this policy supersedes the following policy, which …… · web viewthe appointing officer must...

Document Title Recruitment and Selection Policy

Reference Number CNTW(HR)15

Lead OfficerLynne Shaw

Acting Executive Director of Workforce and Organisational Development

Author(s)(name and

designation)

Simon GourleyTransactional Services Manager –

Workforce

Ratified by Business Delivery Group

Date ratified Jun 19

Implementation Date Jun 19

Date of full implementation

Jun 19

Review Date Jun 22

Version number V04.1

Review and Amendment

Log

Version Type of change Date Description of Change

V04 Re-write Jun 19 Policy re-write due to introduction of Trac

V04.1 Review Oct 19 Governance changes

This Policy supersedes the following Policy, which must now be destroyed:

Reference Number Title

NTW(HR)15 – V04 Recruitment and Selection Policy

Recruitment and Selection PolicySection Contents Page No.

1 Introduction 1

2 Purpose 2

3 Duties, Accountability and Responsibilities 2

4 Definition of Terms Used 3

5 Procedure/Process 3

6 Organisational Change/Alternative Employment 3

7 Identifying a Vacancy 4

8 Submitting a Vacancy 4

9 Central Recruitment / Value Based Recruitment 5

10 Advertising a Job 6

11 Shortlisting 7

12 Spouses, Partners and Close Personal Friends 8

13 Interview 8

14 Selecting a Candidate 9

15 Conditional Offer 9

16 NHS Employment Checks (Pre-Employment) 10

17 Confirmation of Start Date 15

18 Unsatisfactory Employment Checks 15

19 Legislative Background 16

20 DBS Service 16

21 Temporary Workers Supplied by an Agency 18

22 Other NHS Organisations 18

23 Further Information 18

24 Implementation 18

25 Identification of Stakeholders 19

26 Training 19

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27 Monitoring Compliance 19

28 Standards/Key Performance Indicators 20

29 Fair Blame 20

30 Fraud, Bribery and Corruption 20

31 Equality and Diversity Impact Assessment 20

32 Associated Documents 20

Standard Appendices – attached to policy

A Equality Analysis Screening Toolkit 22

B Training Checklist and Training Needs Analysis 24

C Audit Monitoring Tool 27

D Policy Notification Record Sheet - Click here

Appendices – listed separate to Policy

Appendix No:

Description

1 Acceptable Identity Documentation Guidelines

2 Appointing Managers Guidelines

3 Medical Recruitment Process (section 6 – 15)

4 Medical Recruitment Authorisation Form

5 Medical Recruitment Expression of Interest Form

6 Medical Interview Panel Members

Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustCNTW(HR)15 – Recruitment and Selection Policy – V04.1- Oct 19

https://www.ntw.nhs.uk/about/policies/appendix-d-policy-notification-record-sheet/

http://nww1.ntw.nhs.uk/services/?id=5950&p=5539&sp=5545

CNTW(HR)15

1 Introduction

1.1 Cumbria, Northumberland Tyne and Wear NHS Foundation Trust (the Trust / CNTW) is committed to providing the highest possible quality of care and treatment to patients and clients. The Trust will recruit staff who are aligned to CNTW Vision to be a leader in the delivery of high quality care and champion for those we serve

1.2 We will recruit staff with the required values to provide the Trust’s services and functions.

1.3 The Trust recognises that its services could not be delivered without the successful recruitment and selection of people with the necessary knowledge, experience, skills and qualifications. A fair and objective approach will be adopted in the recruitment and selection of staff.

1.4 The Policy has been compiled in light of all current Employment Legislation, Department of Health Guidelines, NHS Employers Employment Check Standards, Safeguarding Children, Disclosure Barring Service (DBS) Protocol and Code of Practice.

1.5 We are committed to safeguarding and promoting the welfare of all we serve and expect all staff and volunteers to share this commitment.

1.6 In line with the NHS Employment Check Standards, the Trust must take measures to ensure that unsuitable people do not obtain employment in the NHS. The recruitment of all candidates is in line with the recommendations from relevant National reports e.g. Francis, Lampard reports.

1.7 The Trust recognises the Stevenson and Farmer ‘thriving at work’ review of mental health and employers published in October 2017. This policy in conjunction with other relevant polices and strategies will aid the improvement and protection of the mental health of all employees by encouraging mental health to be discussed openly wherever possible and appropriate, and this will be supported through the recruitment process.

1.8 As an employer, CNTW acknowledges the commitment of HM Armed Forces in the service of the nation and is supportive of our employees who are reservists in HM Armed Forces. We also acknowledge the values that HM Armed Forces can bring and apply to their civilian employment with us. CNTW have signed up to the Step into Health pledge which looks to enable the movement for those leaving Military positions and joining the NHS, a less difficult and smoother transition. To enable this, by signing the pledge, for certain roles where NHS Experience is referred to as essential in the personal specification, military service is deemed as an equivalent.

1.9 CNTW is accredited with the Disability Confident symbol.

1Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

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1.10 This policy sets out the criteria and procedures for a timely, fair and cost effective recruitment of staff for all non-medical posts i.e. permanent, fixed term, temporary and bank.

1.11 For Medical Recruitment please see Appendix 3 for section 6 to 15 of the process. The remaining sections of this policy are applicable to medical recruitment. Outside of sections 6 to 15 where this policy refers to the Recruitment team, this will be the Medical Recruitment Team for any Medical posts.

2 Purpose

2.1 The aim of this Policy is to provide Appointing Managers with the required standards and procedure that must be adhered to when recruiting staff on behalf of the Trust.

2.1 As an Equal Opportunities Employer, the Policy aims to ensure that recruitment and selection of staff is undertaken in an honest, open and transparent manner and without unfair discrimination.

2.2 The selection of agency workers is not covered in this policy, see section 21.

2.3 The Policy is the overarching Policy of statutory requirements, NHS Employers Check Standards and Trust procedure pertaining to recruitment and selection of staff, and should be read in conjunction with the following:

CNTW(HR)01 - Induction Policy CNTW(HR)03 - Professional Registration CNTW(HR)17 - Relocation Policy CNTW(O)23 Fraud Bribery and Corruption Policy

Rehabilitation of Offenders Act 1974 Equality Act 2010 Health and Social Care Act (2008) DBS Protocol and Guidance NHS Employment Check Standards UK Visa and Immigration Services

3 Duties, Accountability and Responsibilities

3.1 Executive Directors and Chief Executive

Will support the implementation of this Policy.

3.2 Executive Director of Workforce and Organisational Development responsibility:

Will advise managers, staff and staff representatives on the Policy


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and its interpretation Will be responsible for ensuring the correct implementation of this Policy Will monitor the Policy and its effectiveness Will review the Policy on a regular basis in consultation with staff

representatives

3.3 Appointing Managers/Panel members Responsibility:

To adhere to this Policy and the necessary actions contain within it; To ensure that offers of employment are made in conjunction with

this Policy.

3.4 Recruitment Team and Medical Recruitment Teams responsibility:

Will ensure that all employment documentation is received and is satisfactory prior to commencement of employment

Will ensure offers of employment are processed in a timely manner

3.5 The Employee / Applicant’s responsibility is to:

Provide the necessary information of employment checks to be undertaken.

4 Definition of Terms Used

DBS Disclosure Barring ServicesTrac/Trac Jobs Recruitment Application Management System NHS Employment Check Standards

Required Pre-employment clearance standards

ECS Employer Checking Service

5 Procedure / Process

5.1 This Policy is required to ensure that there is a fair recruitment process to which managers can follow and refer. It also ensures appropriate guidance and advice is available for managers when recruiting ex- offenders, and / or when issues of concern arise in relation to DBS checks. The Policy links to the Trust Workforce Strategy.

5.2 The Policy has been Impact Assessed.

For Medical Recruitment please see Appendix 3 for Section 6 – 15 of the process

6 Organisational Change/ Alternative Employment


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6.1 Staff who are at risk of redundancy through Organisational Change or the Alternative Employment process will be managed by the Group/Corporate Workforce Teams.

6.2 Where posts are affected by organisational change due to restructure, retraction or re-provision of services, those staff affected and considered at risk of redundancy will be given prior consideration for vacant posts (at the same banding) before other applicants, where they meet the essential criteria of the person specification. Reasonable training will be given where necessary.

6.3 Staff members who are unable to return to their place of work due to reasonable adjustments support by Occupational health reports will be considered under the Alternative Employment process and also get prior consideration for vacancies.

6.4 Group/Corporate Workforce Teams will monitor vacancies and staff will be alerted to these by the vacancies for consideration which is shared on a Thursday after the Recruitment and retention meeting. This information will be cascaded by the Group/Corporate Workforce Teams in conjunction with the individuals Line Managers. Prior consideration will be circulated for a period of seven days before advertised via the agreed vacancy process.

7 Identifying a vacancy - Resignation / Review of Post

7.1 Managers should review the position as soon as an employee submits a resignation to the Trust. The position should be considered in line with the Group’s Workforce Plans, Financial Delivery Plans and Cost Improvement Programs. There should not be an automatic assumption that the post will be filled like for like.

7.2 Newly established posts must be matched / evaluated in accordance with Agenda for Change Job Evaluation processes. There are Generic Job Descriptions available for a majority of posts. These can be requested from the Agenda for Change team within Transactional Workforce.

7.3 Where possible a service descriptor should be included with the Job Description and advert.

8 Submitting a Vacancy

8.1 All vacancies are submitted via the Recruitment System Trac (Trac.Systems). Logins and guidance are available from the Recruitment Team.

8.2 The Vacancy Details need to be inputted within Trac and should be completed by the Recruiting Manager, and the authorisors should then be;

Budget Holder Group Workforce Rep/Manager


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Vacancy Control Mail Box - [email protected]

8.3 The Vacancy details required are:

Advertisement Banded Job Description and Service Descriptor if

available Personal Specification Shortlisting criteria An Interview date should be specified if known

8.4 For vacancies applicable to central recruitment, these will be held within the Trac system until the next applicable monthly recruitment campaign. Dates for the monthly campaigns are available from Group Representatives on the Recruitment and Retention Group.

8.5 All Vacancies will follow the relevant advertising path, they will be circulated to staff members at risk or part of the alternative employment process, prior to any locally restricted processes then going internal/external on NHS Jobs and Trac.Jobs.

8.6 If there is a requirement to advertise externally in a relevant publication or website the recruiting manager must contact the Recruitment team prior to advertisement so publication dates can be accommodated. Please note any expenses incurred for additional advertising will come out the appointing manager’s budget.

8.7 Delays may occur if the information in point 8.3 is not provided. The Trust’s Workforce Strategy states that the turnaround time target from vacancy to offering a post will be eight weeks. If your post is part of central recruitment please see Section 9.

9 Central Recruitment / Value Based Recruitment

9.1 Posts that are identified to be part of central recruitment will be advertised in a relevant monthly campaign.

9.2 Adverts will be placed on Trac and NHS Jobs with a closing date alongside the Assessment Centre date being in the advertisement.

9.3 Candidates will undergo a number of assessments which will inform them of the Trust vision; the assessments will assess the candidate’s level of competency through testing numeracy, literacy and medication management for qualified staff. Typing tests for Admin staff; A Group Exercise which will look at the behaviours displayed that underpin the Trust values and a formal interview.

9.4 Successful candidates through Central Recruitment/Values based recruitment 5

Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

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will be allocated a job based on their preferences as identified by what they applied for, preferences declared at interview and available vacancies.

9.5 On placement into post the Recruitment Team will aim to achieve a six week turnaround on gaining all NHS Employment Checks. On receipt of all required NHS Employment Checks, commonly a notice period is then submitted to a current employer.

10 Advertising Jobs

10.1 The Trust will use the NHS Jobs website, and Trac.Jobs for advertising all internal and external vacancies. Jobs may appear on Job Centre Plus, Healthjobsuk.com and nursingnetuk.com and also on The Career Transition Partnerships’ (CTP) website – ctp.org.uk.

10.2 All jobs will appear on the Trust intranet page.

10.3 There may be occasions where the trust complies with regional recruitment initiatives, where adverts may be placed outside of the remits identified in section 10.1. Examples of this may be as part of the regional streamlining programme, detailed within section 17.2.

10.4 Internal vacancies are only open to employees of CNTW, the wider CNTW Group, bank workers, agency staff, active volunteers and those covered by a relevant Service Level Agreement.

10.5 Adverts will close at midnight and must be advertised for a minimum of 3 days and a maximum of 28 days depending on the needs of the service. For jobs that will attract a high volume of applicants, please contact the Recruitment Team who will advise as Job adverts will not be closed early.

10.6 Alternative direct approaches to recruitment may be used in exceptional circumstances but must be authorised by an Executive Director and confirmed in writing to suffice audit.

10.7 If a successful candidate for an advertised post withdraws, or declines the offer, or an additional vacancy with the same contractual status becomes available the post can be offered to another candidate provided the interviews were held within the last three months.

10.8 Before an overseas appointment can be made, it must be proven that a Resident Labor Market Test has been completed or that the jobs is listed on the Shortage occupation List, jobs must be advertised for a period of 28 days and be listed on relevant websites (Find a Job, replacing Universal Job Match). If a job is likely to attract overseas applicants that may require sponsorship please contact the Recruitment Team Manager/s for advice and guidance.

10.9 Expressions of Interests (EOIs) – These short term opportunities are only to be


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used for vacancies up to a maximum of 12 months, and are commonly utilized in a scenario such as cover of a Maternity Leave/period of Long term absence. An advert and AFC approved job description is to be provided to the Transactional Workforce team once Corporate/Group Workforce authorisation has been given via email. Any EOI will be circulated across at-risk staff before advert (as outlined in section 8.5). EOIs can then be circulated trust wide, via the Bulletin and on the Trust Intranet or they can be shared locally via the service sending out a local email circular to an appropriate sample of staff/services.

11 Shortlisting

11.1 All applications will be submitted to either NHS Jobs or Trac System. All shortlisting must be completed on the Trac System and the Recruitment Team will ensure NHS Jobs applications are uploaded to the Trac System. See Trac Systems Shortlisting Guide which will be supplied at the time of shortlisting via email.

11.2 Late applications will not be accepted for positions, unless relevant authorisation is given form the appointing manager.

11.3 The Trust is an equal opportunities employer and holds the disability confident accreditation, so will provide reasonable support to disabled applicants throughout the recruitment process. Potential applicants will be given reasonable adjustments at the stages required, requests will be considered by the Recruitment Team Manager/s and the Equality and Diversity lead for the Trust.

11.4 Shortlisted candidates must meet the essential criteria of the person specification. In cases of a high volume of applicants, managers must use the desirable criteria to reduce shortlist.

11.5 Shortlisting should be carried out by a minimum of two people, where possible. Attendance at the Trust Recruitment and Selection Training and Managers Equality and Diversity Training is crucial for all appointing managers.

11.6 Identified disabled applicants will be offered an interview provided they meet the essential criteria on the person specification and have asked to be considered under the Guaranteed Interview Scheme. The Trac System will notify the shortlisting managers to relevant applications.

11.7 Managers should note that shortlisting must be returned within five working days of it being sent and must be completed and submitted via the Trac System. Advice and assistance is available on the Trac System guides and from the Recruitment Team.

11.8 The number of shortlisted applicants should be manageable and relevant to the number of posts available.


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11.9 On completion of the shortlisting the Trac System will ask the lead shortlister / appointing officer to complete the interview details which will allow the recruitment team to invite applicants. The interview date should not be less than ten days following the return of the shortlist, unless the date for interviews was stated on the advert.

12 Spouses, Partners and Close Personal Friends 12.1 If there is a close personal relationship with another member of staff, the

applicant must declare this on the Application Form.

12.2 It must be noted that an employee cannot directly / indirectly manage his / her relative or partner. Trust employees are required to declare such relationships so as to avoid any conflict of interest, and will not be allowed to take part in the selection process. Managerial or supervisory relationships will not be allowed to exist as this may have a negative impact on the service provided and the Trust.

13 Interview

13.1 Applicants will be invited to attend the formal interview or assessment via their Trac account. The invite will be sent via email and if applicable text message. Reasonable adjustments will be made to enable disabled candidates to participate in the interview process. Adjustments will be highlighted to the appointing manager.

13.2 The interview panel should be a minimum of two individuals. The appointing officer must have undertaken Recruitment and Selection Training, but all panel members must have completed Equality and Diversity Training.

13.3 The Panel should agree their questions and scoring criteria in advance of the interview and ensure adherence to Equal Opportunities and current employment legislation, to avoid any unfair discrimination.

13.4 The Panel Pack will be issued electronically to the Appointing Manager and Panel members via the Trac System up to forty-eight hours prior to interviews, alternatively the panel pack can be downloaded by any panelist via Trac at any point. The pack will include all relevant guidelines, applications and schedule for the interviews.

13.5 Questions should relate to the values of the Trust and intrinsic requirements of the job (includes duties and physical demands of the role), they must be formally recorded and kept with interview records.

13.6 During interview, gaps in employment must be explored, considered, and responses documented.


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13.7 No health related or sickness absence questions may be asked at interview.

13.8 As part of the recruitment process managers may consider using exercises, testing or assessment centers to aid the selection of applicants. The Recruitment Team can provide advice, guidance and support on these approaches.

13.9 Candidate’s answers should be recorded to act as a record of the interview and can be used to demonstrate fairness and transparency. They should not contain any personal comments which are not relevant to the candidate’s ability to perform the job applied for.

NOTE: A candidate can request to see a copy of the interview notes under the Data Protection Act 2018.

13.10 Interview notes from all panel members should be returned to the Recruitment team for successful and unsuccessful candidates. This should include the signed interview scores.

13.11 Interview expenses will be reimbursed to candidates when considered reasonable and requested in advance. Please note any reimbursement will come from the appointing manager’s budget.

14 Selecting a Candidate

14.1 The panel should discuss all candidates and agree the successful candidate. In selecting the successful candidate(s) the Panel should discuss each applicant’s performance and who best meets the essential and where necessary the desirable criteria for the post. Panel members should take into consideration the following:

Whether there is evidence that they meet all the essential criteria on the Person Specification

The content of the application Qualification (if required) Performance at interview Outcome of any additional selection tests

14.2 Any appointment will be subject to the successful applicant being able to supply evidence of the essential criteria outlined in the Job Description / Person Specification.

15 Conditional Offer

15.1 Following interview the appointing manager should contact the successful applicant and offer the post verbally. The successful applicant must be informed that the offer is conditional and subject to satisfactory pre-employment checks adhering to the NHS Employment checks.


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15.2 Once the post is accepted, the appointing manager or nominated Panel Member should then contact the unsuccessful applicants by telephone, offering feedback from interview.

15.3 The interview scores should be recorded onto the Trac System and submitted, along with any comments. The Appointing Manager should ensure that interview records provide an accurate reflection of the decision-making process.

15.4 Verbal conditional offers must reflect the original vacancy raised within the Trac System. Any changes will be queried by the Recruitment Team prior to any offer being sent and may cause a delay in sending an offer letter and getting clearances.

15.5 If a different salary is offered outside of the Agenda for Change terms and conditions then the Recruitment Team will follow the Corporate Decision Framework for relevant authorisation.

NOTE: The offer letter will be sent with bottom of the band or the applicable salary point until evidence or authorisation is received.

15.6 Any paperwork must be confidentially disposed of by the Appointing Manager once evidence has been scanned or sent to the Recruitment team.

15.7 The Recruitment team keep evidence of all interview paperwork for a period of twelve months, when it is destroyed as per best practice and guidance.

15.8 If any paperwork or information is missing the recruitment team will return to the Appointing Manager for completion. This will cause delays in the issue of a conditional offer letter and clearances being sought .

15.9 The successful candidate must provide all the necessary documentation to satisfy NHS Employment Check Standards, and these must be completed within 8 weeks of a verbal offer being made. Failure to produce relevant documentation or engage in the pre-employment check process may result in the offer being withdrawn.

15.10 For appointments of internal candidates employed and paid by the Trust the previous pre-employment checks held on file can be used if they are relevant, in date and fulfil the NHS Employment Check Standards.

15.11 If the successful candidates fails to satisfy the requirements of the conditional offer, the appointing manager (or most relevant manager) will be consulted prior to withdrawal. Any subsequent queries about the withdrawal will be directed to the appointing manager or a relevant manager.

From Section 16 onwards, the Medical Recruitment process is the same


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as below.

16 NHS Employment Checks (Pre-Employment Checks)

16.1 All checks will be carried out by the Recruitment Team in accordance with the NHS Employment Check Standard and the Health and Social Care Act (2008): These cover the following:

16.2 Identity Checks

Original documents must be provided in a face to face appointment with the recruitment team. The acceptable documents will be checks to establish the individual’s identity is genuine. See Appendix 1 for acceptable documentation outlined by the NHS Employment Check Standards

For internal staff members employed by the Trust, previous documentation held on their personal file can be used; this is subject to:

a) The evidence fulfils the current NHS Employment Check Standardsb) The employee continues to reside at the same address as the evidence

on the personal file

16.3 Right to Work Checks

Any conditional offer is subject to the individual providing original evidence of the right to live and work in the UK in accordance with the NHS Employment check standards and up to date UK Visas and Immigration – including utilising the Employer Checking Service. Failure of the Trust checking the status could result in a penalty of up to £20,000 per illegal worker

The Trust will only accept original documentation that is valid and current

The Immigration, Asylum and Nationality Act 2006 make it a criminal offence to knowingly employ illegal migrant workers and reinforces the continuing responsibility on employers of migrant workers to check their on-going entitlement to work in the UK. Employers risk breaking the law if they do not check the entitlement to work in the UK for all prospective employees, before they start employment.

Where an employee’s right to live and work in the UK is time limited, it is the responsibility of the employee to ensure that they take appropriate action to renew their right to live and work in the UK in a timely manner

If, after carrying out the checks, it is established that the applicant is not permitted to work in the UK, then any offer of employment must be withdrawn and the individual cannot commence employment


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For Internal staff members employed by the Trust, previous documentation held on file can be used as long it has been undertaken in line with NHS Employment Check Standards and any relevant UK Visa and Immigration updates. Care should be taken to ensure there have been no changes in an employee’s conditions of leave to remain

Repeat checks for employees on temporary leave to remain will be conducted throughout someone’s employment to be compliant with legislation

16.4 Profession Registration and Qualification Check

Professional registration is intended to protect the public, making sure that those who practice as a health profession are doing so safely. Qualification checks are necessary to validate the information provided by an applicant in relation to their educational or professional qualifications

Candidates must be recognised by the appropriate regulatory body and have the right qualifications to do the job as outlined in the Person Specification. See CNTW(HR)03 - Professional Registration with Regulatory Body Policy for further details and guidance

All Professional Registrations will be checked with the relevant statutory bodies by the Recruitment Team to verify that the applicant is professionally registered

The Trust is mandated to implement and manage the Alerts scheme in accordance with the Healthcare Professionals Alert Notice Directions 2006 as part of its pre-employment checks. This check will be carried out on the Trac system via the Recruitment Team.

For internal employees previous documentation held on file can be used as long as it has been undertaken in line with NHS Employment Check Standards, this is subject to:

a) The qualification requirement has not changed since the previous check

b) The requirement for additional qualification checks to satisfy the essential criteria as outlined in the person specification

16.5 Employment History and Reference Checks

Employment and Reference checks are carried out to find information about an applicant's employment and / or training history in order to ascertain whether or not they are suitable for a particular position.

Candidates must provide their full employment and / or training history, including an explanation of any gaps between periods of employment or


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training when completing the application form this should be checked by the manager at interview. Candidates must always give permission for the Trust to obtain a reference, if not noted on the application form, permission must be obtained from the candidate to request applicable references

For external candidates the Trust requires a minimum of three years continuous employment and / or training including details of any gaps in service. The number of references may differ for each applicant, depending on how many employers or training episodes they may have had in the past three years. If an individual has been with one employer for longer than three years, one confirmation of employment is sufficient. If an employee has frequently changed employer in the three year period, a sufficient number of references to cover the continuous employment period would be required

If a candidate has not worked or been in full time education within the last three years the Trust will require two personal references from persons of some standing in their community who have known the applicant for at least three years

Any gaps in employment or training history must be supported by a personal statement template which will be sent by the recruitment team and suitable character references may be sought

If the candidate has been self-employed evidence will be obtained from one of the following HM Revenue and Customs, bankers, accountants, solicitors, client references to confirm dates of employment

When a candidate is from another NHS organisation, references will be sought from the applicants current NHS Employer. A factual reference from other NHS Trusts may be sort via ESR directly for non-medical posts.

For internal candidates a reference or statement from the current Manager should be produced and information should be provided from the employees ESR Record. The previous references should be checked from the personal file

For candidates that have been in overseas employment or training documentation will be requested to seek assurance of time spent overseas in line with the NHS Employment Check Standards

Managers will receive a copy of all references via the Trac system and be asked to confirm that they are satisfactory

If references are not satisfactory then the offer of employment may be withdrawn

16.6 Pre-Employment Health Screening13


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The Trust carries out work health assessments via the Occupational Health Department which adheres to equal opportunities legislation. The purpose of a health assessment is to assess whether new employees have a health condition or disability that requires adjustments in the workplace to enable them to undertake the post offered; or have a health condition or disability that requires restrictions to their role. All work health assessments take into account the requirements of the disability provisions within the Equality Act 2010

A health assessment will only be made once a job offer has been made

Successful applicants will be sent instructions and a link via the recruitment team to complete the Occupational Health Questionnaire via an online form

Occupational health will review the completed questionnaire in conjunction with the requirements of the role successful in. Candidates may be required to attend Occupational Health for further assessment and immunisation if applicable. Recommendations or restrictions will be documented on the pre-employment fitness outcome documentation

For internal candidates the existing occupational health clearance can be accepted if there has been no significant changes in the person’s health or the role they have been successfully appointed into.

16.7 Criminal Record Checks

All candidates must sign a model Declaration Form which will be sent with the conditional offer, providing details of any previous criminal record or related matters. Failure to declare may result in criminal, civil or disciplinary action being taken by the Trust. The signed model declaration form will be held on the employee’s personal file

Before CNTW considers asking a person to make an application for a DBS

they are legally responsible for ensuring they are entitled to ask that individual to reveal their conviction history and that the role is covered by the definitions of regulated activity

Disclosure and barring checks (and overseas police checks where necessary) must be undertaken on all external candidates taking up a new post in regulated activity. The cost of the DBS is picked up by CNTW NHS Foundation Trust.

For internal staff who are moving roles a new DBS does not need to be sought if the previous check with the Trust is at the same level and includes relevant list checks for the new post

All recruitment DBS Checks are processed via the Trac system and the


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recruitment team are notified electronically to any updates. If the DBS Check has no cautions or convictions to report the result will show on the system as contains no information. If there is a valid caution or conviction on the DBS Check this will show on the system as view applicants copy

In the event that a Certificate contains information the Manager must request to see a copy of the candidates DBS Certificate to complete a Risk Assessment. Advice must be taken from Workforce in this respect. Any risk assessment completed will be held on the employee’s personal file

DBS information will be kept securely on the Electronic Staff Record.

17 Confirmation of Start Date

17.1 Once all NHS Employment Check Standards are completed, evidenced and are deemed satisfactory to the Trust a start date will be agreed with the appointing Manager which will be in line with the Trust induction dates where applicable. The successful candidate will be issued a start letter and a statement of employment particulars within 8 weeks of the start date.

17.2 As part of the Recruitment-arm of the North-east Regional Streamlining Programme, which looks to improve the efficiencies across regional NHS Trusts; candidates coming from another NHS organisation who have transferable training records as agreed through an IAT check and the Trusts training department will start on a potential reduced induction.

17.3 Induction:

All new starters to the Trust will attend the Trusts Corporate induction, any new starters and internal moves must also receive local departmental inductions.

On day one of induction the Recruitment Team will complete all the necessary paperwork to ensure salary is paid at the correct rate, collect an employee’s P45 (Or P46), collect bank details and take photos required for a trust ID Badge.

Substantive Consultant and Specialty Doctors who are new to the Trust are required to attend the Consultant and Specialty Doctor induction, which is held in both June and December. New Starters should attend the next induction following their start date and will be advised of the details of this from the Medical Developments Team.

18 Unsatisfactory Employment Checks

18.1 Where any unsatisfactory information is received, from pre-employment Checks, the Recruitment Team will alert the Appointing Manager and appropriate Workforce Representative, to discuss and agree necessary action


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and provide feedback to the applicant. A decision may be made to withdraw the offer of employment; however, this decision should not be taken without Workforce advice.

18.2 In exceptional circumstances it may be necessary to refer matters to the Trust’s local Counter Fraud Specialist and / or UK visa and immigration agency if checks reveal substantial misdirection.

19 Legislative Background

19.1 Equality Act 2010

Under the Equality Act 2010, the Trust will not unlawfully discriminate in the recruitment processes on the grounds of ethnicity, disability, age, gender or gender re-assignment, religion or belief, sexual orientation, pregnancy or maternity, marriage or civil partnership.

To avoid discrimination, the Trust treat all job applicants in the same way at each stage of the recruitment process.

19.2 Data Protection Act The Trust carries out all checks in compliance with the Data Protection Act 2018. Information is only obtained where it is absolutely essential to the recruitment decision and kept in accordance with the Act. The Trust record the outcome of all checks undertaken, using the Electronic Staff Record (ESR).

19.3 Rehabilitation of Offenders

Rehabilitation of Offenders Act 1974 (Exemptions) Order 1975 (Amendment) Order 1986 as an organisation providing healthcare the Cumbria, Northumberland Tyne and Wear NHS Foundation Trust is exempt from the Rehabilitation of Offenders Act 1974.

This means that all applicants are obliged to declare any convictions, pending prosecutions, cautions or bind-overs at the time of application by circling the „YES‟ response in the appropriate section of the application form (even if they would otherwise be regarded as „spent‟ under the Act). A DBS disclosure will only be requested if you are appointed and in regulated activity.

19.4 Safeguarding Vulnerable Groups

The Safeguarding Vulnerable Groups Act 2006 sets out the activities and work which are „regulated activity‟, which a person who has been barred by the Independent Safeguarding Authority must not do. Regulated activity now focuses on work which involves close and unsupervised contact with vulnerable groups including children.


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20 Disclosure Barring Service

20.1 The Disclosure and Barring Service (DBS) helps employers make safer recruitment decisions and prevent unsuitable people from working with vulnerable groups, including children. It replaces the Criminal Records Bureau (CRB) and Independent Safeguarding Authority (ISA).

20.2 The criminal record check searches police records and, in relevant cases, barred list information, and then issues a DBS certificate to the applicant.

20.3 If the role being recruited to is eligible for a DBS check and the applicant is currently living overseas or has spent a significant period of time outside of the UK, they will need to provide evidence of police certificate or certificate of good standing from the relevant country or countries they have lived in overseas.

20.4 An applicant who has not been in the UK in the period before commencing employment with the Trust can use an overseas police check to satisfy this check, however a DBS check must be completed as soon as possible upon arrival to the UK, usually within 3 months.

20.5 Not all NHS staff will require a DBS check, but checks are mandatory for all staff who work in regulated activity who have contact with children and / or vulnerable adults.

20.5.1 Types of Checks

Standard Checks

Contain details of both spent (old) and unspent (current) convictions, including cautions, reprimands and final warnings

Enhanced Check

Contains the same information as a standard check but also includes any non-conviction information held by local police, where they consider it to be relevant to the post.

Enhanced plus applicable Barred Lists

Individuals in regulated activity are eligible for an enhanced disclosure with barred list information. It will be possible to check against the children’s and / or adult’s barred list(s), depending on the role under consideration.

20.5.2 Filtering

New arrangements came into effect on 29th May, 2013, which mean that certain old, and minor cautions and convictions, will no longer be disclosed in a


CNTW(HR)15

criminal record certificate from this date.

20.6 Update Service

DBS Update Service will allow individuals (if they choose to subscribe to it, and pay an annual fee of £13) to apply for a DBS check once and if the individual needs a similar sort of check again, to reuse the existing certificate.

Cumbria, Northumberland Tyne and Wear NHS Foundation Trust would ask for the individual’s permission to check the DBS details on the online service to see if it is still up to date. This will avoid many unnecessary repeat applications. New starters in Bank Only roles requiring a DBS Certificate must join the DBS Update Service.

20.7 Portability

External Appointments - Portability of DBS disclosures from employment outside the Trust is only permitted if the individual has subscription to the update service as outlined in point 20.6. Transactional Manager Workforce to provide information for inclusion in Workforce bi-annual report.

21 Temporary Workers supplied by an Agency

21.1 Temporary Workers supplied by an Agency (Agency workers, locums, those working as part of the Trust Nurse Bank only, and other temporary staff) should follow the same recruitment checks as listed above.

21.2 Agencies must only provide workers who have met the NHS Employers employment check standards before they take up appointment in the NHS regardless of the period they undertake work.

21.3 All agencies used by the Trust will be required to provide written evidence of the checks they have undertaken in advance of any commencement with the Trust.

21.4 The Trust will undertake a spot check sample of agency worker’s documents annually to ensure correct procedures have been adhered to by agencies involved.

22 Other NHS Organisations

22.1 Staff who hold a substantive post within one Trust but are required to work across a number of NHS organisations (or to provide emergency cover in another NHS organisation) the Trust through an NHS to NHS confirmation proforma will seek written assurances from the individual’s host / substantive employer that appropriate checks have been carried out at the correct level.

23 Further Information


CNTW(HR)15

Further information and advice on this Policy is available from the Recruitment Team.

24 Implementation

24.1 Full training is provided for Appointing Managers which needs to be attended once.

24.2 Taking into consideration all the implications associated with this Policy, it is considered that this Policy will be implemented with immediate effect.

25 Identification of Stakeholders

25.1 The Policy has been developed in consultation with Trust Managers and Staff-Side Representatives, being widely circulated to Directors, Managers and Staff-Side.

25.2 This Policy follows the criteria set out in CNTW(O)01 – Development and Management of Procedural Documents, this Policy was circulated Trust- wide for a two week consultation to the standard distribution listed below:

North Locality Care Group Central Locality Care Group Cumbria Locality Care Group South Locality Care Group Corporate Decision Team Business Delivery Group Safer Care Group Communications, Finance, IM&T Commissioning and Quality Assurance Workforce and Organisational Development NTW Solutions Local Negotiating Committee Medical Directorate Staff Side Internal Audit

26 Training

Appointing Managers should be trained in Recruitment and Selection procedures before offering any employment. All panelists need to have undertaken their Equality & Diversity training. The requirement is to have attended the training once, and to seek advice and guidance from the recruitment team when required. Bespoke refresher training is also available. Training sessions are coordinated by CNTW Academy. Levels of training are identified in the Training Needs Analysis and are included within the Training Guides, available on the Trusts intranet pages.


CNTW(HR)15

27 Monitoring Compliance

27.1 There will be on-going monitoring of this Policy to ensure compliance as follows and detailed in Appendix C:

Regular communication between the Recruitment Team, Appointing Managers and Applicants throughout the recruitment process

Documentation checked following successful Applicant Appointment File audits on the Trac System Assurance to Workforce Training and Development Sub Group Audit / Monitoring Tool (Appendix C)

28 Standards / Key Performance Indicators

28.1 In the development of this Policy, key standards considered were as follows:

• NHS Employment Check Standards

29 Fair Blame

The Trust is committed to developing an open learning culture. It has endorsed the view that, wherever possible, disciplinary action will not be taken against members of staff who report near misses and adverse incidents, although there may be clearly defined occasions where disciplinary action will be undertaken.

30 Fraud, Bribery and Corruption

30.1 In accordance with the Trust’s Policy CNTW(O)23 – Fraud, Bribery and Corruption / Response Plan, all suspected cases of fraud and corruption should be reported immediately to the Trust’s Local Counter Fraud Specialist or to the Executive Director of Finance.

31 Equality and Diversity Impact Assessment

31.1 In conjunction with the Trust’s Equality and Diversity Officer this Policy has undergone an Equality and Diversity Impact Assessment which has taken into account all human rights in relation to disability, ethnicity, age and gender. The Trust undertakes to improve the working experience of staff and to ensure everyone is treated in a fair and consistent manner.

32 Associated Documents

CNTW(HR)01 - Induction Policy CNTW(HR)03 - Professional Registration Policy CNTW(HR)17 - Relocation Policy


CNTW(HR)15

CNTW(O)23 Fraud Bribery and Corruption Policy Equality Act 2010 DBS Protocol and Guidance NHS Employment Check Standards UK Visa and Immigration Service


CNTW(HR)15

Appendix A

Equality Analysis Screening Toolkit

Names of Individuals involved in Review

Date of Initial Screening

Review Date Service Area / Directorate

Chris Rowlands June 2019 June 2022 Trust-wide

Policy to be analysed Is this policy new or existing?

CNTW(HR)15 – Recruitment and Selection Policy V04

Existing

What are the intended outcomes of this work? Include outline of objectives and function aims

To provide Appointing Managers with the required standards and procedure that must be adhered to when recruiting staff, ensuring fairness and equity to all.Who will be affected? e.g. staff, service users, carers, wider public etc.

New staff and staff changing positions within the Trust

Protected Characteristics under the Equality Act 2010. The following characteristics have protection under the Act and therefore require further analysis of the potential impact that the policy may have upon them

Disability Potentially positive impact through initiatives such as the Disability Confident Scheme. Though we await the introduction of the Workforce Disability Equality Standard and the associated recruitment metrics that this will contain. Data from this should inform a full impact assessment which it is recommended should take place as part of the monitoring of the effectiveness of this policy upon implementation.

Sex We have a gender split that is 70/30 split in favour of females. During the course of the Equality Strategy 2018-2022 we propose to do work to begin to address this imbalance and it is recommended that this links in with a full impact assessment of this policy upon its implementation.

Race We know from Workforce Race Equality Standard information and data from Trac that we could do more to ensure that the recruitment process is providing an open, fair, transparent process that is culturally sensitive. It is recommended that this data is considered as part of a full impact assessment process.

Age There are more staff in the 50-54 age bracket. A full impact assessment of the policy should consider how the Trust can attract staff particularly in the youngest age brackets

Gender reassignment (including transgender)

The Trust has recently signed as a Diversity Champion with Stonewall. Stonewall will be working with us to ensure that our Policies are LGBT+ inclusive and it is recommended that this policy be part of that scrutiny as part of a full impact assessment.

Sexual orientation. The Trust has recently signed as a Diversity Champion with Stonewall. Stonewall will be working with us to ensure that our Policies are LGBT+ inclusive and it is recommended that this policy be part of that scrutiny as part of a full impact assessment.


CNTW(HR)15

Religion or belief The comments regarding cultural sensitivity are also appropriate here and it will be important that a full impact assessment considers this.

Marriage and Civil Partnership

The Trust has recently signed as a Diversity Champion with Stonewall. Stonewall will be working with us to ensure that our Policies are LGBT+ inclusive and it is recommended that this policy be part of that scrutiny as part of a full impact assessment.

Pregnancy and maternity The Trust is signed up to the Equality and Human Rights Commission’s Working Forward campaign. It is recommended that the working of the policy is benchmarked against their recommendations as part of a full impact assessment.

Carers It will be important that wherever possible flexibility is available to ensure that the needs of carers can be meet.

Other identified groups NA

How have you engaged stakeholders in gathering evidence or testing the evidence available? Stakeholders will be engaged as part of a Full Impact Assessment during the policy’s implementation period.How have you engaged stakeholders in testing the policy or programme proposals? This will take place as part of a Full Impact Assessment.

For each engagement activity, please state who was involved, how and when they were engaged, and the key outputs:Staff Network Groups will be involved in the Full Impact Assessment.

Summary of Analysis: Considering the evidence and engagement activity you listed above, please summarise the impact of your work. Consider whether the evidence shows potential for differential impact, if so state whether adverse or positive and for which groups. How you will mitigate any negative impacts. How you will include certain protected groups in services or expand their participation in public life.Analysis suggests that there is scope for both positive and negative impacts in the operation of the policy. As written the policy meets statutory equality and diversity requirements. A full impact assessment will address any issues that we may have as a result of the widespread application of the policy during its implementation.

Now consider and detail below how the proposals impact on elimination of discrimination, harassment and victimisation, advance the equality of opportunity and promote good relations between groups. Where there is evidence, address each protected characteristic

Eliminate discrimination, harassment and victimisation

As written the policy and several initiatives point towards a positive impact. This needs to be monitored and assessed in light of data that we receive during the implementation of the policy, with recommendations for action resulting from the assessment taken forward.

Advance equality of opportunity As written the policy and several initiatives point towards a positive impact. This needs to be monitored and assessed in light of data that we receive during the implementation of the policy, with recommendations for action resulting from the assessment taken forward.


CNTW(HR)15

Promote good relations between groups As written the policy and several initiatives point towards a positive impact. This needs to be monitored and assessed in light of data that we receive during the implementation of the policy, with recommendations for action resulting from the assessment taken forward.

What is the overall impact? Potentially positive.

Addressing the impact on equalities Potentially positive.

From the outcome of this Screening, have negative impacts been identified for any protected characteristics as defined by the Equality Act 2010?

If yes, has a Full Impact Assessment been recommended? Yes a Full Assessment is recommended for the reasons set out above.

Manager’s signature: Chris Rowlands Date: June 2019

Appendix B 24


CNTW(HR)15

Communication and Training Check List for PoliciesKey Questions for the accountable committees designing, reviewing

or agreeing a new Trust PolicyIs this a new policy with new training requirements or a change to an existing policy?

Existing Policy

If it is a change to an existing policy are there changes to the existing model of training delivery? If yes specify below.

Update managers‟ knowledge and skills regarding key employment legislation impacting on recruitment of staff. To ensure Safeguarding Standards in recruitment, appointing the right staff into appropriate posts.

Are the awareness/training needs required to deliver the changes by law, national or local standards or best practice?

Please give specific evidence that identifies the training need, e.g. National Guidance, CQC, NHS Resolutions etc.

Please identify the risks if training does not occur.

Necessary to enable understanding of key employment legislation and local standards of good practice, and NHS Employers checking procedures.

Ensure Appointing Managers are trained in key skills and knowledge of employment law.

Please specify which staff groups need to undertake this awareness/training. Please be specific. It may well be the case that certain groups will require different levels e.g. staff group A requires awareness and staff group B requires training.

All Appointing Managers

Is there a staff group that should be prioritised for this training / awareness?

All Appointing Managers

Please outline how the training will be delivered. Training sessions are coordinated by the TrainingInclude who will deliver it and by what method. Department for Appointing Managers in Recruitment

and Selection.The following may be useful to consider: Team brief/e bulletin of summary Observer training for assessment centersManagement cascade Newsletter/leaflets/pay slip attachment Focus groups for those concerned

Chief Executive bulletin update on Value Based Recruitment

Local Induction TrainingAwareness sessions for those affected by thenew policyLocal demonstrations of techniques/equipmentwith reference documentationStaff Handbook Summary for easy referenceTaught SessionE Learning

Please identify a link person who will liaise with the training department to arrange details for the Trust Training Prospectus, Administration needs etc.

Simon Gourley – Transactional Services Manager


CNTW(HR)15

Training Needs Analysis

Staff / Professional Group Type of Training

Duration of

Training

Frequency of Training

All Appointment Managers Classroom 1 day Once

Copy of completed form to be sent to:

Training and Development Department, St. Nicholas Hospital

Should any advice be required, please contact: 0191 245 6770 (internal 56777- Option 1)


CNTW(HR)15Appendix C

Monitoring Tool

Statement

The Trust is working towards effective clinical governance and governance systems. To demonstrate effective care delivery and compliance, Policy Authors are required to include how monitoring of this Policy is linked to Auditable Standards / Key Performance Indicators will be undertaken using this framework.

CNTW(HR)15 – Recruitment and Selection Policy - Monitoring Framework

Auditable Standard/Key Performance Indicators

Frequency/Method/Person Responsible

Where results and any Associate Action plan will be reported to implemented and monitored; (this will usually be via the relevant Governance Group).

1. Staffing Solutions Admin / Medical Staffing will carry out sample checks with Agencies for

Bank Workers / Medical

Locums to confirm they hold original documents to meet all the NHS Employers check standards

Annual Audit by Staffing Solutions Admin / Medical Staffing who will write to Agency for sight of documentary evidence requiring agencies to supply this information

Exceptions Report to Q+P/CDT Workforce Sub Group/Head of Workforce

Trust wide Q&P

2.Right to Work Checks (UKBA) undertaken prior to commencement of employment will be subject to in house Audits by Transactional Recruitment Team Officer

Details of Visa and Expiry Dates will be entered in ESR

Assurance report sent to Director and Deputy director of Workforce.

Transactional Services Manager/Medical Recruitment Lead provides information for inclusion in workforce report twice yearly.

Trust-wide Quality and Performance Committee

3.Disclosure andBarring Service(DBS) Checksundertaken ifstaff memberundertaking

For those staff in regulatedactivity details of type ofcheck and date undertakenwill be entered in ESR.

New employees, bi-annually to

Trust wide Quality and PerformanceCommittee


CNTW(HR)15regulated activityin job role thiswill take placeprior tocommencementof employment.

Q+P

Transactional Services Manager/Medical Recruitment Lead provides information for new starters DBS details bi-annually in Workforce report.

4.Recruitment to be monitored against a 6 week clearance target

Checked and reported monthly within NTW Solutions by the Recruitment Team Leader.

Submitted by Transactional Services Manager/Medical Recruitment Lead bi-annually in Workforce report.

Trust wide Quality and PerformanceCommittee

5.Professional Registration Checks will be undertaken for all qualified staff prior to commencement of employment

Checks will be carried out against relevant register and Registration Number and expiry date details entered in ESR by Transactional Services Workforce Team.

Transactional Services Manager/Medical Recruitment Lead to provide information for inclusion in Workforce bi-annual report.

Trust-wide Quality and Performance Committee.

6.Verification of Identity Check / QualificationCheck / Occupational Health Check will be carried out prior to commencement of employment

Checks will be carried out by Appointing Manager at interview or by RecruitmentTeam at subsequent ID appointment. Copies of documentation will be retained on personal file by Recruitment Team.

Transactional Manager Workforce/Medical Recruitment Lead to provide information for inclusion in Workforce bi-annual report.

Trust-wide Quality and Performance Committee.

7Employment History, and reference checks will be carried out prior to commencement of employment

Checks will be carried out and maintained on personal file by appropriate recruitment team.

Transactional Manager Workforce/Medical Recruitment Lead to provide information for inclusion in Workforce bi-annual report.

Trust- wide Quality and Performance Committee


CNTW(HR)15

HOME Appendix 1Acceptable Identity Documentation

You are required to bring the following original documents. Please note scanned documents or online print-outs are not permissible.

Please provide a total of three documents; these can be in one of the following combinations:

Two forms of photographic personal identification (Group 1) and one document confirming your current address (Group 2)

One form of photographic personal identification (Group 1) and two documents confirming your current address (Group 2)

GROUP 1 Acceptable photographic personal identification includes: Full, signed UK (Channel Islands, Isle of Man or Irish) passport or EU/other

nationalities passport UK Biometric Residence Permit (BRP) card UK full or provisional photo card driving licence, this must be in your current

address EU/other nationalities photo card driving license (valid up to 12 months up to the

date of when the individual entered the UK and providing that the person checking is confident that non-UK photo card driving licenses are bona fide).

HM Armed Forces Identity card (UK) Identity cards carrying the PASS (Proof of Age Standards Scheme)

accreditation logo (UK and Channel Islands). Organisational identity cards are not acceptable as they do not contain watermarks, holograms or other security markings.

GROUP 2 Acceptable confirmation of address documents includes: Utility bill (gas, water, electricity or landline telephone), or a letter from a utility

supplier confirming the arrangement to pay for the services at a fixed address on pre-payment terms. More than one utility bill may be accepted, if these are from two different suppliers. Utility bills in joint names are also acceptable (UK)*

Local authority tax statement. For example, a council tax statement (UK and Channel Islands)**

UK full or provisional photo card driving license if not already presented as a form of personal photographic identity.

Full old-style paper driving licenses (that were issued before the photo card was introduced in 1998 and where they remain current and in date). Old-style paper provisional driving licenses should not be accepted.

HM Revenue & Customs tax notification (HMRC) tax notification such as an assessment, statement of account, notice of coding**

A financial statement such as bank, building society, or credit card statement* (UK and EEA). Statements issued outside of the EEA must not be accepted.

Credit union statement (UK)* Mortgage statement from a recognised lender** (UK and EEA). Statements

issued outside of the EEA must not be accepted. Local council rent card or tenancy agreement* Evidence of entitlement to Department for Work and Pensions benefits, such as

29Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustAppendix 1- Acceptable Identity DocCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

CNTW(HR)15child allowance, pension etc. (UK)**

Confirmation from an electoral register that a person of that name lives at the claimed address**

If you are unable to produce photographic identification you must provide five documents and a passport sized photo.

Two documents must confirm your current address (Group 2) and two forms of non-photographic personal identification (Group 3)

A passport sized photograph endorsed on the back with a signature of a ‘person of standing’ in your community who has known you for at least 3 years. E.g. Magistrate; medical practitioner; teacher; lawyer; bank manager or officer of the armed forces. The photograph must be accompanied by a signed statement from that person (indicating the length of time that person has known you) with their full name, address professional role and contact telephone number.

GROUP 3 Acceptable non-photographic personal identification includes:

Full birth certificate (UK and Channel Islands) issued after the date of birth by the General Register Office or other relevant authority, for example registrars.

Full birth certificate issued by UK authorities overseas, such as embassies, high commissions and HM Forces.

UK full old-style paper driving licence. Old-style provisional driving licences are not acceptable.

Most recent HM Revenue and Customs (HMRC) tax notification, such as an assessment, statement of account, P45, P60, or notice of coding (UK and Channel Islands)**

Work permit/residency permit (UK) valid up to the expiry date. Adoption certificate (UK and Channel Islands). Marriage or civil partnership certificate (UK and Channel Islands). Divorce, dissolution or annulment papers (UK and Channel Islands). Gender recognition certificate. Deed poll certificate. Firearms certificate/license (UK, Channel Islands and Isle of Man). Police registration document. Certificate of employment in the HM Forces (UK). Evidence of entitlement to Department for Work and Pensions benefits, such as

child allowance, pension etc. (UK)** A document from a local/central government authority or local authority giving

entitlement, such as Employment Services, Job Centre, Social Security Services (UK and Channel Islands)*

*All documents must be dated within the last six months, unless there is good reason for it not to be, for example where there is clear evidence that the individual was not living in the UK for three months or more.** All documents must be dated within the last 12 months.Note denoted means that the document can be more than 12 months old.

30Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustAppendix 1- Acceptable Identity DocCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

CNTW(HR)15

Appendix 2

HOME31

Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 2- Appointing Managers GuidelinesCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Dec 19

Appointing Manager’s GuidelinesRecruitment

Updated November 2018

CNTW(HR)15

APPOINTING MANAGER’S RECRUITMENT PROCESS GUIDELINES

1 Recruitment and Selection Interviews – Equality Act (2010)

The Act makes it unlawful for employers to ask applicants general questions about their health, medical history or disability prior to making an offer of employment. Therefore, appointing managers and panelists are reminded that job applicants must not be asked any health related, sickness absence, attendance or disability related questions at selection interviews. During an interview, you can ask a question about whether someone has the relevant skills, qualities or experience to do the job, but not about their health or about any disability they may have.

2 Successful Candidate Paperwork

To enable a conditional offer of employment to be issued to the successful candidate, managers must inform the Trac system as to the outcome of each interviewee. By selecting the interview outcome of ‘offer pending’ this will subsequently enable the recruitment team to issue the conditional offer letter. Support is available within both the ‘help’ section on the Trac Homepage, or by calling the recruitment team on 0191 245 6771 or Medical Recruitment Team via email [email protected].

3 Disclosure & Barring Service (DBS) (Previously CRB) – Where applicable

DBS (Previously CRB) completion will be necessary if a job role requires it. Please advise the applicant that the successful candidate will be required to complete a DBS application on-line, instructions to do so will be included within the conditional offer letter issued.

4 Identity check

Candidates must present Identity documentation at interview to prove who they are. This ID does not need to be copied/authorised at interview, as for all new starters to the organisation, as part of the conditional offer letter, the successful applicant will be asked to attend an ID appointment with the recruitment team, where all required ID will be copied, dated and signed, confirming that ‘I verify this is a true record of the original’. All copies taken must be clear and legible.

Please see Appendix 1 for details as to appropriate and valid Identity Documentation.

5 Immigration and Asylum

EEC nationals, or spouses/children of EEC nationals can be employed but other nationals may need to provide evidence that they are entitled to legally work in the UK. THIS IS SUBJECT TO IMMINENT CHANGE. The recruitment team will need to verify all Right to Work documentation as part of the ID appointment. If the person holds a

32Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 2- Appointing Managers GuidelinesCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Dec 19

CNTW(HR)15dependent’s Visa, we must see their spouses’ passport and Visa. If you have migrant workers who are shortlisted for interview, please contact the Recruitment Team before proceeding with the appointment.

6 Application Form and References

Check with applicant that Referees’ names and addresses are full and correct. Check dates of employment are continuous and cover three years of employment. Clarify that the referee is a line manager and not a work colleague / friend /neighbor.

7 Qualifications (essential – as in job specification)

Check Qualifications are as stated on the application form against essential criteria in the person specification. If provided at interview, please check copies of qualifications against original certificates and sign and date the copy to state ‘I verify it is a true copy of the original’. If the name on the qualifications certificate differs from the current name, please ensure a photocopy of the Marriage Certificate is taken.

The ID appointment following interview will allow for a further check of any required Qualifications by the recruitment team.

(Falsification may lead to unsafe appointments - Counter Fraud Services)

8 Professional Registration (essential - as in job specification)

Check with applicant that they are registered with the relevant professional body and that the PIN/ID number is provided. The Recruitment Team will verify registration with the relevant registered body.

(Falsification may lead to unsafe appointments – Counter Fraud Services)

9 Previous NHS Service

If the applicants have any previous NHS Service, we will require evidence to confirm the beginning and end of each period. Failure to do so may affect their continuous NHS service date and annual leave entitlement detailed in their contract upon appointment. This information should be brought to interview.


CNTW(HR)15

10 Successful Candidate

A verbal offer must be made by the Appointing Manager to the successful applicant subject to satisfactory employment checks. This then is to be inputted into Trac which will allow for a Conditional Offer letter to follow. Commencing Salary for all applicants will be at the bottom point of the salary band/scale. There may be occasions when the successful applicant has previous NHS Service resulting in a change of salary point within the Band/scale. This must be documented within the interview paperwork, and should a request be outside of the Agenda for Change rules or Medical Terms and Conditions, the appropriate authorisation must be sought via the trusts’ Decision making framework. This includes agreement from the Director of Workforce or Executive Medical Director.

11 Team Prevent

The Appointing Manager must complete the attached Heath Assessment Form (section A) and return this to the Recruitment Team. This document will be included as an attachment on Trac when a manager is requested to complete their shortlisting. Failure to complete and return this will result in a delay in the recruitment process.

The section A form can either be completed and returned to the recruitment team pre interview, leaving the post holders details blank, or the successful candidates details can be included on the form if returned post-interview.


CNTW(HR)15INTERVIEW SCHEDULE AND ASSESSMENT RECORD

POST: BAND: HOURS:.PERMANENT or TEMPORARY: VACANCY REFERENCE: INTERVIEW DATE:

Name:Attendance Confirmed:Interview TimeQuestion12

3

4

5

6

7

8

9

10

11

TOTALPersonalSpecification Met Yes/NoSuccessful Yes/No


CNTW(HR)15RE-PLACEMENT QUESTIONNAIRE

Applicants Full Name Full/Part Time / Locum / Other (please specify

Post Applied for Job Reference

Tel No of Applicant Email Address of Applicant

EMPLOYEE TO BE INVOLVED IN PATIENT CARE / PATIENT CONTACT / BODY FLUID SAMPLE HANDLING (INCLUDING LABORATORY WORKERS)

YES

NO

EMPLOYEE INVOLVED IN EPP Work YES

NO

Please indicate below any other potential hazards associated with this post

Exposure to noise levels>80dbA YES NO Patient Contact

YES NO

Respiratory Sensitisers YES NO Moving and Handling

PATIENTS

YES NO

Skin Sensitisers / Irritants YES NO OBJECTS

YES NO

Working with Vibrating Machineryy

YES NO EQUIPMENT

YES NO

Working at Heights YES NO PMVA (All Inpatient

Wards)

YES NO

Working in a Confined Space YES NO Personal Safety /

Breakaway

YES NO

Working with Sewage YES NO Fire Safety

YES NO

Lone Working YES NO Work with VDUs (>5hrs

per week)

YES NO

Driving duties YES NO

Working with Children / Pregnant Women

YES NO

Night Working YES NO

Other Health Surveillance checks required by COSHH (please State)

Vocational Driving (Please state level)

Division Please Tick

North Locality Central Locality South Locality

Deputy Chief Executive Medical NursingPerformance & Assurance Workforce & Suspense


SECTION A – To be completed by THE APPOINTING MANAGER and returned to the Recruitment Team

CNTW(HR)15OD

Bank VolunteersDivision

Staff Group

Email Address of The Recruiting Manager Contact Number of The Recruiting Manager


CNTW(HR)15

Appendix 3 - Medical Recruitment Process (Section 6 to 15)

Section Contents Page No.

6 Organisational Change/Alternative Employment 36

7 Identifying a Vacancy 36

8 Submitting a Vacancy 37

9 Temporary Vacancy Process 37

10 Advertising a Job 38

11 Shortlisting 39

12 Spouses, Partners and Close Personal Friends 39

13 Interview 40

14 Selecting a Candidate 41

15 Conditional Offer 41

Organisational Change/ Alternative Employment

6.1 Staff who are at risk of redundancy through Organisational Change or the Alternative Employment process will be managed by the Group/Corporate Workforce Teams.

6.2 Where posts are affected by organisational change due to restructure, retraction or re-provision of services, those staff affected and considered at risk of redundancy will be given prior consideration for vacant posts (at the same banding) before other applicants, where they meet the essential criteria of the person specification. Reasonable training will be given where necessary.

6.3 Staff members who are unable to return to their place of work due to reasonable adjustments support by Occupational health reports will be considered under the Alternative Employment process and also get prior consideration for vacancies.

7 Identifying a vacancy - Resignation / Review of Post

7.1 The Workforce Group within each locality, which meets monthly, will proactively look at future vacancies in the department (Retirement / Service Development / Maternity Leave / Career Breaks). Within these meetings, the Workforce Heads and CBU Directors should discuss funding and post redesign if required.

38Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 3 Medical Recruitment ProcessCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

CNTW(HR)15

7.2 Managers should review the position as soon as an employee submits a resignation to the Trust. The position should be considered in line with the Group’s Workforce Plans, Financial Delivery Plans and Cost Improvement Programs. The appointing officer (usually the Assistant or Associate Medical Director) must initiate a request to recruit within 7 days of a resignation.

7.3 The Medical Recruitment Team hold copies of Generic Job Descriptions and all Job Descriptions must be updated into the new format prior to being advertised. Once a Job Description has been updated and advertised, the Medical Recruitment Team will forward this onto the Royal College for approval and will ask the Recruiting Manager to assist with any required updates.

8 Submitting a Vacancy

8.1 Appointing Manager to email [email protected] with intention to recruit to post.

8.2 Medical Recruitment Team will ask Appointing Manager to complete a Medical Recruitment Authorisation Form (Appendix 4) and this should be returned within 2 days of being sent. The Medical Recruitment Team will also forward the most recent job description to the Appointing Manager to review and update as necessary prior to the post being advertised.

8.3 The Medical Recruitment Team will action the completed Authorisation form and upload the vacancy to TRAC within 2 days of receiving the form. If there are details missing on the form, the Medical Recruitment Team will return to the appointing officer within 1 day of receipt to request the remaining details.

8.4 If there is a requirement to advertise externally in a relevant publication or website the recruiting manager must contract the Medical Recruitment team prior to advertisement so publication dates can be accommodated. Please note any expenses incurred for additional advertising will come out the appointing manager’s budget.

8.5 Delays may occur if the information in point 8.3 is not provided. The Trust’s Workforce Strategy states that the turnaround time target from vacancy to offering a post will be eight weeks.

9 Temporary Vacancy Process

9.1 Where there is a requirement to advertise internally for temporary posts or additional sessions, an expression of interest can be circulated to the relevant staff

9.2 Appointing Manager to contact the Medical Recruitment Team with intention to circulate an Expression of Interest to ensure it is ok to progress.


mailto:[email protected]

CNTW(HR)159.3 Medical Recruitment Team to ask Appointing Manager to complete Expression of

Interest Authorisation form (Appendix 5)

9.4 Expression of interest to be circulated via email to the relevant people and completed interest forms to be returned to the Medical Recruitment Team

9.5 Once the timeframe has passed for Expressions to be submitted, the interest received will be forwarded to the Appointing Manager to review.

9.6 Appointing Managers will need to arrange a suitable interview date and venue for interviews and the panel will need to consist of at least 2 panel members, including a Workforce Representative.

9.7 The Medical Recruitment Team can assist with inviting candidates to the interviews if required.

9.8 Following the Interviews, Appointing manager to email Medical Recruitment team to advise of the outcome and the Medical Recruitment Team will confirm the outcome with the successful candidate and update the Electronic Staff Record via submission of an online changes form. If this temporary move is to a new service, the Medical Recruitment Team will ensure that the employee holds the relevant pre-employment checks.

9.9 This process cannot be used for substantive appointments.

10 Advertising Jobs

10.1 The Trust will use the NHS Jobs website, and Health Jobs UK for advertising all external vacancies. Jobs will also appear on Find a Job and the CNTW LinkedIn account.

10.2 All Jobs will appear on the Trust intranet page and CNTW Twitter.

10.3 Adverts will close at midnight and must be advertised for a minimum of 28 days to satisfy the resident labour market test.

10.4 Before an overseas appointment can be made, it must be proven that a Resident Labor Market Test has been completed or that the jobs is listed on the Shortage occupation List, jobs must be advertised for a period of 28 days and be listed on relevant websites (Find a Job, replacing Universal Job Match). If a job is likely to attract overseas applicants that may require sponsorship please contact the Medical Recruitment Team for advice and guidance.

10.5 If a successful candidate for an advertised post withdraws, or declines the offer, or an additional vacancy with the same contractual status becomes available the post can be offered to another candidate provided the interviews were held within the last three months.


CNTW(HR)15

11 Shortlisting

11.1 All applications will be submitted to either NHS Jobs or Trac System. All shortlisting must be completed on the Trac System and the Medical Recruitment Team will ensure NHS Jobs applications are uploaded to the Trac System. See Trac Systems Shortlisting Guide which will be supplied at the time of shortlisting via email.

11.2 Late applications will not be accepted for positions, unless relevant authorisation is given.

11.3 The Trust is an equal opportunities employer and holds the disability confident accreditation, so will provide reasonable support to disabled applicants throughout the recruitment process. Potential applicants will be given reasonable adjustments at the stages required, requests will be considered by the Medical Recruitment Team Manager/s and the Equality and Diversity lead for the Trust.

11.4 Shortlisted candidates must meet the essential criteria of the person specification. In cases of a high volume of applicants, managers must use the desirable criteria to reduce shortlist.

11.5 Shortlisting should be carried out by a minimum of two people, where possible. Attendance at the Trust Recruitment and Selection Training and Managers Equality and Diversity Training is mandatory.

11.6 Identified disabled applicants will be offered an interview provided they meet the essential criteria on the person specification and have asked to be considered under the Guaranteed Interview Scheme. The Trac System will notify the shortlisting managers to relevant applications.

11.7 Managers should note that shortlisting must be returned within three working days of it being sent and must be completed and submitted via the Trac System. Advice and assistance is available on the Trac System guides and from the Medical Recruitment Team.

11.8 The number of shortlisted applicants should be manageable and relevant to the number of posts available.

11.9 On completion of the shortlisting the Trac System will ask the lead shortlister / appointing officer to complete the interview details which will allow the Medical recruitment team to invite applicants. The interview date will be confirmed on the Medical Recruitment Authorisation Form in line with the planned rolling interview panels.

12 Spouses, Partners and Close Personal Friends 12.1 If there is a close personal relationship with another member of staff, the applicant

must declare this on the Application Form.


CNTW(HR)1512.2 It must be noted that an employee cannot directly / indirectly manage his / her relative

or partner. Trust employees are required to declare such relationships so as to avoid any conflict of interest, and will not be allowed to take part in the selection process. Managerial or supervisory relationships will not be allowed to exist as this may have a negative impact on the service provided and the Trust.

13 Interview

13.1 Applicants will be invited to attend the formal interview via their Trac account. The invite will be sent via email and if applicable text message. Reasonable adjustments will be made to enable disabled candidates to participate in the interview process. Adjustments will be highlighted to the appointing manager.

13.2 The interview panel should include the relevant panel members as outlined in Appendix 6 for the grade of staff being interviewed. The Medical Recruitment Team will ensure the rolling interview panels include the right panel members in advance. A minimum of one person must have undertaken Recruitment and Selection Training, but all panel members must have completed Equality and Diversity Training.

13.3 The Panel should agree their questions and scoring criteria in advance of the interview and ensure adherence to Equal Opportunities and current employment legislation, to avoid any unfair discrimination.

13.4 The Panel Pack will be issued via email to the panel members 5 days’ prior to interviews, and the Medical Recruitment Team will print Panel Packs to be available for all panel members on the day of the interviews. The pack will include all relevant guidelines, applications, Job Descriptions and schedule for the interviews.

13.5 Questions should relate to the values of the Trust and intrinsic requirements of the job (includes duties and physical demands of the role), they must be formally recorded and kept with interview records.

13.6 During interview, gaps in employment must be explored, considered, and responses documented.

13.7 No health related or sickness absence questions may be asked at interview.

13.8 As part of the recruitment process for Consultant posts, a 10 minute presentation may be requested by the Appointing manager and the presentation topic will be forwarded to the candidate prior to the interview.

13.9 Candidate’s answers should be recorded to act as a record of the interview and can be used to demonstrate fairness and transparency. They should not contain any personal comments which are not relevant to the candidate’s ability to perform the job applied for.

NOTE: A candidate can request to see a copy of the interview notes under the Data Protection Act 2018.

13.10 Interview notes from all panel members should be returned to the Medical


CNTW(HR)15Recruitment team for successful and unsuccessful candidates. This should include the signed interview scores.

13.11 Interview expenses will be reimbursed to successful candidates when considered reasonable and upon commencement with the Trust. Please note any reimbursement will come from the appointing manager’s budget.

14 Selecting a Candidate

14.1 The panel should discuss all candidates and agree the successful candidate. In selecting the successful candidate(s) the Panel should discuss each applicant’s performance and who best meets the essential and where necessary the desirable criteria for the post. Panel members should take into consideration the following:

Whether there is evidence that they meet all the essential criteria on the Person Specification;

The content of the application; Qualification (if required) Performance at interview; Outcome of any additional selection tests.

14.2 Any appointment will be subject to the successful applicant being able to supply evidence of the essential criteria outlined in the Job Description / Person Specification.

15 Conditional Offer

15.1 Following interview the appointing manager should contact the successful applicant and offer the post verbally. The successful applicant must be informed that the offer is conditional and subject to satisfactory pre-employment checks adhering to the NHS Employment checks.

15.2 Once the post is accepted, the appointing manager or nominated Panel Member should then contact the unsuccessful applicants by telephone, offering feedback from interview.

15.3 The interview scores should be recorded onto the Trac System by the Medical Recruitment Team and submitted, along with any comments. The Appointing Manager should ensure that interview records provide an accurate reflection of the decision-making process.

15.4 Verbal conditional offers must reflect the original vacancy raised within the Trac System. Any changes will be queried by the Medical Recruitment Team prior to any offer being sent and may cause a delay in sending an offer letter and getting clearances.

15.5 The offer letter will be sent with bottom of the band or the applicable salary point until evidence or authorisation is received.

15.6 Any paperwork must be confidentially disposed of by the Medical Recruitment Team


CNTW(HR)15once it has been uploaded to Trac.

15.7 The Medical Recruitment team keep evidence of all interview paperwork for a period of twelve months, when it is destroyed as per best practice and guidance.

15.8 If any paperwork or information is missing the Medical recruitment team will return to the Appointing Manager for completion. This will cause delays in the issue of a conditional offer letter and clearances being sought .

15.9 The successful candidate must provide all the necessary documentation to satisfy NHS Employment Check Standards, and these must be completed within 8 weeks of a verbal offer being made. Failure to produce relevant documentation or engage in the pre-employment check process may result in the offer being withdrawn.

15.10 For appointments of internal candidates employed and paid by the Trust the previous pre-employment checks held on file can be used if they are relevant, in date and fulfil the NHS Employment Check Standards.

15.11 If the successful candidates fails to satisfy the requirements of the conditional offer, the appointing manager (or most relevant manager) will be consulted prior to withdrawal. Any subsequent queries about the withdrawal will be directed to the appointing manager or a relevant manager.


CNTW(HR)15

Appendix 4 – Medical Recruitment Authorisation Form

The below information is mandatory:

POST DETAILS

Reason for Vacancy Request

New Post ☐ Vacant Post – Current post holder leaving or has left ☐

Maternity ☐

Long Term Sickness Cover ☐

Secondment Cover ☐

Current post holder has reduced number of hours ☐

Honorary Post ☐

Job Title Consultant ☐Specialty / Associate Specialist ☐LAS ☐

Contract Type (E.g. Permanent/Fixed Term)

Permanent ☐

Fixed Term ☐

Cost Centre code(Contact Head of Business Development)

Duration of Fixed Term contract if applicable

Duration:

Number of positions Department/Area

Hours/PA’s Sites CoveredLocality Central ☐ North ☐

South ☐ Corporate ☐ Main Base

DBS Requirements An enhanced DBS will be obtained for all medical posts, for both contact with children and adults

Advert InformationAdvert Text Do you wish to use the generic advert text Yes ☐ No ☐

If not, please provide additional post specific information to be included in the advert text (e.g. base, team information, number of beds in unit etc.)

Where is post to be advertised

BMJ ☐Other ☐

Vacancy will be advertised on Trac, NHS Jobs, Twitter & LinkedIn as standard

Appointing Officer Contact 1

Name:Email:Number:

Alternative Contact 2

Name:Email:Number:

45Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 4 Medical Recruitment Authorisation FormCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

CNTW(HR)15Job Description Please send up to date Job Description with this form and any other additional documents/information with regards to awards etc.

Has this post got Royal College approval?

(For Substantive Consultant/SAS posts only)

☐ YES ☐ NO

☐ Pending ☐ N/A

*This post will be advertised whilst awaiting RC Approval unless otherwise stated

Shortlisting DetailsNames of Shortlisters (minimum 2)

Interview Details

Interview Date Interview Panel

Presentation Title

Rolling interview dates 31 January 2019 ☐21 February 2019 ☐21 March 2019 ☐25 April 2019 ☐30 May 2019 ☐20 June 2019 ☐ 25 July 2019 ☐29 August 2019 ☐26 September 2019 ☐31 October 2019 ☐21 November 2019 ☐ 19 December 2019☐

Current/exiting post holder details (if applicable)

Name Grade

Authorised by: Name Department &

LocalityJob Title Date

Please email completed form and documents to [email protected]

46Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 4 Medical Recruitment Authorisation FormCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19


CNTW(HR)15

Appendix 5 – Expression of Interest Authorisation Form

POST DETAILS

Reason for Vacancy Request

New Post ☐ Vacant Post – Current post holder leaving or has left ☐

Maternity ☐

Long Term Sickness Cover ☐

Secondment Cover ☐

Current post holder has reduced number of hours ☐

Honorary Post ☐

Job Title Contract Type Fixed Term ☐

Cost Centre code(Contact Head of Business Development)

Duration of Fixed Term contract if applicable

Duration:

Number of positions Department/Area

Hours/PA’s Sites CoveredLocality Central ☐ North ☐

South ☐ Corporate ☐ Main Base

Advert InformationAdvert Text Please provide post specific information which can be circulated via email for the

expression of interest

Who should be made aware of this expression of interest?

Consultants ☐ Specialty Doctors ☐ Junior Medical Staff ☐

South Locality ☐ North Locality ☐ Central Locality ☐

Appointing Officer Contact 1

Name:Email:Number:

Alternative Contact 2

Name:Email:Number:

47Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 5 – Expression of Interest FormCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19

CNTW(HR)15

Job Description Please send up to date Job Description with this form and any other additional documents/information with regards to awards which you would like to forward.

Shortlisting DetailsNames of Shortlisters (minimum 2)

Interview Details – Recruiting Manager to arrange the panel

Interview Date Interview Panel

HR RepRecruiting Manager

Interview Venue

Current/exiting post holder details (if applicable)

Name Grade

Authorised by: Name Department &

LocalityJob Title Date

Please email completed form and documents to [email protected]

48Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 5 – Expression of Interest FormCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19


CNTW(HR)15

Appendix 6 - Medical Recruitment Panel Details

For a Substantive Consultant Interview panel, the following staff who are required to sit on the panel are listed below.

Essential Panel Member (~ Either to chair the panel)~Non-executive Director~Chief Executive or Exec TeamMedical Director (Executive, Deputy , Group, Associate or Assistant)Or CCIO, DME Workforce Representative (Workforce or Medical Staffing)CBU Representative (Non-Medic)Service User / Carer RepresentativeSenior Consultant in ServiceRecommended Panel MembersRoyal College Representative (will need a RCP representative for neurorehabilitation posts)University Representative

For a Fixed term/Locum appointment, once the panel is confirmed, there would need to be approval from a member of the exec team for the panel to go ahead if panel is not as agreed above

For a Specialty Doctor and Associate Specialists Interview panel, the following staff are required to sit on the panel:

Essential Panel Member (** 2 of these)Workforce Representative (Workforce or Medical Staffing)Medical Director (Executive, Group or Assistant) ** Senior Consultant in Service **CBU Representative (Non-Medic) **Specialty Doctor Tutor (or Deputy)OR Associate Specialist Representative

Depending on grade

For Trust Locum for Service Appointment (Junior Recruitment) the following staff are required to sit on the panel

Essential Panel Member DME or AMD for Medical Education (Post or Under graduate)Medical Recruitment Workforce Representative

49Cumbria, Northumberland, Tyne and Wear NHS Foundation TrustApp 6– Medical Recruitment Panel DetailsCNTW(HR)15 – Recruitment and Selection Policy – V04.1 Oct 19