Introduction.

Rees Healthcare will depend largely on its regular and permanent staff, however, will have an internal staffing relief system to cover short term staff absences in relation to sickness, training or holidays, using internal and external “bank” staff. All vacant positions will be advertised both internally and externally to ensure we recruit the full complement of staff for all our services. In situations where we are experiencing difficulties with recruitment due to the job market conditions, it may sometimes be necessary to recruit workers from outside the UK on legal employment VISAs and local employment agencies.

These protocols but not limited to the following must be observed by all applicants and Candidates:

• Applications must be made directly to Rees Healthcare and NOT through a third party
• No fees should be paid for employment or employment possibilities as it is illegal under Section 6(1) of the Employment Agencies Act 1973
• Interviews shall be virtual or physical conducted by Rees Healthcare Managers directly with applicants
• Selection of Applicants shall be carried out solely by Rees Healthcare
• Rees Healthcare after a successful consideration of Sponsorship License from the Home Office of the United Kingdom shall host vacancies within our Company that applicants can apply for
• All candidates must be legally resident in the Country they are applying from
• Third parties will not be included whatsoever in the recruitment of candidates from overseas especially those from the UK Red List Countries of Health and Social Care workers as directed (UK, March 2023)
• All document and certificates presented by applicants shall be tightly validated including being vetted and due diligence carried out and any false or falsified information or document shall automatically lead to disqualification of the Candidate and applicant any may be reported to the Authorities.

The following are the Staff and workers’ vacancies likely to come up within our Company:

• Qualified and Registered Nurses including Degree Holders
• Qualified Nursing Teachers with Advanced or Post Graduate Degrees
• Qualified Social Workers including Degree Holders
• Qualified Home Care Assistants
• Qualified Healthcare Assistants
• Qualified Care Assistants
• Qualified Support Workers
• Qualified Social Care workers
• Special Categories, i.e. Mathematics Degree Holding Teachers, Science Degree Holding Teachers

Temporary and Permanent Employment

Temporary and permanent employment (temp to perm) takes place when appointed to Rees Healthcare’s employment on contract or an agreed arrangement. Temporary or permanent employment can be considered based on candidate’s experience or potentials. Temporary positions are preferred to enable Management to decide on the suitability of a candidate to be moved on to a permanent position.

All “temp to perm” positions will be subject to Rees Healthcare’s standard recruitment and pre-employment procedures. Unsatisfactory checks will lead to the withdrawal of any such offers.

Rees Healthcare may pay an introduction fee or establish an extended period of hire for all agency workers that are to be employed. Each agency staff will be assessed on merit and cost/impact.

Criteria for all recruitment

Rees Healthcare has the right to go into the wider market to recruit all applicants that meet its employment qualification and criteria.

Local Agencies wishing to work with Rees Healthcare must first agree to sign Rees Healthcare’s Agency Terms & Conditions and must offer competitive hourly rates.

Before agencies are engaged to place staff with Rees Healthcare they must follow Safer Recruitment Guidelines.

All Agencies must meet Rees Healthcare’s training standards.

Procedure for engaging temporary to permanent employees

Candidate has not previously worked with Rees Healthcare

• The Managing Director must make the decision about whether this would be a viable option and to approve it.
• Human Resource (HR) Manager will be responsible for selecting and deciding on the appropriate Employment Agency and/or caliber of person to work with.
• Interviews will be conduct by a panel of three Managers to select workers.
• DBS application forms must be completed and submitted before interview takes place.
• Results of the interviews must be submitted to HR to conduct all pre-employment checks. Inclusive of obtaining satisfactory references, covering current employer, previous employer and a character reference. The recruitment file will be assessed a Senior Manager and signed off by the Managing Director.
• On satisfactory completion of the pre-employment checks a formal start letter will be issued by HR.

Candidates currently working with Rees Healthcare

• In the case that a Temporary worker working in our service and the management assess that it would be cost efficient to employ this worker permanently, the Managing Director may authorize for the worker to transfer to Rees Healthcare permanent arrangement.
• The HR Manager will interview the worker and provide all relevant documentation to enable recruitment checks.

Introduction and supervision during temp to perm transition

Employees on temporary arrangement wishing to be permanent must go through induction and supervision and follow the usual procedures.

On completion of induction at the start of employment, the Senior Manager shall assign the candidate under a supervised duty for a period of two weeks.

Employees must receive supervision and observation of practice in line with Rees Healthcare’s supervision and appraisal procedures.

All employees will have regular supervision outlining their good practice and areas for improvement. This can be used to confirm continuous employment with Rees Healthcare.

Data Protection

All information and documentation on all applicants will be treated confidentially in accordance with the Data Protection Act (DPA).

All candidates will have the right to access any information and documentation held on them in accordance with the DPA.

Information and documents held on any unsuccessful candidates will be kept for six months and thereafter securely destroyed.

Information and document held on any successful applicants will form part of their ongoing Personnel file. Needed information within these files may be copied to support a CQC inspection.