{"alias":"contentPage","byline":null,"standfirst":null,"content":{"layouts":[{"type":"singleColumn","areas":[{"items":[{"gridType":"RichTextBlock","content":"\u003Ch4\u003E1. \u003Cspan\u003EPolicy Statement\u003C/span\u003E\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Scout Association recognises its staff as being fundamental to its success. A strategic and professional approach to recruitment processes helps enable the organisation to attract and appoint staff with the necessary skills and attributes to fulfil its strategic aims, supports the Scouts values and make a difference to the young people we serve.\u003C/p\u003E\n\u003Cp\u003EThe Scout Association is committed to ensuring that the recruitment and selection of staff is conducted in a manner that is efficient and effective and is also committed to improve diversity within the organisation, including racial diversity and the employment of people with disabilities.\u003C/p\u003E\n\u003Cp\u003EThis policy has been designed to provide a flexible framework which promotes good practice, adopts a proactive approach to equality and diversity issues and supports fully the Scout Association\u2019s values and strategic plan to ensure appropriate staff are matched to the requirements of each position.\u003C/p\u003E\n\u003Cp\u003EProfessional advice and support is available at all stages of the recruitment process from the People team.\u003C/p\u003E","label":"1. Policy Statement"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E2. Scope\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThis policy applies to the recruitment and selection of all new staff to the Scout Association and internal recruitment processes for existing staff. All employees involved at any stage of the recruitment and selection of staff should be aware of and adhere to the contents of this policy and guidance.\u003C/p\u003E\n\u003Cp\u003EIn addition, any external consultants, recruitment agencies or external experts who assist in the recruitment process must act in accordance with this policy.\u003C/p\u003E","label":"2. Scope"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E\u003Cspan\u003E3. Aims of the Policy\u003C/span\u003E\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cul\u003E\n\u003Cli\u003ETo ensure that recruitment processes are fit for purpose and are conducted fairly\u003C/li\u003E\n\u003Cli\u003ETo appoint and match the best person for each position\u003C/li\u003E\n\u003Cli\u003ETo ensure compliance with the Scout Association\u2019s policy on Equality, Diversity and Inclusion\u003C/li\u003E\n\u003Cli\u003ETo ensure that appropriate vetting of candidates is undertaken, including appropriate Disclosure and Barring Services checks, Credit Checks for designated posts and checks against our internal Safeguarding database\u003C/li\u003E\n\u003Cli\u003ETo ensure compliance with relevant employment legislation\u003C/li\u003E\n\u003Cli\u003ETo promote the Scout Association\u2019s values\u003C/li\u003E\n\u003Cli\u003ETo meet the Scout Association\u2019s operational requirements and strategic aims and objectives\u003C/li\u003E\n\u003Cli\u003ETo ensure the financial resources of the Scout Association are safeguarded by recruiting suitable, competent staff efficiently and effectively\u003C/li\u003E\n\u003C/ul\u003E","label":"3. Aims of the Policy"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E4. Principles\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EManagers should ensure all those involved in the recruitment process are competent and have the appropriate level of expertise and understanding of equalities principles. Recruitment and Selection guidance and training is available from the People team.\u003C/p\u003E\n\u003Cp\u003EIt is mandatory that all managers undertake the Recruitment and Selection training as well as the latest Diversity and Inclusion training on offer at the Scouts.\u003C/p\u003E\n\u003Cp\u003EWhere it is not possible to undertake this training before managing a recruitment process, managers should take guidance from the People team and familiarise themselves with this policy. At least one member of the interview panel should have undertake the Recruitment and Selection training. Staff involved in the recruitment process should be aware of their responsibilities under the relevant legislation which include:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/ukpga/2010/15/contents\u0022 target=\u0022_blank\u0022 title=\u0022Equality Act 2010\u0022\u003EEquality Act 2010\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/ukpga/1974/53\u0022 target=\u0022_blank\u0022 title=\u0022Rehabilitation of Offenders Act 1974\u0022\u003ERehabilitation of Offenders Act 1974\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/uksi/1975/1023/contents/made\u0022 target=\u0022_blank\u0022 title=\u0022Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975\u0022\u003ERehabilitation of Offenders Act 1974 (Exceptions) Order 1975\u003C/a\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/ukpga/2004/19/contents\u0022 target=\u0022_blank\u0022 title=\u0022Asylum and Immigration Act 2004\u0022\u003EAsylum and Immigration Act\u00A02004\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/uksi/2002/2034/contents/made\u0022 target=\u0022_blank\u0022 title=\u0022The Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002\u0022\u003EThe Fixed-term Employees (Prevention of Less Favourable Treatment) Regulations 2002\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/ukpga/2012/9/contents/enacted\u0022 target=\u0022_blank\u0022 title=\u0022Protection of Freedoms Act 2012\u0022\u003EProtection of Freedoms Act 2012\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003Cli\u003E\u003Cspan\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.legislation.gov.uk/ukpga/2018/12/contents/enacted\u0022 target=\u0022_blank\u0022 title=\u0022Data Protection Act 2018 and GDPR\u0022\u003EData Protection Act 2018 and GDPR\u003C/a\u003E\u003C/span\u003E\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EIf a member of staff involved in the recruitment process has a friendship, professional relationship or family connection with an applicant they must declare this as soon as they are aware of the individual\u2019s application and the Appointing Manager will make a decision as to whether it is appropriate for the individual to continue to be part of the recruitment process.\u003C/p\u003E\n\u003Cp\u003EDocumentation relating to applicants will be treated with the utmost confidentiality and in accordance with the Data Protection Act 2018 and the GDPR (Data Privacy Legislation). Applicants will have the right to feedback and to access data held about them in accordance with their rights under the Data Privacy Legislation. Documentation relating to applicants for jobs will be held securely and will be retained for 6 months after the recruitment process has been completed. Individuals who have indicated they want to be part of the talent pool will be retained for 2 years.\u003C/p\u003E","label":"4. Principles"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe policy will be operated in line with our current Data Protection, Employee Privacy Notice and Retention Policies which can be found at:\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003E\u003Ca href=\u0022https://www.scouts.org.uk/about-us/policy/data-retention-policy/\u0022 title=\u0022Data Retention Policy\u0022\u003EData Retention Policy\u003C/a\u003E\u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003E\u003Ca href=\u0022https://www.scouts.org.uk/about-us/policy/data-protection-policy/\u0022 title=\u0022Data Protection Policy\u0022\u003EData Protection Policy\u003C/a\u003E\u003C/span\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cspan\u003E\u003Ca href=\u0022https://www.scouts.org.uk/about-us/policy/employee-privacy-notice/\u0022 title=\u0022Employee Privacy Notice\u0022\u003EEmployee Privacy Notice\u003C/a\u003E\u003C/span\u003E\u003C/p\u003E","label":"4.1 Data Privacy Statement"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E5. Recruitment and Selection Procedures\u003C/h4\u003E\n\u003Cp\u003EThere are five distinct stages within the recruitment and selection process:\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Appointing Manager should, before commencement of a recruitment campaign, consider whether there is a need to recruit. Managers should consider whether the work can be distributed differently, whether the role needs to be full time and whether it should be permanent or a fixed term contract. The Appointing Manager will need to determine the level of approval required for their vacancy.\u003C/p\u003E\n\u003Ctable border=\u00221\u0022 cellpadding=\u00225\u0022 width=\u0022100%\u0022\u003E\n\u003Ctbody\u003E\n\u003Ctr\u003E\n\u003Ctd\u003E\u003Cstrong\u003EThe vacancy\u003C/strong\u003E\u003C/td\u003E\n\u003Ctd\u003E\u003Cstrong\u003EAuthorisation required\u003C/strong\u003E\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr\u003E\n\u003Ctd\u003EReplacement posts within the approved budget\u003C/td\u003E\n\u003Ctd\u003EHead of Service\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr\u003E\n\u003Ctd\u003EReplacing fully externally funded posts\u003C/td\u003E\n\u003Ctd\u003EHead of Service\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr\u003E\n\u003Ctd\u003ECreating new posts which are fully externally funded\u003C/td\u003E\n\u003Ctd\u003EHead of Service\u003C/td\u003E\n\u003C/tr\u003E\n\u003Ctr\u003E\n\u003Ctd\u003ENew posts which are within the approved budget or outside of the approved budget\u003C/td\u003E\n\u003Ctd\u003EELT \u2013 Recruitment Request Form required \u2013 See the Establishment control and staff cost process\u003C/td\u003E\n\u003C/tr\u003E\n\u003C/tbody\u003E\n\u003C/table\u003E\n\u003Cp\u003E\u00A0\u003C/p\u003E\n\u003Cp\u003EThe email approval from the Head of Service should be sent to the Recruitment Manager in order to commence the recruitment campaign. ELT approval will be sent to the People team\u003C/p\u003E","label":"5.1 Planning \u0026 Approval"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EWhere required the Appointing Manager should complete the Recruitment Request Form, which can be found on the People Team SharePoint site, under the \u2018Recruitment\u2019 tab, and obtain approval from their Director to submit the form to the Talent Acquisition Manager. This will then be submitted by the People team to the Executive Leadership Team (ELT) for approval at their weekly meeting. The People team will then inform the Appointing Manager of ELT\u2019s decision.\u00A0\u003C/p\u003E\n\u003Cp\u003EPlease see the Establishment control and staff cost process.\u003C/p\u003E","label":"5.1.1 Recruitment Request Forms"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EPositions which have not been previously evaluated or jobs which have changed in regard to content and responsibility should be formally evaluated to determine the correct Band (and salary) in line with our Salary Policy. Appointing Managers should liaise with the People team for further information in regard to the job evaluation process. If the job is substantially the same as it was previously there is no need for re-evaluation under the Job Evaluation scheme. Should an existing role require re-evaluation, the Appointing Manager will require approval from their Director.\u003C/p\u003E","label":"5.1.2 Job Evaluation"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAt the Scout Association, we use an Applicant Information Pack, the template for this can be found on the People Team SharePoint site, under the \u2018Recruitment\u2019 tab \u003Ca href=\u0022https://thescouts.sharepoint.com/sites/PeopleCulture/SitePages/Recruitment.aspx\u0022\u003Ehere\u003C/a\u003E. The Applicant Information Pack should be used to describe the purpose and key accountabilities of the role.\u003C/p\u003E\n\u003Cp\u003EThis document is also used to set out the person specification which lists the criteria needed for the successful applicant. Both the job description and person specification should be reviewed before commencing recruitment. The person specification is the key to a fair selection process and is used as the basis for shortlisting. All person specifications should state only essential criteria for the role; including desirable criteria will decrease the number of candidates attracted to the role and is therefore not considered good practice in relation to our Equality, Diversity \u0026amp; Inclusion (EDI) commitments.\u003C/p\u003E\n\u003Cp\u003EWhere regulated activity is essential part of the role, this should be clearly stated. Appointing Managers will also complete a Recruitment Plan, which can be found on the People Team SharePoint site, under the \u2018Recruitment\u2019 tab \u003Ca href=\u0022https://thescouts.sharepoint.com/sites/PeopleCulture/SitePages/Recruitment.aspx\u0022\u003Ehere\u003C/a\u003E, this form details the whole timeline of the campaign and should be sent it to the Recruitment team together with the Applicant Information Pack.\u003C/p\u003E","label":"5.1.3 Applicant Information Pack"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EIn order to meet our commitment to creating as diverse a workforce as possible, our standard practice is to advertise all jobs both externally and internally at the same time. However, in exceptional circumstances, the job may be advertised on an internal-only basis, but this decision should be taken by your Head of Service.\u003C/p\u003E\n\u003Cp\u003EThe Recruitment team will place all vacancies on the Scouts website and in the weekly staff email. External advertising for each job will be agreed by the Appointing Manager and the Recruitment team in line with the specific role, using industry or job specific job boards, general job boards and social media such as Linked In. All advertisements should be clearly written and free from jargon and discrimination, direct or indirect.\u003C/p\u003E\n\u003Cp\u003EThe salary information for all roles must be clearly detailed in the advert and the Applicant Information Pack. The Talent Acquisition Manager will monitor and evaluate our recruitment advertising performance and costs to ensure best value for money in resourcing applicants.\u003C/p\u003E","label":"5.2 Resourcing \u0026 Advertising"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EEquality, Diversity \u0026amp; Inclusion (EDI) considerations should underpin all recruitment activity and should be based on the principles set out in \u003Ca href=\u0022/about-us/policy/equality-diversity-and-inclusion-policy/\u0022 title=\u0022Equality, diversity and inclusion policy\u0022\u003EThe Scouts\u2019 EDI Policy\u003C/a\u003E. The Scouts is committed to increasing the diversity of its workforce through using the principle of recruiting for potential where possible and also taking \u2018positive action\u2019 initiatives into a recruitment and selection process.\u00A0 \u2018Positive Action\u2019 is set out in the Equality Act 2010 and refers to a variety of measures designed to counteract the effects of past discrimination, for example:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EPlacing advertisements in minority ethnic press or job boards, websites targeted at women and any other platform which is targeted at groups which are under-represented within our workforce\u003C/li\u003E\n\u003Cli\u003EIncluding statements in advertisements that encourage individuals from under-represented groups to apply for the advertised position\u003C/li\u003E\n\u003Cli\u003EConsidering questions during short listing and interview processes to determine if a person\u2019s lived experiences may provide the transferrable skills needed to undertake a role, rather than concentrating solely on work experience\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EIf a particular role must genuinely be filled by an employee of a specific gender or race, or one who holds a specific religious belief, this may be deemed to be a Genuine Occupational Requirement (GOR). Advice from the People team should be taken in these circumstances. All applicants are also asked to complete the Scouts Diversity Monitoring Form, which is kept separate from their applications, only accessed and viewed by the People team and not shared with the shortlisting panel. The data will only be shared anonymously with ELT with a view to monitoring our diversity targets.\u00A0\u003C/p\u003E\n\u003Cp\u003EMuch of the information recorded on these forms is considered \u2018special category data\u2019 under the Data Protection Act 2018. As such extra care and attention will be given to the handling of this data.\u003C/p\u003E","label":"5.2.1 Diversity"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAs part of the Scout Association\u2019s Diversity and Equalities commitment, applicants who have a disability are encouraged to apply for jobs with us and we are signed up to the Government\u2019s Disability Confident Employer Scheme and are committed to:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EActively look to attract and recruit disabled people\u003C/li\u003E\n\u003Cli\u003EProvide a fully inclusive and accessible recruitment process, making reasonable adjustments to the interview and application process where appropriate\u003C/li\u003E\n\u003Cli\u003EOffer an interview to all disabled people who meet the minimum essential criteria for the role they have applied for\u003C/li\u003E\n\u003Cli\u003EDemonstrate flexibility when assessing applicants so disabled people have the best opportunity to demonstrate that they can do the job they have applied for\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EFor those unable to apply for our vacancies through the online system other alternative methods of applying will be offered upon notification to the Recruitment team. Standard interview invitation letter/emails to all candidates should also include a question asking them to notify Scouts of any reasonable adjustments required to attend the interviews. Interviews may be held in person or via Microsoft Teams. Where possible accommodation should be made for e.g. adjustment for dyslexia or wheelchair access. The People team will ask all new starters to declare any disability and collect and keep this information through a new starter form. Upon declaration, the People team shares this information with the line manager of the new starter and provides guidance and support. \u00A0\u003C/p\u003E","label":"5.2.2 Disability"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EFor all external vacancies, Appointing Managers should normally allow at least two weeks i.e. from when the vacancy goes live to the closing date. Internal vacancies can be circulated for one week at a minimum. All applicants will receive an auto acknowledgement email from our Applicant Tracking System (ATS) upon applying advising them of the next steps. The Recruitment team electronically provide job applications to the Appointing Manager and panel members to shortlist.\u00A0\u003C/p\u003E","label":"5.2.3 Closing Date"}]},{"gridType":"RichTextBlock","content":"\u003Cp\u003E\u003Cstrong\u003E5.3 Selection Process\u003C/strong\u003E\u003C/p\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe shortlisting process involves assessing each application against each essential criteria in the person specification using a short listing score card which can be found in each candidate\u2019s application on Talos, the Applicant Tracking System.\u003C/p\u003E\n\u003Cp\u003EAlternatively, a shortlisting matrix which can be found on the People Team SharePoint site, under the \u2018Recruitment\u2019 tab \u003Ca href=\u0022https://thescouts.sharepoint.com/sites/PeopleCulture/SitePages/Recruitment.aspx\u0022\u003Ehere\u003C/a\u003E. Collective shortlisting by the panel is required for all the vacancies in order to prevent any unconscious bias and prejudice and the outcome of the shortlisting process should be carefully recorded.\u003C/p\u003E\n\u003Cp\u003ELived experience and potential should be considered where no or limited formal qualifications or experience is evident in the application. Appointing Managers should send their notes to the Recruitment team.\u003C/p\u003E","label":"5.3.1 Shortlisting"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAll internal candidates should be shortlisted if they meet the essential criteria for the job. Due to the volume of applications received it will not be possible to provide thorough and constructive feedback to all internal candidates if they are not shortlisted. However, thorough constructive feedback should be provided where a candidate is unsuccessful at interview stage.\u003C/p\u003E","label":"5.3.2 Internal Candidates"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Appointing Manager should determine the selection methods to be used for shortlisted candidates but this will always include an interview. Other selection methods available can be used and advice on these can be obtained from the People team. It is important to carefully consider the weighting of each selection method as some candidates will perform better in one than the other. Be mindful of accessibility in the methods offered:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EWritten or in tray Exercise\u003C/li\u003E\n\u003Cli\u003EPsychometric test\u003C/li\u003E\n\u003Cli\u003EPresentation\u003C/li\u003E\n\u003Cli\u003EGroup exercise\u003C/li\u003E\n\u003Cli\u003EAssessment days made up of group activities and individual interviews\u003C/li\u003E\n\u003Cli\u003EOther tests specific to the role e.g. organising data into a spreadsheet\u003C/li\u003E\n\u003C/ul\u003E","label":"5.3.3 Selection Methods"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EDepending on the nature of the role, one interview may be arranged or a two-stage process \u2013 the Appointing Manager should determine this. The final or only interview will be undertaken by all members of the agreed Selection Panel together and they will prepare appropriate questions designed to ascertain the extent to which the applicants meet the criteria within the person specification for the role and record their notes on an Interview Questions and Comments Matrix.\u003C/p\u003E\n\u003Cp\u003EThe panel should then score the candidates against each criteria in the person specification \u2013 using notes from the interview and information from any other selection methods used - by using a rating system and record their scores on a Selection Scoring Sheet, these templates can be found on the People Team SharePoint site, under the \u2018Recruitment\u2019 tab \u003Ca href=\u0022https://thescouts.sharepoint.com/sites/PeopleCulture/SitePages/Recruitment.aspx\u0022\u003Ehere\u003C/a\u003E. The Selection Scoring Sheet will support Appointing Managers in providing the Recruitment team with tangible feedback for Interviewee\u2019s that can be related back to the requirements in the Person Specification.\u003C/p\u003E\n\u003Cp\u003EThe interview is also an opportunity for the Appointing Manager to promote the role and the organisation to the candidates and for the candidates to find out more about the job by asking questions of the panel and/or meeting other staff within the team and should be shown around the workplace where possible.\u003C/p\u003E\n\u003Cp\u003EAppointing Managers should inform the Recruitment team of the candidates they have short listed, dates and times of when the interviews should take place (ensuring breaks between interviews), as well as providing the interview questions, any presentation topics and details of any tests to be undertaken. The Recruitment team will provide support in setting up the interviews.\u003C/p\u003E\n\u003Cp\u003ETo support inclusivity and help candidates be at their best, appointing Managers are asked to provide the Recruitment team with general themes or the types of questions that will be covered at the interview, (for example exploring key stakeholder management skills, experience working with volunteers, the required technical knowledge, abilities in relation to motivating a team etc) The Recruitment team will then share the themes with candidates 24 hours before the interview.\u0026nbsp;\u003C/p\u003E\n\u003Cp\u003EAll Interview Questions and Comments Matrixes with notes and completed Interview Scoring Sheets should be sent to the Recruitment team for recording centrally.\u003C/p\u003E","label":"5.3.4 Interview Arrangement"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAll Scouts interviews need to have a wide range of panel composition which is as gender and racially balanced as possible and may include managers from other departments or volunteers within the movement. Interviews should be conducted by no fewer than two panel members.\u003C/p\u003E\n\u003Cp\u003EPanel members should ensure they are available for the entirety of the interview process for all applicants. Should this not be the case, the scores of absent panel members may be invalid, which could impact the ability to make final decisions and result in an extended selection process.\u003C/p\u003E","label":"5.3.5 Panel Composition"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe selection panel should carefully select a successful candidate after thorough consideration and a fair comparison of all candidates. It is best practice to take the Selection Scoring Sheet to a senior manager to review the panel\u2019s final decision. The Appointing Manager will contact the successful candidate and make a verbal offer, allowing time for the candidate to consider the offer as appropriate.\u00A0\u003C/p\u003E\n\u003Cp\u003ESuch an offer will be made subject to our obtaining satisfactory references, confirmation of the Right to Work in the UK, a check on our internal Safeguarding database, an appropriate DBS check and any other requirements of the job. After a verbal acceptance from the candidate, the Appointing Manager should inform the Recruitment team about the outcome. \u00A0The Appointing Manager should provide feedback to the Recruitment team for unsuccessful candidates. All the notes from the selection process should be given to the Recruitment team for safekeeping and will be destroyed in line with the Scouts Data Retention Policy.\u003C/p\u003E","label":"5.3.6 Offer of Employment"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Recruitment team will send a \u2018conditional offer letter\u2019 to the successful candidate, subject to pre-employment checks. The following checks will be carried out by the Recruitment team:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003ERight to work in the UK\u003C/li\u003E\n\u003Cli\u003ECheck against Scouts\u2019 internal Safeguarding database for any Safeguarding concerns raised\u003C/li\u003E\n\u003Cli\u003EReferences covering the last two years, or five years for roles involving regulated activity\u003C/li\u003E\n\u003Cli\u003EBasic DBS Checks for all staff for roles not involving regulated activity\u003C/li\u003E\n\u003Cli\u003EEnhanced DBS checks with a check on the Children\u2019s barring list for staff in regulated activity. See \u003Cspan\u003EAppendix A\u003C/span\u003E for staff who are required to undertake an Enhanced DBS check for their role and the DBS process map\u003C/li\u003E\n\u003Cli\u003EQualifications (if an essential requirement of the role)\u003C/li\u003E\n\u003Cli\u003EDriving Licence (for designated regional roles or roles where driving is a requirement of the role)\u003C/li\u003E\n\u003Cli\u003ECredit check for staff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity)\u003C/li\u003E\n\u003Cli\u003ETraining records to evidence compliance with the minimum requirement of 15 hours of Continuing Professional Development (CPD) each year (if from an Insurance background), for staff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity)\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EStaff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity) will be required to sign a Declaration of Good Repute form before commencing their role and every year throughout their employment with Scouts Insurance Services Ltd (Unity) and the Scout Association (Scouts), between 3 yearly Basic DBS and Credit checks. A Basic DBS check and credit check can be conducted after the start date. However, employment with Scouts Insurance Services Ltd (Unity) and the Scout Association (Scouts) remains subject to these checks returning satisfactorily. Unsatisfactory checks being returned may lead to dismissal.\u003C/p\u003E\n\u003Cp\u003EAn offer of employment may be withdrawn if a candidate withholds information or knowingly provides false or misleading information or if any of the above checks are not satisfactorily completed. New staff should not commence work until the necessary checks have been completed, with the exception of the Basic DBS check and Credit check for staff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity).\u003C/p\u003E","label":"5.4 Pre-employment Checks"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAll potential employees are required to provide evidence of entitlement to work in the UK. Through the Asylum and Immigration Act 2008, all employers have an obligation to check the eligibility of an individual\u2019s entitlement to work in the UK. The Recruitment team will check and validate individual\u2019s right to work by requesting the appropriate documentation and ensuring all documents are appropriately copied and stored. Please see Appendix B for a list of appropriate documentation. Where Appointing Managers are acting on behalf of the Recruitment team due to distance, the Recruitment team will ask line manager to see the original documents, copy, sign, date it and return it to the Recruitment team.\u003C/p\u003E","label":"5.4.1 Right to work"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Recruitment team will arrange internal vetting of successful candidates by conducting a check on our Internal Safeguarding database, which will provide basic information as to whether there is a red flag against a candidate\u2019s name. Where a red flag is identified the Recruitment team will provide details to the Safeguarding team in order for them to conduct a risk assessment, considering the concern raised and the nature of the role applied for. Full details of the Safeguarding concern will not be provided to the Recruitment team and only cleared candidates will be able to proceed further with all other required pre-employment checks. Candidates who are unsuccessful at this stage will be provided with contact details of the Safeguarding team to query the concern raised. All applicants will be informed at the application stage of the recruitment process that we will check their details against our internal Safeguarding database and they will be required to explicitly consent to the check being undertaken.\u003C/p\u003E","label":"5.4.2 Internal Vetting"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EObtaining satisfactory references is a critical part of the selection process. At Scouts, we take references that cover the last two year of the applicant\u2019s employment history where possible or five years if the applicant will be working in a role that involves regulated activity. Where a gap in employment is identified, the Recruitment team will ask the candidate to provide clarification or an additional reference. \u00A0References must be checked against the applicant\u2019s previous employment and education/training history. the Recruitment team will make and validate reference requests and share these with the Appointing Manager who is responsible for confirming the references are satisfactory. \u00A0\u003C/p\u003E","label":"5.4.3 References"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EA Basic DBS check will be undertaken for every successful candidate and roles covered by the Regulated Activity which fall into Group One in Appendix A, will be subject to an Enhanced DBS check. Regulated Activity is defined as \u2018teaching, training or instruction of children/vulnerable adults, carried out by the same person frequently (once a week or more often), or on 4 or more days in a 30-day period, or overnight\u2019. All applicants will be made aware of the level of DBS check that will be carried out for them and will be required to give their explicit consent for this to happen. The Financial Conduct Authority (FCA) and the Insurance Distribution Directive (IDD) require that, staff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity) are required to have a Basic DBS check when they are appointed and every 3 years throughout their employment with Scouts Insurance Services Ltd (Unity).\u003C/p\u003E\n\u003Cp\u003ESpent convictions are those convictions or cautions that have reached a set Rehabilitation period as defined by the Rehabilitation of Offenders Act 1974, and are removed from an individual\u0027s criminal record. Spent convictions will not appear on Basic DBS checks, but will appear on Enhanced DBS checks. Unspent convictions or cautions are those records that have not yet reached this defined time and will appear on a Basic and Enhanced DBS checks. A table of rehabilitation periods can be found \u003Ca rel=\u0022noopener\u0022 href=\u0022https://www.gov.uk/guidance/rehabilitation-periods\u0022 target=\u0022_blank\u0022 title=\u0022Rehabilitation periods\u0022\u003Eon the government website\u003C/a\u003E.\u003C/p\u003E\n\u003Cp\u003EIt is The Scout Association\u2019s policy to require applicants to disclose any \u0027unspent\u0027 criminal convictions as part of their application for all roles. Under the Rehabilitation of Offenders Act 1974 (amended) ex-offenders are not required to disclose to prospective employers, convictions defined as \u0027spent\u0027 under the Act. However, there are certain exceptions where you do have to disclose your caution or conviction even if it is spent. These are listed in the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 and subsequent amendments. The positions listed in the Exceptions Order primarily relate to particularly sensitive areas such as work with children and vulnerable adults, work in law enforcement and the legal system, and high level financial positions. Where an exception to the Rehabilitation of Offenders Act exists then you must list all cautions and convictions, even if they are spent. At Scouts we have complied with this Order by creating a list of all the roles for which Enhanced DBS checks are required and applicants are required to disclose \u2018spent\u2019 convictions, this is at Appendix A.\u003C/p\u003E\n\u003Cp\u003EThe Scout Association will not discriminate unfairly against applicants with a criminal record. Having a criminal conviction or caution will not necessarily bar an applicant from working for The Scout Association. A number of factors will be considered, such as;\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003Ethe nature of the conviction or caution\u003C/li\u003E\n\u003Cli\u003Ethe person\u2019s age at the time of the offence\u003C/li\u003E\n\u003Cli\u003Ehow long ago the offence took place\u003C/li\u003E\n\u003Cli\u003Ewhether it was an isolated offence or part of a pattern of offending\u003C/li\u003E\n\u003Cli\u003Ethe relevance to the post in question\u003C/li\u003E\n\u003Cli\u003Ewhat else is known about the person\u2019s conduct before and since the offence\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EWhere a conviction has been disclosed in an individual\u0027s application for a post at The Scout Association and that applicant is selected for interview, a discussion will take place at the end of the interview regarding the offence and its relevance to the position. Failure to reveal information relating to convictions or cautions will lead to withdrawal of an offer of employment, or termination of employment.\u003C/p\u003E\n\u003Cp\u003EA person who is barred from working with vulnerable groups applying for a role in \u2018regulated activity\u2019 will not be employed by the Scout Association; it is a criminal offence to employ a person in a \u0027regulated position\u0027 where they have been barred from working with vulnerable groups.\u003C/p\u003E\n\u003Cp\u003EAll staff are required to disclose to The Scouts Association if at any point during your employment you have been subject to a police investigation or criminal proceedings or have been convicted or cautioned for any offence. Disclosure is to be made confidentially to the line manager who will consider the effect of the offence on the employee\u0027s post in discussion with a member of the People team. Disclosures relating to vulnerable groups will be referred to a Scout Association Safeguarding Contact who will consider whether a referral to the Disclosure and Barring Service is necessary.\u003C/p\u003E","label":"5.4.4 DBS Checks"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe purpose of the qualification check is to ensure that the candidate has the right expertise to perform the job they are hired to do. Any qualifications that are required to undertake the role will be listed as an essential criterion of the person specification, for example CIPD qualified, certified solicitor or accountant. Copies of certificates will be checked with the awarding body and will be kept with the individual\u2019s employment record.\u003C/p\u003E","label":"5.4.5 Qualifications (if an essential requirement of the role)"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EWhere driving is an essential part of the role, it will be listed in the person specification and successful candidates are asked to provide their full driving licence. A copy will be taken and kept with the individual\u2019s employment record.\u00A0\u003C/p\u003E","label":"5.4.6 Driving Licence (for designated roles only)"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EDue to Financial Conduct Authority (FCA) and the Insurance Distribution Directive (IDD) regulatory changes, staff recruited for an Insurance Distribution role or a role that has responsibilities relating to finance or the company accounts at Scouts Insurance Services Ltd (Unity) are required to have a credit check when they are appointed and every 3 years throughout their employment with Scouts Insurance Services Ltd (Unity) and the Scout Association (Scouts).\u003C/p\u003E","label":"5.4.7 Credit Checks"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EDue to Financial Conduct Authority (FCA) and the Insurance Distribution Directive (IDD) regulatory changes, staff who come from an Insurance background and are recruited for an Insurance Distribution role are required to evidence compliance with the minimum requirement of 15 hours of Continuing Professional Development (CPD) each year. The Recruitment team will record this information on the individual\u2019s employment record as part of pre-employment checks.\u003C/p\u003E","label":"5.4.8 Training Records"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe Recruitment team and the Appointing Manager will liaise with each other about the progress on pre-employment checks and agree a start date with the successful candidate. The Recruitment team will issue a contract of employment before the start date together with new starter forms to complete. New starters are required to complete these forms and return them to the Recruitment team. The Recruitment team will compile and pass new starter information (appointment form \u0026amp; P45/HMRC checklist) to \u00A0 Payroll within the monthly deadline. If the new starter commences their employment after the 6th of the month, they will be enrolled onto the next monthly payroll and paid in the following month. \u00A0The Recruitment team will enter new starter details into the HR system and provide access to the self-service facility to the new starter. The Recruitment team will create an electronic folder for new employees and file all the completed and signed documents.\u003C/p\u003E","label":"5.5 New Starter Procedure"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EAs an organisation we recognise the value that employing staff with current lived experience of volunteering within Scouts brings to our UK HQ team by way of empathy and insight with the volunteers across the Movement who we serve as well as those UK volunteers we work in partnership with day to day. It is important, however, that we ensure appropriate boundaries exist between volunteering and employment to avoid conflicts of interest for individuals and to ensure clarity in roles and responsibilities across our combined staff and volunteer workforce. This includes the need to avoid a situation where an employee is able to vote to elect the organisation\u0027s Trustee Board and on matters reserved for decision by the Council of The Scout Association. We are also committed to creating a culture where a wide range of voices, experiences and views are heard and included, where UK society is better represented by truly diverse staff and volunteer teams.\u003Cbr\u003E\u0026nbsp;\u003Cbr\u003EThe following volunteer roles cannot be carried out by a member of staff employed by UKHQ:\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EAny role appointed by UK Headquarters (including Managers/Team Leaders of National Scout Active Support Units and Contingent Management Team members for World Scout Events but excluding team members of National Scout Active Support Units, International Service Team members and Contingent Support Team members for World Scout Events) and extends to:\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cul style=\u0022list-style-type: circle;\u0022\u003E\n\u003Cli\u003ECounty/Area/Region (Scotland) Lead Volunteers\u003C/li\u003E\n\u003Cli\u003ERegional Lead Volunteers (England, Northern Ireland and Wales)\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cul\u003E\n\u003Cli\u003ENation/County/Area/Region (Scotland) Trustees\u003C/li\u003E\n\u003Cli\u003ENation level roles\u003C/li\u003E\n\u003Cli\u003ENominated and Ex-officio members of TSA Council*\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EAny role that is ex-officio any of the roles above\u003Cbr\u003E\u0026nbsp;\u003Cbr\u003E*The only exception to the above is the Chief Executive role which is both an ex officio member of TSA Council and a Trustee of The Scout Association, as defined within our Byelaws.\u003Cbr\u003E\u0026nbsp;\u003Cbr\u003EFor other volunteer roles, staff and their line managers should give careful consideration as to whether the volunteer role may create a situation where a conflict of interest may arise or where scenarios are likely to occur that would render either the employed position or volunteer role untenable due to the other.\u003Cbr\u003E\u0026nbsp;\u003Cbr\u003EThe People \u0026amp; Culture Team, in consultation with the Volunteering Operations Department, will provide advice for any other roles not captured in the list above.\u003C/p\u003E","label":"5.6\tHolding Volunteer Roles as a Member of Scouts Staff"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E6. Internal Secondments\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003ESecondments are a good way to share expertise across the organisation and provide development opportunities for staff. However, consideration must be given to the fact that these arrangements could leave teams short staffed, either for a short time while recruitment to back fill the substantive post is undertaken, or for a long time should there be a decision not to back fill the substantive post, or no suitable candidates are sourced.\u003C/p\u003E\n\u003Cp\u003EWhen recruiting to fixed term roles at the Scouts, the application form will request that internal applicants confirm that they have informed their current Managers before applying for the roles on a secondment basis and have obtained agreement. This allows Managers to consider whether the operational requirements of the substantive role and/or the team can accommodate this, given the length of the secondment and the ability to back fill the substantive post within a manageable timeframe on a fixed term basis.\u003C/p\u003E\n\u003Cp\u003EShould a Manager consider the circumstances not to be operationally viable for the role and/or the team, the Manager should ensure the staff member enquiring about a secondment is given a clear explanation as to why a secondment cannot be agreed.\u003C/p\u003E\n\u003Cp\u003EThe staff member can then consider if they want to leave their substantive post for the new post, even though in some cases the staff member may be leaving a permanent contract role for a fixed term contract role. Continuity of service would not be affected should this decision be taken.\u003C/p\u003E\n\u003Cp\u003EAlthough this scenario would leave the substantive post\u2019s team short staffed, it does allow for the substantive post\u2019s Manager to recruit on a permanent basis, (where applicable), rather than on a fixed term basis which can sometimes be harder to recruit to.\u003C/p\u003E\n\u003Cp\u003EShould a Manager give a member of their team agreement to apply for a fixed term role on secondment and they are successful in securing that role, the Appointing Manager and the substantive post\u2019s Manager should discuss start dates which are manageable for both parties and let the Recruitment team know.\u00A0\u003C/p\u003E\n\u003Cp\u003EBoth Managers in a secondment situation should consider IT equipment. The staff member will take their kit with them to the secondment role, which was paid for from the substantive post\u2019s team budget. If a back fill is required, the substantive post\u2019s team budget will have to cover further kit for the new staff member back filling the role. So arrangements should be made for the cost to be transferred from the budget the staff member is seconded to, into the budget for the substantive post.\u003C/p\u003E\n\u003Cp\u003EOther things to consider include entitlements only afforded in the substantive post and not the secondment post, such as company cars, car allowances and cash floats. We ask that the substantive post\u2019s Manager inform the Recruitment team of the need for any entitlements to be temporarily removed for the duration of a secondment, and make arrangements with the staff member for the return of any company car or other equipment. The Recruitment team will ensure this is clear in the secondment confirmation letter.\u003C/p\u003E","label":"6. Internal Secondments"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E\u003Cspan\u003E7. Hiring Temporary Agency Staff, Contractors and Casual Staff\u003C/span\u003E\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EWhere temporary work is available for a short period, on an interim basis, a more flexible approach may be taken with recruitment procedures, as is reasonably practicable in such a situation. Appointing Managers may use their own networks or a local agency to find individuals to work as casual staff, temporary staff or Contractors for the Scouts. Appointing Managers should request the Talent Acquisition Manager reviews any agency terms and conditions before agreeing to engage them. The Recruitment team will also have a preferred supplier list of agencies we have already agreed terms with.\u00A0\u003C/p\u003E\n\u003Cp\u003ECasual staff will go through an on-boarding process and be issued with a Casual Agreement. Temporary or agency staff are required to sign our standard non-disclosure agreement (NDA) in the absence of an employment contract. The NDA should be completed by the hiring manager and signed by the temporary agency staff.\u003C/p\u003E\n\u003Cp\u003EAppointing Managers should consult the People team before planning to hire a contractor in order to ensure that this is being carried out in line with our procurement and IR35 policies. Contractors are required to sign a Consultancy Agreement, which will be prepared by the Appointing Manager and checked by the People team. The Appointing Manager is also required to complete the HMRC online CEST tool to confirm the Contractor\u2019s status as self-employment and provide the People team with the PDF result. The People team will then provide the Contractor with a Status Determination Statement for them and any third party agency (where applicable) to confirm their agreement with the determined status.\u003C/p\u003E\n\u003Cp\u003ECasual staff, temporary agency staff and Contractors should all be given the Scouts Yellow Card as our standard code of practice for working with children and young people. Under no circumstances should Casual staff, Contractors or temporary agency staff be hired to undertake a role in regulated activity without the required pre-employment checks. The People team\u2019s advice should always be sought when individuals are engaged on a Consultancy Agreement to ensure that the nature of the work meets the requirements of HMRC and that the Consultancy Agreement is correctly drawn up.\u003C/p\u003E\n\u003Cp\u003EThe Recruitment team will conduct a Basic DBS check for all Casual staff, temporary agency staff and Contractors, not involved in regulated activity, once they are in post.\u003C/p\u003E","label":"7. Hiring Temporary Agency Staff, Contractors and Casual Staff"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003E8. \u003Cspan\u003EData Protection\u003C/span\u003E\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EIn line with the Scouts\u2019 policies on Data Protection and Data Retention, information collected during the recruitment process will be destroyed six months after the completion of the recruitment campaign. Individuals who have indicated they want to be part of the talent pool will be retained for 2 years. All applicants will be informed of these policies and will have access to them at the application stage of the recruitment process.\u003C/p\u003E\n\u003Cp\u003EThe use of an appropriate privacy notice at the point of application will ensure the applicants are aware of how we are using their data, their data subject rights, and details of the third party applicant tracing system being used.\u003C/p\u003E","label":"8. Data Protection"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003EAppendix A \u2013 Staff who are required to undertake an Enhanced DBS check for their role\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Cstrong\u003EAll Staff working in Scout Adventures\u003C/strong\u003E\u003Cbr\u003EHead of Scout Adventures\u003Cbr\u003EDeputy Head of Scout Adventures \u2013 Safety \u0026amp; Support\u003Cbr\u003EDeputy Head of Scout Adventures \u2013 Operations\u003Cbr\u003ECentre Managers\u003Cbr\u003ECustomerExperience Managers\u003Cbr\u003ECustomer Experience Coordinators\u003Cbr\u003EGeneral Manager\u003Cbr\u003ELead Instructors\u003Cbr\u003ESeasonal Instructors\u003Cbr\u003EScout Adventures Apprentices\u003Cbr\u003ECook\u00A0\u003Cbr\u003ECatering Assistant\u003Cbr\u003EVolunteering Manager\u003Cbr\u003ETraining Coordinator\u003Cbr\u003ECustomer RelationshipManager\u003Cbr\u003EDeputy Centre Managers\u003Cbr\u003EEvents Coordinator\u003Cbr\u003ESenior Cook\u003Cbr\u003ECatering Operations Manager\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EAll staff working in the Media Team\u003C/strong\u003E\u003Cbr\u003EHead of Media\u003Cbr\u003EDeputy Head of Media Relations\u00A0\u003Cbr\u003EJunior Media Relations Officer\u003Cbr\u003ELocal Communications Support Officer\u003Cbr\u003E\u003Cbr\u003E\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EProgramme Team\u00A0\u003C/strong\u003E\u003Cbr\u003EProgramme Executive (Youth Leadership)\u003Cbr\u003EProgramme Executive (Digital)\u003Cbr\u003EProgramme Officer (Digital)\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EAll staff working in the Growth and Communities Team, Volunteering Operations\u003C/strong\u003E\u003Cbr\u003EDeputy Chief Volunteering Officer\u003Cbr\u003EGrowth and Communities Managers\u003Cbr\u003ELocal Growth Operations Manager\u003Cbr\u003EGrowth and Recruitment Officers\u003Cbr\u003ELocal Growth Assistants\u003Cbr\u003ELocal Growth Officers\u003Cbr\u003ELocal Growth Lead Officers\u003Cbr\u003EHead of Inclusive Growth\u003Cbr\u003EGrowth Managers\u003Cbr\u003EProject Coordinators\u003Cbr\u003EInclusive Growth Equity, Diversity \u0026amp; Inclusion Executive\u003Cbr\u003EHead of Growth Support\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EAll staff working in the Events Team, Volunteering Operations\u003C/strong\u003E\u003Cbr\u003EEvents and Contingents Programme Manager\u003Cbr\u003EEvents and Contingents Officer\u003Cbr\u003EEvents and Contingents Administrator\u00A0\u003C/p\u003E","label":"Group One"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EStaff members who undertake regulated activity as part of their paid role. For someone to be considered under this section this must be agreed with the Head of People and the \u00A0Head of Safeguarding (Lead Signatory for the Scout Association)\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003EDo they fall under regulated activity?\u003C/li\u003E\n\u003Cli\u003E\u00A0Will they be assisting with an overnight activity?\u003C/li\u003E\n\u003Cli\u003EWill they be working with young people once a week or more (or on three occasions in a thirty day period)?\u003C/li\u003E\n\u003Cli\u003EWill they have unsupervised access to young people? (Unsupervised means not within sight and hearing of another adult who holds a valid Enhanced DBS check through Scouting)\u003Cbr\u003EIf the answer is yes to any of the above they should be considered for an Enhanced DBS check.\u003C/li\u003E\n\u003C/ul\u003E\n\u003Cp\u003EIf the answer is yes to any of the above they should be considered for an Enhanced DBS check.\u003C/p\u003E","label":"Group Two"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EThe processing and recording of this initial Enhanced DBS check should be undertaken by HR and when it\u0027s time for re-checking (after 5 years) the individual must either:\u00A0\u003C/p\u003E\n\u003Cul\u003E\n\u003Cli\u003Ego through the staff route (and that should be recorded by HR); OR\u00A0\u003C/li\u003E\n\u003Cli\u003Eif they have had an Enhanced DBS check as part of a Volunteer role in Scouting since the date of their initial Enhanced DBS check through the staff route, HR should check this against the individual\u2019s volunteer membership record in My Membership, and with the Volunteering Experience team if need be, and record it on the individual HR record setting the expiry date to match the expiry date on My Membership.\u00A0\u003C/li\u003E\n\u003C/ul\u003E","label":"Rechecks for staff members who hold a disclosure through their current volunteering role"},{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003E\u003Ca rel=\u0022noopener\u0022 href=\u0022https://prod-cms.scouts.org.uk/media/17885/enhanced-dbs-process-for-paid-staff.pdf\u0022 target=\u0022_blank\u0022 title=\u0022Enhanced DBS Process For Paid Staff\u0022\u003EView a graph displaying the enhanced DBS process for paid staff.\u003C/a\u003E\u003C/p\u003E","label":"Enhanced DBS process for paid staff"}]},{"gridType":"RichTextBlock","content":"\u003Ch4\u003EAppendix B \u2013\u200B Right to Work in the UK Documentation Checklist\u003C/h4\u003E","gtmId":"","gtmClass":""},{"gridType":"accordion","gtmId":"","gtmClass":"","showExpand":false,"items":[{"gridType":"accordionItem","gtmId":"","gtmClass":"","body":"\u003Cp\u003EYou must obtain original documents from either List A or List B of acceptable documents for a manual right to work check. You must check that the documents are genuine and that the person presenting them is the prospective employee or employee, the rightful holder and allowed to do the type of work you are offering. You must make a clear copy of each document in a format which cannot later be altered, and retain the copy securely: electronically or in hardcopy.\u003C/p\u003E\n\u003Cp\u003E\u003Cstrong\u003EList A\u003C/strong\u003E\u003C/p\u003E\n\u003Col\u003E\n\u003Cli\u003EA passport showing the holder, or a person named in the passport as the child of the holder, is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK.\u003C/li\u003E\n\u003Cli\u003EA passport or national identity card showing the holder, or a person named in the passport as the child of the holder, is a national of a European Economic Area country or Switzerland.\u003C/li\u003E\n\u003Cli\u003EA Registration Certificate or Document Certifying Permanent Residence issued by the Home Office, to a national of a European Economic Area country or Switzerland.\u003C/li\u003E\n\u003Cli\u003EA Permanent Residence Card issued by the Home Office, to the family member of a national of a European Economic Area country or Switzerland.\u003C/li\u003E\n\u003Cli\u003EA current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder indicating that the person named is allowed to stay indefinitely in the UK, or has no time limit on their stay in the UK.\u003C/li\u003E\n\u003Cli\u003EA current passport endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit on their stay in the UK.\u003C/li\u003E\n\u003Cli\u003EA current Immigration Status Document issued by the Home Office to the holder with an endorsement indicating that the named person is allowed to stay indefinitely in the UK or has no time limit on their stay in the UK, together with an official document giving the person\u2019s permanent National Insurance number and their name issued by a Government agency or a previous employer.\u003C/li\u003E\n\u003Cli\u003EA birth (short or long) or adoption certificate issued in the UK, together with an official document giving the person\u2019s permanent National Insurance number and their name issued by a Government agency or a previous employer.\u003C/li\u003E\n\u003Cli\u003EA birth (short or long) or adoption certificate issued in the Channel Islands, the Isle of Man or Ireland, together with an official document giving the person\u2019s permanent National Insurance number and their name issued by a Government agency or a previous employer.\u003C/li\u003E\n\u003Cli\u003EA certificate of registration or naturalisation as a British citizen, together with an official document giving the person\u2019s permanent National Insurance number and their name issued by a Government agency or a previous employer.\u003C/li\u003E\n\u003C/ol\u003E\n\u003Cp\u003E\u003Cstrong\u003EList B Group 1\u003C/strong\u003E\u003C/p\u003E\n\u003Col\u003E\n\u003Cli\u003EA current passport endorsed to show that the holder is allowed to stay in the UK and is currently allowed to do the type of work in question.\u003C/li\u003E\n\u003Cli\u003EA current Biometric Immigration Document (Biometric Residence Permit) issued by the Home Office to the holder which indicates that the named person can currently stay in the UK and is allowed to do the work in question.\u003C/li\u003E\n\u003Cli\u003EA current Residence Card (including an Accession Residence Card or a Derivative Residence Card) issued by the Home Office to a non-European Economic Area national who is a family member of a national of a European Economic Area country or Switzerland or who has a derivative right of residence.\u003C/li\u003E\n\u003Cli\u003EA current Immigration Status Document containing a photograph issued by the Home Office to the holder with a valid endorsement indicating that the named person may stay in the UK, and is allowed to do the type of work in question, together with an official document giving the person\u2019s permanent National Insurance number and their name issued by a Government agency or a previous employer.\u003C/li\u003E\n\u003C/ol\u003E\n\u003Cp\u003E\u003Cstrong\u003EList B Group 2\u003C/strong\u003E\u003C/p\u003E\n\u003Col\u003E\n\u003Cli\u003EA Certificate of Application issued by the Home Office under regulation 17(3) or 18A (2) of the Immigration (European Economic Area) Regulations 2006, to a family member of a national of a European Economic Area country or Switzerland stating that the holder is permitted to take employment which is less than 6 months old together with a Positive Verification Notice from the Home Office Employer Checking Service.\u003C/li\u003E\n\u003Cli\u003EAn Application Registration Card issued by the Home Office stating that the holder is permitted to take the employment in question, together with a Positive Verification Notice from the Home Office Employer Checking Service.\u003C/li\u003E\n\u003Cli\u003EA Positive Verification Notice issued by the Home Office Employer Checking Service to the employer or prospective employer, which indicates that the named person may stay in the UK and is permitted to do the work in\u003C/li\u003E\n\u003C/ol\u003E","label":"Right to Work in the UK Documentation Checklist"}]}]}],"config":null}]},"searchDescription":"Find out the Recruitment \u0026 Selection Policy at Scouts.","pageType":null,"location":null,"browserTitle":"","versionDate":"14 July 2023","reviewDate":"01/01/2019","redirectUrl":"","id":39670,"nodeName":"Recruitment \u0026 Selection Policy","title":"Recruitment \u0026 Selection Policy","type":"contentPage","image":{"url":"/media/10478/scouts-logo.jpg?width=800\u0026height=450\u0026v=1db789232a4a190","caption":"Scouts Logo","type":"jpg","size":30784,"width":800,"height":450,"altText":"The Scouts logo"},"assets":null,"headerOptions":{"headerTitle":"Recruitment \u0026 Selection Policy","headerSubTitle":"July 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