Site Induction Template Contractors

Recruitment and Selection Policy. Foreword by the Provost. Recruiting and selecting the right people is of paramount importance to the continued success of UCL. Login. Please enter your login details below. If you dont have a login for the NZSTA website yet, please register here. Site Induction Template Contractors' title='Site Induction Template Contractors' />The slides in this presentation are designed for a short 12 to 2 Hour induction session for operatives arriving on site. Statistics show that that this is often. Staff, Managers, Supervisors, Heads of Department, Special Roles Committees. Coles Myer Contractor Induction NB WE are not associated with Myer in any way if you have any issues with this process then you will need to contact them directly. UCL Human Resources Recruitment and Selection Policy. Foreword by the Provost Recruiting and selecting the right people is of paramount importance to the continued success of UCL. This Recruitment and Selection Policy sets out how to ensure, as far as possible, that the best people are recruited on merit and that the recruitment process is free from bias and discrimination. Legal and management GA26 Construction phase plan continued Management of the work continued g site security h site induction i onsite training. Building on the previous guidelines, the main thematic change relates to monitoring the recruitment process and its outcome. The Equality Act 2. Accordingly, this policy sets out a procedure to enable departments to monitor staff recruitment and to provide information to enable the appropriate committees to monitor recruitment activity across all of UCL. By following the policy, in addition to fulfilling employment law requirements, UCL will also ensure that it continues to uphold its commitment to equal opportunity. Contents. Introduction. Scope. New Jobs and Job Vacancies. Job Description details of the role Person Specification. Rapture Heavenly Font. Details for Applicant. Publicising the Vacancy Advertising on UCLs Website and the Internet. Advert waivers for professorial appointments. Processing Applications. Selecting the Interview Panel. Monitoring. Shortlisting. Arrangements for Interviews. Interviewing. Selection Tests and Presentations. Making a Decision after interview. References. Criminal reference checks. Appointment. Certificates of Sponsorship. Induction and Probation. Salary. Breaches of Policy. Appendix A Legislation. See Equalities Web Site www. Risk assessment, risk assessments, example risk assessment, free risk assessment template form, blank risk assessment forms. Appendix B Sample Job Descriptions. Appendix C Advertising Costs Appendix D Sample Shortlisting form. Appendix E Procedure for Monitoring the Recruitment Selection Process. Appendix F Sample letters. Appendix G Questions to Applicants. Appendix H Guidelines for Giving References. Appendix I Information to be provided by CV Applicants. Appendix J Recruitment Selection Checklist. Appendix K Right to Work Documents. Appendix L UCL Equal Opportunities Policy Statement. Appendix M Standard Terms and Conditions. Appendix N UCL Standard Information. Appendix O Checklist Regarding Disabled Candidates. Appendix Q Reference Template only to be used if requesting academic references before interviewselection for an academic positionAppendix R Standard Reference Request only to be used following selectionAppendix S Pre employment checks for staff working in securecritical areas Guidance notes on the waiving of adverts. Right to Work Guidance for Managers. Introduction 1. This policy is designed to assist you to recruit and select the best candidate for a vacancy. In doing so it also enables you to take account of UCLs equal opportunities policy see appendix L Legislation including the Equality Act 2. Data Protection Act 1. Advice on good practice from the Equality and Human Rights Commission, the Commission on University Career Opportunity, the Equality Challenge Unit and Opportunity Now. Requirements for compliance with UK Immigration legislation see paragraphs 6. See Equalities web site The law for more information. It is the responsibility of each Head of DepartmentDivision to ensure that this policy is carefully followed within their departmentdivision. All Heads of DepartmentsDivision should make members of their staff aware of the obligation to familiarise themselves with and follow this policy. Advice on any aspect of this policy or procedures allied to it is available from the Human Resources Division website, at www. A Recruitment and Selection Checklist is also provided in Appendix J of this policy. Principles 4. Appointments must be based on merit. Principles including fairness, credibility and equal employment opportunity underpin recruitment and selection at UCL. Scope. 5. Normally appointments must be made in accordance with this policy and must, therefore, be subject to advertisement and interview. Requests to waive the requirement to advertise an appointment in exceptional circumstances may be approved as outlined at paragraphs 4. Where a grant awarding body approves funding for a named individual to work on a particular piece of research and the grant is dependent on that individuals contribution, advice should be sought from the Human Resources Division in advance of formal appointment. Recruiting managers should refer to the guidance on the Ethics section of the research integrity website regarding the approval processes to undertake academic research. It is important to follow the appropriate ethical approval processes particular to the research, such as research involving human participants, human tissue or data, animal research and the acquisition, storage and disposal of historical artefacts. All ethical issues relating to a research project should be identified and brought to the attention of relevant internal and external approval or regulatory bodies before a position is advertised. When employing temporary or casual staff on a short term basis the principles of good practice outlined in this policy should be followed. In summary these are that details of a post must be publicised, selection must be on the basis of appropriate criteria and merit, a record of the process and decision must be kept. Financial approval for the establishment of a new post or the filling of a vacancy must be obtained before recruitment commences. Departments should therefore consult with the appropriate section of the Finance Division Planning Management Accounts in respect of non research posts and Research Administration in respect of research posts. New Jobs and Job Vacancies 9. The occurrence of a vacancy is an opportunity to review the necessity for the post and its duties, responsibilities and grade. Where the duties of a post have changed significantly the Head of Department must seek confirmation from the Human Resources Advisory Services team of the appropriate grade for the post, ideally before financial approval is sought. When a vacancy arises, consideration must be given to staff whose posts are being made redundant and for whom redeployment is being sought see www. Recruiting managers must advertise their post to redeployees for 5 working days and give consideration to the eligible applicants. Redeployees may apply for roles that are the same grade or lower to their current grade. Redeployees should meet the essential criteria for the post or can achieve this with minimal training but do not need to meet the desirable criteria. If a redeployee meets all the essential criteria, they must be invited to a placement interview. Recruiting a redeployee can reduce both the time and the cost incurred in filling a vacancy. When making appointments to posts with management responsibilities, consideration may also be given to UCLs Core Behaviours Framework see www. Job Description details of the role 1. A job description is a key document in the recruitment process, and must be finalised prior to taking any other steps in the process see Appendix B for sample job descriptions. It should clearly and accurately set out the duties and responsibilities of the job and must include the job title which must be sex and age neutral the location of the job i. NHS Trust, the requirement for a criminal record check see paragraphs 8.