years Introduction and Aims This policy aims

More information

RECRUITMENT, SELECTION AND RETENTION POLICY.

RECRUITMENT, SELECTION AND RETENTION POLICY. RECRUITMENT, SELECTION AND RETENTION POLICY. Policy Number: RSR 1 Revision Number: Date of Issue: December 2016 Status: Approved Date of Approval: December 2016 Responsibility for Policy: Responsibility

More information

Greasbrough Primary School. Recruitment & Selection

Greasbrough Primary School. Recruitment & Selection Greasbrough Primary School Recruitment & Selection December 2016 INTRODUCTION The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education.

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Policy Statement BIC Innovation is committed to encouraging diversity and eliminating discrimination in both its role as an employer and as a provider of services. BIC Innovation

More information

RECRUITMENT & SELECTION POLICY

RECRUITMENT & SELECTION POLICY 1. Definitions RECRUITMENT & SELECTION POLICY For the purpose of this policy unless the context otherwise indicates 1.1 candidate means an applicant for a post; 1.2 district municipality means a category

More information

Recruitment and Selection Procedures for Schools

Recruitment and Selection Procedures for Schools Recruitment and Selection Procedures for Schools File: Recruitment and Selection for Schools.doc Version: 1.0 1 of 20 About this chapter Summary This chapter describes Recruitment and Selection policy

More information

CRIMINAL RECORDS CHECKS PROCEDURE

CRIMINAL RECORDS CHECKS PROCEDURE CRIMINAL RECORDS CHECKS PROCEDURE Criminal Record Checks Procedure Page: Page 1 of 18 Recommended by Approved by Director of Organisational Development Executive Management Team Approval date 20 th April

More information

Recruitment and Selection Policy

Recruitment and Selection Policy Recruitment and Selection Policy APPROVED BY GOVERNORS: 20/11/14 1 Contents Introduction... 3 Safer Recruitment... 3 Safer Recruitment Policy Statement... 3 Safer Recruitment Training... 4 Legislation...

More information

RECRUITMENT & INDUCTION

RECRUITMENT & INDUCTION Document uncontrolled when printed Policy ID no: HR 12 RECRUITMENT & INDUCTION This policy is applicable to: all Focus ACT employees. DOCUMENT CONTROL Managed by: Project Officer Version: 2 Approved by:

More information

Recruitment and Appointment Policy Responsible Officer. Executive Director, Human Resources Approved by

Recruitment 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 information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy 1. Statement of Intent Centre 404 is committed to valuing and promoting equality and diversity at work and in our service delivery. We believe that everybody who is involved

More information

Managing Work Performance Policy

Managing Work Performance Policy MWP001 April 2014 Managing Work Performance Policy Policy Number Target Audience Approving Committee MWP001 CCG staff CCG Executive Date Approved 9 th April 2014 Last Review Date April 2014 Next Review

More information

RECRUITMENT AND SELECTION POLICY (INCORPORATING SAFER RECRUITMENT PRACTICES)

RECRUITMENT AND SELECTION POLICY (INCORPORATING SAFER RECRUITMENT PRACTICES) RECRUITMENT AND SELECTION POLICY (INCORPORATING SAFER RECRUITMENT PRACTICES) Mission Statement WeST holds a deep seated belief in education and lifelong learning. Effective collaboration, mutual support

More information

Lead Employer Flexible Working Policy. Trust Policy

Lead Employer Flexible Working Policy. Trust Policy Lead Employer Flexible Working Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Trust Policy Deputy Director of Human Resources Director of Human Resources Date Recommended:

More information

Employment Application Guidance Notes

Employment Application Guidance Notes Employment Application Guidance Notes Introduction Thank you for requesting details about applying for employment with Framework. Please read these guidance notes carefully before completing your application

More information

HR Policy: Disclosure and Barring Checks. Contents

HR Policy: Disclosure and Barring Checks. Contents HR Policy: Disclosure and Barring Checks Contents 1. Introduction and Purpose... 2 2. University Position... 2 3. Relevant Roles and Positions... 2 4. Process... 3 5. Portability... 4 6. Payment... 4 7.

More information

RECRUITMENT AND SELECTION POLICY

RECRUITMENT AND SELECTION POLICY RECRUITMENT AND SELECTION POLICY Reference No: UHB 220 Version No: 1 Previous Trust / LHB Ref No: TR56 Documents to read alongside this Policy, Procedure etc (delete as necessary) Recruitment & Selection

More information

Equal Opportunities and Diversity Policy

Equal Opportunities and Diversity Policy Equal Opportunities and Diversity Policy 1. Introduction This policy has been aligned to the University of Gloucestershire s Promotion of Equalities Policy. Norland is committed to providing equal access

More information

Equality & Diversity Policy and Procedure

Equality & Diversity Policy and Procedure Equality & Diversity Policy and Procedure Contents 1. Policy Statement 2. Purpose and Scope 3. The Definition of Equality and Diversity 4. Forms of Discrimination 5. Legislative and Regulatory Context

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY

EQUAL OPPORTUNITIES AND DIVERSITY POLICY EQUAL OPPORTUNITIES AND DIVERSITY POLICY BMAT 1 EQUAL OPPORTUNITIES AND DIVERSITY POLICY 1. Scope and Purpose of this Policy 1.1 The Trust is committed to promoting and achieving equality of opportunity

More information

Recruitment and Selection. Rosy Lord, Head of HR. Date of Approval March 2015 Approved by Performance Management & HR Committee Review date March 2018

Recruitment and Selection. Rosy Lord, Head of HR. Date of Approval March 2015 Approved by Performance Management & HR Committee Review date March 2018 Policy uthor Recruitment and Selection Rosy Lord, Head of HR Date of pproval March 2015 pproved by Performance Management & HR Committee Review date March 2018 1. Introduction and Scope 1.1 The Eastern

More information

Redeployment Policy and Procedure

Redeployment Policy and Procedure Redeployment Policy and Procedure 1. Scope This policy sets out a framework for managers to manage redeployment in a fair and effective manner, in line with the School s policy statement on equality and

More information

Recruitment Procedures

Recruitment Procedures Recruitment Procedures Adopted: July 2017 To be reviewed: July 2020 HEARTS Academy Trust is committed to providing a happy, caring and safe learning environment for all within a value led context, where

More information

JOB DESCRIPTION. CRQ Leader - Hospitality and CRQ Manager

JOB DESCRIPTION. CRQ Leader - Hospitality and CRQ Manager JOB DESCRIPTION POST TITLE: DIRECTORATE/DEPARTMENT: GRADE: LOCATION: RESPONSIBLE TO: Hospitality Kitchen, Stores and Procurement Technician (Maternity Cover) Hospitality (37 Hours x 40 Weeks) 4E Monday

More information

Organisational Change Policy for NHS Wales

Organisational Change Policy for NHS Wales Organisational Change Policy for NHS Wales Reference Date Purpose of Issue/Description of Change Planned Review Date HR023 January 2010 April 2011 Responsible Officer Approved by Committee/Board/Group

More information

PART B. Name: Position Applied For: Vacancy Reference Number: GHRNI/001/13. Submission Date:

PART B. Name: Position Applied For: Vacancy Reference Number: GHRNI/001/13. Submission Date: PART B Name: Position Applied For: Vacancy Reference Number: GHRNI/001/13 Submission Date: Please complete all required fields as accurately as possible ensuring no changes are made to the format of this

More information

together with a stamped, addressed envelope if receipt of the application is to be confirmed.

together with a stamped, addressed envelope if receipt of the application is to be confirmed. EXAMS INVIGILATORS Applications are invited to join the College s team of exam invigilators who will work flexibly on a casual basis according to need. It is hoped that invigilators would work towards

More information

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE

REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE REORGANISATION, REDUNDANCY AND REDEPLOYMENT PROCEDURE September 2017 Reorganisation, Redundancy and Redeployment Procedure INTRODUCTION This document provides guidance on consulting primarily for the purpose

More information

Education HR Service

Education HR Service Education HR Service Recruitment Procedure Connected Learning MAT This Model Policy was originally created in May 2006 and this issue was released in : February 2017 School Staff were consulted on this

More information

POSITION DESCRIPTION

POSITION 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 information

Recruitment and Selection

Recruitment and Selection Recruitment and Selection Human Resources Policy No. HR33 Additionally refer to: HR01 Equal Opportunities HR02 Corporate Induction, Statutory and Mandatory Training HR03 Secondments HR04 Verification of

More information

EQUALITY & DIVERSITY POLICY

EQUALITY & DIVERSITY POLICY EQUALITY & DIVERSITY POLICY PLOWMAN CRAVEN EQUALITY & DIVERSITY POLICY REVISION AUTHORITY Rev Date Description Prepared Verified Approved by by by 1 Aug 2014 First issue SC SC AGM 1.2 Jan 2017 Updated

More information

Applicants will receive a job description and person specification for the role applied for.

Applicants will receive a job description and person specification for the role applied for. Recruitment, selection and disclosure policy and procedure 1 Introduction The Bedford Charity (The Harpur Trust) is committed to providing the best possible care and education to its pupils and to safeguarding

More information

Model Safer Recruitment Policy for Schools Our Lady Catholic Primary School. Date of issue: Sept Review date: Sept 2018

Model Safer Recruitment Policy for Schools Our Lady Catholic Primary School. Date of issue: Sept Review date: Sept 2018 Model Safer Recruitment Policy for Schools Our Lady Catholic Primary School Department: Schools HR Advisory Team Date of issue: Sept 2016 Review date: Sept 2018 1. Introduction The purpose of this policy

More information

EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY

EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY 1.0 STATEMENT OF INTENT Equality, diversity and human rights are integral to the work of PBHA, and form a key part of our vision and mission. Our principles

More information

Human Resources Policy No. HR34

Human Resources Policy No. HR34 Human Resources Policy No. HR34 Additionally refer to: HR33 Recruitment and Selection Sponsor: Head of Human Resources in conjunction with Director of Corporate Affairs Date agreed by TNCC: September 2007

More information

CANDIDATE INFORMATION BOOKLET

CANDIDATE INFORMATION BOOKLET Agriculture and Food Development Authority CANDIDATE INFORMATION BOOKLET Helping you apply for jobs at Teagasc CONTENTS Introduction About Teagasc 1. Benefits of working at Teagasc 2. Career opportunities

More information

Charlton Primary School

Charlton Primary School Guidance Notes Job Application Form in Microsoft Word Format This form should only be used to make applications for advertised vacancies at Charlton Primary School You are advised to save this form to

More information

Home-Start Cotswolds (Home-Start) Equality, Fairness and Diversity Policy

Home-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 information

To support the development of sporting, leisure and social activities for students on a wide range of courses.

To support the development of sporting, leisure and social activities for students on a wide range of courses. JOB DESCRIPTION POST TITLE: Student Experience Apprentice x 2 1 x Redditch, 1 x Worcester DEPARTMENT: GRADE: LOCATION: RESPONSIBLE TO: Student Services AA1 AA3 1 x Worcester, 1 x Redditch Student Activities

More information

Safeguarding Children Safer Recruitment and Retention Policy and Procedure Adopted by St-Laurence s C.of E. School February 2014

Safeguarding Children Safer Recruitment and Retention Policy and Procedure Adopted by St-Laurence s C.of E. School February 2014 Safeguarding Children Safer Recruitment and Retention Policy and Procedure Adopted by St-Laurence s C.of E. School February 2014 This policy is based upon the following documents: Code of Practice on the

More information

MS Society Disclosure policy and procedure - Scotland

MS Society Disclosure policy and procedure - Scotland MS Society Disclosure policy and procedure - Scotland Disclosure policy 1 Purpose and scope 1.1 The objectives of this policy and procedure are to ensure: the vulnerable groups who use our services and

More information

Staff Recruitment Policy & Procedure February 2016

Staff Recruitment Policy & Procedure February 2016 Staff Recruitment Policy & Procedure February 2016 Policy control Reference Staff Recruitment Policy & Procedure Date approved November 2015 Approving Bodies Implementation Date February 2016 HR Committee,

More information

Acting-up and Higher-level Duties Allowances

Acting-up and Higher-level Duties Allowances Acting-up and Higher-level Duties Allowances INTRODUCTION Birkbeck recognises that opportunities for employees to temporarily act-up into jobs graded at a higher level, or to undertake additional higher-level

More information

Trinitas Application for Support Appointment

Trinitas Application for Support Appointment Trinitas Application for Support Appointment Application for the post of: At: (school) Contact Details Surname: Forename(s): Address: Former surname (s) if any: Title (Mr, Mrs, Miss etc) Home Telephone

More information