Recruitment & Selection Policy Originator: Name: Emma Page Review date: March 2017 Revision date: March 2020 Approved by: HR Committee Date of meeting: 19 April 2017 Name of Chairman: Marion Miles Approved by: Board of Trustees Date of meeting: 29 June 2017 Name of Chairman: Charles Simpson
Contents 1. Policy Statement... 3 2. Definitions... 4 3. Responsibilities and Accountability... 4 4. Procedures and Implementation... 5 5. Related St Nicholas Hospice Care Policies / Guidelines... 5 6. Monitoring and Review... 5 7. Statutory Compliance and Evidence Referenced... 5 8. Appendices..5 Page 2 of 5
1. Policy Statement St Nicholas Hospice Care is committed to promoting the Hospice as an Employer of Choice, ensuring it recruits and retains high quality staff at all levels and promotes a positive image of the organisation. It will ensure that there are procedures, systems and approaches which will support the recruitment of the most appropriate person for each available role ensuring the most cost effective methods are employed. The Hospice will ensure that applicants are treated in a fair and equal way and will provide Human Resources and other support to enable managers and interview panels to make informed objective decisions/choices in relation to candidates. The Hospice is committed to applying its Equal Opportunities policy at all stages of recruitment and selection. Shortlisting, interviewing and selection will always be carried out without regard to gender, gender reassignment, sexual orientation, marital or civil partnership status, colour, race, nationality, ethnic or national origins, religion or belief, age, pregnancy or maternity leave or trade union membership Any candidate with a disability will not be excluded unless it is clear that the candidate is unable to perform a duty that is intrinsic to the role, having taken into account reasonable adjustments. Reasonable adjustments to the recruitment process will be made to ensure that no applicant is disadvantaged because of his/her disability. It is the organisation's policy that all vacancies will be posted electronically on an all staff email.. In certain situations an employee who has been engaged in a fixed term role that becomes permanent during the fixed term period may have the right to be offered the role without further advertisement e.g. a pregnant employee. This is subject to their successful completion of the probation period and the job description remaining the same. Extension of this right to other employees will depend upon the nature of the role and the likelihood that the candidate pool would have been stronger had the job been permanent in the first instance. Internal candidates seconding to fixed term roles will, in most circumstances, have their substantive post protected subject to the ability of their department to cover their absence. This would be made clear to the applicant at interview. Existing employees are to be encouraged to apply for vacant roles if they have the appropriate qualifications, experience and skills. The organisation aims at all times to recruit the person who is most suited to the particular job. Recruitment will be solely on the basis of the applicant's abilities and individual merit as measured against the criteria for the job. Qualifications, experience and skills will be assessed at the level that is relevant to the job. Page 3 of 5
1.1 Hospice Context St Nicholas Hospice Care is an independent charity delivering care, advice and support to people in the final chapters of their life, and their families, within the communities of West Suffolk and Thetford. The work of the hospice is delivered by specially trained staff, supported by a large team of volunteers. The organisation includes an Education Department that delivers education to the local community and an Income Generation Department that manages a range of fundraising and retail activities. 2. Definitions Employees with substantive contracts have employee status (with regard to the Employment Rights Act 1996) This includes employees on permanent, temporary, full time, part-time or fixed term contracts. Bank workers on a casual basis do not have employee status (with regard to the Employment Rights Act 1996. Agency and in-sourced staff are employed by a third party agency. 3. Responsibilities and Accountability 3.1 Chief Executive Officer (CEO) The Chief Executive has ultimate responsibility for implementation of this policy. The CEO will ensure that this policy is approved by the Board of Trustees. 3.2 HR Director It is the responsibility of the HR Director to ensure best practice in recruitment and selection processes as determined by this policy and employment legislation. The HR Director has final responsibility for the conduct and practice of recruitment and selection and for the quality of information, documentation and communication involved. Line Managers and Department Managers will be advised by the HR Director and HR Department accordingly. Page 4 of 5
3.3 Other relevant St Nicholas Hospice Care is fully committed to this policy and requires all staff to comply with it. However the policy is not intended to be contractual and maybe be changed subject to approval by the Board of Trustees and consultation with the staff representative group (Staff forum). 4. Procedures and Implementation The processes to support this policy can be found in Appendix A Recruitment and Selection Flowchart The best practice procedures to support recruitment and selection at St Nicholas Hospice Care can be found in Appendix B - Recruitment and Selection Guidelines for Personnel and Managers 5. Related St Nicholas Hospice Policies / Guidelines Equal Opportunities Policy Pay and Reward Policy (inc job evaluation) Removals Package 6. Monitoring and Review This Policy will be reviewed by the HR Committee no less than at 3 yearly intervals, unless an earlier review is required e.g. due to changes in legislation 7. Statutory Compliance and Evidence Referenced Equality Act 2010 Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 (SI 2011/1064) Draft Equality Act 2010 (Specific Duties) Regulations 2011 Data Protection Act 1998 8. List of Appendices Appendix 1 Recruitment Flowchart Appendix 2 Recruitment and Selection Guidelines for Personnel and Managers Appendix 3 Removals Package on Recruitment Page 5 of 5