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3
- Recruitment & Selection
Hayfield Support
Services will ensure that the recruitment of suitably qualified staff will be
made from the widest field and will be in accordance with relevant Codes of
Practice relating to employment. Hayfield is committed to each appointment being
based on the merit principle.
All
advertised positions in Hayfield will be subject to “Enhanced Disclosure” in
terms of the Regulation of Care [Scotland] Act 2001.
Existing staff will be required
to undertake the Enhanced Disclosure process as legislation dictates.
All
recruitment, induction, training and promotion practices will be continually
reviewed in order to ensure:
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Recruitment
& selection is
based on positive attitude and ability to do the job.
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Objective
and systematic
adherence to procedures.
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Records
relating to recruitment will be retained for all shortlisted candidates
for a period of 1 year to provide evidence that recruitment panels have
objectively proven justification for appointment. All other
documentation relating to candidates not shortlisted for posts will be
retained for a period of 6 months.
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Hayfield’s
existing staff are
notified of all vacancies and that applications received from staff will
be treated on the basis of full equality with external applications.
A written job
description and personnel specification will be prepared for each post prior to
advertisement. Included in the recruitment pack will be a Health Questionnaire
for completion by each applicant. For new posts, the responsibility for the
production of similar documentation lies with either the Day Care Manager or
Residential Manager in the first instance. Where review of an existing job
description is proposed, consultation and approval from the Director must take
place prior to any change being
implemented.
Job descriptions
will be written in a clear, jargon-free manner. They will give the job title,
immediate line of responsibility, purpose of the post and full details of duties
and responsibilities.
Personnel
specifications will contain criteria which are strictly relevant to the
requirements of the job and not unnecessarily restrictive, which may exclude
particular individuals.
All requirements
will be clearly justifiable in terms of the principal functions of the post.
Canvassing in any
form by, or on behalf of, any candidate within Hayfield shall
disqualify that candidate from further consideration of the vacant post,
or result in dismissal if appointed. Canvassing undertaken by Hayfield staff
will be deemed as Misconduct and shall be dealt with under Hayfield’s
Disciplinary Procedure.
In the case of
staff absence for medical or maternity leave for a period of up to 12 months,
Hayfield may use the local Job Centre or the services of an Employment Agency to
temporarily fill the post. If the absence is likely to be beyond 12 months then
Hayfield may [resources permitting] publicly advertise the post and follow the
normal recruitment procedure for Fixed Term Contracts of Employment.
In the case of
Student Placements, the appropriate Line Manager must demonstrate that they can
properly support and accommodate the individual on placement at Hayfield.
Next
Staff Handbook and Terms & Conditions of Employment
HAYFIELD
Limited
Support Services with Deaf
People
Section 2
Please
select from the list of links on the left
Click
here to go to the Table of Contents
for the Staff Handbook
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