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Recruitment and Selection Policy 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: 8th May 2018


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.


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


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.


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.


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


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


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.


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


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.

Monthly Trust Board Reports detailing staff turnover rates.

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


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


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



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



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


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.


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:


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


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


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?


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:


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/

http://www.equalityhumanrights.com/advice-and-guidance/new-equality-act-guidance/equality-act-guidance-downloads/

http://www.equalityhumanrights.com/advice-and-guidance/new-equality-act-guidance/equality-act-guidance-downloads/