1 Statement
Prospect Training (Yorkshire) Ltd works to create conditions whereby all applicants for vacancies enjoy equal opportunity to realise their own potential. Prospect Training (Yorkshire) Ltd shares their commitment to safeguard and promote the welfare of children, young people and vulnerable adults. This commitment is underpinned by robust processes and procedures that seek to maximise opportunity, minimise risk and continuously promote a culture that embraces the ethos of safeguarding amongst our workforce.
2 Purpose and Objectives
The overall purpose of this Policy is to outline the procedures which must be followed wherever a vacancy arises.
3 Coverage, Scope and Application
A temporary/permanent vacancy is identified by the Operations Director which may as a result of:
- Staff resignation/retirement/maternity/long-term illness
- Agreed development within our Strategic Business Plan
- Identification of additional needs as a result of other developments, eg increased learner/participant numbers/new contracts etc
4. Advertising Vacancy
- The Sales and Marketing Manager will ensure the advert is placed
5. Completed applications should be submitted/returned by the published closing date.
- Following closure date, shortlisting is undertaken using a standard proforma.
- CV’s will be reviewed against the person specification and advertisement and complete the short-listing.
6. Shortlisting
- All shortlisted candidates will be invited for interview.
7. References
- The Managing Director will arrange for references to be requested, which will be returned to the Managing Director in confidence. References will not be reviewed until a selection decision has been made, but prior to any offer of employment being made.
8. Venue
- The Managing Director will make arrangements for rooms and resources to be available for interview date(s).
9. Interview Schedule
- On interview day – the Managing Director will arrange for Reception to be informed, arrangements double-checked and applicants to be directed to appropriate interview room.
10. Interview
- ID checks, application form, pre-interview exercise(s) will be conducted, if applicable:
- Interviews take place and a decision is made if possible. References are reviewed at this stage.
11. Job Offer
The successful candidate is offered the position and, if they accept, the Managing Director makes arrangements for them to receive:
- Offer letter
- Draft Contract of employment
- Safeguarding paperwork, DBS etc
- If the first choice declines offer, then second choice is approached where appropriate.
- Managing Director makes arrangement to inform all unsuccessful candidates of the outcome and offers feedback.
- If no appointment is possible then the vacancy is reviewed and if necessary the process recommences.
12. Job Acceptance
- Applicant confirms appointment by confirming offer in writing.
- Managing Director makes arrangements for all parties to be notified and induction to take place.
13. Organisation and Responsibilities
- A summary of the responsibilities outlined within this Policy is attached.
14. Quality and Monitoring
- This Policy will be reviewed on a regular basis by the Operations Director
Disabled applicants who meet the essential criteria are guaranteed an interview.
We welcome applications from everyone regardless of age, gender, ethnicity, sexuality, faith or disability.
We are committed to safeguarding and promoting the welfare of children and young people.
Our commitment is underpinned by robust processes and procedures that seek to maximise opportunity, minimise risk and continuously promote a culture that embraces the ethos of safeguarding amongst our workforce.
Published date: 6th June 2021
The latest review date: 6th May 2024
The date the next review is due: 6th May 2025
Responsibility: Janice Black
Job Title: Managing Director
