This policy shall apply to employees, members and co-optees dealing with the recruitment and appointment of staff under delegated authority from the
The policy is intended to ensure fairness and accountability as a publicly funded voluntary organisation, and that recruitment and appointment procedures comply with employment law, equal opportunities and other relevant policy.
The
All posts shall carry a job description, reviewed prior to any recruitment, a person specification and a written contract of employment. Any advertising will take account of current legislation regarding age, race, gender or disability. Replacement and additional posts will be advertised internally and externally, and the job description, person specification and information about the organisation sent to prospective applicants. Candidates shall be notified of the outcome of their application.
6 Criminal Records Bureau
All posts within the organisation are subject to an Enhanced Disclosure from the Criminal Records Bureau.
5 Short-listing
Short-listing should be carried out by the panel members who will conduct the interview. It must be done in an agreed format based on the requirements of the person specification against which candidates have been told they will be assessed. All short-listed candidates shall be offered an interview and a prior informal visit to the Project. Candidates will be informed whether or not this forms part of the selection prior to the visit. If the visit does not form part of the selection process it will be conducted by someone who is not a panel member and no report about the candidate shall be given to the panel.
6 Interview
The interviewing panel should normally consist of three members though others may be added for specific reasons, and for management posts must contain at least one voluntary elected member of the
Service Users will also be included in the interview process by giving them the opportunity to meet the interviewees in an informal setting. The views of those Service Users involved will be sought prior to the panel making its decision.
In making any appointment the panel should have regard to the possibility of job-share and unless the demands of the post preclude it, willingness to consider job-share candidates should be stated in advertising. Decisions about the suitability of a given post for job-share may be made by the Director, except in the case of a Director's post, which shall be decided by the
Candidates should be notified of the result of their interview as soon as possible, by telephone or post. Successful candidates will receive a written offer and contract of employment, subject to satisfactory references, and others should be offered an opportunity to discuss their interview if they wish with a member of the panel. The project reserves the right to request any medical reports and/or Police checks they consider appropriate.
9 Terms of Appointment
Posts shall be offered on the terms stated in the job description and contract of employment and may only be altered by agreement of the
Appointments may be offered commencing at any point on the salary scale applying to the post, at the discretion of the panel.
10) Record of Recruitment
The project will keep all application forms, details of shortlisting, interview assessments and offers of employment for a minimum of 6 months. At the end of this time all details will be destroyed.
Last reviewed:
Next review date: 01/04/2008