HEMAT GRYFFE WOMEN’S AID: RECRUITMENT GUIDELINES
Introduction
Hemat Gryffe Women’s Aid work with vulnerable women and children primarily from the minority ethnic communities who are fleeing domestic abuse or at risk of harm from abuse from their husband, partner, or extended family members.
We provide refuge accommodation and outreach support services to women, children and young people living within the wider community experiencing domestic abuse. We support women, children and young people who may experience abuse influenced by cultural traditions and ‘so called’ honour based violence.
It is of utmost importance that Hemat Gryffe Women’s Aid recruitment procedures are robust enough to ensure that unsuitable staff and volunteers do not gain access to vulnerable adults and children.
Recruitment Procedures
When formulating our recruitment procedures Hemat Gryffe Women’s Aid use best practice and are informed by various external sources including:
· The National Care Standards.
· The Scottish Social Services Council (SSSC) Code of Practice for Employers.
· Volunteer Scotland and Disclosure Scotland website in relation to individuals doing regulated work with adults and children.
· The Equality Act 2010.
· The Care Inspectorate & Social Services Council Guidance entitled ‘Safer Recruitment through Better Recruitment’ dated November 2016.
It is the priority of the organisation to safeguard and promote the welfare of vulnerable women, children, and young people. It is an offence for an individual who is barred to undertake the type of regulated work from which they are barred. It is an offence for an organisation to offer regulated work to someone who is barred or fail to remove a person from regulated work if they have been notified that they are barred. It is an offence for an organisation not to refer an individual to Disclosure Scotland where the grounds have been met.
Hemat Gryffe Women’s Aid operate a range of recruitment policies and adhere to safe recruitment procedures. In that respect Hemat Gryffe Women’s Aid undertakes to ensure the following:
The organisation aims to ensure that all protected adults and that all children are kept safe from harm whey they are with staff or volunteers in this organisation. To achieve this, we will ensure our staff and volunteers are carefully selected, screened, trained, and supervised.
Equality in Employment:
Hemat Gryffe Women’s Aid aims to be an equal opportunities employer. Our long-term aim is that the composition of our workforce should reflect that of the community we work in. We recognise the value of a diverse workforce in which women from differing backgrounds, with different skills and abilities can bring new ideas to enable us to deliver high quality services.
Recruitment & Selection
The organisation recruitment and selection policy details the non-discriminatory practice in the recruitment and selection process that all employees follow.
Developing & Retaining Staff
The organisation Support & Supervision Policy, Appraisal Policy and Training and Development policies are in place to ensure the ongoing needs of staff.
Dignity at Work
The organisation has a Dignity at Work policy to provide a safe working environment.
Recruitment of Ex-Offenders Policy:
The organisation undertakes to treat all applicants fairly for positions within the organisation and not discriminate unfairly against the subject of disclosure based on conviction informed revealed. Having a criminal record will not necessary debar an individual from working/volunteering in positions with the organisation.
It is a policy of the organisation to afford potential employees/volunteers the opportunity to disclose any convictions or conviction information. Applicants are asked to complete a Self-Declaration form in respect of convictions.
We determine the relevance of any conviction or conviction information to positions applied or using the recruitment tools listed under the section below headed ‘Application Procedure’
Application procedure:
· Shortlisting and selection process involves an anonymous review of application carried out by the interview panel. The content of each application is scored against the posts essential requirements and desirable requirements stated in the job description. Any discrepancies observed in the application form will also be noted for further exploration at interview. Additionally, requirements stated in the job description such as specific qualifications, required registrations and length of experience will be scored.
· Interviewing shortlisted candidates
· Conditional Offer of Employment given to successful candidate. Screening checks on acceptance of conditional offer will include: -
· Disclosure Scotland/PVG
· Authenticity of qualifications
· Confirmation of identity
· Authorisation to work in the UK
· Two satisfactory references (one of which must be a current or more recent employer)
· Health questionnaire and fitness to work information
· Self-Declaration regarding criminal convictions.
Employment procedure:
· Agreed date employment commences
· Induction/Probationary period
· Identified training provided
· Support & Supervision
· Ongoing Support & Checks during employment i.e. conviction information, informing SSSC of any change to registration