Terms and Conditions As Determined by the Fosse Health Nhs Trust

LEICESTERSHIRE PARTNERSHIP NHS TRUST

GENERAL TERMS & CONDITIONS OF SERVICE

(Please read prior to attending your interview)

POST: Student Health Visitor

The position is offered on a fixed termbasis.

This is a 12 months fixed term contract

If the role that you are undertaking for LPT involves you undertaking study or training towards a qualification or registration as part of the role, e.g. apprentice, student health visitor, trainee psychological therapist, then the following will apply:

You will be expected to comply with all regulations relating to the organisation that you are undertaking the study/training with

If your professional conduct contributes to you failing to attain the required standards of achievement and you are not able to complete the course then your contract of employment with LPT will be reviewed in such cases and may be terminated. LPT will also consider whether it is appropriate that you repay any course fees, and this will also apply if you withdraw from the course

BASE: TBC

However the Trust reserves the right to move your base in accordance with the needs of the service

TERMS AND CONDITIONS OF SERVICE - AGENDA FOR CHANGE

The terms and conditions for this post are in accordance with the Agenda for ChangeTerms and Conditions of Service.

Should you require any further information on Agenda for Change, it can be found on the Department of Health Website at

PAY BAND/RANGE Band 5 £21,388 (min) / £22,016 / £22,903 / £23,825 / £24,799 per annum (paid monthly in arrears directly into your Bank or Building Society account).

During the duration of the course, the annual salary is capped at mid-point Band 5, which is £24,799.00.

• If your current salary is above the cap, then it will be reduced to mid-point Band 5.

• If your current salary is below the cap, then your existing salary point will be matched when you start the course.

Staff taking up a new appointment with the Trust will normally enter the scale at the minimum of the pay band/range.

PENSION:

If staff are eligible to join the NHS Pension Scheme and they meet the age and earning criteria under auto enrolment legislation, staff will be auto enrolled into the NHS Pension Scheme. If staff are ineligible to join the NHS Pension Scheme but meet the auto enrolment requirements they will be auto enrolled into the National Employment Savings Trust (NEST) Pension Scheme. Information on the scheme you would be eligible for will be provided if successful.

HOURS OF WORK:

37.5

The organisation reserves the right, with consultation, to change working hours and times subject to the needs of the service

DUAL EMPLOYMENT:

Employees and applicants will be required to declare any dual employment. Employees are contractually obliged to gain permission from the appropriate manager or Director if they wish to hold more than one post, either within or outside of the Trust, where the combined average hours exceed 48 per week over a 17 week period, as stated in the Working Time Directive regulations. Permission to hold dual employment will not be unreasonably withheld. Dual employment will cover all paid work and unpaid work either on a voluntary basis, research roles, contractors, agency work, bank work etc. Failure to declare dual employment may result in Dismissal or Disciplinary sanction.

As a minimum all employees should have at least one period of 35 hours rest each week when they do not work. This may be averaged over a two-week (14-day) period where appropriate.

Employees, whether or not they hold dual employment, must under no circumstances work a day shift followed immediately by a night shift or vice versa.

Night workers should not exceed an average of 8 hours worked in a 24-hour period taken over 17 weeks. This means that it is still possible to operate 12-hour shifts.

The maximum number of hours worked consecutively should not exceed 12, followed by a rest period of not less than 11 hours within the following 24-hour period.

ANNUAL LEAVE ENTITLEMENT:

Under national terms and conditions of service entitlement in a full year for full time staff is as follows:

These entitlements are based on a 5-day working week.

As and when additional public holidays are confirmed centrally by NHS Employers, these will be awarded in addition to this entitlement. All leave entitlements are pro rata for part time staff.

Employees of the Trust will have their annual leave calculated in hours in accordance with the Trust’s Annual Leave Policy.

Long service days will be awarded in accordance with the annual leave policy and only where previous NHS or other appropriate service has been verified. In order to have previous service regarded as reckonable service; staff will need to provide formal documentary evidence of any relevant, reckonable service. Human Resources will verify this evidence.

You will be expected to take your annual leave entitlement during the breaks in your training between semesters. Any remaining additional leave from your educational establishment will be considered as study leave.

REFERENCES:

A formal offer of employment will not be made until we are in receipt of satisfactory references that cover the last three years of your employment, therefore you should ensure these are identified in your application. One referee must be your current or most recent line manager.

The organisation does not normally request references prior to interview and will normally only request references if you are the preferred candidate.

The organisation reserves the right to contact any previous employer regarding your suitability for this post, including performance, attendance and disciplinary record, but will only do so with your prior knowledge. Human Resources will obtain references following your interview and it would be helpful if you would alert your referees to this fact. If you have indicated on your application form that you do not wish your referee to be contacted without prior consultation, this will be sought before any approach is made.

IMMIGRATION STATUS AND IDENTITY:

In order to comply with current immigration regulations, you will be asked to provide evidence of your identity and immigration status during the recruitment process. Details of what to provide when are either attached to a document with the advert for the role, or will be made clear to you at the appropriate stage of the recruitment process.

REHABILITATION OF OFFENDERS:

If the advert states that the role is exempt from the rehabilitation of offenders act and a DBS check is required, then you must declare any convictions, cautions or bind-overs, pending or current and that the information disclosed on your application and declaration forms is correct.

If the role is not exempt from the rehabilitation of offenders act and does not require a DBS check, then you only need to disclose unspent criminal convictions, cautions or bind overs.

Failure to disclose required information regarding convictions could result in your application being declined and may result in disciplinary action which could result in dismissal.

Disclosure and Barring Service Clearance (DBS)

Depending on the role you have applied for, if you are the preferred candidate for this post you may be required to complete a DBS clearance form to enable the request of a DBSdisclosure for yourself. Information of any convictions or relevant filtered information on cautions etc.received from the DBS may not automatically bar you from employment with the Trust. However an assessment will be made on such information regarding your suitability for the post.

As DBS certificates,from the 17 June 2013 onwards, only go to the applicant; you will need to ensure that we see the original certificate and give permission that the organisation takes a copy for our safeguarding and auditprocess before any start date is finalised for the post you are applying for.

HEALTH SCREENING:

If you are the preferred candidate you must undergo pre-employment health assessment in accordance with the organisation's pre-employment health screening procedure. Details of this process will be provided after an offer of employment has been made to you.

REGISTRATIONS AND QUALIFICATIONS:

If the person specification indicates specific registrations or qualifications for selection as essential criteria, then copies of certificates or documentation proving these registrations or qualifications must be presented during the recruitment process. Details of what to provide when are either attached to one of the documents with the advert for the role, or will be made clear to you at the appropriate stage of the recruitment process for validation.

FOLLOWING INTERVIEW:

If you are the preferred candidate there are a number of pre-employment checks will need to be completed before the offer of employment can be confirmed.

Any offer of employment will only be made unconditional upon receipt of all pre employment checks which must be satisfactory.

Please do not hand your notice in or take any action that may jeopardise your current employment until you have received formal confirmation from the Human Resources Departmentthat all these checks are complete.

SMOKING:

The Trust is ‘Smoke Free’, which means that smoking is prohibited in all Trust properties including outside spaces such as car parks. This applies to visitors, contractors and patients as well as staff. Staff will not smoke at work or where they are identifiable as an NHS employee (i.e. in uniform). A full copy of the policy is available on the intranet.

NEW STARTER INDUCTION PROGRAMME:

All new employees are required to attend the Trust induction programme. This is to welcome and inform new colleagues to the Trust, whilst at the same time the Trust is able to fulfill its commitment to provide mandatory Health and Safety training. For clinical posts with direct patient contact additional mandatory training is required.

Existing employees may be required to attend an induction refresher and any other mandatory training that is required for the role.

INFORMATION PROVIDED BY YOU THROUGH THE RECRUITMENT PROCESS:

Throughout the recruitment process you will be asked to provide information via application form, interview and other documentation/forms that form parts of the recruitment process. Withholding information, or providing false or misleading information may result in your application being rejected, or if you are appointed, in disciplinary action and possible dismissal, and you may be liable to prosecution.

This includes withholding information relating to any disciplinary issues that you have been involved in.

Please also note that withdrawal of consent to allow us to use this information for the purposes stated above will result in your application being rejected immediately.

Please contactDeka Adan on 0116 295 7581if you have any queries on the above information or if you wish to check progress following your interview.

Page 1 of 4TCS HD Revised 18.3.2014