08.01 1

RECRUITMENT AND SELECTION POLICY AND PROCEDURES POLICY: PURPOSE AND SCOPE

1.1

Bield Housing & Care aims to achieve a consistent and fair approach to the recruitment and selection of employees which results in the ‘the best person for the job’ being appointed to any vacant post within Bield.

1.2

Bield is a social service employer and this recruitment procedure is compliant with the legal requirements for safer recruitment as set by: • • • •

The Regulation of Care (Scotland) Act 2001; Scottish Statutory Instrument 2002 no. 114; Scottish Social Services (SSSC) Code of Practice for social service workers and for employers of social service workers; The National Care Standards.

Therefore, the Procedure must be followed not only to comply with employment legislation and good human resources practice but also to ensure safe recruitment in compliance with regulatory requirements with respect of social service workers. The Policy and Procedure are non-contractual. The Recruitment and Selection Procedure is integrated with the following Bield Policies: Equality & Diversity Policy; Disabled Workers Policy; Employment Policy on Acquired Immune Deficiency Syndrome; Employment of Close Relatives Policy (contained in Appendix B); The Protecting Vulnerable Groups and Disclosure Policy and Procedure; Rehabilitation of Offenders Policy and the Code of Conduct. 2 2.1

OUTLINE OF PROCEDURE In order to appoint ‘the best person for the job’, it is essential that the recruitment and selection procedure is undertaken systematically. Please see the Procedural Flowchart in Appendix A for an overview. The procedure in outline is: a) b) c) d) e) f) g) h) i) j) k) l) m) n) o) p) q)

Bield Housing & Care Employee Handbook Revised 01/08/2014.

Termination of Appointment Exit Questionnaire (and Interview, if applicable) Notification of Vacancy Job Description and Person Specification Job Evaluation if new or revised post. Nomination of Interview Panel and Date of Interview Vacancy Advertising and Recruitment Method Application Pack Short-Listing Interview and other Selection Methods Selection Decision and Conditional Offer of Employment Employment Reference Checks Protecting Vulnerable Groups Scheme or Disclosure Check (where applicable) Legal Right to Work in UK Check SSSC or other Regulatory Body Registration Check Qualifications Check Agreement of Start Date of Employment and Confirmation of Conditions of Employment being satisfied. Page 1 of 13

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DETAILED PROCEDURES

3.1

Termination of Appointment Vacancies generally arise as a result of one of the following reasons: i) ii) iii)

resignation or retirement of the postholder; transfer or promotion of the postholder to another post within the Bield; creation of a new post.

Employees who voluntarily resign should put in writing his/her resignation to their line manager, who should in turn notify the Departmental Director/Service Manager as soon as is practicable. When an appointment terminates for any reason, it is the responsibility of the appropriate line manager (refer to Appendix A) to complete and send to the Department of Human Resources the “Termination of Appointment” form, together with the original resignation letter. The “Termination of Appointment” Form must be forwarded to the Department of Human Resources without delay to avoid any incorrect salary payment being made to the employee. The Department of Human Resources is responsible for informing the Finance Department that an appointment is to terminate.

3.2

Exit Questionnaire and Interview All employees who voluntarily leave Bield will be offered the opportunity to complete an Exit Questionnaire and/or attend an Exit Interview. Following the receipt of a resignation letter, the Department of Human Resources will provide the employee with an Exit Questionnaire for completion. An exit interview will be conducted if requested by the leaving employee. The immediate line manager, another manager within the service area or member of the Human Resources Department, as appropriate may conduct the interview. If the interview is conducted by an individual other than the line manager, feedback on the exit interview will be given to the line manager. Information acquired during the exit interview may assist the line manager in deciding whether any amendments should be made to the job.

3.3

Notification of Vacancy To notify the Department of Human Resources that a vacancy exists and to initiate the recruitment process, the “Notification of Vacancy” form must be completed, signed and sent to the Department of Human Resources (refer to Appendix A for authorising levels). It is the prior responsibility of the line manager to agree with the Departmental Director/Service Manager that the recruitment process can proceed. The “Notification of Vacancy” form should normally be completed by the Departmental Director/Service Manager. If the line manager completes the form he/she must confirm in the relevant section of the form that prior authorisation has been gained with the Head of Department/Service Manager.

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The Departmental Director/Service Manager will review the relevant policy, organisational and budgetary aspects and make a decision on whether the post should be filled. The HR Advisors are available to discuss with managers and/or advise managers on any part of the forms prior to their completion. 3.4

Job Descriptions Job descriptions are held within the Department of Human Resources for all established Bield posts. A job description includes details of the main purpose of the job, and the tasks, duties and responsibilities involved. Duties, which would unnecessarily exclude any person from applying for that post, should not be included. When a vacancy arises it is the responsibility of the appropriate manager to liaise with the Human Resources Manager if amendments are required to be made to a job description. The amendments will be considered in relation to the job evaluation scheme. If a new type of post is to be advertised, the job description is drawn up by the line manager using the standard format and must be evaluated by the Department of Human Resources Manager (who will provide advice and assistance in the drawing up of job descriptions, if required). The vacancy cannot be advertised until the job description and person specification have been evaluated and approved.

3.5

Person Specifications A person specification details the skills, abilities, experience and qualifications required for a person to undertake the duties of the post. It is derived from the requirements of the job description. The person specification together with the job description forms the basis of the recruitment advert. The person specification is also essential to help ensure consistency of assessment by all staff involved in short-listing and selection interviewing. Requirements, which would unnecessarily exclude any person from applying for that post, should not be included in the specification. For example, applicants should not be required to hold a driving licence if the job would only involve very occasional driving duties which could be undertaken by another employee. It is essential that Bield's equality and diversity policy be considered when drawing up a new person specification. The content of the person specification should be agreed by all involved in the selection process. The Department of Human Resources (who will provide advice and assistance in the drawing up of person specifications, if required) must approve a new or changed person specification and make reference to this when evaluating the post.

3.6

Nomination of Interview Panel and Interview Date An Interview Panel, with a minimum of two members, must be nominated prior to the shortlisting of application forms. Only the members of this panel will be involved in the shortlisting and selection of applicants (an exception to this is where a vacancy elicits a high number of applications and an appropriate member of the Human Resources Department has capacity to assist by drawing up an initial shortlist). All panel members will normally have participated in training in Bield’s recruitment and selection procedures including the equality and diversity policy.

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Interview dates should normally be agreed prior to the advertisement being placed and should take place no later than 10 working days after the closing date for applications. 3.7

Vacancy Advertising and Recruitment Methods The HR Advisor can advise on the most appropriate method of recruitment for the post, although line managers are encouraged to share local knowledge of employment. All advertisements are drafted and placed by the Department of Human Resources. The final decision on the method of recruitment to be used lies with the Department of Human Resources in conjunction with the appropriate line manager. A closing date is generally set for two weeks but a minimum of one week after the latest date of insertion of the advertisement. Level of Advertising Vacant posts are normally advertised internally and externally at the same time except in the following circumstances where the vacancy may be advertised internally only: a) When a temporary post or secondment is expected to last less than twelve months in duration. b) Where vacancies would result in a change of hours for an existing post-holder in the same type of post and at the same location. These vacancies may be initially advertised to employees in the same type of post at that location. (If there is only one applicant a formal interview is not required). c) Where vacancies have been covered by an employee for at least 6 months and that employee meets the performance requirements of the post. d) During a restructuring or collective redundancy situation. (Appropriate vacancies would first be advertised internally. If no suitable employee under threat of redundancy is appointable after interviewing, vacancies will then be advertised externally). e) Where there are budget restrictions. f)

On the decision of the Senior Management Team and Chief Executive and appropriate Board Members (where appropriate) in order to meet the operational needs of Bield.

A vacancy may be filled without advertising in the following circumstances only: g) When there is an organisational need to provide urgent temporary cover due to sick or other leave. h) Where a vacancy has been covered by an employee for at least 6 months on the basis of a temporary or fixed term appointment and that employee meets the performance requirements of the post providing also that the original vacancy was at least advertised internally. j)

If an employee, casual worker or speculative applicant expresses an interest in a difficult to fill post (i.e. a post that has been unsuccessfully advertised). N.B. The requirement to interview the candidate for the post remains.

k) On the decision of the Chief Executive and appropriate Board Members in order to meet the operational needs of Bield.

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Vacancies in paragraphs d), i) and j) above must first be discussed with the Human Resource Manager/ Director of Human Resources prior to making any commitment to an employee. There may be situations in which it is appropriate to advertise vacancies over and above the minimum level required. Secondments If a post is available on a temporary basis and an existing employee wishes to apply for the post under a secondment arrangement (i.e. for the employee’s current post to be held open for him/her to return to after completion of the new temporary post) it is the responsibility of the employee applying for the post to first discuss this with their existing line manager. Secondment arrangements should not be refused unreasonably however service delivery requirements will take priority. If the internal applicant is selected for the temporary post and the secondment is approved, dates of commencement should be agreed jointly by the employee’s existing Service Manager or Head of Department and potential new Service Manager or Head of Department. Internal Advertising All internal vacancies are advertised on Bield’s website. External Advertising The minimum level of external advertising is via the local job centre and Bield’s website.

3.8

Application Pack All applications for employment will be made on Bield’s Application Form. Curriculum Vitae will not normally be accepted. Personal data relating to gender, age, marital status, dependents, nationality or ethnic origin will not be sought on the Application Form unless specific circumstances apply, i.e. Residential Posts, Genuine Occupational Qualification. Personal data will be sought on the Equal Opportunities Monitoring Form. This Form will not be available to the Interview Panel and will be used solely for the purpose of equal opportunities monitoring. All applicants will have access to: • Application Form • Job Description • Person Specification • Job Advertisement which set out the terms and conditions of the post together with details of the department/scheme where the post is located. • Equal Opportunity Monitoring Form which includes our policy statement. Additional information may be necessary to either allow individuals to make an application or may be sent to short-listed candidates.

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Examples of additional information which may be provided: • Business Plan • Bield Brochure and promotional materials • Annual Report • Operational Policies All applications are returned to the Department of Human Resources.

3.9

Shortlisting The final short-list for interview is drawn up by the interview panel by comparing each application form against the essential and desirable criteria contained in the person specification which can be objectively assessed from the application form. It is recommended that whenever possible members of the interview panel should meet together to draw up the short-list. The "short-listing assessment form" should be used at short-listing stage to aid short-listing and to provide a record of the assessment of candidates against the criteria as set down on the person specification. It is recommended that the following system of grading applications should be used at shortlisting stage to ensure that a consistent method is used throughout Bield. 2 = Applicant meets all essential and desirable criteria 1 = Applicant meets all essential criteria 0 = Applicant does not meet essential criteria All applications graded 1 & 2 should be interviewed. However, where a large number of applicants meet the essential criteria, only applicants who meet the essential and some/all of the desirable criteria should be interviewed to reduce the short-list. Where there are consistently large numbers of applicants falling into categories 1 & 2, it may be advisable to consider whether the person specification is correct.

Internal Candidates Internal candidates who meet the essential criteria for the post they have applied for should be offered an interview. It is not Bield policy to interview internal applicants who do not meet the essential criteria. If an internal candidate is unsuccessful, the chair of the interview panel should advise him/her of the reasons for not short-listing. Once the shortlist has been agreed, the application forms of candidates for interview should be retained by the Interview Panel. The “shortlist assessment form” must be returned to the Department of Human Resources. The application forms of unsuccessful applicants must also be returned to the Department of Human Resources or confidentially destroyed (i.e. shredded).

3.10 Interviews and Other Selection Methods When a short-list has been agreed it is the responsibility of the Department of Human Resources to invite candidates for interview. Members of the interview panel are provided with an interview folder prior to the interview date containing: Bield Housing & Care Employee Handbook Revised 01/08/2014.

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• • • • •

Details of the location, date and time of interviews Job Description Person Specification for the post Interview Assessment Checklist for each candidate New Appointments Form/Changed Appointments Form (Chair of Panel only)

Copies of Application Forms should be retained by the Interview Panel from the shortlisting stage. The questions asked at interview will relate to the selection criteria contained in the person specification. Other Selection Methods Other selection methods may be used in conjunction with the interview. Methods will be relevant to the selection criteria contained in the person specification. Additional methods may at present or in the future include: Presentations, group exercises or analysis of case studies Skills Tests e.g. word processing In-tray exercises Psychometric Tests. The aspects of the selection criteria to be assessed by the additional method will be agreed in advance in conjunction with Human Resources and assessment results for each applicant will be formally recorded. The method will be conducted by the interview panel or another trained practitioner. Residential Posts – Private Retirement Housing only. The line manager normally makes arrangements for short-listed candidates who have applied for residential posts to view the accommodation provided. All short-listed candidates receive a copy of Bield's guidelines for applicants applying for residential posts.

3.11 Selection Decision To aid decision-making and in accordance with good equal opportunity practices, an “Interview Assessment Checklist” will be completed for each applicant. The assessment criteria will correspond to the criteria set down on the person specification (a guidance note is available). It is recommended that members of the selection panel use the following grading system to record their assessment of applicants against each person specification criterion. 0 = Applicant provided no evidence/ clearly fails to meet required criterion 1 = Applicant partially meets criterion 2 = Applicant meets criterion 3 = Applicant exceeds criterion Each member of the selection panel should note their assessment of the candidate on an interview assessment checklist immediately after the interview, rating them accordingly.

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The merits of candidates should not be discussed between interviews. When the interviews have been completed, members of the selection panel should work through the applications in order and compare their assessment of each candidate against the criteria set down on the person specification. Discussion and analysis should continue until all panel members are agreed on one candidate. Each panel member’s reasons for appointing and for not appointing should be recorded on the interview assessment checklists. The Chair of the Interview Panel is responsible for ensuring that all interview assessment checklists are returned to the Department of Human Resources.

Informing successful and unsuccessful applicants Once all the above stages of the procedure are complete a verbal conditional offer of employment can be made, subject to satisfactory references, eligibility to work in UK, satisfactory PVG Scheme Record or Disclosure Check (if appropriate) and any other conditions relevant to the post. Please refer to the Protecting Vulnerable Groups Policy regarding the posts for which a PVG membership must be obtained prior to an employee starting work. The Department of Human Resources should be informed of the outcome so that they, in turn, can notify the unsuccessful candidates in writing. For salaried posts the starting salary must be agreed with the Department of Human Resources. Providing feedback to unsuccessful candidates If an internal candidate is unsuccessful, the chair of the interview panel should advise him/her of the reasons for not appointing. There is no requirement to provide feedback to external candidates as a matter of course however if requested feedback will be provided. This should be done by the Chair of the Interview Panel. Care should be taken when giving feedback that the reasons for non-appointment are related to the selection criteria and do not imply unfair discrimination.

3.12

Employment Checks Interview panel members are responsible for undertaking certain stages of employment checks in relation to: i) checking authenticity of documents to evidence the legal right to work in the UK and for PVG Scheme or Disclosure purposes; ii) checking original qualification certificates; iii) holding a discussion about any disclosed criminal convictions and taking a note of that discussion; iv) checking the contact details for references are correct, and; v) taking note of details of registration with SSSC or other regulatory body. Some posts may require additional checks such as validity of a driving licence. The Department of Human Resources is responsible for undertaking certain stages of employment checks in relation to: i) checking that those legal right to work in the UK documents approved as authentic by the interview panel do constitute evidence of the legal right to work in the UK; ii) recording qualifications and retaining copies or interview evidence of certificates; iii) requesting that the preferred candidate complete a PVG Membership Scheme or Disclosure Application (or apply for a Scheme Record Update) and assessing any vetting information (including criminal convictions); iv) requesting, checking and assessing written employment references, and; v) verifying registration with the SSSC or other relevant regulatory body.

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Requests for employment references are made on a standard form and normally only for the successful candidate(s) after the interview stage is complete. Employment references will be obtained for all appointments within Bield, irrespective of employment status, e.g. permanent, temporary etc. Employment references are a method of verifying the information provided by the applicant during the recruitment and selection process. Therefore factual information (i.e. dates of employment, main duties undertaken and number of days of sickness absence for the period the applicant was employed) will be requested via a Bield Reference Request Form. Information in relation to the person specification may be sought. The trained members of the HR Department must follow the HR internal guidance for obtaining, checking and assessing references. External Applicants External Applicants will be required to provide two employment references, one of which will be from the current or most recent employer. Every effort is made to obtain all employment references prior to a new employee commencing employment. At minimum, a satisfactory reference from the current employer will be obtained, in writing, prior to the selected candidate commencing employment. The second reference will be obtained without undue delay. Bield reserves the right to request supplementary references and to make the final decision as to whether any such references meet with our requirements. If Bield is unable to obtain satisfactory references, a conditional offer of appointment may be withdrawn with immediate effect. Internal Applicants Internal Applicants will normally be required to provide one reference from their current line manager. Exceptions to this may occur, i.e. an external reference may be requested if the employee is in current employment elsewhere or s/he has applied for work of a different nature to that which they are currently undertaking with Bield. 3.13 Appointment As detailed in section 3.12, written references for the successful candidate are taken up by the Department of Human Resources. In exceptional circumstances and in order to shorten the time between interview and date of commencement, telephone references may be obtained by the Department of Human Resources. Reference should be made to the Protecting Vulnerable Groups Scheme and Disclosure Policy and Procedure regarding the posts for which PVG Scheme Record or Disclosure check must be assessed as satisfactory prior to an employee starting work. A New Appointment Form or Changed/Additional Appointment Form is completed by the chair of the interview panel and returned with the interview assessment checklists (for all interviewed candidates) to the Department of Human Resources. The application forms for all candidates must also be returned to the Department of Human Resources or confidentially destroyed (i.e. shredded). The Department of Human Resources is responsible for issuing all written offers of employment. A copy of the job description and further information about Bield and benefits of employment is sent to the successful candidate with the offer of employment. The Department of Human Resources is responsible for i) setting up all employee personnel files and these are retained by the Human Resources Manager who is responsible for the safekeeping and maintenance of all personnel records and ii) informing the Finance Department of any new appointments/amended appointments using the appropriate forms. Bield Housing & Care Employee Handbook Revised 01/08/2014.

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4

GUIDANCE FOR MANAGERS Guidance notes on Recruitment and Selection will be provided by the HR Advisor. The notes will offer further information on each of the stages in the procedure as well as the provision of references by managers for existing employees of Bield. The notes will support the recruitment and selection training and be updated as necessary. Service User Participation The appropriate participation of service users in the recruitment and selection process is detailed in the Housing and Care Services Operational Manual. This does not currently include Service User participation in the actual interview but framework for this may be developed. Service Users will not formally assess candidates under any circumstances.

5

TRAINING Recruitment and Selection training (including the application of the equality and diversity policy) will be provided to all those involved in the application of this procedure wherever possible.

6

RECORD KEEPING The Scottish Housing Regulator recommends that a written record of reasons for not appointing short-listed candidates should be retained for a specified period within the Department of Human Resources. If an applicant is processing his/her complaint through an Employment tribunal, he/she is required to register a complaint within three months of the event although under certain circumstances this time limit could be extended. Therefore all documentation relating to the recruitment process will be retained by the Department of Human resources for 3 months before being confidentially destroyed. Investigations into complaints will be normally be undertaken by an HR Officer. The following data in relation to unsuccessful applicants will be retained for a period of 3 months from the date of the interview: • • • • •

Job Advertisement Application Form Shortlisting Form Interview Assessment Form Any other relevant documentation, i.e. record of assessment of alternative selection method.

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Appendix A

Recruitment & Selection Procedure Flowchart Employee should provide written resignation to Line Manager

Line Manager to discuss any issues with employee i.e. reasons for resignation, agree last date of working etc.

Care Services:

Supported Housing:

Office-based:

Care House/Project Manager to: i) complete Termination of Appointment Form* & forward to HR Dept’ with ‘Resignation Letter’ & Annual Leave Form; ii) send copies to Service Manager.

Scheme Manager to forward Resignation Letter & Annual Leave Form to Housing Officer.

Line Manager to: i) complete Termination of Appointment Form* & forward to HR Dept’ with ‘Resignation Letter’ & Annual Leave Form.

Housing Officer or Service Manager to: authorise Termination of Appointment Form* & forward to HR Department with Resignation Letter.

Human Resources provide Finance with instruction and information to pay final salary and remove employee from payroll. HR issue Acknowledgement of Resignation Letter and Exit Questionnaire

Care Services: Service Manager to authorise Notification of Vacancy Form* and forward to HR Department by mail.

Supported Housing: Housing Officer or above to authorise Notification of Vacancy Form * and forward to HR Department by mail.

Office-based: Grade 2 or above to authorise Notification of Vacancy Form * and forward to HR Department by mail.

Department of HR: • • •

Draft & place advert (based on existing job description and person specification). If the post is new or changes are required the job description & person specification must be evaluated by HR under the job evaluation system). Receive returned applications and forward to Interview Panel on closing date. Monitor applications from Disabled or Ethnic Minority Applicants.

Interview panel members must complete the Short-listing Assessment Form and return to HR so that the interviews may be held within 10 working days of the closing date and candidates receive reasonable notice of the interview date – minimum of 2 working days recommended. The Chair of the panel may telephone or email HR to inform of short-listed candidates who are to be invited to interview. Short-listing assessment forms must thereafter be returned without delay. Interview Panel members retain Application Forms of short-listed applicants for use at Interview. * Notification of Vacancy Form normally completed and forwarded at same time as Termination of Appointment Form.

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Department of HR: i) Send Interview Invitations, Criminal Record Self-Declaration Form &, PVG Scheme Application Form where applicable,; ii) Confirm Interview times and forward Interview Assessment Forms to Interview Panel.

Interview Panel: Interview candidates & assess suitability for post. Check: original documents which evidence Legal Right to work in UK and if applicable PVG Scheme Record/Record Update/Disclosure; original qualification certificates and, if applicable evidence of SSSC or other regulatory body registration – in accordance with guidance provided. Check any other documents required for the post in accordance with the interview assessment. Each Interviewer: to complete an Interview Assessment Form. Interview Panel: i) discuss & recommend candidate(s) for employment; ii) telephone HR to check appropriate salary placing (if required).

Chair of Interview Panel may telephone successful candidate and make a conditional offer employment subject to satisfactory references and PVG Scheme Record/Disclosure as appropriate. Refer to the PVG and Disclosure Policy for further information.

Chair of Interview Panel to complete New or Changed Appointment Form (as appropriate) and return to Department of HR with all Interview Assessment Forms and either confidentially destroy all copies of application forms or return to HR for disposal. Care House Managers and Housing Officers must also notify Service Manager of the offer of appointment.

Department of HR to: i) produce a written conditional offer of employment upon receipt of New or Changed Appointment Form; ii) request employment references; iii) verify SSSC or other regulatory body registration; iv) send PVG/Disclosure Application to Disclosure Scotland (if applicable & received at this stage), and; v) send regret letters to unsuccessful candidates.

Candidates return signed copy of written conditional offer of employment with completed enclosures to HR. HR to send PVG Scheme/Disclosure Application to Disclosure Scotland (if applicable & received at this stage).

HR check, assess and approve employment references – gaining further information from candidate and referee if necessary. Any issues of potential concern will be discussed with the line manager before a decision is taken to proceed with employment or to withdraw the offer of employment.

Once references/disclosures and any other pre-employment conditions are satisfied: HR will ask the line manager to arrange a start date for employment with the new employee. HR will write to the new employee to confirm the start date and pre-employment conditions which have been satisfied plus any remaining conditions yet to be satisfied. HR provide Finance with instructions / information to add employee to Payroll. Bield Housing & Care Employee Handbook Revised 01/08/2014.

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Recruitment & Selection Policy and Procedure

Appendix B

EMPLOYMENT OF CLOSE RELATIVES POLICY There are regulations relating to the employment of close relatives of employees or former employees with which Bield has to comply. The regulations arise from Schedule 7 of the Housing Act (Scotland) 2001 and are set by The Scottish Housing Regulator. The regulations are the reason why applicants for jobs are asked on the application form whether they are related to a Bield employee or committee member. Close relatives for these purposes are defined as: spouses or co-habitees, parents, grandparents, children, stepchildren, grandchildren, brothers and sisters. Former employees are defined as: employees who have left in the previous twelve months.

The Guidance issued by The Scottish Housing Regulator permits Housing Associations to enter into contracts of employment with close relatives of an employee or former employee under the following conditions: a)

there was a full and fair process for competitive recruitment;

b)

in the case of a close relative of an employee or former employee, that employee or former employee has no involvement or influence over the selection process; and,

c)

there is no direct or indirect line management responsibility involving an existing employee and a close relative;

d)

In addition Bield policy states that no appointments should be made where the post in question is in the same housing scheme, care house/project or, - for office-based employees - the same Department irrespective of geographical location, as a relative.

The following records are maintained: a)

all decisions to appoint relatives of employees must be approved by Bield’s Finance and Resources Committee and recorded in the Minutes. It is impractical to delay confirmation of employment for up to three months between Committee meetings. Therefore it is Bield’s normal procedure to seek authority under Standing Order 13 from the Chair of the Board and the Chair of the Finance and Resources Committee. This is done by the Department of Human Resources at the point at which a conditional offer of employment is made.

b)

all decisions are reported to the Board of Management and in a separate register available for inspection by The Scottish Housing Regulator..

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