DWP Business Guide to Clinical Recruitment Department

DWP Business Guide to Clinical Recruitment Department

MED-CRD01

Version: 1(Final) 15th November 2010

Atos Healthcare

Business Guide to Clinical Recruitment Department

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Document control

Superseded documents Viable Practitioner Pool Centre (VPPC) Guidance (MED-VPPC01)

Recruitment of Doctors Guidance (MED-ROD01)

Version history

Outstanding issues and omissions

Updates to Standards incorporated

Issue control

Version

Date

1a (Draft) 22nd December 2008

1b 12th January 2009

1c 5th February 2009

1d 26th February 2009

1e 20th May 2009

1f (final) 24th September 2010 updated to reflect the following changes:

immigration updates

security clearance policy updates (BPSS).

Inclusion of physiotherapists.

Updated internal documents including interview paperwork update (reviewed by MMs/ NTLs).

1 (final) 15th November 2010 Signed off by CMMS

Author: Ross Davies Service Delivery Manager (Clinical Recruitment Dept)

Owner and approver: Kirsty Betteridge General Manager (Clinical

Recruitment Dept) Signature: Date: Distribution:

Formatted: Highlight

Formatted: Highlight


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CONTENTS

1. POLICY..........................................................................................................................................4

2. SCOPE...........................................................................................................................................4

3. RESOURCING MODEL.................................................................................................................4

4. METHODOLOGY – FLOW DIAGRAM..........................................................................................5

5. RECRUITMENT SPECIFICATION ................................................................................................6

6. GAINING APPROVAL...................................................................................................................6

7. RECRUITMENT APPROVAL........................................................................................................7

8. SOURCING QUALITY CANDIDATES ..........................................................................................7

9. INTERNAL RECRUITMENT..........................................................................................................8

10. STAFF RECOMMENDATIONS – EMPLOYEE REFERRAL BONUS SCHEME .........................9

11. ADVERTISEMENTS ....................................................................................................................10

12. OVERSEAS .................................................................................................................................10

13. PREFERRED SUPPLIERS..........................................................................................................11

14. LIST OF AGREED RESOURCING PARTNERS.........................................................................11

15. OTHER ATTRACTION METHODOLOGIES ...............................................................................12

16. CANDIDATE APPLICATION.......................................................................................................12

17. CANDIDATE SELECTION ..........................................................................................................12

18. INTERVIEWS...............................................................................................................................12

19. CRIMINAL RECORD/ SECURITY CLEARANCE CHECKS & IDENTIFICATION .....................14

20. REFERENCE CHECKING...........................................................................................................15

21. FINAL SELECTION .....................................................................................................................15

22. OFFER AND GAIN ACCEPTANCE ............................................................................................15

23. DWP TRAINING DATES/START DATES...................................................................................16

24. ADVISING CANDIDATES THAT THEY HAVE BEEN UNSUCCESSFUL.................................16

25. CANDIDATE INFORMATION & REPORTING ...........................................................................16

APPENDIX A: ........................................................................................................................................17

RECRUITMENT CRITERIA EXCEPTION REPORT .............................................................................17

APPENDIX B: PROCESS FLOWS........................................................................................................18

APPENDIX C: CANDIDATE COMMUNICATION .................................................................................19

APPENDIX D: INTERNAL DOCUMENTATION....................................................................................20

APPENDIX E: MSD ENTRY FORM.......................................................................................................21

APPENDIX G: GLOSSARY OF TERMS ...............................................................................................21


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1. POLICY Atos Healthcare’s success relies on our ability to deliver exceptional service to our customers. Part of this success is highly dependent on sourcing the best quality people who are employed/ engaged to carry out our business. Our objective is to enable best practice recruitment to ensure that all approved vacancies are filled as quickly and economically as possible. All vacancies should be filled by the most appropriately qualified candidates available. Preference will always be given to existing employees who possess the required skills, competencies and experience. Atos Healthcare is an equal opportunity employer. The Company employs and promotes people on merit and does not allow considerations irrelevant to the job such as sex, race, age, religious beliefs, marital status or disability to enter into employment/ engagement decisions. The Clinical Recruitment department (CRD) is responsible for recruiting all clinical staff used across the Atos Healthcare service lines (Department for Work and Pensions (DWP), Occupational Health and Primary Care). Our recruitment model is used for permanent and Sessional resources (Self Employed Doctors) across the DWP contract and the CRD will actively promote the Atos Healthcare brand through direct advertising and engagement of candidates. In addition, the CRD has negotiated agreed rates with a panel of Preferred Suppliers who will service our resourcing requirements across all geographies and skill sets of our business. This approach is aimed at delivering significant benefits to Atos Healthcare, specifically but not limited to, manage the costs of recruitment, higher quality candidates and improved service delivery for engaging managers.

2. SCOPE The following is a guideline to the recruitment and selection of Permanent employees and Sessional staff for the DWP contract. It is applicable to the CRD and AH Operational staff working on the DWP contract.

3. RESOURCING MODEL

The benefits of the Atos Healthcare Resourcing Model include:

Speedy access to the best possible candidates in the market place

Competitive cost model

Enabling best practice recruitment in all aspects of resourcing

A creative working partnership that focuses on service delivery and is easy to do business with

Delivering exceptional service to our customers


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4. METHODOLOGY – FLOW DIAGRAM

Resource need identified by Op’s

RAF approved?

RAF raised in i-grasp

Clinical Recruitment Department advertises role

CRD sources suitable candidates against set selection criteria(CV Review)

Face to Face interview, including clinical scenario and IT Skills

Assessment (DWP)

Candidate suitable?

CRD processes offer form and compliancy paperwork

CRD liaise with Training department and/or Op’s to confirm start date

No

CRD undertakes telephone interview against set criteria

Candidate suitable?

Yes

No

Yes

Candidate suitable?

Yes

No

Yes

No


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5. RECRUITMENT SPECIFICATION Schedule 4 of our agreement with the DWP along with any subsequent approved contract change notes confirm the clinical recruitment specification (n.b. Medical Personnel relates to doctors , nurses and physiotherapists). In brief, the specifications are as follows: Registered Medical Practitioners Required to hold full GMC registration (without current relevant issue such as conditions and undertakings) and with a valid Licence to Practise. In addition they must have a minimum of three (3) years post full registration broad based experience. Doctors who hold only 2 years experience may be considered on a case by case basis (please refer to the exception policy below). At the point when the GMC introduce Revalidation Certificates these should also be in order. Registered General Nurses Fully registered (Level 1) Registered General Nurses, without current issue, with the Nursing and Midwifery Council (NMC). In addition, they must have a minimum of (3) years post registration broad based experience. Registered Physiotherapists Fully registered Physiotherapists without current issue with the Health Professions Council (HPC). In addition, they must have a minimum of (3) years post registration broad based experience.

In individual cases, solely at the discretion of the DWP’s Chief Medical Adviser (CMA), the requirement that there are no issues attached to a practitioners current professional registration may be waived.

EXCEPTIONS

In exceptional circumstances there may be a candidate who does not fully meet the requirement for post registration experience but who Atos Healthcare would like to progress with (e.g. they may have been fully registered for only 2 years but have particularly relevant experience of rehabilitation or disability analysis). In this event the Medical Manager will send a completed exception report (Appendix A) to the Medical Director. If appropriate, the Medical Director will refer this to the CMA at the DWP for consideration. The CMA will have the final decision.

6. GAINING APPROVAL

CLARIFYING THE RECRUITMENT NEED

Effective recruitment should commence with a review of the existing organisational structure and the jobs within it along with new business (work volumes) expected. The existence of a vacancy provides an opportunity to look at a situation afresh and ask a number of questions:

1. Does the position really need to be filled?

2. Do I now have an opportunity to restructure the department or group and, in so doing, expand the responsibilities of other people?

3. Is the role a direct position, and included in the financial budget? Once a decision is made to commence recruitment, managers need to ensure that a clear outline of job responsibilities and business justification exists for the position prior to submitting details for approval. The Recruitment department can assist with the development of role specifications, including job responsibilities and core competencies if required.


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Create New Position

Make changes to position

Submit for Approval

Recruitment

Position Exists (no changes)

Position Exists (changes required)

New Position Required

RECRUITMENT APPROVAL – GAINING APPROVAL TO FILL A VACANCY.

Prior to any recruitment activity commencing, an on-line approval form, known as a Recruitment Authorisation Form or RAF, is to be completed by the recruiting manager using i-grasp, via ESS/MSS on the intranet.

Details on how to complete these forms can be found: https://source.atosorigin.com/Intranet/UK/people/recruitment/default.htm Recruitment of successful candidates is targeted at an average of 60 days (measured from authorised RAF to offer acceptance). Notice periods are in addition. Therefore, please ensure you submit new requests with these timescales in mind and inform the CRD of new requests as soon as possible. All vacancies must receive appropriate business approval before the commencement of recruitment. Levels of current business approval can be checked by contacting the CRD. Once the role has been fully approved the CRD will be in contact to discuss the details and define an appropriate sourcing strategy. For further information on approval levels, please contact a member of the CRD.

7. RECRUITMENT APPROVAL

8. SOURCING QUALITY CANDIDATES There are a variety of methods that can be used to attract quality candidates. These include:

Internal Recruitment – via internal advertising, promotion, progression planning

Staff Recommendations / Referrals

External Advertisements

Candidates from Overseas

Recruitment Agencies / Preferred Suppliers

Other attraction methods


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9. INTERNAL RECRUITMENT All permanent vacancies should be advertised internally where possible. Roles will be posted automatically on the internal careers link through Source. Exceptions can be made when:

there is a clearly appropriate employee who is available from the area under the recruiting manager's control

there is an employee that has been identified through the Company's management development plan

the information pertaining to the position is sensitive. (e.g. a senior team member is leaving and no announcement has been made).

WHY DO WE ADVERTISE INTERNALLY?

Internal advertisements not only enable suitably qualified employees to apply for positions in other areas of the Company, but also alert employees to vacancies for which they may be able to refer friends or associates through the Employee Referral Scheme.

CAN I ADVERTISE INTERNALLY AND EXTERNALLY AT THE SAME TIME?

Yes – you can advertise vacancies internally and externally at the same time.

HOW DOES THE PROCESS WORK?

The Internal Advertisement is populated by the position information provided in the on-line RAF and will be automatically posted on the internal careers link on Source, once the RAF is approved. The CRD will ensure the relevant information is posted and will also determine the publishing dates as appropriate. Internal applications will be processed by the CRD, who will short list and screen against the appropriate selection criteria. All applicants MUST advise their manager prior to applying for a position. Those who have the suitable skills and experience will undertake an initial telephone interview with the CRD and if successful will be invited to attend a face to face interview with the hiring manager. Those applicants considered not suitable for the position will be advised they have been unsuccessful by the CRD. It is essential that feedback is provided to the CRD against the key selection criteria in place for rejected candidates. Unless an internal applicant is clearly unsuitable for a position, it is preferable for all applicants to be interviewed by the manager. This will ensure they are given a hearing and that the internal recruitment process is (and is seen to be) a fair and thorough one.

CONTRACT VARIATION FORM

The hiring manager will complete a Contract Variation form, which once approved will be submitted to People Point (formerly known as HRSC or the Human Resources Support Centre) for processing. A RAF may then need to be raised for the internal candidate’s previous position to be recruited against.


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TRANSFER DATE

The effective date of transfer should be a date which is mutually acceptable to both the hiring manager and the current manager, and should occur within the employee's normal notice period whenever possible.

10. STAFF RECOMMENDATIONS – EMPLOYEE REFERRAL BONUS SCHEME

GUIDELINE

Candidates referred to the Company by its employees are a very effective source of recruitment. To maximise this source within Atos Healthcare, permanent full-time and/or permanent part-time employees who successfully refer candidates will be paid a bonus in accordance with the guidelines and procedures detailed below. Note: Atos Healthcare does not actively recruit the employees of its customers.

RESPONSIBILITY

It is the CRD and People Point’s responsibility to ensure that the referred candidate meets the conditions outlined in the Guidelines of this policy (People Point ensure payment is released at the appropriate time. N.B. this is dependent on them being advised in a timely manner of any leavers, etc., by Op’s). Should a dispute arise over a claim, it is the responsibility of the CRD to resolve.

ELIGIBILITY

All permanent employees and Sessional staff (except UK Senior Leadership Team, employees of HR and those who are performing the recruitment function or anyone involved in the hiring decision) are eligible to claim this bonus.

To qualify for the bonus the referring employee must be actively employed as a permanent employee of Atos Healthcare. Payment will be made in accordance with the scheme rules and providing the employee and candidate are still employed/ engaged by Atos UK and are not serving notice. All payments are subject to deduction of income tax and National Insurance. For full details of the permanent referral scheme please refer to the Employee Referral Policy (UKM-HR-0010) which is available on Source. Sessional referrals also attract a fee. The CRD should be contacted about the referral scheme for sessional doctors.

EXCLUSIONS

The referral must be the result of the employee's own endeavours and not the product of a referral from an employment agency / consultant or similar organisation. The referred candidate must not be employed nor have been previously employed during the past 18 months by the Company.

For full terms & conditions refer to Source


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PROCEDURE

To be eligible to claim the bonus, the referring employee must refer in writing and should complete the application through the company website, http://www.atoshealthcare.com/careers or complete an employee referral postcard and submit it to the CRD.

On the basis of a successful hire, the CRD will process confirmation of the referral to People Point for payroll processing at the time of offer form completion

11. ADVERTISEMENTS

CORPORATE WEBSITE -

External opportunities will be advertised on the employment section of our corporate website. This can be a very effective method of obtaining staff and it also increases Atos Healthcare’s branding in the marketplace as an attractive employer. The CRD will post the position upon approval, and will determine suitable publish dates in line with the sourcing strategy.

EXTERNAL WEBSITES -

The CRD will determine a suitable external websites to encourage online advertising and increase our brand awareness online.

PRINT MEDIA – DISPLAY ADVERTISING

JWT is our preferred advertising partner, the CRD works in conjunction with this partner for all print and online media advertising. Current publications actively used include; RCN, BMJ and Nursing Times for DWP vacancies.

12. OVERSEAS If specific expertise is not available in the UK (i.e. Doctor recruitment) it may be necessary to attract employees from other countries. The CRD will actively engage overseas candidates through means such as in-country advertisements, consideration of international recruitment events if appropriate and through our preferred suppliers. It is imperative that we demonstrate that all avenues in the UK have been exhausted before we embark on overseas recruitment. The CRD will manage this process and will engage the Atos Origin HR mobility expert to process new candidates in line with eligibility to work requirements for immigration (e.g. work permits) and decide upon the most suitable route to introduce the candidate into the UK, complying with all UK Border Agency guidelines. A third party consultancy will assist in this process.

Current overseas avenues include EU and Non-EU countries such as India and the United States of America. The CRD will undertake the necessary checks to ensure candidates are eligible for GMC registration. The CRD are mindful of the restrictions in place of actively recruiting from developing countries. For criminal records checks relating to overseas applicants please refer to Overseas Criminal Records Check Process Flow in Appendix B

Overseas Doctors can be interviewed by Medical Managers locally.


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Relocation assistance (financial) may be provided to both UK and non UK candidates depending on business need. Golden Hello payments may also be offered

See Appendix B – EU & Non EU Process Flows

13. PREFERRED SUPPLIERS Atos Healthcare has negotiated agreed rates with a panel of Preferred Suppliers who can service our resourcing requirements across all geographies and skill sets across our business. This approach is aimed at delivering significant benefits to Atos Healthcare specifically but not limited to, competitive costs of recruitment, higher quality candidates and improved service delivery for engaging managers. Our suppliers have the comprehensive capacity to fill the breadth of levels, geographies and roles (specific skills) across our business. We have negotiated terms and conditions with them for recruitment needs.

14. LIST OF AGREED RECRUITMENT AGENCIES

The list of suppliers includes the following:

The CRD will engage suppliers as required to support the sourcing strategy for recruitment.


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RECRUITMENT AGENCIES (NOT ON OUR PREFERRED SUPPLIER LIST)

Agencies outside of our preferred supplier list should not be engaged directly for any recruitment requirements. The CRD manage and own all supplier relationships. If you are approached directly by a supplier, please forward all details to the CRD to process if appropriate.

15. OTHER ATTRACTION METHODOLOGIES The CRD owns the sourcing methodology utilised for attracting candidates, other methods may include open evenings, mail shots and attending recruitment events/professional networking events such as Skills for Nurses and BMJ careers fair for example.

16. CANDIDATE APPLICATION Initial enquiries and candidate applications will be managed by the CRD. All candidates will be encouraged to apply using our on-line facility and application process. This facility provides candidates with a portal to track their application, and also obtain further information on the role description, and Atos Healthcare.

The application form details key information required including:

1. Candidates personal details, including GMC/NMC/ HPC number

2. Medical Defence Insurance, and VAT registration details (Sessionals)

3. Candidate declarations including concerning criminal convictions and working with children and vulnerable adults.

4. Professional misconduct

5. Availability (Sessionals)

6. Conflict of Interest (Sessionals and Part Time employees)

See Appendix B – Candidate Application Process Flow

17. CANDIDATE SELECTION The CRD will undertake all initial CV and application screening of candidates against set criteria. In addition, the CRD will undertake the following initial checks required:

1. GMC/NMC/HPC registration checks. These checks are undertaken directly with the GMC/NMC/HPC to confirm current registration details. Checks are performed online and over the phone (NMC Phone Number 0207 333 9333 – NMC Fitness to Practice Number 0207 462 5800. GMC Phone Number 0161 923 6602 - GMC Fitness to Practice Number 0845 357 0022. HPC Phone Number/ HPC Fitness to Practice Number 020 7582 0866).

2. Eligibility to work in the UK documentation must be signed by the interviewing manager and show the name and job title of this Atos Healthcare representative, along with the date. The following must also be stated “I have seen the original of this document on DATE and find this to be a true copy.” For documents with a photograph; “I certify that this is a true likeness of NAME.” For copies of passports, the front cover must also be copied.

3. Medical indemnity insurance (sessionals). This is a contractual requirement for Sessional Doctors to ensure that the cover they have is appropriate to the services that they will be undertaking.

See Appendix B – Candidate Application Process Flow & Appendix C – Candidate Communication

18. INTERVIEWS


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INTERVIEW PROCESS

The interview process for candidates to Atos Healthcare (DWP contract) consists of an initial telephone interview, and face to face interview, including clinical scenario and IT skills assessment. Face-to-face interview will be arranged directly with each site and in some instances may consist of an interview day in a central location. The face-to-face interview is always undertaken by a clinician with proven competency as an interviewer and has received interview training. The CRD will be responsible for engaging the relevant hiring managers at various locations and candidates to schedule interviews (each site has set slots on a weekly basis to assist with reducing the time to hire).

Recruiter conducts telephone interview

Clinical Manager and non-clinical team member

conducts face-to-face interview

Clinical Scenario and IT Skills Assessment

INTERVIEW GOALS AND OBJECTIVES

a. Phone Interviews allow the recruiter to screen candidates in order to produce a shortlist for interview. The recruiter will focus on enquiring about prior experience and assessing competencies and communication skills in line with specified role criteria. The telephone interview also enables the recruiter to ensure candidates have a full understanding of the role and role requirements. In addition, this stage enables the recruiter to communicate details of training requirements and probation criteria. b. Face-to-face Interviews allow the hiring manager to assess the candidate’s technical skills and learn about past performance. Standardised interview questions have been created to ensure selection criteria is both fair and robust, and enabling Atos Healthcare to establish behavioural and clinical competency. c. Clinical Scenario/IT skills assessment – These additional selection methods enable clinical competency to be assessed more rigorously to ensure the desired level of experience and skills is established.

ESCALATION PROCEDURE – AVAILABILITY TO INTERVIEW

As mentioned, each site has set weekly interview slots, however the following escalation procedure should be evoked when necessary:

- Hiring manager to confirm interview date within 5 working days of request from recruitment - If no response is received from the hiring manager or if the date is further forward than 2 weeks (without being restricted by candidate availability), the relevant regional manager is notified and should confirm an interview date/ an alternative interview date within 2 working days of escalation from recruitment

- If no response or an unsatisfactory response is received from the regional manager, the National Service Delivery Director (Lisa Coleman) is notified and should confirm an interview date/ an alternative interview date within 1 working day of escalation from recruitment


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- If no response is received or an unsatisfactory response is received from the Service Delivery Director, the HR Director (Paul Peterson) is notified and should confirm an alternative arrangement for the interview to be conducted within 1 working day of escalation from recruitment

INTERVIEW METHOD

Structured interview documentation has been created for usage (Appendix D). The interview process must be followed rigorously and consistently, completing all 3 stages of the interview. In addition, interviewers undertake full documentation of responses and criteria scores to aide the decision making process. DWP – All sites will be communicated interview details for MSD entries for all candidates scheduled for face-to-face interview. (Appendix E). This information will be supplied by the CRD.

INTERVIEW PREPARATION

All Face to Face interviews should include: behavioural questions, clinical questions and general questions. The documentation found at Appendix D has had input from clinicians to cover the key clinical competencies required by the role, and also to give insight into whether the candidate could relate to the Atos Healthcare cultural values.

PRIVACY AND DISCRIMINATION CONSIDERATIONS:

Interviewers should be careful not to ask any questions which can be construed as discriminatory, as not only the Company but the interviewer may also be liable for prosecution if an illegal question is asked. For further information please contact your Recruitment Manager in the CRD.

EVALUATING THE APPLICANT

As soon as the interview is finished, the hiring manager should write down their impressions while they are still fresh in their mind. All responses from the competency based interview and IT skills assessment must be recorded and evaluated against set criteria and scores for the role. The clinical scenario responses, must be evaluated against the set scoring matrix and criteria in place by a clinician. The aim should be objectivity so we should be mindful of how personal attitudes or prejudices can influence decision making. It should also be noted that interview documentation must be disclosed if a Subject Access Request is made under the Data Protection Act.

See Appendix B – Telephone and Face-to-face interview Process Flow

19. CRIMINAL RECORD/ SECURITY CLEARANCE CHECKS & IDENTIFICATION

Criminal Record Bureau (CRB) checks are required for all new employees/ Sessional Doctors. In addition a Baseline Personnel Security Clearance (BPSS) is also required for all new employees/Sessional Doctors (Introduced June 2009). This is a mandatory requirement that new clinicians recruited who have access to Government Assets, Systems and Premises must pass BEFORE commencing work.

At face-to-face interview stage, candidates will have completed a hard copy CRB which must be signed by the candidates and supported by 2 forms of identification, for example a passport and


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documentation proving a candidate’s address. In addition they will need to produce the relevant BPSS check forms as hand signed originals.

Upon verbal offer and acceptance, the clinical recruitment department will liaise with the internal Atos Origin Security Directorate to process the CRB and the relevant BPSS checks.

See Appendix D for the full BPSS Process. BPSS checks are valid for 6 months from issue.

An exception process has been agreed with the DWP to permit clinical candidates to start with the organisation before the outcome of a BPSS check has been made known following the implementation of Security & Accreditation provided their BPSS forms are in process (with no issues highlighted during completion) and they are not left unsupervised (e.g. they are in training). If following this training period, their BPSS check outcome is still unknown they will be unable to work in the MSC or MEC until the full BPSS clearance has been obtained.

20. REFERENCE CHECKING Reference checks are a collection of employment-related information concerning past work performance obtained from managers or other people with a direct personal knowledge of current or previously held positions by a candidate. Obtaining information about a prospective candidate from a referee is another additional source to contribute to the overall selection assessment and recruitment decision. People Point is responsible for contacting candidate referees. They will send copies of references onto the relevant hiring managers when received for employed candidates. All offers are subject to receipt of satisfactory references.

21. FINAL SELECTION The selection of the preferred candidate should be based on the following considerations:

Relevant academic and professional qualifications.

Meeting the following role defined competency requirements: Communication, Job Motivation/Commitment, Personal Development, Customer Interaction, Interpersonal Skills, Team work, Results Driven and Change/Innovation.

Appropriate background for the position, including knowledge, experience and skills.

Desired personal characteristics.

The extent to which the position will provide an opportunity for the candidate to satisfy his or her personal aspirations and objectives.

The overall assessment as to whether the candidate will be able to perform in the position and succeed within the Atos Healthcare environment and live our Cultural Values.

Although the absolute ideal applicant may be a rarity, every effort should be made to match as many of the requirements of the position as is realistically possible to a candidate.

22. OFFER AND GAIN ACCEPTANCE Time and effort have been invested in the recruitment process to take it through to an offer.

The terms of any offer must be agreed between the hiring manager and the clinical recruiter prior to any offer being made to the applicant. Any offer of employment, whether written or verbal, has legal status. It is therefore essential that these requirements be observed as they protect the Company's position.


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The clinical recruitment department will process all new offer details with People Point and view all contracts of employment before submission to the candidate.

People Point will process all new offers within 2 working days.

People Point require proof of a candidate’s eligibility to work in the UK in order to process a contract of employment. For overseas doctors People Point are able to issue contracts in anticipation of receiving proof of eligibility to work in the UK as a candidate may not have been granted this at that point in the process.

When the offer has been accepted the candidate will be invited to attend a “Taster Day” prior to their start which will give them an opportunity to meet the team and experience what a working day will look like,

The CRD will raise all purchase orders if required to cover the cost of new hires (e.g. from an agency) at the appropriate time.

See Appendix B – Offer Process Flow

23. DWP TRAINING DATES/START DATES The CRD will liaise with the training department and Op’s to arrange training dates. For new starters the CRD will schedule candidates onto these training dates in line with the candidates start date.

This information will be communicated to the training department and Op’s and tracked by the CRD.

If there are no central training courses available, the CRD will liaise with Op’s for local courses.

Hotel accommodation is arranged, where applicable for candidates, by the training department/ Operations.

24. ADVISING CANDIDATES THAT THEY HAVE BEEN UNSUCCESSFUL The clinical recruitment department will advise all candidates which are unsuccessful at any of the following stages: 1. CV screen 2. Telephone interview 3. Face-to-face interview

It is essential that feedback is provided to the CRD against the key selection criteria in place for each role for rejected candidates. Copies of all interview notes must be sent to the CRD to enable detailed feedback to be provided. If candidates request additional feedback, feedback from a clinical member of the interview panel should be provided.

25. CANDIDATE INFORMATION & REPORTING


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The CRD will track and record all candidate details using i-grasp and a candidate tracker enabling key performance indicators such as time to hire to be managed effectively. Candidate information will be maintained for 12 months in line with the Data Protection Act.

The CRD provide internal Op’s with reports relating to clinical starter numbers.

APPENDIX A:

Recruitment Criteria Exception Report

Candidate Name Employed / Sessional MSC __________________ __________ ______________

C.V. Score Pass Mark – 24/42

Interview Score Pass Mark – 90/150 Must score 30 for communication

Scenario Score Pass Mark – 10/15

Date of Initial Full Registration

Details of Candidate’s Experience

Reasons to Recommend Exception

Medical Manager Date _________________________________ ___________


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APPENDIX B: PROCESS FLOWS

Candidate Application:

Candidate application.doc

Telephone Interview:

Telephone Interview.doc

Face-to-Face Interview:

Face to Face Interview.doc

Offer Process:

Offer Process.doc

Non-EU Processes:

GMC Eligibility Process Flow.doc

Non EU Candidate Process Flow.doc

Non EU Offer Process Flow.doc

EU Process :

EU Candidate Process Flow.doc

Overseas Criminal Records Check Process

Overseas Criminal Records Check Proces


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APPENDIX C: CANDIDATE COMMUNICATION 1. Candidate applications: Online application:

Application Confirmation.doc

S:\Letters- forms- recruitment packs\i-gr

2. Candidate rejections: CV Review:

D:\Documents and Settings\A170835\My

Telephone Interview:

D:\Documents and Settings\A170835\My

1. No opportunities:

Nurse No Opportunties Letter.d

Doctor No Opportunities Letter.d

Physio No Opportunities Letter.d

2. Interview confirmations: Face-to-face Interview:

Face to Face Interview.doc

3. Offer confirmation:


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Offer Confirmation.doc

APPENDIX D: INTERNAL DOCUMENTATION

Structured Interview documentation for Doctors (Perm & Sessional),Nurses and Physiotherapists:

1. Application Form:

Nurse Application Form.doc

Doctor Application Form.doc

Physio Application Form.doc

Sessional Doctor Application Form.doc

2. CV Screening:

Nurse CV Scoring Sheet.xls

Doctor CV Scoring Sheet.xls

Physio CV Scoring Sheet.xls

3. Telephone Interview:

Nurse Telephone Interview.xls

Doctor Telephone Interview.xls

Physio Telephone Interview.xls

4. Face-to-Face Interview:

Clinical Scenario Attributes G... Interview Score

Sheet 2010.xlsCompetency

Questions.docIT skills assessment

criteria final.docClinical Scenario

Assessment 1.doc

Clinical Scenario Assessment 2.doc



Internal communications:

1. Offer Form:

Offer form 2010.xls

2. Confirmation of New Starter:


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New Starter Confirmation.doc

3. File Compliancy:

Nurse File sign off declaration.doc

Doctor File sign off declaration.doc

Physio File sign off declaration.doc

4. BPSS Process

BPSS Process Clinical Recruitment.doc

APPENDIX E: MSD ENTRY FORM

MSD Entry forms:

MSD Entry Form.doc

APPENDIX G: GLOSSARY OF TERMS

CMA – Chief Medical Adviser

CRB – Criminal Record Bureau

CRD – Clinical Recruitment Department

BPSS – Baseline Personnel Security Standard

DWP – Department for Work and Pensions

RAF – Recruitment Authorisation Form

People Point – Atos Origin HR Department

DWP Business Guide to Clinical Recruitment Department

Documents

Transcript of DWP Business Guide to Clinical Recruitment Department