Information for
Applicants
1.
Introduction
2.
About NICHS
3.
Applying for a job at NICHS
NICHS – HR – Recruitment & Selection – 2013
1. Introduction
Thank you for expressing an interest in a position with Northern Ireland Chest
Heart & Stroke (NICHS). We require high calibre staff both in the direct
provision of services and in our wide range of other functions, such as
fundraising, research and other support functions. This document contains
information about NICHS and the recruitment process which you may find
useful.
2. About NICHS
NICHS is a local charity. Each year we need to raise £1.8m to fund our range
of programmes, community services and research in the hospitals and
universities of Northern Ireland.
Mission & Vision
Mission statement:
Working together to combat chest, heart and stroke illnesses in Northern
Ireland
Vision Statement
Our vision for Northern Ireland is one where everyone can live life to the full,
free from chest, heart and stroke illnesses
Values
The following values underpin every aspect of the organisation’s culture and
activities:
Excellence
Making sure that all aspects of the organisation’s work are carried out to the
highest standards
Promoting independence
Promoting everyone’s confidence and ability to take control of their own lives
and have a voice
People-centred
Putting the needs, rights and hopes of the people of Northern Ireland at the
heart of everything we do
Respect
Treating everyone as an individual with equality, dignity and respect
Innovation
Anticipating and responding to changing needs
Integrity
Operating to the highest standards of honesty, transparency and
accountability
3. Applying for a job at NICHS
NICHS – HR – Recruitment & Selection – 2013
At NICHS we ensure that every applicant is treated fairly. The only information
that is used to decide whether or not to shortlist an applicant is the information
provided in your application form. Your application form is therefore very
important. If you already work for NICHS, we still require the same range of
information in relation to the job you are applying for.
Job Description and Person Specification
Every post advertised by NICHS is supported by a job description and person
specification. The job description outlines the main duties of the post and the
person specification describes the knowledge, experience and skills required
for the position. In your application form, make sure that you give enough
detail about how you meet each of the criteria.
Completing the application form
Please ensure that you complete each section fully. Please note that we only
accept application forms and do not accept CV’s. If your application is not fully
completed or is marked ‘see CV’ it will not be considered.
The application form can be hand written or typed but must be completed in
black ink. The application form consists of 7 sections. Please complete each
section in full and sign and date the declaration to confirm that all information
provided is correct.
IMPORTANT INSTRUCTIONS FOR APPLICANTS
SECTION 4: SELECTION CRITERIA,
In section 4 please outline how you meet the essential criteria and any
desirable criteria by providing clear and specific examples for each and
every one of the criteria listed. Please also give details of dates
experience was achieved.
The panel will shortlist on the information you provide in this section.
Your application will not be shortlisted if you fail to provide evidence of
how you meet each of the criteria.
Please note that all applications must be received by 12 noon on the closing
date. Late applications or CV’s will not be considered.
Do not hesitate to contact the HR department on (028) 90266 714 if you have
any queries about how to complete the application form.
Monitoring Questionnaire
Under the Fair Employment (NI) Act 1989, NICHS is required to seek certain
information which will be treated in the strictest confidence and used for
Monitoring purposes only. This sheet will be detached from the application
form and will be made available to the Monitoring Officer only. Failure to
complete and return this form will result in disqualification. Please return the
form in the envelope provided and return in the same envelope as your
completed application form, marked for the attention of the Monitoring Officer.
NICHS – HR – Recruitment & Selection – 2013
FAIR EMPLOYMENT POLICY
Northern Ireland Chest Heart and Stroke is committed to the promotion and
protection of equality of opportunity by every means available in line with the
Fair Employment (NI) Act 1989 and subsequent amending legislation.
The Organisation is committed to:
-
preventing any form of direct, indirect discrimination or victimisation
which may occur due to a person’s religion or political beliefs
-
ensuring fair participation of both communities
-
providing a harmonious working environment in which no form of
intimidation or harassment will be tolerated
-
taking the necessary affirmative action where appropriate
FAIR EMPLOYMENT POLICY
The Definitions of direct and indirect discrimination and victimisation are as
follows:
Direct Discrimination
Treating a person on the grounds of his or her religion or political beliefs less
favourably than a person of another religion is, or would be, treated in similar
circumstances.
Indirect Discrimination
Imposing a condition or requirement which is such that a considerably smaller
proportion of one community than the other can comply with it and which
cannot be shown to be justifiable.
Victimisation
Discrimination on the grounds that he or she has previously made a complaint
of unlawful discrimination or has given evidence or information, or otherwise
been involved with such a complaint.
In order to prevent any such discrimination and provide equality of opportunity
for all job applicants and employees, NICHSA follows set formal selection
procedures as outlined in the Recruitment and Selection Policy - WP022.
Provision of a Harmonious Working Environment
NICHS aims to provide a working environment in which no employee feels
threatened or intimidated because of his or her religious belief or political
opinion, therefore the following are prohibited:

the display of flags, emblems, posters, graffiti

the articulation of slogans or songs which are likely to cause offence or
unease for any employee or customer

the display of tattoos
The Organisation will not tolerate any form of intimidation, harassment or
action likely to cause apprehension to any employee or job applicant (either
NICHS – HR – Recruitment & Selection – 2013
actual or potential). Such behaviour will be regarded as a disciplinary offence
and any employee found guilty of such an offence may be dismissed.
Affirmative Action
The Organisation is committed to undertake an Affirmative Action Programme
should the result of a Section 31 Review or the Organisation’s Annual Review
indicate that fair participation is not being achieved.
Complaint
The Organisation will ensure that through the Grievance Procedure any
employee who believes that this policy has not been applied in relation to
themselves, is afforded full opportunity to raise the matter which will be
investigated quickly and comprehensively.
Responsibilities
The Chief Executive will be responsible for implementing the Fair Employment
Policy, as agreed by the Governance Board.
The Monitoring Officer is responsible for monitoring, analysing and reviewing
the religious affiliation of the workforce. He/she will report the findings of the
annual review to the Chief Executive and Human Resources Manager who
will then decide upon the course of affirmative action which needs to be
instigated.
All employees have a responsibility to accept their personal involvement in the
practical application of this policy and co-operate with management to foster a
harmonious working atmosphere in which no-one feels disadvantaged or
intimidated because of their religion.
NICHS – HR – Recruitment & Selection – 2013
POLICY ON THE RECRUITMENT OF EX-OFFENDERS
Policy Statement
Northern Ireland Chest Heart and Stroke (NICHS) complies fully with the
Code of Practice, issued by the Department of Justice, in connection with the
use of information provided to registered persons, their nominees and other
recipients of information by AccessNI under Part V of the Police Act 1997, for
the purposes of assessing Applicant’s suitability for employment purposes,
voluntary positions, licensing and other relevant purposes. We undertake to
treat all applicants for positions fairly and not to discriminate unfairly or
unlawfully against the subject of a Disclosure on the basis of conviction or
other information revealed.
This policy is made available to all Disclosure applicants at the outset of the
recruitment process.
NICHS are committed to equality of opportunity, see separate Equal
Opportunities Policy, to following practices, and to providing a service which is
free from unfair and unlawful discrimination*. We ensure that no applicant or
member of staff is subject to less favourable treatment on the grounds of
gender, marital status, race colour, nationality, ethnic or national origins, age,
sexual orientation, responsibilities for dependants, physical or mental
disability political opinion or offending background, or is disadvantaged by any
condition which cannot be shown to be relevant to performance.
NICHS actively promotes equality of opportunity for all with the right mix of
talent, skills and potential, and welcomes applications from a wide range of
candidates, including those with criminal records. The selection of candidates
for interview will be based on those who meet the required standard of skills,
qualifications and experience as outlined in the essential and desirable
criteria.
We will request an Access NI Disclosure only where this is considered
proportionate and relevant to the particular position. This will be based on a
thorough risk assessment of that position and having considered the relevant
legislation which determines whether or not a Standard or Enhanced
Disclosure is available to the position in question. Where an Access NI
Disclosure is deemed necessary for a post or position, all applicants will be
made aware at the initial recruitment stage that the position will be subject to
a Disclosure and that NICHS will request the individual being offered the
position to undergo an appropriate Access NI Disclosure check
In line with the Rehabilitation of Offenders (Northern Ireland) Order 1978,
NICHS will only ask about convictions which are defined as "unspent" within
the terms of that Order, unless the nature of the position is such that we are
entitled to ask questions about an individual's entire criminal record.
We undertake to ensure an open and measured and recorded discussion on
the subject of any offences or other matters that might be considered relevant
for the position concerned e.g. the individual is applying for a driving job but
has a criminal history of driving offences. Failure to reveal information that is
directly relevant to the position sought could lead to withdrawal of the
conditional offer of employment.
NICHS – HR – Recruitment & Selection – 2013
Your organisation may consider discussing any matter revealed in a
Disclosure Certificate We are only able to discuss what is contained on a
Disclosure Certificate and not what may have been sent under separate cover
by the Police with the subject of that Disclosure before considering
withdrawing a conditional offer of employment.
We ensure that all those in NICHS who are involved in the recruitment
process have been suitably trained to identify and assess the relevance and
circumstances of Disclosure information. We also ensure that they have
received appropriate guidance and training in the relevant legislation relating
to employment of ex-offenders (e.g. the Rehabilitation of Offenders (Northern
Ireland) Order 1978).
We undertake to make every subject of an Access NI Disclosure aware of the
existence of the Code of Practice, and to make a copy available on request.
HAVING A CRIMINAL RECORD WILL NOT NECESSARILY DEBAR YOU
FROM WORKING WITH NICHS.THIS WILL DEPEND ON THE NATURE OF
THE POSITION, TOGETHER WITH THE CIRCUMSTANCES AND
BACKGROUND OF YOUR OFFENCES OR OTHER INFORMATION
CONTAINED ON A DISCLOSURE CERTIFICATE OR PROVIDED
DIRECTLY TO US BY THE POLICE.
*We are only able to discuss what is contained on a Disclosure Certificate and
not what may have been sent under separate cover by the Police.
NICHS – HR – Recruitment & Selection – 2013
EQUAL OPPORTUNITIES POLICY
EQUAL OPPORTUNITIES STATEMENT
The Organisation is opposed to all forms of unlawful and unfair discrimination.
All full time and part time employees and job applicants (actual or potential)
will be treated fairly and selection for employment, promotion, training or any
other benefit will be on the basis of aptitude and ability.
The Organisation recognises that the provision of equal opportunities in the
workplace is not only good management practice, but it also makes sound
business sense. Our equal opportunities policy will help all employees to
develop to their full potential and the talents and resources of the workforce
will be fully utilised to maximise the efficiency of the Organisation.
The Organisation is committed to:
-
Preventing any form of direct or indirect discrimination or
victimisation.
-
Promoting equal opportunities for women and men.
-
Securing fair participation for individuals.
-
Promoting equal opportunities for people with disabilities.
-
Promoting equal opportunities for ethnic minorities.
-
Promoting a good and harmonious working environment where all
men and women are treated with respect and dignity and in which
no form of intimidation or harassment will be tolerated.
-
Fulfilling all legal obligations under the relevant legislation and
associated Codes of Practice.
-
Taking any necessary positive/affirmative action, including setting
goals and timetables.
Breaches of NICHS’s equal opportunities policy will be taken seriously and
regarded as misconduct which could lead to disciplinary proceedings, and
possible dismissal.
Implementation of the Policy
In order to implement this policy, the Organisation will communicate to
employees at all levels on a regular basis through written correspondence and
internal training. The policy will be communicated to prospective employees
through job advertisements and to new employees through the Organisation’s
Induction Programme
NICHS Equal Opportunities Policy
The aim of this policy is to communicate the commitment of the Organisation
to the promotion of equality of opportunity in NICHS. It is our policy to provide
equality of opportunity to all, irrespective of:
-
Gender, marital or family status
-
Religious belief or political opinion
-
Disability
-
Race or Ethnic Origin
NICHS – HR – Recruitment & Selection – 2013
-
Nationality
-
Sexual Orientation
-
Age
The Sex Discrimination (NI) Order 1976 describes 5 kinds of behaviour which
may constitute unlawful discrimination:
Direct Sex Discrimination
Treating a woman, on the grounds of her sex, less favourably than a man is or
would be, treated in similar circumstances (or vice versa).
Indirect Sex Discrimination
Applying an unjustifiable condition or requirement which is such that a
considerably smaller proportion of women than men can comply with it (or
vice versa).
Direct Marriage Discrimination
Treating a person, on the grounds that he or she is married, less favourably
than a single person of the same sex is, or would be, treated.
Indirect Marriage Discrimination
Applying an unjustifiable condition or requirement which has the effect of
discriminating against married people because considerably fewer married
than single people of the same sex can comply with it.
Victimisation
Treating a person less favourably than another because he or she has
asserted rights under the sex discrimination or equal pay legislation; has
helped another person to do so; has given information to the Equality
Commission or because it was suspected that he or she might do any of
these things.
Further forms of sex discrimination are:
Sexual Harassment
(See Sexual Harassment Policy at EO003)
Discrimination in the Level of Pay
The Equal Pay Act (NI) 1970 (amended 1984) requires employers to give
equal treatment in respect of pay and other terms of their contracts of
employment to an employee of one sex where they are doing:
-
the same or broadly similar work to a colleague of the opposite sex
-
a job which has been rated as equivalent to that of a colleague of
the opposite sex under a job evaluation scheme
-
work of equal value to that of a colleague of the opposite sex even
though it is completely different work but the demands made on
each employee (under such headings as skill and knowledge,
decision-making, responsibility and training) are equal
In adhering to the legal framework and in adopting recommendations by the
Equality Commission to ensure equality of opportunity, NICHS will ensure that
the following internal policies adhere to the legal framework as outlined
above:
-
Salary
NICHS – HR – Recruitment & Selection – 2013
-
Job related benefits
-
Promotion
-
Training
-
Transfer to other departments within the Association
-
Redundancy
-
Retirement
NICHS – HR – Recruitment & Selection – 2013