{"id":753,"date":"2020-11-19T17:08:56","date_gmt":"2020-11-19T17:08:56","guid":{"rendered":"https:\/\/breakthrough-uk.co.uk\/?page_id=753"},"modified":"2020-11-22T17:08:57","modified_gmt":"2020-11-22T17:08:57","slug":"recruitment-policy-and-procedures","status":"publish","type":"page","link":"https:\/\/breakthrough-uk.co.uk\/homepage\/recruitment-policy-and-procedures\/","title":{"rendered":"For employers &#8211; Recruitment policy and procedures"},"content":{"rendered":"\t\t<div data-elementor-type=\"wp-page\" data-elementor-id=\"753\" class=\"elementor elementor-753\">\n\t\t\t\t\t\t<section class=\"has_eae_slider elementor-section elementor-top-section elementor-element elementor-element-66d12050 elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-eae-slider=\"44703\" data-id=\"66d12050\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"has_eae_slider elementor-column elementor-col-100 elementor-top-column elementor-element elementor-element-28be604\" data-eae-slider=\"47646\" data-id=\"28be604\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-f8fa577 elementor-widget elementor-widget-shortcode\" data-id=\"f8fa577\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"shortcode.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<ul id=\"breadcrumbs\" class=\"breadcrumbs\"><li class=\"item-home\"><a class=\"bread-link bread-home\" href=\"https:\/\/breakthrough-uk.co.uk\/homepage\" title=\"Home\">Home<\/a><\/li><li class=\"separator separator-home\"> > <\/li><\/ul>\t\t<div class=\"elementor-shortcode\"><\/div>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-281224f3 elementor-widget elementor-widget-heading\" data-id=\"281224f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h1 class=\"elementor-heading-title elementor-size-default\">Recruitment policy and procedures\n<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<section class=\"has_eae_slider elementor-section elementor-inner-section elementor-element elementor-element-1873883b elementor-section-boxed elementor-section-height-default elementor-section-height-default\" data-eae-slider=\"1956\" data-id=\"1873883b\" data-element_type=\"section\" data-e-type=\"section\">\n\t\t\t\t\t\t<div class=\"elementor-container elementor-column-gap-default\">\n\t\t\t\t\t<div class=\"has_eae_slider elementor-column elementor-col-66 elementor-inner-column elementor-element elementor-element-4fa5bbe2\" data-eae-slider=\"65183\" data-id=\"4fa5bbe2\" data-element_type=\"column\" data-e-type=\"column\">\n\t\t\t<div class=\"elementor-widget-wrap elementor-element-populated\">\n\t\t\t\t\t\t<div class=\"elementor-element elementor-element-5bf36dd3 elementor-widget elementor-widget-text-editor\" data-id=\"5bf36dd3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p><strong>Recruitment, Training, and Development Policy<\/strong>\u00a0<\/p><p><strong>1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Introduction<\/strong><strong>\u00a0<\/strong><\/p><p>1.1\u00a0\u00a0\u00a0 Breakthrough UK exists to provide training, employment, and independent living opportunities to disabled people, within the social model of disability.\u00a0<\/p><p>1.2\u00a0\u00a0\u00a0 By disabled people we mean all those who encounter social, attitudinal, and physical barriers as a result of society\u2019s failure to take account of their impairments, whether physical, sensor or intellectual \/ mental.\u00a0 Our target group therefore includes not only people with physical and sensory impairments, but also those who have experienced learning difficulties or mental health problems.\u00a0<\/p><p>1.3\u00a0\u00a0\u00a0 We are committed to redressing the discrimination widely experienced by disabled people in society.\u00a0 We seek to reflect this commitment not only in our external activities but also in our internal practices.\u00a0 We will therefore aim at all times to operate good practice in the process of recruitment, training and development of staff.\u00a0<\/p><p>1.4 \u00a0\u00a0 It is the aim of Breakthrough UK to ensure that no employee, client, or job applicant receives less favourable facilities or treatment on grounds of their impairment, gender, sexuality, marriage or civil partnership status, ethnic origin, pregnancy, age, faith and\/or belief or dependants and that individuals are not placed at a disadvantage by unnecessary imposed conditions or requirements which cannot be shown to be justified.\u00a0<\/p><p><strong>2\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Recruitment Aim<\/strong><strong>\u00a0<\/strong><\/p><p>2.1\u00a0\u00a0\u00a0 Breakthrough UK is committed to fair recruitment and selection that complies with our Equal Opportunities Policy.\u00a0 The Policy and procedure is designed to ensure that applicants from disadvantaged and excluded groups feel confident to apply and are given the opportunity to demonstrate their skills and experience at application and interview stage.\u00a0<\/p><p>2.2\u00a0\u00a0\u00a0 All recruitment and selection is carried out within relevant legislation and we will aim at all times to develop and operate the best possible practice in relation to recruitment.\u00a0 Equal Opportunities monitoring forms are included within application packs for all posts.\u00a0 These are for internal information and to help us monitor the numbers of applicants from disadvantaged or excluded groups.\u00a0 On the basis of this information we can make positive changes or additions to our recruitment process.\u00a0<\/p><p>2.3\u00a0\u00a0\u00a0 This process and policy will be monitored every two years or where major legislative changes require us to review our policies and protocols.\u00a0\u00a0<\/p><p><strong>3\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training &amp; Development Aim<\/strong><strong>\u00a0<\/strong><\/p><p>3.1\u00a0\u00a0\u00a0 Breakthrough UK is committed to ongoing training and development to enable all staff to achieve personal and professional objectives and to contribute productively to Breakthrough UK\u2019s mission and objectives.\u00a0<\/p><p>3.2\u00a0\u00a0\u00a0 We also aim to develop and strengthen individual skills in order to enable greater personal satisfaction from work and to encourage members of staff to develop into new roles including applying for new and existing posts as they become vacant as part of our internal recruitment commitment.\u00a0<\/p><p><strong>4\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Recruitment Implementation Framework<\/strong><strong>\u00a0<\/strong><\/p><p>4.1\u00a0\u00a0\u00a0 We operate a targeted recruitment advertising system to encourage disabled people to apply for jobs with Breakthrough UK.\u00a0 Where appropriate and in line with statutory provisions of the Equality Act 2010, we may restrict some posts to disabled people only.\u00a0<\/p><p>4.2\u00a0\u00a0\u00a0 Vacant posts are advertised internally then externally wherever possible to ensure that all sectors of the community can access them.\u00a0\u00a0<\/p><p>4.3\u00a0\u00a0\u00a0 Existing staff are encouraged to apply for new posts and any existing posts which become vacant as a means of career development often not available to disabled people.\u00a0 Upon close consideration, Breakthrough UK may decide to ring-fence certain posts for internal applicants alone.\u00a0<\/p><p>4.4\u00a0\u00a0\u00a0 Advertisements will be placed in community and special interest publications and sites where appropriate.\u00a0\u00a0<\/p><p>4.5\u00a0\u00a0\u00a0 A job description and person specification is drawn up for a new post and amended where appropriate for existing posts.\u00a0 We make our recruitment information available in a wide range of formats and aim to make our recruitment accessible to all sections of the population.\u00a0<\/p><p>4.6\u00a0\u00a0\u00a0 Within the Person Specification, care is taken to ensure that the experience, skills, competencies and qualifications being asked for are really necessary. \u00a0We will not ask for unnecessary qualifications from job applicants.\u00a0 Where a post is found to have a genuine occupational qualification status this will be made clear at all stages of recruitment and selection requirements.\u00a0<\/p><p>4.7\u00a0\u00a0\u00a0 We will not put unnecessary restrictions on job applicants that may be discriminatory.\u00a0 For example if a job description requires the candidate to travel as part of the post, access to transport and ability to travel is more appropriate than requesting a driving licence.\u00a0<\/p><p>4.8\u00a0\u00a0\u00a0 Short listing will be undertaken by the relevant panel using standardised criteria to ensure that all applications are judged on an equal basis. The panel will decide how many applicants to shortlist and, if necessary, the post will go to re-advertisement in the absence of suitable candidates.\u00a0<\/p><p>4.9\u00a0\u00a0\u00a0 Appointment depends on decisions based on the candidate\u2019s application form and interview.\u00a0 The successful candidate is informed by telephone on the day of the interview of very soon after.\u00a0 A formal offer letter is then sent.\u00a0\u00a0<\/p><p>4.10\u00a0 Unsuccessful candidates are notified formally in writing and constructive feedback is offered if requested as a contribution towards career development.\u00a0<\/p><p><strong>5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Training &amp; Development Implementation Framework<\/strong><strong>\u00a0<\/strong><\/p><p>5.1\u00a0\u00a0\u00a0 An induction process will be provided to all members of staff as early as is practicable.\u00a0 Induction aims to help staff members to settle in quickly and become familiar with workplace policies, procedures and practice and to understand their own role within the organisational context.\u00a0<\/p><p>5.2\u00a0\u00a0\u00a0 All members of staff are provided with a line manager.\u00a0 It is the responsibility of the line manager to:\u00a0<\/p><ul><li>Ensure the effective Induction of new employees<\/li><li>Determine present and future training and development needs in consultation with the employee<\/li><li>Ensure that appropriate training and development activity is undertaken by the employee<\/li><li>Review and evaluate training and development outcomes with the employee in supervision meetings and in annual employee appraisals<\/li><\/ul><p>Note: An ability to \u2018critically appraise own performance\u2019 and \u2018manage own professional development\u2019 are Core Competency requirements for all employees\u00a0\u00a0<\/p><p>5.3\u00a0\u00a0\u00a0 In line with Breakthrough UK\u2019s mission and core aims &amp; objectives, all staff will be provided with an opportunity to attend a Disability Equality Action Training Course.\u00a0 This one day training course provides all staff members with a clear understanding of the social model of disability and the work they can do in their role to support the removal of barriers for disabled people.\u00a0<\/p><p>5.4\u00a0\u00a0\u00a0 We also provide a full staff development session every six to eight weeks that is attended by all members of staff. The development sessions are dedicated to supporting the development of skills, experience and knowledge about disability issues and the work of Breakthrough UK.\u00a0 Training is delivered by external and internal providers and where appropriate, Breakthrough UK staff can deliver a development session on their own area(s) of expertise to colleagues.\u00a0<\/p><p>5.5\u00a0\u00a0\u00a0 Following appraisals and individual and organisational training planning, Breakthrough UK, enables all its employees to take part in appropriate training courses and seminars, when possible and we commit an annual budget and resources for all aspects of staff training and development this is allocated fairly.\u00a0 Priorities have to be acknowledged within the budget and these will be agreed with staff line managers.\u00a0<\/p><p>5.6\u00a0\u00a0\u00a0 Staff are supported and encouraged to undertake both internal and external training opportunities and staff are expected to complete any training to a satisfactory level in terms of attainment and attendance.\u00a0<\/p><p>5.7\u00a0\u00a0\u00a0 Fees and expenses incurred by an employee attending courses approved with their line manager will be reimbursed and time can be taken off in lieu.\u00a0<\/p><p>5.8\u00a0\u00a0\u00a0 Where agreed with line managers, staff can request that they develop in areas that sit outside job-descriptions as a contribution towards career development in line with the following protocol:\u00a0<\/p><ul><li>A development plan stating clear objectives and timescales must be agreed by the line manager.<\/li><li>The amount of work time needed to undertake the development should be calculated and agreed with the line manager.<\/li><li>The development should be managed so that it does not have an adverse impact on the individual\u2019s ability to perform his\/ her primary duties to a high standard.<\/li><li>The development should not have an adverse impact on the workload of colleagues.<\/li><\/ul><footer 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