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INFORMATION BOOKLET FOR JOB APPLICANTS

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Contents Page

Page 3 Foreword from the Chief Executive

Page 4 Recruitment Standards / Advertisements/Advertisements

Page 5 Shortlisting / Interviews

Page 6 Applicants with disabilities / Further information

Page 7 Queries and Complaints

Page 8 Benefits of working for Wolverhampton Homes – General Information

Page 9 Benefits – Health and Well Being

Page 10 Benefits – Family Friendly

Page 11 Benefits – Support for Carers / Health and Safety

Page 12 Benefits – Learning and Development

Page 13/14 Engagement and Additional Reward

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Foreword from the Chief Executive Thank you for your interest in working with us at Wolverhampton Homes. Wolverhampton Homes was established on 01st October 2005 and is responsible for the management, maintenance and repair of the City Council’s Housing stock on their behalf. Our Mission is ‘Providing people focussed excellent services and good quality housing according to individual needs and choices wherever possible.

Our vision is “Being the landlord of choice in Wolverhampton and supporting sustainable communities”

Our Values are “Putting the customer first, working together, being progressive and inspirational, embracing learning”

Wolverhampton Homes has a People, Learning and Change Strategy which commits us to being an employer of choice whereby the recruitment and retention of high calibre employees, together with appraisal, training and development are crucial for the successful delivery of our Business Plan. The four key themes identified by the People, Learning and Change Strategy are:

Being an Employer of Choice

Valuing Diversity

Developing People and Building Capacity

Enabling change management processes to allow Wolverhampton Homes to continually improve the quality of service and performance.

You will find more information about the post that you have applied for in the job description and specification. Further information about Wolverhampton Homes can also be found on our website: www.wolverhamptonhomes.org.uk. We thank you for your interest and look forward to hearing from you.

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Recruitment and Selection Recruitment Standards We have set ourselves certain standards of service that you can expect when applying for a job with Wolverhampton Homes. We aim to:

Follow a recruitment process that is free from bias

Base our recruitment process on good employment practice

Ensure that our recruitment process is clear and easy to use

Make our recruitment process responsive to your comments, both complimentary and critical

To do this we will follow certain standards of service Advertisements/Application Forms

All vacancies will be displayed on our website at www.wolverhamptonhomes.org.uk

The date of interviews, and any other selection event, will be given in the advertisement if it is known at the time of going to press

All telephone requests will be dealt with promptly and application packs sent out within one working day

All requests for application packs will be recorded to allow monitoring of despatch

All application packs will have a contact point for return and queries

Alternative formats, such as CVs or taped applications, are only acceptable if you have a disability which prevents you from completing the standard application form or if they are submitted as supporting information

SEE THE JOB APPLICATION FORM AND GUIDANCE ON COMPLETING THE APPLICATION FORM FOR TIPS AND ADVICE ON THIS

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Shortlisting

Any non-shortlisted applicant will be given constructive feedback, if requested, from a member of the shortlisting panel

Shortlisting will always be carried out by a representative panel, never by one individual

We will aim to ensure that at least one member of every panel has undergone the Wolverhampton Homes Recruitment and Selection Training

Shortlisting will be carried out by assessing applicants against the criteria set out in the Personnel Specification

Disabled applicants who meet the essential criteria for a post as set out in the Personnel Specification will be guaranteed an interview

If you do not hear from us within 28 days of the closing date you must assume that unfortunately your application has been unsuccessful on this occasion. We would like to thank you for the interest you have shown and hope you continue to apply for other positions as they arise within Wolverhampton Homes.

Interviews

Confirmation of interview dates, including any other selection events, will be given at least one week before the interview date

We will ensure that candidates’ special requirements/needs are met wherever possible. This can include signers; interpreters; wheelchair availability, etc

Interviews will be carried out by the same Panel that undertakes the shortlisting

The Panel will indicate the anticipated date by which you will hear the outcome of interviews, whether successful or unsuccessful. This will normally be by telephone and confirmed in writing. However, decisions may be delayed if satisfactory references have not been received

Job offers are subject to medical clearance, satisfactory references (2 for external candidates), and may be subject to criminal conviction checks if appropriate. You will be informed if the job you are applying for is subject to a criminal conviction check and provided with further information.

Any unsuccessful candidates will be given constructive feedback, if requested, by a member of the selection panel

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Guaranteed Interview Scheme of people with disabilities The Equality Act 2010 defines a disabled person as someone with:

“A physical or mental impairment which has a substantial and long-term adverse effect on his/her ability to carry out normal day to day activities.”

Wolverhampton Homes Guaranteed Interview Scheme states that any job applicant who has a disability, and meets the essential criteria for a job, will be guaranteed an interview. If you are not being invited for interview, you will receive a letter explaining why you have not been shortlisted. If you are successful, you will receive a letter inviting your for an interview. Wolverhampton Homes is a holder of the Employment Service’s disability symbol which recognises the work we do to employ and keep people employed who are or who become disabled during their employment with Wolverhampton Homes. Further information on the Recruitment Process Interview expenses You may claim back the travel expenses incurred when attending for an interview with Wolverhampton Homes. Please ask for a claim form on the day of your interview if you have not already been sent one. Equal Opportunities The organisation also has an Equality and Diversity Policy that is available on the Wolverhampton Homes Website. The recruitment of Ex-Offenders and Disclosure Wolverhampton Homes will not discriminate against job applicants on the grounds of previous criminal convictions that have no relevant bearing on the post being applied for. However, in order to protect vulnerable client groups from possible harm or abuse, Wolverhampton Homes will undertake specific measures, within the recruitment and selection procedure, to check the suitability of prospective employees who would be working with these groups.

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Queries and Complaints If you have a query about the recruitment process, please contact the Human Resources section at hr@wolverhamptonhomes.org.uk or Tel: 01902 554876. Or contact: Human Resources Hickman Avenue Chillington Fields Wolverhampton WV1 2BY If you have a complaint about a recruitment process you should write to: Head of HR Hickman Avenue Chillington Fields Wolverhampton WV1 2BY outlining your complaint within 20 days of the event taking place. You will receive an acknowledgement within seven days explaining the outcome and/or further action to be taken.

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The Benefits of Working for Wolverhampton Homes This section sets out some of the main benefits that employees can enjoy:

General Information Annual Leave Holiday entitlement is between 23 days and 32 days plus 10 public holidays per year (pro-rata to hours worked), dependent on length of service. Public Duty Leave By arrangement with their line manager, an employee may be allowed up to 24 days special leave with pay, in any financial year, for the purpose of carrying out public duties.

Leave for Service in non-regular Forces

An employee will be allowed additional leave with pay on the same basis as leave allowed for public duties in order to attend for part-time service as a volunteer member of the non-regular forces. Local Government Pensions Scheme All employees of Wolverhampton Homes will be enrolled into the Local Government Pension Scheme subject to 3 months service. Contributions are dependant on rate of annual salary. For further information visit www.wmpfonline.com. Credit union (Wolf Saving & Loans Scheme) Incentive to save through your salary. Employees can save as little or as much as they wish. This scheme allows employees to apply for loans. Trade Union Membership Wolverhampton Homes supports trade union membership, and you will be encouraged to join the appropriate union representing your work area. Hours of Work Full-time working hours are 37 per week. Most office staff work flexi-time, whereby they can vary their start times between 8.00 am and 9.30 am and finish times between 4.00 pm and 6.00 pm, according to the needs of the service and provided that weekly contracted hours are achieved. For most trade staff standard weekly hours of full time employees are 37 within a flexible working arrangement between the hours of 8.00am and 6.00pm. The daily working hours will be agreed between the employee and the manager to suit service needs.

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Probationary period New entrants and new appointments will be appointed subject to the satisfactory completion of a probationary period of up to 6 months. Travel Some posts carry a car user allowance designed to compensate the employee for the cost of travel whilst on Wolverhampton Homes business. Car loans at favourable rates are also available for employees whose post carries an essential car user allowance. For those using public transport, there is an annual travel card scheme. Cycle to work If you wish to cycle to work you may purchase a bicycle from providers in the scheme. Payments can be made through your salary and is tax free.

Health and Well Being Occupational Health All new appointments will be subject to medical clearance. Wolverhampton Homes has a Management of Attendance Policy which aims to maximise attendance through monitoring and support. This is applied by managers and supported by the Human Resources section. Wolverhampton Homes has access to an Occupational Health Service. This facilitates various support services to enable employees to enjoy a healthy working life. These include a physiotherapy service and stress counselling.

Well Being Clinic In line with government initiatives for a Change 4 Life, eat well, move more and live longer, Wolverhampton Homes in conjunction with Telford Occupational Health Services are undertaking well being programmes. Wolverhampton Homes has a No Smoking Policy, and smoking restrictions apply. Eye Care Employees who are habitual VDU users may be entitled to paid eye tests from Wolverhampton Homes. If the employee is required to wear glass specifically for VDU use they may also be entitled to a contribution towards the cost of glasses.

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Sick Pay Employees are entitled to occupational sick pay. During the first year of service employees will receive 1 month at full pay and after four months service 2 months half pay. During the second year of service. 2 months full pay and 2 months half pay. During third year of service, 4 months full pay and 4 months half pay. During fourth and fifth year, 5 months full pay and 5 months half pay. After the fifth year of service, 6 months full pay and 6 months half pay.

Family Friendly Flexible working Flexible working means any arrangement that differs from the accepted norm for a particular group of workers. It includes arrangements such as reduced hours working (including job sharing), home/teleworking, annual hours working, term time working and compressed hours working. If you wish to request a flexible working arrangement, other than job sharing, please enclose a separate sheet outlining the details and reasons for your request. We will consider your request should you be appointed to the post. Approval to work to a flexible arrangement, other than job share, is not guaranteed. Applicants requesting flexible working arrangements, including job sharing, will be treated the same way as all other applicants, in accordance with Equal Opportunities. Job-Sharing Unless specifically excluded, all posts within Wolverhampton Homes are open to job sharing. Job-sharing means working a proportion of the hours (usually, but not necessarily 50%) of the full-time post. Wolverhampton Homes is responsible for filling the remaining hours as appropriate. As a basic principle, all terms and conditions will be applied to job-sharers in the same way as they would to a full time post holder and pay and benefits will be pro-rata to the number of hours worked. If you wish to job-share a full-time advertised post, you may apply to do so on your own or with a partner. If you are applying with a partner, you should both complete a separate application form. You may indicate that you are applying as partners, but this does not guarantee that any job offer will be to both partners. Computershare Childcare Vouchers Wolverhampton Homes employees have the benefit of purchasing Childcare Vouchers from Computershare who administer the scheme which entitles them to reduced tax and National insurance contributions and savings towards the cost of their childcare.

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Support for Carers Maternity / Paternity Leave All expectant mothers will be entitled to have up to 52 weeks maternity leave, counting from the day your maternity leave starts, this comprises of 26 weeks Ordinary Maternity Leave (OML) plus 26 weeks Additional Maternity Leave (AML). Parental Leave This is available to those with parental responsibilities and also includes foster parents, adoptive parents, grandparents, step parents, with children up to the age of eight working for Wolverhampton Homes. (Statutory rights and WCC up to age of five). A maximum entitlement of 13 weeks leave per child, or 18 weeks if the child is disabled. A maximum of 4 weeks pro rata can be taken in any one year. This leave is unpaid. Adoptive leave/Guardianship / Fostering If you are becoming an adoptive parent, you will be entitled to adoption leave and pay in accordance with the maternity provision. Time Off for Dependants / Compassionate Leave Employees are entitled to up to 5 days paid per financial year to look after dependants. A dependant is defined as: Wife or husband Child Parent Grandparent Grandparent of Spouse Grandchild Brother or sister Son-in-Law or Daughter-in-Law Father-in-Law or Mother-in-Law Brother-in-Law or Sister-in-Law Uncle or Aunt Nephew or niece First Cousin

(or any person standing effectively in the same relationship as any of these to the employee).

Health and Safety Wolverhampton Homes recognises the importance of ensuring the health, safety and welfare of our employees. We fully accept our statutory obligations and responsibilities for other people who may be affected by our activities. To meet these obligations we will:

Provide each employee with information, instruction and training as is necessary to enable the safe performance of work activities.

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Identify management who will ensure that processes and systems of work are designed to take account of health and safety, and are properly supervised at all times.

Promote a positive health and safety culture that facilitates arrangements for employees and their representatives to raise issues of health and safety, and empower employees to work safely and protect their long-term health.

Provide effective health and safety management systems that minimise risk. Utilise risk assessment methods to decide priorities and set objectives for eliminating hazards and reducing risks.

Systematically measure and review our health and safety performance against agreed standards, data from monitoring, and audits.

Learning and Development

The organisation’s People, Learning and Change Strategy links our HR and Learning and Development work to the corporate Mission, Vision and Values. Some examples that evidence this are as follows: New employees receive a one day interactive Induction Programme in addition to a local induction from their line manager. Employees receive an Appraisal with their managers on a yearly basis. This provides the opportunity for employees to meet with their line manager and to discuss progress, performance and your career aspirations as well as agreeing any learning and development needs for the coming period.

o We run bespoke development programmes for our diverse workforce. We develop and commission training that supports employees to undertake their day to day duties, examples are:

o Customer Service Training o Health and Safety o Equality and Diversity o A range of operational training

Acquiring and utilising new knowledge and skills in the workplace is the joint responsibility of the employee and their manager. (Detailed outlines of these and other Learning and Development policies are in the Personnel Manual held on the Management system).

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Engagement and Additional Reward Employees at Wolverhampton Homes are given the opportunity to engage with others in the organisation in many different ways, such as the following:

One to one meetings and Team Meetings Team Meetings is a formalised system of communication within divisions. Its aim is to ensure that all employees are informed regularly by their line managers about issues that affect them and their work for Wolverhampton Homes. One to ones are meetings between an individual and their line manager which support open, honest discussion.

Talk Times / One to One with the Chief Executive Wolverhampton Homes Senior Management Team have introduced regular meetings with groups of employees called talk times along with individual one to ones with the Chief Executive.

Annual Employee Engagement Survey Wolverhampton Homes commissions annual Employee Engagement Survey to measure feedback from employees. This feedback informs the People, Learning and Change Strategy action plan. Feedback is anonymous.

Consultation groups Project Groups and discussion forums take place periodically. These include Service Improvement Group, Performance Officers Group.

Employee Recognition Scheme – Homes Heroes The scheme covers a range of ways to recognise the achievements of staff where the work they have undertaken demonstrates Wolverhampton Homes Mission, Vision and Values and goes the extra mile in providing an effective and efficient service.

Staff suggestion scheme Employees make suggestions through their line manager or via the suggestion form. Any reward would be through the Recognition Scheme. Achievement in learning or development Presentation of certificates for awards or completion of courses.

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Long Service Awards Awarded to those who achieve 25, 35 and 45 years service in line with policy.

The organisation communicates with employees in various ways, including the following methods:

o Weekly E-Bulletins o Homes News o Management System and individual team pages.