human resources recruitment & selection policy

Item 9.4

Staff Governance Committee SGC/2012/28

21 August 2012

HUMAN RESOURCES

RECRUITMENT & SELECTION POLICY

Policy Manager : Shehraz Afzal Policy Group: Recruitment & Selection Policy Group

Policy Established : 1999 Policy Revi ew Period/Expiry

June 2014

Last Update d: 20 June 2012

This policy does / does not apply to Medical/Dental Staff

(delete as appropriate)

UNCONTROLLED WHEN PRINTED

2

Recruitment and Selection Policy

Version Control

Version Number

Purpose/Change Author Date

1.0

Version Control was introduced in July 2011 and previous versions of this Policy, prior to this date, are available in the Electronic Document Store.

1999

2.0

To meet new legislative requirements and best practice.

Shehraz Afzal

20 June 2012

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NHS TAYSIDE CONTENTS Page number

1. INTRODUCTION 5

2. PURPOSE AND SCOPE 5

3. POLICY STATEMENT 5

4. RECRUITMENT AND SELECTION: AIMS AND PRINCIPLES 6

4.1 Aims 4.2 Principles

5. DATA PROTECTION AND CONFIDENTIALITY 7 5.1 Confidentiality 5.2 Data Protection

6. RECRUITMENT AUTHORISATION FORM 7 7. EQUALITY AND DIVERSITY 8

7.1 Equality Act 2010 7.2 Equal Opportunities Monitoring 7.3 Health Related Questions 7.4 Job Interview Guarantee 7.5 Reasonable Adjustments 7.6 Positive Action

8. SKILLS REGISTER: REDEPLOYMENT PROTOCOL 9 9. HNC HEALTHCARE AND PRE- REGISTRATION NURSING PRO GRAMME 10

10. NEWLY QUALIFIED PRACTITIONERS (NURSES AND MIDWI VES) 10 11. HEALTHCARE ACADEMY / HEALTH AND SOCIAL CARE ACA DEMY 10 12. AGENCY WORKER REGULATIONS 2010 10 13. JOB SHARING 10

14. ADVERTISING 11 15. NHSSCOTLAND APPLICATION FORM 11 16. CERTIFICATE TO RECRUIT 11 17. SHORTLISTING 11 18. SELECTION CRITERIA 12

18.1 Fair Selection Criteria 18.2 Job Description 18.3 Person Specification 18.4 Knowledge and Skills Framework (KSF) Post Outline

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19. SELECTION INTERVIEWS 13 20. TESTS 13 21. PRE-EMPLOYMENT CHECKS 14 22. RELOCATION 14 23. INDUCTION AND ORIENTATION 15 24. FEEDBACK AND COMMENTS 15 25. REVIEW AND EVALUATION 15

APPENDIX 1 – EQUALITY & DIVERSITY IMPACT ASSESSMENT GUIDANCE FOR NHS TAYSIDE – page 16

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1. INTRODUCTION

NHS Tayside complies with employment and equality legislation and best practice in applying the highest standards of recruitment and selection procedures to promote a culture where individuals are recruited on the basis of ability without discrimination and prejudice.

By joining NHS Tayside employees become part of NHSScotland – one of the largest workforces in Scotland and are entering into an organisation that has an important role to play for each member of the population. Patient treatment and care is the main purpose of NHS Tayside and within our organisation this offers opportunities for a strong sense of purpose and reward for employees in their day-to-day activities. The organisation needs to recruit effectively while at the same time giving equal opportunity to individuals. The principle and values of this policy are consistent with NHS Tayside policy on organisational change, redeployment, equal opportunities and work-life balance. These standards aim to ensure staff are recruited, selected and employed in accordance with best practice and relevant legislation and staff are further developed and equipped to respond effectively to the diversity of the communities that we serve.

2. PURPOSE AND SCOPE The purpose of this document is to: 2.1 Provide a policy framework and scope based on core values for recruitment and

selection in line with relevant legislation and best practice. 2.2 Ensure the policy covers the recruitment of all staff to NHS Tayside and

encompasses the selection processes for all posts except:

• Senior Medical Grades which are governed under the National Health Service Appointment of Consultants (Scotland) Regulations 2009; and

• Senior Pharmacists which are governed by national agreement and EC

Directives 85/432/EEC and 85/433/EEC. 3. POLICY STATEMENT

NHS Tayside is committed to recruiting the best candidates who posses the appropriate knowledge, skills, abilities, competencies and qualifications to make a positive contribution to the values and aims of the organisation. NHS Tayside promotes equality and values diversity and recognises that its workforce is its greatest asset. This policy seeks to ensure that the best candidate is chosen for each job vacancy and that the recruitment and selection process is one that is fair, consistent, equitable and free from bias. The arrangements outlined in this policy apply equally to internal and external vacancies, including substantive, locum, temporary, agency workers, fixed-term, full-time, part-time and all seconded posts.

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4. RECRUITMENT AND SELECTION: AIMS AND PRINCIPLES

The NHS Tayside Recruitment and Selection policy is based on the following:

4.1 Aims 4.1.1 The right people will be appointed with the required competencies (and where

relevant, professional registration with a regulatory body) to ensure safe practice within the competency framework of their role.

4.1.2 Recruitment and selection processes comply with relevant employment and equality

legislation. 4.1.3 NHS Tayside aspires to be an ‘Employer of Choice’ which acquires the best talent.

This motivates employees to improve their performance, keeps them satisfied, loyal and provides opportunities for development.

4.1.4 There is clarity about the nature of the post and the terms and conditions attached to it. 4.1.5 To recruit from a wide range of people to broadly reflect the community served and

help NHS Tayside understand its service users and their needs to provide an efficient service.

4.1.6 To ensure applicants have a positive experience of the recruitment and selection process. 4.2 Principles NHS Tayside’s recruitment and selection principles are based on:

• Merit • Fairness • Equity • Consistency • Transparency

4.2.1 Merit – the recruitment and selection process will be based on the individual’s

knowledge, skills, abilities, competencies and qualifications. All posts will have a defined criteria of competences required to effectively carry out the role.

4.2.2 Fairness – the recruitment and selection process will be fair; reliable; robust;

monitored and auditable. 4.2.3 Equity – the recruitment and selection process will be free from discrimination,

prejudice and bias. 4.2.4 Consistency - the recruitment and selection process will ensure any appointment

made within NHS Tayside will be compliant with all current employment and equality legislation and best practice.

4.2.5 Transparency - the recruitment and selection process will be set against criteria in the

person specification, job description and where applicable Knowledge and Skills Framework Post Outline.

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5. DATA PROTECTION AND CONFIDENTIALITY 5.1 Confidentiality 5.1.1 NHS Tayside is committed to maintaining strict confidentiality during the recruitment

and selection process. 5.1.2 All applications and documents will be handled and treated in strict confidence and

safeguarded at all times by all staff involved in the recruitment and selection process. 5.2 Data protection 5.2.1 The Data Protection Acts (1984 and 1998) prohibit the unlawful use, processing or

disclosure of personal information about individuals. Under the Data Protection Act 1998, NHS Tayside is obliged to ensure personal information is:

• Processed fairly and lawfully • Processed for limited purposes and not in any manner incompatible with those

purposes • Adequate, relevant and not excessive • Accurate • Kept for a period of 12 months • Processed in line with data subject’s rights • Secure • Not transferred to countries that do not protect personal data adequately

5.2.2 All information relating to a Disclosure Scotland/Protecting Vulnerable Groups

Scheme will be handled and stored in strict confidence according to relevant legislation and regulations.

6. RECRUITMENT AUTHORISATION FORM 6.1 A Recruitment Authorisation Form must be completed for all vacancies. 6.2 The appointing manager is responsible for completing the Recruitment Authorisation

Form before passing to the General Manager/Executive Director for authorisation. 6.3 Posts will not be processed without a fully completed and authorised signature on the

Recruitment Authorisation Form.

6.4 Once the Recruitment Authorisation Form has been approved, the ‘Skills Register: Redeployment Protocol’ will be considered before posts are advertised internally and externally.

6.5 All consultant vacancies must be approved by the Executive Management Team.

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7. EQUALITY AND DIVERSITY 7.1 Equality Act 2010 7.1.1 NHS Tayside complies with the Equality Act 2010. The recruitment and selection

process will not directly or indirectly discriminate, harass, victimise or treat unfavourably a job applicant because of a ‘protected characteristic’ or because they are associated with a person with a ‘protected characteristic’, or perceived to have a ‘protected characteristic’.

7.1.2 List of ‘protected characteristics’

• Age • Disability • Gender reassignment • Marriage and Civil Partnership • Pregnancy and Maternity • Race • Religion or Belief • Sex • Sexual orientation

7.1.3 NHS Tayside will comply with the Public Sector Duty to deliver on its General Sector

Duty to:

• Eliminate unlawful discrimination in the recruitment and selection process; • Promote equality of opportunity for people with a ‘protected characteristic’

during the recruitment and selection process. 7.2 Equal Opportunities Monitoring 7.2.1 NHS Tayside has a statutory obligation to monitor applications in the recruitment and

selection process to ensure job opportunities are open to all and are treated equally. All personal information that is provided will be treated as confidential.

7.3 Health Related Questions

7.3.1 NHS Tayside will not ask any job applicant about their health or any disability until the

person has been:

• Offered a job either outright or on a conditional basis, or • Included in a pool of successful candidates to be offered a job when a position

becomes available. 7.4 Job Interview Guarantee 7.4.1 NHS Tayside is committed to the employment and career development of people with

disabilities and will interview applicants who consider themselves to have a disability and who meet the ‘minimum criteria’ for a job vacancy. A request under the ‘Job Interview Guarantee’ does not guarantee a job. It allows the opportunity to apply for a vacancy and be interviewed.

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7.5 Reasonable adjustments

7.5.1 NHS Tayside is committed to making reasonable adjustments to prevent disabled applicants from being placed at a substantial disadvantage by any physical feature of the premises, or by any provision, criteria or practice.

7.5.2 If applicants choose to inform NHS Tayside of a disability, or could reasonably be expected to know that they might have difficulty during the recruitment and selection process because of a disability, NHS Tayside will investigate reasonable adjustments to the working environment or arrangements that could overcome the barriers faced by those applicants.

7.5.3 If the applicant subsequently joins NHS Tayside, reasonable adjustments can be made to his or her work location and work arrangement.

7.5.4 When deciding whether or not an adjustment is reasonable, NHS Tayside will consider:

• The effectiveness of the adjustment in preventing the disadvantage;

• The practicality of the adjustment;

• The financial and other costs of the adjustment and the extent of any disruption caused;

• The extent of financial and/or other resources;

• The availability to NHS Tayside of financial or other assistance to help make an adjustment, e.g. through the Access to Work Scheme and the support of Jobcentre Plus.

7.6 Positive Action 7.6.1 NHS Tayside is committed to ensuring it is inclusive in terms of recruiting and

selecting from a wide and diverse pool of people and where appropriate, will take necessary steps to encourage people from groups that are under-represented or with a past track record of disadvantage or low participation to apply for jobs.

8. SKILLS REGISTER: REDEPLOYMENT PROTOCOL 8.1 In accordance with NHS Tayside ‘Skills Register: Redeployment Protocol’ and

‘Organisational Change Policy’ for those individuals who have been displaced due to organisational change or require to be redeployed on grounds of ill health, NHS Tayside will ensure ongoing commitment to:

• Ensure the ‘Skills Register: Redeployment Protocol’ will be considered before

posts are advertised internally and externally; • Utilise the skills of individuals in the best way in the interests of service

delivery;

• Maximise job security;

• Secure suitable alternative employment.

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9. HNC HEALTHCARE AND PRE- REGISTRATION NURSING PRO GRAMME 9.1 Existing NHS Tayside employees who have successfully completed their Nursing

Qualification via HNC Healthcare and Pre-Registration Nursing Programme are guaranteed a Registered Nurse Band 5 position on qualification and registration with the Nursing and Midwifery Council and will therefore be given priority when suitable posts arise.

10. NEWLY QUALIFIED PRACTITIONERS (NURSES AND MIDWI VES) 10.1 NHS Tayside has a centrally co-ordinated system that has been set up to benefit

newly qualified nurses and midwives. Applicants are required to complete an application form which is held in the Human Resources Directorate. These applications will be considered for all vacancies deemed to be suitable for newly qualified practitioners taking cognisance of the applicants preferred speciality, location and working hours.

11. HEALTHCARE ACADEMY/HEALTH AND SOCIAL CARE ACADE MY 11.1 Healthcare Academy/Health and Social Care Academy graduates are guaranteed an

interview if they meet the ‘minimum criteria’ for a job vacancy. 12. AGENCY WORKER REGULATIONS 2010 12.1 Under the Agency Worker Regulations 2010, NHS Tayside will provide agency

workers the same access to facilities and information on job vacancies as an existing employee of NHS Tayside.

12.2 From day one, an Agency Worker carrying out work for NHS Tayside will be entitled

to:

• The same access to facilities such as staff canteens and transport; • Be informed about internal and external job vacancies.

12.3 After a 12-week qualifying period, an agency worker will be entitled to the same basic

conditions of employment as if they had been directly employed by NHS Tayside on day one of the assignment (further information can be obtained from the Human Resources Directorate).

13. JOB SHARING 13.1 NHS Tayside is committed to promoting flexible working opportunities. NHS Tayside

Job Sharing policy describes job sharing as a formal agreement whereby the duties and responsibilities of a full-time post can be shared by two or more employees.

13.2 An application to request a job share is open to all applicants. 13.3 All posts are considered potentially suitable for job sharing and the only exceptions

are posts where there may be demonstrable reason(s) for exclusion.

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14. ADVERTISING 14.1 Once the Recruitment Authorisation Form has been approved the ‘Skills Register:

Redeployment Protocol’ will be considered before posts are advertised internally and externally.

14.2 All posts will be advertised internally. Where external advertising is considered

necessary, advice must be sought from the Human Resources Directorate. 14.3 The Human Resources Directorate can provide advice and assistance with regards to

copy, media and dates on which to advertise 14.4 Pregnancy and maternity are ‘protected characteristics’ under the provisions of the

Equality Act 2010. To ensure employees are not disadvantaged in any way, managers are required to ask their staff prior to commencing their maternity/paternity leave if they would like their manager to keep them informed of job vacancies within their department whilst they are on leave.

15. NHSSCOTLAND APPLICATION FORM 15.1 In order to apply for a vacancy, applicants are required to complete the NHSScotland

Application Form. This form is anonymised until after shortlisting takes place. 16. CERTIFICATE TO RECRUIT 16.1 Recruitment and selection must only be carried out by staff who are appropriately

trained or hold an NHS Tayside Certificate to Recruit.

17. SHORTLISTING 17.1 All applicants will be treated fairly, equitably and consistently throughout the

recruitment and selection process. 17.2 All application forms and the proceedings of interviews will be treated as strictly

confidential. 17.3 All applications will be anonymised before they are forwarded to the Selection Panel. 17.4 All applicants will be assessed against the person specification, job description and

Knowledge and Skills Framework (KSF) Post Outline for the post. 17.5 Shortlisting will be carried out by members of the Selection Panel and all decisions

will be recorded. 17.6 All applicants must meet the essential criteria as specified in the person

specification/job description. 17.7 All applications will be assessed on the information provided in the application form.

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18. SELECTION CRITERIA 18.1 Fair Selection Criteria

Selection criteria must be based on the qualifications, knowledge, skills, abilities, and competencies required to do the job as described in Job Description, Knowledge and Skills Framework (KSF) Post Outline and meet the ‘essential’ and where applicable ‘desirable’ criteria in the Person Specification.

18.2 Job Description 18.2.1 This will detail the purpose, tasks and responsibilities of the job and will include:

• Main purpose of the job; • Main tasks of the job; • Scope of the job.

18.2.2 The Job Description will:

• Expand on the main tasks and the importance of the job;

• Support with induction and training;

• Provide the basis for drawing up a Person Specification. 18.3 Person Specification 18.3.1 This will detail a profile of the skills and aptitudes considered essential and desirable

in the jobholder. 18.3.2 The Person Specification will:

• Allow NHS Tayside to profile the ideal person for the job; • Relate precisely to the requirements of the job;

• Allow applicants to assess themselves for the job and provide a benchmark

for judging achievement;

• Detail qualifications, skills, knowledge, aptitudes, directly related to the job;

• Describe the competencies necessary; • Describe any criteria relating to personal qualities or circumstances which

must be essential and directly related to the job.

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18.4 Knowledge and Skills Framework (KSF) Post Outl ine 18.4.1 Knowledge and Skills Framework (KSF) Post Outline will:

• Detail the Knowledge and Skills Framework (KSF) Post Outline 6 Core Dimension competency requirements as well as any Specific Dimension competency requirements for Foundation and Full levels.

• Describe the competencies required by the first 12 months in post (Foundation

Dimension Levels). • Describe the competencies required for the full post (Full Dimension Levels)

which are required to be achieved at Second Gateway (usually 1 or 2 pay points below the top of the pay scale).

19. SELECTION INTERVIEWS 19.1 Candidates should normally be given a minimum of ten working days notice to attend

for interview. 19.2 All correspondence inviting candidates to interview must include the date and venue

for interviews. If the selection process includes assessments/tests this information must be included in the correspondence.

19.3 All correspondence will enquire whether the candidate requires special arrangements

to be made if they consider themselves to be disabled. 19.4 Candidates will be asked to confirm their attendance and will be allocated an

interview time. 19.5 Candidates selected for interview are required to bring specific and original evidence

of qualifications that meet the job requirements. 19.6 All candidates will be asked to bring specific and original documents with them when

attending for interview to meet the requirements of the Immigration, Asylum and Nationality Act 2006.

19.7 Interview assessment forms should be returned to the Human Resources Directorate

together with the application forms, following the interview. These documents will be kept for a period of 12 months.

20. TESTS 20.1 Where relevant to the nature or level of the post, the use of appropriate practical

and/or psychometric tests used in conjunction with other selection methods has been shown to predict job performance more reliably than selection interviews alone. It is therefore accepted good practice that tests be incorporated as part of the selection process. However, the selection, administration and interpretation of certain psychometric tests will be carried out by an appropriately registered member of the British Psychology Society. NHS Tayside will ensure:

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• Candidates are informed about how the test(s) relate(s) to the selection process;

• Test results are confidential; • Candidates are given the opportunity to receive confidential feedback.

21. PRE-EMPLOYMENT CHECKS 21.1 All offers of employment are conditional on pre-employment checks which will depend

on the type of role and may include the following:

• Professional Registration with a statutory body; • Satisfying the requirements of the Immigration, Asylum and Nationality Act

2006;

• Membership of Protecting Vulnerable Groups Scheme in respect of regulated work with protected adults, children or both;

• Standard Disclosure Scotland Application;

• Police check from country of origin when recruiting directly from abroad;

• Satisfactory pre-employment medical screening by Occupational Health and

Safety Advisory Service;

• Receipt of references which are satisfactory to NHS Tayside;

• Appropriate qualifications;

• Three forms of ID, one which must be photographic evidence, such as passport or driving licence.

22. RELOCATION 22.1 NHS Tayside will meet the provisions set out in the NHS Tayside ‘Relocation Policy’.

The provisions are designed to minimise the problems associated with relocation for new staff to Tayside. The provisions include:

• Reimbursing all reasonable expenses connected with or arising out of moving

home. The level and scope of financial assistance to be provided shall be determined by NHS Tayside and included in the formal offer of employment prior to the post being accepted.

• The relocation must satisfy the Inland Revenue rules and assistance will not

exceed the expenses actually incurred by the member of staff.

• It is essential that original receipts (not photocopies) are produced and retained by NHS Tayside for the purposes of Value Added Tax.

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23. INDUCTION AND ORIENTATION

23.1 NHS Tayside’s ‘Induction & Orientation Policy’ reinforces the organisational commitment to the induction process for new employees to the organisation and existing employees who may be changing their role.

23.2 The aim of the policy is to help the employee:

• Understand their new role; • Provide clear guidance about where they are in relation to the wider

organisational structure;

• Function safely and effectively within their new working environment;

• Prepare for their future role within the organisation;

• Work to agreed standards and codes of practice relevant to their role; 23.3 Attendance at the Corporate Induction Programme is mandatory for all new

employees. 23.4 Departmental role specific induction is designed and achieved locally within the

specific place of work and focuses on local departmental issues, protocols and practices.

24. FEEDBACK, COMMENTS AND COMPLAINTS 24.1 NHS Tayside is committed to providing the highest level of service, and would

welcome any feedback from job applicants to improve recruitment and selection standards.

24.2 Any applicant, who feels the recruitment and selection process has been unfair, may

submit a complaint to Head of Recruitment, NHS Tayside, Human Resources Directorate, Ninewells Hospital, Dundee, DD1 9SY.

25. REVIEW AND EVALUATION

The policy will be revised bi-annually and when there are changes in legislation and best practice guidance.

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APPENDIX 1 EQUALITY AND DIVERSITY IMPACT ASSESSMENT Name of Service Improvement/Redesign, Policy or Strategy Recruitment and Selection Policy Location Area of Service Improvement/Redesign, Policy or Strategy Human Resources Directorate What are the main aims of your Service Improvement/Redesign, Policy or Strategy? The right people will be appointed with the required competencies (and where relevant, professional registration with a regulatory body) to ensure safe practice within the competency framework of their role. Recruitment and selection processes comply with relevant employment legislation. NHS Tayside is an ‘Employer of Choice’ which acquires the best talent. Motivates employees to improve their performance, keeps them satisfied, loyal and provides opportunities for development. Clarity regarding the nature of the post and the terms and conditions attached to it. Recruitment from a wide range of people to broadly reflect the community served, and help NHS Tayside understand its service users and their needs to provide an efficient service. Applicants have a positive experience of the recruitment and selection process. What are the intended outcomes from the proposed Service Improvement/Redesign, Policy or Strategy? NHS Tayside is committed to recruiting the best candidates who possess the appropriate knowledge, skills, abilities, competencies and qualifications to make a positive contribution to the values and aims of the organisation. NHS Tayside promotes equality and values diversity and recognises that its workforce is its greatest asset. This policy seeks to ensure that the best candidate is chosen for each job vacancy and that the recruitment and selection process is one that is fair, consistent, equitable and free from bias. The arrangements outlined in this policy apply equally to internal and external vacancies, including substantive, locum, temporary, agency workers, fixed-term, full-time, part-time and all seconded posts. Review Team – Who is assessing or considering the assessment?

NHS Tayside Recruitment & Selection Policy Development Group Names and Titles of Team Members Mr. Shehraz Afzal, Specialist Workforce Advisor, Human Resources Directorate, NHS Tayside Mrs Santosh Chima, Diversity and Inclusion Manager, Human Resources Directorate, NHS Tayside Dr. Linda Grimmond, Consultant, Occupational Health & Safety Advisory Services Mrs Margaret Harper, Staffside (Royal College of Nursing), NHS Tayside Mrs Anne Hobbs, Learning and Development Adviser, Human Resources Directorate, NHS Tayside Mrs Patricia McLean, Workforce Services Manager, Human Resources Directorate, NHS Tayside Mrs Gail Pennington, Head of Patient Care & Nursing, Medicine & Cardiovascular, NHS Tayside Dr Andrew Russell, Medical Director, NHS Tayside Mrs Patricia Tyrie, Administrative Services Manager, Specialist Services, NHS Tayside Mrs Marie Vannet, Staffside (Branch Secretary Unite), NHS Tayside When completed please attach to the policy prior to endorsement/approval at the relevant committee. MUST BE COMPLETED IN ALL CASES

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Item No

Considerations Detail Impact and Identify Groups Affected

Document the Evidence Which Supports This What Further Actions Require to be Taken?

1. Which groups of the population will be affected by the policy/strategy/service redesign

Research you need to carry out in order to understand the impact more clearly. If not applicable please give reason why.

1.1 Will it impact on the whole population?

All members of the population including those with a ‘protected characteristic’.

1.2 If not which groups of the population do you think will be affected by this function/policy? • Minority ethnic population

(including refugees, asylum seekers & gypsies/travellers)

• Women and men • People in religious/faith

groups • Disabled people • Older people, children and

young people • Lesbian, gay, bisexual and

transgender people • People with mental health

problems • Homeless people • People involved in criminal

justice system • Staff

It may have a differential impact on people with a ‘protected characteristic’ covering the following: • Age • Disability • Gender reassignment • Marriage and Civil

Partnership • Pregnancy and

Maternity • Race • Religion or Belief • Sex • Sexual orientation

Research done by producing a directory of a range of organisations to help source Recruitment and Selection policies and supporting materials from number of sources, including other NHS Health Boards, and Statutory and non-statutory Bodies, Local Authorities, including the following:

• Age UK • Stonewall Scotland • Equality Human Rights Commission • NHS Greater Glasgow • Scottish Government Health Department • Dundee City Council • Chartered Institute of Personnel and Development • Chartered Management Institute • Institute of Leadership and Management

http://www.equalityhumanrights.com/advice-and-guidance/guidance-for-employers/ http://www.stonewall.org.uk/documents/changing_for_the_better.pdf http://www.ageuk.org.uk/documents/en-gb/for-professionals/equality-and-human-rights/gpg186_%20diversity_monitoring_2005_pro.pdf?dtrk=true

Recruitment and Selection policy will be revised bi-annually and when there are changes in legislation and best practice guidance to ensure it complies with Equalities legislation.

http://www.equalityhumanrights.com/advice-and-guidance/guidance-for-employers/

http://www.equalityhumanrights.com/advice-and-guidance/guidance-for-employers/

http://www.stonewall.org.uk/documents/changing_for_the_better.pdf

http://www.ageuk.org.uk/documents/en-gb/for-professionals/equality-and-human-rights/gpg186_ diversity_monitoring_2005_pro.pdf?dtrk=true



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Item No Considerations Detail Impact and Id entify Groups

Affected Document the Evidence/Research

Actions Taken/To be Taken

2. What impact will the policy/strategy/service redesign have on lifestyles? For example will the changes affect:

• Diet & nutrition • Exercise & physical activity • Substance use: tobacco,

alcohol or drugs • Risk taking behaviours • Education & learning or

skills • Other

Research and evidenced based practice reveals self-fulfilment and self-actualisation as the ultimate motivator. Self-fulfilment has been described as the need to develop potentialities and skills to become what one is capable of becoming. Employment with NHS Tayside may help achieve self-fulfilment and self-actualisation in terms of:

• Personal security • Financial security • Health and well-being

Taking the above into account, employment with NHS Tayside, will, for example, help to lift individuals out of poverty and socio-economic deprivation and therefore it will help improve health outcomes.

World Health Organisation (WHO) ‘Health Equality Strategy’ BHBC NHSScotland Quality Strategy 6 Steps to Better Healthcare Better Health Better Care Equality Act 2010

Recruit through the Healthcare Academy. Job Interview Guarantee Positive Action

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Item No Considerations Detail Impact and Identify Groups Affected

Document the Evidence/Research


3. Does your function/policy consider the impact on the communities? Things that might be affected include:

• Social status • Employment (paid/unpaid) • Social/family support • Stress • Income

Research and evidenced based practice reveals self-fulfilment and self-actualisation as the ultimate motivator. Self-fulfilment has been described as the need to develop potentialities and skills to become what one is capable of becoming. Employment with NHS Tayside may help achieve self-fulfilment and self-actualisation in terms of:

• Personal security • Financial security • Health and well-being

Taking the above into account, employment with NHS Tayside, will, for example, help to lift individuals out of poverty and socio-economic deprivation and therefore it will help improve health outcomes.


Through ‘Positive Action’ we will target under represented groups to ensure that NHS Tayside is employing people who reflect communities we serve.

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4. Will the proposal have any impact on:

• Discrimination • Equality of opportunity • Relations between groups • Other

Through ‘Positive Action’ we will promote equality of opportunities for people with ‘Protected Characteristics’. This Recruitment and Selection policy will eliminate or minimise the risk of unlawful discrimination.


NHS Tayside will comply with the Equality Act 2010. The recruitment and selection process will not directly or indirectly discriminate, harass, victimise or treat unfavourably a job applicant because of a ‘protected characteristic’ or because they are associated with a person with a ‘protected characteristic’, or perceived to have a ‘protected characteristic’ NHS Tayside is committed to ensuring it is inclusive in terms of recruiting and selecting from a wide and diverse pool of people, and where appropriate, will take necessary steps to encourage people from groups that are under-represented or with a past track record of disadvantage or low participation to apply for jobs. Equal Opportunities Monitoring - NHS Tayside has a statutory obligation to monitor applications in the recruitment and selection process to ensure job

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opportunities are open to all and are treated equally.

5. Will the function/policy have an impact on the physical environment? For example will there be impacts on:

• Living conditions • Working conditions • Pollution or climate change • Accidental injuries/public

safety • Transmission of infectious

diseases • Other

Help enhance people’s preferred lifestyles as a result of employment.

World Health Organisation (WHO) Better Health Better Care ‘Health Equality Strategy’ BHBC NHSScotland Quality Strategy 6 Steps to Better Healthcare Staff Governance Standards Clinical Governance Standards Financial Governance Standards

Recruit through the Healthcare Academy. Job Interview Guarantee Positive Action Positive about disability (two-tick symbol).

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6. Will the function/policy affect access to and experience of services? For example

• Healthcare • Social services • Education • Transport • Housing

Employing the right people at the right time, who are qualified, have the competencies, skills, etc. will have a direct impact on the quality of healthcare service and provision.

Better Health Better Care Staff Governance Standards Clinical Governance Standards Financial Governance Standards

Developing job descriptions and person specifications to ensure the right people are employed with the right competencies, qualifications, skills, etc.

7. Consultation 1) What existing consultation data do we have?

• Existing consultation sources

• Original consultations • Key learning

2) What consultation, if any, do you need to undertake?

NHS Tayside Recruitment and Selection Policy Development Group was set up to review the existing policy and comprised of clinical/non-clinical representation, medical representation and staffside representation. Draft policy included feedback and comments via the NHS Tayside ‘wider consultation’ process.

Minutes of meetings Action Plans Agreed timescales Recorded feedback and comments

Consultation to include: • WAG Group • Area Partnership Forum • Staff Governance

Committee

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8. In relation to the groups identified • What are the potential impacts

on health? • Will the function/policy impact on

access to health care? If yes - in what way?

• Will the function/policy impact on the experience of health care? If yes – in what way?

Employing the right people at the right time, who are qualified, have the competencies, skills, etc will have a direct impact on the quality of healthcare service and provision.

Better Health Better Care Staff Governance Standards Clinical Governance Standards Financial Governance Standards

All staff have access to induction and orientation process related to their own areas and organisation.

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9. Have any potential negative impacts been identified?

• If so, what action has been proposed to counteract the negative impacts? (if yes state how)

For example: • Is there any unlawful

discrimination? • Could any community get

an adverse outcome? • Could any group be

excluded from the benefits of the function/policy?

(consider groups outlined in item 3) • Does it reinforce negative

stereotypes? (For example, are any of the groups identified at item 3 being disadvantaged due to perception rather than factual information?)

The recruitment and selection process should have a positive impact in terms of employing people by promoting equality of opportunity for people with ‘protected characteristics’ and without discrimination.

NHS Tayside Recruitment and Selection Policy Staff Governance Standards Clinical Governance Standards

For example, training managers in the recruitment and selection process leading to ‘Certificate to Recruit’

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10. Data & Research • Is there need to gather

further evidence/data? • Are there any apparent

gaps in knowledge/skills?

Requirement to monitor the impact of the NHS Tayside Recruitment and Selection Policy.

Employment monitoring to comply with General Duty (Equality Act 2010) NHS Tayside Recruitment and Selection Policy Staff Governance Standards

Establish monitoring process for the Recruitment and Selection policy.

11. Monitoring • How will the outcomes be

monitored? • Who will monitor? • What criteria will you use to

measure progress towards the outcomes?

Once the recruitment and selection process has been implemented, the impact can be assessed.

Employment monitoring to comply with General Duty (Equality Act 2010) NHS Tayside Recruitment and Selection Policy Staff Governance Standards

The monitoring process to be finalised by the NHS Tayside Recruitment and Selection Policy Development Working Group.

12. Recommendations State your conclusion of your Impact Assessment

NHS Tayside Recruitment and Selection Policy will have a positive impact on the recruitment and selection process and no differential impacts have been identified.

Review policy on regular basis to ensure it meets current legislation and best practice.




13. Is a more detailed assessment needed?

• If so, for what reason?

N/A

N/A

N/A

14. Completed function/policy • Who will sign this off? • When?

Staff Governance Committee August 2012

15. Publication

N/A NHS Tayside website Policy to be made accessible for potential applicants. To be published on internal website, ‘Staffnet’, etc.

Is further advertising requested?

human resources recruitment & selection policy

Documents