Guidelines and Process for Appointing to the Trust Bank

Guidelines and Process for appointing to the Trust Bank 1.0 Introduction

1.1 The purpose of this guidance is to clarify the approach taken by the Trust in relation to appointing individuals to Bank positions within the Trust. 1.2 The Bank exists to provide the Trust with ad hoc cover for the absence of employees to ensure safe staffing requirements are met and other ad hoc cover. Bank workers should not be used to provide longer term cover. 1.3 Recruitment to the bank will take place regularly to ensure the bank has sufficient bank workers to call upon.

2.0 Purpose and Scope

2.1 This policy applies to all prospective bank workers of the Trust and managers of services requiring cover for absences. 2.2 This guidance will apply to both external and internal applicants.

3.0 Responsibilities

3.1 It is the responsibility of the service manager who requires bank workers to initiate any recruitment process, liaising with the Recruitment Team. As with other recruitment activity this must be authorised using a VRF to ensure that authority for the recruitment has been given. 3.2 The Recruitment Team will be responsible for undertaking the process, including NHS Checks Standards to ensure compliance and governance of the process. 3.3 It is the responsibility of internal applicants to the bank to ensure that they are aware of the relevant process should they wish to join the Bank.

4.0 Process

4.1 Where a recruitment process has been initiated for a bank position the recruitment process and pre-employment checks will apply. Applications will be via NHS Jobs. Managers should refer to the Trust Safer Recruitment Policy and the Tookit for Recruiting Managers. Managers may also advertise for bank workers at the same time as a permanent post, using the relevant section on the VRF. 4.2 Where there is an advert in place for a bank position and an internal member of staff wishes to apply for a position that they are not currently employed in, they should do so by applying via the advert on NHS jobs. The full recruitment process and NHS pre- employment checks will apply. 4.3 Where a current employee expresses a wish to join the bank for the same post as their current role (i.e. a Staff Nurse, applying for a Staff Nurse bank vacancy) and meets the requirements of the post, they will not need to undertake an interview. Internal applicants will be expected to sign a Declaration Form with regards to their DBS status, unless they are subscribed to the DBS Update Service, when they will be checked using that service. (See also 4.7 below). An Occupational Health check will also be required. The manager of the individual and the individual must liaise with the Recruitment Team who will undertake the checks. 4.4 Where an individual is retiring from the Trust or is leaving employment with the Trust, and wishes to join the bank (in the same position or Banding level/competence level) they need to do so before they leave the Trust. They will need to sign a declaration form (see 4.3) and undertake an OH check. Should they fail to do this before they leave they will need to undertake the full recruitment process. 4.5 Where an employee is applying to join the bank before leaving the Trust, the current manager must inform the Recruitment Team so that an appointment can be arranged to complete the declaration form in good time before the individual leaves the Trust. 4.6 Once the internal applicant has been appointed to the bank, the recruiting manager must complete an ESR Change form for those employees who will continue to be employed. Where the internal applicant is leaving the Trust but joining the bank, managers will need to complete an ESR Termination form and an ESR Starter form. 4.7 In all cases of internal recruitment to the bank, where the individual is moving from one regulated activity to another (i.e. working with adults to working with children) a full DBS check will be required before any bank shifts can be worked.

5.0 Related documents

5.1 The following documents should be read in conjunction with these guidelines:

 Safer Recruitment Policy  Toolkit for Recruiting Managers  Retirement Policy  Salary on Appointment to the Bank  Policy & Procedure on Equality and Diversity