Recruitment Policy

1. Overview

Tigh a'Chomainn Camphill’s recruitment of co-workers is guided by “Safer recruitment through better recruitment” published by the Scottish Government in 2016. Having a criminal record will not necessarily prevent an individual from working at Tigh a'Chomainn Camphill. This will depend on the nature of the position and the circumstances and background of the offence(s).

2. What you need to know and do

Advertising

When a position in the community becomes available through either a co-worker leaving or a new position being created, Tigh a'Chomainn Camphill will advertise the post internally as well as externally. The nature of the post will dictate which external advertising sources will be used. Some positions in Tigh a'Chomainn Camphill are advertised on a continuous basis, such as for foundation students or general volunteer positions.

Short Listing

After the application deadline has passed, the relevant manager will review all applications and shortlist for candidates that best fit the requirements of the specific post. Shortlisting will be based on the essential and desirable criteria in the person specification.

Interview/Selection Process

The relevant line manager is responsible for the interview process and will be required to convene a suitable selection panel. The interview panel will differ in size and make-up depending on the seniority of the vacant position. It is best practice to involve people with learning disabilities in the selection process for care roles in a way that is meaningful, and this will be decided by the relevant manager. Some positions do not require an interview process, such as foundation students or general volunteers. These positions will need the relevant manager and at least one more relevant co-worker to agree on offering the position to an applicant.

On the day of the interview, a tour of Tigh a'Chomainn Camphill or parts of the community might be appropriate. The interview questions and scoring of the interview must be the same for all applicants for the same position.

Appointment

The appointment to a post at Tigh a'Chomainn Camphill is subject to a successful interview/selection process as well as the provision of the necessary paperwork. For all care positions, Tigh a'Chomainn Camphill requires either an application form or where appropriate a statement of interest in the post, a current CV, 2 references, PVG and where appropriate a “right to work” document. Any offer is also conditional upon receiving a satisfactory Enhanced Disclosure and check with SSSC if already registered.

For foundation students we require a medical check acknowledging that they are mentally and physically fit to work and live with our residents as well as a police check from their home country prior to the PVG scheme application.

For short term co-workers or other non-care staff, the required documentation may vary from the above list. For example, where no direct care is provided, a PVG form can be deemed irrelevant by the appropriate line manager.

If the appointed candidate declines the offer of appointment, reconvene the selection meeting and offer the post to the next most suitable candidate.

If the references or the Enhanced Disclosure are unsatisfactory, or if the Enhanced Disclosure reveals conviction information that the candidate had not declared, send a letter to withdraw the offer of appointment. Legal advice may be required to draft the letter if it is a reference that is unsatisfactory. Again, reconvene the selection meeting and offer the post to the next most suitable candidate.

Recruitment of Ex-Offenders

We undertake to treat all applicants fairly and not to discriminate unfairly against the subject of PVG scheme records on the basis of conviction or other information revealed. Where the post involves contact with vulnerable adults and in certain other cases, Tigh a'Chomainn Camphill is entitled to consider the applicant’s entire criminal record including unspent convictions and other relevant information obtained through PVG scheme records. Where an applicant fails to reveal information that is directly relevant to the position sought, this may lead to withdrawal of an offer of employment.

Starting at Tigh a'Chomainn Camphill

New co-workers subject to disclosure and SSSC checks may NOT begin their work before the receipt of these or their references, all of which must be satisfactory.

When a co-worker starts at Tigh a'Chomainn Camphill, they are required to complete any relevant mandatory training as well as read and sign (relevant) Tigh a'Chomainn Camphill policies. This may include short term co-workers, depending their role. Note that changes in a short term co-worker’s work involvement might require them to read and sign additional policies, as instructed by the relevant manager.

Tigh a'Chomainn Camphill reserves the right to terminate contracts with short term co-workers at any time, for any reason, and without notice. Likewise, there is no period of notice required on the part of the short term co-worker. Tigh a'Chomainn Camphill undertakes to address concerns with short term co-workers as they arise, make reasonable efforts to support short term co-workers, and explore reasonable options to improve any situation causing difficulty. Expenses for short term co-workers may be covered by Tigh a'Chomainn Camphill, such as transport costs or food & drink. However, this will be discussed and needs agreement from the relevant manager, prior to making such claims. short term co-workers are required to adhere to company policies like any other co-worker and can expect pro rata support by the relevant manager, such as support & supervision.

3. References

Rehabilitation of Offenders Act 1974; Policy Act 1997; Protection of Vulnerable Groups Act 2007; The Data Protection Act 1998; The General Data Protection Regulation (GDPR) (EU) 2016; SSSC Codes of Practice 2016; Safer Recruitment, Scottish Government national guidance 2016.