Recruitment and Selection Policy Page 1 of 21 Version no. 4.0 RECRUITMENT AND SELECTION POLICY Document Author Authorised Written By: Senior HR Manager Date: October 2014 Authorised By: Chief Executive Date: 11 January 2016 Lead Director: Executive Director of Nursing Effective Date: 11 January 2016 Review Date: 18 May 2018 Extension Date: 18 July 2018 Approval at: Policy Management Group Extension approved at: Policy Management Sub-Committee Date Approved: 19 May 2015 Extension approved: 8 th May 2018
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Recruitment and Selection Policy Page 1 of 21 Version no. 4.0
RECRUITMENT AND SELECTION POLICY
Document Author Authorised
Written By: Senior HR Manager Date: October 2014
Authorised By: Chief Executive Date: 11 January 2016
Lead Director: Executive Director of Nursing
Effective Date: 11 January 2016
Review Date: 18 May 2018 Extension Date: 18 July 2018
Date Approved: 19 May 2015 Extension approved: 8th May 2018
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DOCUMENT HISTORY (Procedural document version numbering convention will follow the following format. Whole numbers for approved versions, e.g. 1.0, 2.0, 3.0 etc. With decimals being used to represent the current working draft version, e.g. 1.1, 1.2, 1.3, 1.4 etc. For example, when writing a procedural document for the first time – the initial draft will be version 0.1)
Date of Issue
Version No.
Date Approved
Director Responsible for Change
Nature of Change Ratification / Approval
Oct 13 1.1 Executive Director of Nursing and Workforce
Refresh of policy – no change of content
Mar 14 1.2 Executive Director of Nursing and Workforce
Refresh of policy – no change of content
Consultation with SPF and JLNC
18 Mar 14 1.3 18 Mar 14 Executive Director of Nursing and Workforce
Updated Policy Approved at Policy Management Group subject to amendments
18 Mar 14 2.0 18 Mar 14 Executive Director of Nursing and Workforce
Final Version
Oct 14 3.0 Executive Director of Nursing and Workforce
Introduction of probationary periods
28.10.14, 24.03.15 and 28.04.15 Partnership Forum (includes LNC members) Trust Executive Committee
19 May 15 4 19 May 15 Executive Director of Nursing
Amendments Approved at Policy Management Group subject to Amendments being carried out.
8th May
2018 4 Executive Director of
Nursing Policy review date extended for two months
Policy Management Sub-Committee
NB This policy relates to the Isle of Wight NHS Trust hereafter referred to as the Trust.
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Contents Page 1. Executive Summary 4 2. Introduction 5 3. Scope 5 4. Purpose 6 5. Roles and Responsibilities 6 6. Recruiting Commitments 6 7. Candidate Experience 7 8. Effective Human Resources Planning and Control 7 9. Value for money recruitment 8 10. Probationary periods 8 11. Consultation 8 12. Training 8 13. Dissemination Process 9 14. Fraud, Bribery and Corruption 9 15. Equality Analysis 10 16. Review and Revision arrangements 10 17. Monitoring Compliance and Effectiveness 10
18. Links to Other Organisation Policies / Documents 10 19. References 11
20. Disclaimer 11
Appendices: A. Checklist for the development and approval of controlled Documentation 12 B. Impact assessment forms on policy implementation (including checklist) 15 C. Equality analysis and action plan 18
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1. EXECUTIVE SUMMARY Our Trust recognises that its strategic objectives are driven by the staff it employs and therefore seeks to ensure that it uses the most efficient and effective mechanisms to recruit and select high quality, high calibre candidates who support us in achieving our vision of ‘Quality care for everyone, every time’. Our Trust recognises that effective recruitment and selection practices are fundamental to its future success. It also acknowledges that good selection can lead to a low turnover of staff, low rates of absenteeism, high morale and a high standard of patient care.
All appointments must be made in accordance with this policy and would therefore, be subject to approval, advertisement, short listing, interview and employment checks as below. Any exceptions to the policy must be agreed with Human Resources in advance. The Trust will always ensure all employees, temporary or permanent have been fully vetted and that all the necessary mandatory NHS Employment Checks are completed prior to commencing work at the Trust.
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2. INTRODUCTION 2.1 Our Trust represents a major employer on the Isle of Wight and therefore strives to ensure
its recruitment and selection strategies project and maintain an image of a local employer of choice. Our Trust endeavours to remain competitive within local labour markets and maintain its ability to attract candidates from locations other than the Isle of Wight.
2.2 Our Trust ensures recruitment and selection procedures are in line with good HR practice
and ensures adherence to a robust legal framework. 2.3 The objectives of this policy are:
To recruit and retain skilled people to enable the Trust to achieve its objectives.
To ensure recruitment and selection is linked to overall Human Resource planning and is conducted within staffing budget constraints.
To ensure good employment practice through the provision of clear policy statement and robust guidance for those involved in recruitment.
To enhance the flexibility and contribution of people at work.
To ensure that there is equality of opportunity and treatment for existing and prospective staff.
To encourage career and succession planning, to make the best use of individual potential and encourage staff development in order to retain experienced and skilled members of staff.
To ensure that the framework for recruitment and selection is both effective and efficient by; o Ensuring a positive candidate Producing enough suitable candidates and accurately
distinguishing between the suitable and the unsuitable, and o Using value for money recruitment sources and methods.
Experience by dealing fairly, honestly, courteously and promptly with all applicants (internal and external) to the Trust.
2.4 The policy therefore outlines the aims, purpose and scope of recruitment and selection and
should be used in conjunction with the Managers Recruitment and Selection Toolkit which provides clear guidance, training and support on the issues relating to the successful recruitment and selection of staff.
3. SCOPE 3.1 The scope of the policy is to provide statement on the Trust’s commitment with regards to:
Effective Human Resources Planning and Control
Value for money recruitment mechanisms
Safe, robust, fair, and objective selection
The importance of Equality of Opportunity and Diversity
The use of a probationary period for new employees (engaged on Agenda for Change or VSM contracts of employment) to the Isle of Wight NHS Trust
3.2 The principles of the policy are applicable to all recruitment and selection in the Trust,
including bank workers and volunteers although processes may differ, except a limited number of posts that may be exempt including those medical training appointments managed by national schemes.
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4. PURPOSE 4.1 The purpose of this document confirms the Trusts commitment to Equality, the NHS
Employment Checks Standard and to the candidate experience.
5. ROLES AND RESPONSIBILITIES 5.1 Line Manager Responsibilities
All managers within the Trust are expected:
To ensure commitment to the principles of this policy.
To ensure that they are able to demonstrate safe, robust, cost effective and legal recruitment and selection practice.
To ensure that any staff provided by external agencies have had appropriate pre-employment checks carried out.
To ensure that all candidates (non-medical) understand that all offers of employment are subject to the successful completion of a probationary period.
Training in all recruitment processes is available through the Trust’s Management Development Programme and through programmes run by HR as required. Any managers requiring training or support in any aspect of the recruitment process should contact Human Resources.
5.2 Human Resources Responsibilities
Responsible for the provision of advice and technical guidance in relation to this policy.
Responsible for the design and development of robust recruitment and selection procedures and guidance in line with the commitments in this policy.
Providing effective mechanisms for securing necessary and appropriate employment checks.
This is not an exhaustive list.
5.3 Occupational Health Responsibilities
Providing effective mechanisms for health screening as part of the recruitment process, where appropriate.
Providing advice and technical guidance regarding reasonable adjustments for candidates with a disability.
6. RECRUITING COMMITMENTS 6.1 Commitment to Equal Opportunities
The Trust ensures, through the vigilance of staff, recruiting managers and the Human Resources Team, that it remains committed to a culture of equal opportunities.
It will ensure this commitment is met through this policy, and through subsequent procedures put in place, that no applicant, internal or external, is the victim of direct or indirect discrimination on the basis of:
Age
Disability
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Race
Marriage or civil partnerships
Pregnancy or maternity
Religion or Belief
Sexual Orientation
Gender reassignment
Where the role in question has a legitimate and justifiable business reason to favour applicants of one profile over another, this will be transparent and robust under legal scrutiny.
6.2 Commitment to Safer Recruitment
The Trust has robust processes in place to help prevent unsuitable people working with children and vulnerable adults.
Thorough checks are carried out on all candidates offered a post with the Trust in line with the requirements of the NHS Employment Check Standards. Where workers are supplied to the Trust by employment agencies or through the services of a contractor, assurances will be sought as to the pre-employment checks undertaken by the agency. Only when this Trust is satisfied that appropriate, adequate and robust checks have been undertaken will any worker commence in post.
7. THE CANDIDATE EXPERIENCE 7.1 The recruitment process is not just about the Trust identifying suitable employees for the
future, it’s also about candidates finding out more about the Trust, and considering whether the Trust is one where they would like to work.
7.2 The experience of candidates (both successful and unsuccessful) at each stage of the resourcing process will impact on their view of the Trust. This could be both from the perspective of a potential employee and maybe as a future service user.
7.3 The Trust is therefore committed to:
Providing a positive experience for all candidates, whether successful or unsuccessful.
Providing information on our Trust, the Isle of Wight and other important information to prospective candidates via the NHS Jobs website.
Ensuring no job is advertised without an up to date job description and person specification.
Providing a closing date and an interview date to candidates, where possible.
Ensuring that all adverts have a key point of contact for enquiries.
Ensuring all contact (including verbal and all written media) presents our Trust in a positive light and is highly professional in nature.
Ensuring that unsuccessful candidates are provided with feedback after interview where this is requested.
8. EFFECTIVE HUMAN RESOURCE PLANNING AND CONTROL 8.1 Human Resource Planning
Human Resource (Workforce) Planning is a key tool to ensure an effective supply of trained, skilled, and suitable staff are available to meet current and future demands and
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objectives of the Trust. The planning process is conducted in conjunction with strategies for training, development, CPD and lifelong learning. The Trust plans its workforce demands on an annual basis.
8.2 Effective Establishment Control
Vacancies can arise through planned expansions in service (as outlined above) or through turnover caused by staff leaving the Trust. Expenditure on staff pay represents a significant proportion of the Trust’s overall cost in delivering high quality health services. It is therefore of great importance that recruitment is planned and controlled in an effective and efficient manner. The Trust, through robust vacancy scrutiny procedures, commits to:
Ensure increases/decreases in staffing levels are financially sound and have a benefit to efficiency or to patient care.
Ensure that when a vacancy arises a recruiting manager can demonstrate: o A tangible need to recruit, o They have considered other options (including job redesign /reconfiguring
services where appropriate), o Financial ability to recruit to and sustain the post.
9. VALUE FOR MONEY RECRUITMENT 9.1 Once the role has been identified, evaluated and financial resources have been agreed and
committed the recruiting manager must consider the most appropriate methods of recruitment.
9.2 Value for money recruitment encompasses the principle of using a variety of media
mechanisms to ensure awareness is raised with a suitable number of skilled candidates, within cost effective financial resources.
10. PROBATIONARY PERIODS 10.1 All new staff appointed on Agenda for Change terms and conditions of employment to posts
within Isle of Wight NHS Trust will undertake a probationary period of a minimum three months’ duration. This is to allow both the Trust and the employee time to assess suitability for the role in practice. Information will be made available to prospective candidates during the recruitment and selection process. Line managers are required to follow the procedure outlined in the Managing Probationary Period toolkit.
11. CONSULTATION 11.1 Consultation on this policy has been undertaken at Partnership Forum and LNC. .
12. TRAINING
12.1 This Recruitment and Selection Policy does not have a mandatory training requirement but the following non mandatory training is recommended:
The Management Development Programme delivers a training module on managing Recruitment and Selection.
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Line Manager Employment Law briefings are provided on a six monthly basis and provide information on changes in legislation and best practice.
13. DISSEMINATION 13.1 When approved this document will be available on the Intranet and will be subject to
document control procedures. Approved documents will be placed on the Intranet within 5 working days of date of approval once received by the Risk Management Team.
13.2 When submitted to the Risk Management Team for inclusion on the Intranet this document
will have fully completed document details including version control. Keywords and description for the Intranet search engine will be supplied by the author at the time of submission.
13.3 Notification of new and revised documentation will be issued on the Front page of the
Intranet, through e-bulletin, and on staff notice boards where appropriate. Any controlled documents noted at the Trust Executive Committee will be notified through the e-bulletin.
13.4 Staff using the Trust’s intranet can access all procedural documents. It is the responsibility
of managers to ensure that all staff are aware of where, and how, documents can be accessed within their areas of work.
13.5 It is the responsibility of each individual who prints a hard copy of any document to ensure
that the printed hardcopy is the current version. Current versions are maintained on the Intranet.
14 FRAUD, CORRUPTION AND BRIBERY
14.1 Fraud and Corruption
The Isle of Wight NHS Trust is totally committed to maintaining an honest, open and well-intentioned culture and is therefore dedicated to the elimination of any fraud or corruption within the Trust.
We cannot afford to be complacent and it is important that all our employees, contractors and agents comply with Trust policies and procedures, particularly with regard to procurement and sponsorship.
It is essential that everyone working for, or on behalf of, the organisation are aware of the standards of behaviour expected of them. These standards are enshrined in Trust Policy, setting out the ethics, professional conduct and probity standards that are expected of all employees in relation to their standards of business conduct.
14.2 Bribery Offences
Offering, promising or giving a bribe to another person to perform a relevant ‘function or activity’ improperly, or to reward a person for the improper performance of such a function or activity.
Requesting, agreeing to receive or accepting a bribe to perform a function or activity improperly, irrespective of whether the recipient of the bribe requests or receives it
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directly or through a third party, and irrespective of whether it is for the recipient’s benefit.
Any breach of confidentially for financial or other advantage may constitute an offence of Bribery. If an offence of Fraud or Bribery is suspected please report to the Local Counter Fraud Specialist or Director of Finance or ring the National Fraud and Corruption reporting line on 0800 028 40 60
Please refer to the organisations Countering Fraud and Corruption Policy and Reporting Procedure for details, the policy is available on the Countering Fraud Intranet Page.
15. EQUALITY ANALYSIS 15.1 This procedure has undergone an equality analysis please refer to Appendix C.
16. REVIEW AND REVISION ARRANGEMENTS 16.1 This policy will be reviewed no later than every three years, or earlier if necessary.
17. MONITORING COMPLIANCE AND EFFECTIVENESS
Vacancy fill rates.
Length of time posts remain vacant from the date of advertisement.
At each stage of the recruitment and selection process the diversity of applications will be monitored so the Trust can be reassured that applicants are being treated fairly and equitably. .
18. LINKS TO OTHER TRUST POLICIES/DOCUMENTS
Recruitment and Selection Managers Toolkit
NHS Employment Check Standards
NHS terms and conditions of employment – Agenda for Change
NHS terms and conditions of employment – Hospital medical and dental staff
Trustal Development Strategy
Every Child Matters: Statutory Guidance on making arrangements to safeguard and promote the welfare of children under section 11 of the Children Act 2004
Verification of Registration of Clinical Staff Policy
Assisted Relocation Expenses Policy
Redeployment Policy
Safeguarding Children and Young People Policy
Disciplinary and Dismissal Policy and Procedure
Induction Policy
Job Evaluation Protocol
Safeguarding Vulnerable Adults Policy
Dignity at Work Policy
Managing Probationary Periods Procedure and Line Managers Toolkit
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19. REFERENCES Identification and Right to Work checks are carried out in accordance with guidance from the Borders and Immigration Agency.
Disclosure and Barring Service Applications are carried out in accordance with guidance from the Disclosure and Barring Service.
Equality Act 2010
20. DISCLAIMER 20.1 It is the responsibility of all staff to check the Trust intranet to ensure that the most recent
version/issue of this document is being referenced
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Appendix A
CHECKLIST FOR THE DEVELOPMENT AND APPROVAL OF CONTROLLED DOCUMENTATION
To be completed and attached to any document when submitted to the appropriate committee for consideration and approval.
Title of document being reviewed:
Y/N/ Unsure
Comments
1. Title/Cover
Is the title clear and unambiguous? Y
Does the title make it clear whether the controlled document is a guideline, policy, protocol or standard?
Y
2. Document Details and History
Have all sections of the document detail/history been completed?
Y
3. Development Process
Is the development method described in brief? Y
Are people involved in the development identified? Y
Do you feel a reasonable attempt has been made to ensure relevant expertise has been used?
Y
4. Review and Revision Arrangements Including Version Control
Is the review date identified? Y
Is the frequency of review identified? If so, is it acceptable?
Y
Are details of how the review will take place identified?
Y
Does the document identify where it will be held and how version control will be addressed?
Y
5. Approval
Does the document identify which committee/group will approve it?
Y
If appropriate have the joint Human Resources/staff side committee (or equivalent) approved the document?
Y
6. Consultation
Do you have evidence of who has been consulted?
Y
7. Table of Contents
Has the table of contents been completed and checked?
Y
8. Summary Points
Have the summary points of the document been Y
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Title of document being reviewed:
Y/N/ Unsure
Comments
included?
9. Definition
Is it clear whether the controlled document is a guideline, policy, protocol or standard?
Y
10. Relevance
Has the audience been identified and clearly stated?
Y
11. Purpose
Are the reasons for the development of the document stated?
Y
12. Roles and Responsibilities
Are the roles and responsibilities clearly identified? Y
13. Content
Is the objective of the document clear? Y
Is the target population clear and unambiguous? Y
Are the intended outcomes described? Y
Are the statements clear and unambiguous? Y
14. Training
Have training needs been identified and documented?
Y
15. Dissemination and Implementation
Is there an outline/plan to identify how this will be done?
Y
Does the plan include the necessary training/support to ensure compliance?
Y
16. Process to Monitor Compliance and Effectiveness
Are there measurable standards or Key Performance Indicators (KPIs) to support the monitoring of compliance with and effectiveness of the document?
Y
Is there a plan to review or audit compliance within the document?
Y
Is it clear who will see the results of the audit and where the action plan will be monitored?
Y
17. Associated Documents
Have all associated documents to the document been listed?
Y
18. References
Have all references that support the document been listed in full?
Y
19. Glossary
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Title of document being reviewed:
Y/N/ Unsure
Comments
Has the need for a glossary been identified and included within the document?
Y
20. Equality Analysis
Has an Equality Analysis been completed and included with the document?
Y
21. Archiving
Have archiving arrangements for superseded documents been addressed?
Y
Has the process for retrieving archived versions of the document been identified and included within?
Y
22. Format and Style
Does the document follow the correct style and format of the Document Control Procedure?
Y
23. Overall Responsibility for the Document
Is it clear who will be responsible for co-ordinating the dissemination, implementation and review of the documentation?
Y
Committee Approval
If the committee is happy to approve this document, please sign and date it and forward copies for inclusion on the Intranet.
Name of Committee
Date
Print Name Signature of Chair
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Appendix B
IMPACT ASSESSMENT ON DOCUMENT IMPLEMENTATION Summary of Impact Assessment (see next page for details)
Document title
Recruitment and Selection Policy
Totals WTE Recurring £
Non Recurring £
Manpower Costs
0 0 0
Training Staff
0 0 0
Equipment & Provision of resources
0 0 0
Summary of Impact: This policy replaces the existing Trustal Change Policy. This policy should be followed to support and manage changes to employee’s contracts of employment and/or terms and conditions. Risk Management Issues: Failure to comply with the policy may result in grievances and claims at Employment Tribunal. Benefits / Savings to Trust: The facilitation of change management initiatives within the NHS to deliver high quality patient care. Compliance to HR best practice, partnership working, mitigates risk of employment tribunal claims. Equality Impact Assessment Has this been appropriately carried out? YES / NO Are there any reported equality issues? YES / NO If “YES” please specify:
Use additional sheets if necessary.
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IMPACT ASSESSMENT ON POLICY IMPLEMENTATION Please include all associated costs where an impact on implementing this policy has been considered. A checklist is included for guidance but is not comprehensive so please ensure you have thought through the impact on staffing, training and equipment carefully and that ALL aspects are covered.
Manpower WTE Recurring £ Non-Recurring £
Operational running costs
0 0 0
Additional staffing required - by affected areas / departments:
Totals: 0 0 0
Staff Training Impact Recurring £ Non-Recurring £ Affected areas / departments 0 0 e.g. 10 staff for 2 days Totals: 0 0
Equipment and Provision of Resources Recurring £ * Non-Recurring £ *
Accommodation / facilities needed 0 0
Building alterations (extensions/new) 0 0 IT Hardware / software / licences 0 0 Medical equipment 0 0 Stationery / publicity 0 0 Travel costs 0 0 Utilities e.g. telephones 0 0 Process change 0 0 Rolling replacement of equipment 0 0 Equipment maintenance 0 0 Marketing – booklets/posters/handouts, etc 0 0
Totals: 0 0
Capital implications £5,000 with life expectancy of more than one year.
Funding /costs checked & agreed by finance: Signature & date of financial accountant: Funding / costs have been agreed and are in place: Signature of appropriate Executive or Associate Director:
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IMPACT ASSESSMENT ON DOCUMMENT IMPLEMENTATION - CHECKLIST Points to consider
Have you considered the following areas / departments?
Have you spoken to finance / accountant for costing?
Where will the funding come from to implement the policy?
Are all service areas included? o Ambulance o Acute o Mental Health o Community Services, e.g. allied health professionals o Public Health, Commissioning, Primary Care (general practice, dentistry, optometry),
other partner services, e.g. Council, PBC Forum, etc. Departments / Facilities / Staffing
Transport
Estates o Building costs, Water, Telephones, Gas, Electricity, Lighting, Heating, Drainage,
Building alterations e.g. disabled access, toilets etc
Portering
Health Records (clinical records)
Caretakers
Ward areas
Pathology
Pharmacy
Infection Control
Domestic Services
Radiology
A&E
Risk Management Team / Information Officer– responsible to ensure the policy meets the Trust approved format
Human Resources
IT Support
Finance
Rolling programme of equipment
Health & safety/fire
Training materials costs
Impact upon capacity/activity/performance
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Appendix C
Equality Analysis and Action Plan
This template should be used when assessing services, functions, policies, procedures, practices, projects and strategic documents
Step 1 Identify who is responsible for the equality analysis.
Name: Hilary Salisbury
Role: Senior HR Manager
Other people or agencies who will be involved in undertaking the equality analysis:
Step 2 Establishing relevance to equality
Show how this document or service change meets the aims of the Equality Act 2010?
Equality Act – General Duty Relevance to Equality Act General Duties Eliminates unlawful discrimination, harassment, victimization and any other conduct prohibited by the Act.
The Trust ensures, through the vigilance of staff, recruiting managers and the Human Resources Team, that it remains committed to a culture of equal opportunities.
It will ensure this commitment is met through this policy,
and through subsequent procedures put in place, that no
applicant, internal or external, is the victim of direct or
indirect discrimination on the basis of a protected
characteristic.
Relevance
Protected Groups Staff Service Users Wider Community
Age X X Gender Reassignment X X Race X X Sex and Sexual Orientation X X Religion or belief X X Disability X X Marriage and Civil Partnerships X X Human Rights X X Pregnancy and Maternity X X
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Advance equality of opportunity between people who share a protected characteristic and people who do not share it
As above
Foster good relations between people who share a protected characteristic and people who do not share it.
As above
Step 3 Scope your equality analysis
Scope What is the purpose of this document or service change?
Who will benefits?
What are the expected outcomes?
Why do we need this document
or do we need to change the
service?
It is important that appropriate and relevant information is used about the different protected groups that will be affected by this document or service change. Information from your service users is in the majority of cases, the most valuable. Information sources are likely to vary depending on the nature of the document or service change. Listed below are some suggested sources of information that could be helpful:
Results from the most recent service user or staff surveys.
Regional or national surveys
Analysis of complaints or enquiries
Recommendations from an audit or inspection
Local census data
Information from protected groups or agencies.
Information from engagement events.
Step 4 Analyse your information As yourself two simple questions:
What will happen, or not happen, if we do things this way?
What would happen in relation to equality and good relations?
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In identifying whether a proposed document or service changes discriminates unlawfully, consider the scope of discrimination set out in the Equality Act 2010, as well as direct and indirect discrimination, harassment, victimization and failure to make a reasonable adjustment.
Findings of your analysis
Description Justification of your analysis No major change Your analysis
demonstrates that the proposal is robust and the evidence shows no potential for discrimination.
The Trust ensures, through the vigilance of staff, recruiting managers and the Human Resources Team, that it remains committed to a culture of equal opportunities. It will ensure this commitment is met through this policy, and through subsequent procedures put in place, that no applicant, internal or external, is the victim of direct or indirect discrimination on the basis of a protected characteristic
Adjust your document or service change proposals
This involves taking steps to remove barriers or to better advance equality outcomes. This might include introducing measures to mitigate the potential effect.
Continue to implement the document or service change
Despite any adverse effect or missed opportunity to advance equality, provided you can satisfy yourself it does not unlawfully discriminate.
Stop and review Adverse effects that cannot be justified or mitigated against, you should consider stopping the proposal. You must stop and review if unlawful discrimination is identified
Step 5 Next steps 5.1 Monitoring and Review Equality analysis is an ongoing process that does not end once the document has been published or the service change has been implemented.
This does not mean repeating the equality analysis, but using the experience gained through implementation to check the findings and to make any necessary adjustments. Consider:
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How will you measure the effectiveness of this change
When will the document or service change be reviewed?
3 yearly review of policy or sooner if changes to legislation.
Who will be responsible for monitoring and review?
Human Resources Department.
What information will you need for monitoring? How will you engage with stakeholders, staff and service users
Partnership Forum, JLNC, Management Development Programme, HR Portal.
5.2 Approval and Publication The Executive Board will be responsible for ensuring that all documents submitted for approval will have completed an equality analysis.
Under the specific duties of the Act, equality information published by the Trust should include evidence that equality analyses are being undertaken. These will be published on the Trusts “Equality, Diversity and Inclusion” website. Useful links: Equality and Human Rights Commission http://www.equalityhumanrights.com/advice-and-guidance/new-equality-act-guidance/equality-act-guidance-downloads/