We offer a cost effective, high quality recruitment service that ensures safeguarding is the number one priority.

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1 Blackburn with Darwen Council Employment Agency 1. Service Summary We aim to assist your school by providing a quick, responsive and flexible recruitment service that provides supply, casual, short and long-term cover and permanent staff as you need them. The list below categories some of the types of staff of both qualified and non-qualified staff to meet permanent, casual, short and long term cover needs. Examples of the type of staff (but this is not an exhaustive list) we have recruited on behalf of schools include: Teachers Managerial Teaching Assistants Special Educational Needs specialisms Classroom Assistants of all levels Catering and Domestic Welfare. We can assist with permanent recruitment by sourcing and supplying permanent staff and offering support with the selection and assessment process. 2. Description of service provided We offer a cost effective, high quality recruitment service that ensures safeguarding is the number one priority. Competitively priced substantial financial savings can be made via BwDBC Employment Agency compared to private sector agencies (approx 10 15%) Rapid response & complete fulfilment for all staffing requests (i.e. Welfare and Lunch Cover often filled within 30 minutes of the request) Pro-active 100% compliance with employment legislation and safeguarding Proven track record of working with the schools sector Legal Compliance / Vetting To ensure compliance with legislation, best practice and associated policies, The Agency complete full vetting procedures, which will include enhanced DBS (Disclosure and Barring Service) checks, proof of address obtained and full references (see registration and safeguarding sections) and any future vetting procedures as required by law. We also supply Photo ID, CRB Number and Qualifications (if required) for identity purposes. Employment Agency Kite Marks The Agency are already a registered member of the Recruitment and Employment Confederation (REC) which is the trade body that supports and represents the recruitment industry. 1

2 The REC's membership is made up of over 8,000 recruitment agencies and businesses (corporate members) and 6,000 recruitment professionals (individual members). The Agency follows rigorous quality standards and has aligned its quality practices to OFSTED, MATRIX, AWR and REC quality standards. SKILLS TESTING If required for an administrative role, competency based skills testing can be carried out, which could include data entry speed checks, typing speed checks, Word, filing and Excel assessments etc. THE AGENCY SERVICE PROMISES Customer Satisfaction One of our top priorities is to achieve the highest level of customer satisfaction including quality standards. The Agency will constantly monitor the service quality provided by way of evaluation programmes and End User Quality Assessments to identify areas for improvement. Strong Business Relationship By spending time with you and building our knowledge about your school, we will make every effort to understand your recruitment needs, developing a strong working relationship, based on mutual trust and honesty. Guarantees We will always strive to provide excellent service. If this falls short of expectations, day to day issues will be addressed immediately by the Agency Team. All disciplinary & grievance procedures will be dealt with by The Agency, in line with current employment legislation and the Councils own policies and procedures. Agency worker performance will be reviewed with assignment managers on an on going basis; issues will be actioned by the Agency on an individual basis as appropriate. Feedback from the Schools will be acted upon immediately by the Agency and dealt with on an individual basis as appropriate. Continuous Improvement We will initiate continuous improvement programs and tailor them to meet School specific requirements to ensure that: The recruitment activities are refined and improved Complaints are investigated, corrective action taken and faults eradicated A non-complacency approach to service needs is provided 2

3 SAFEGUARDING Recruitment We place safeguarding as its highest priority and have a robust safeguarding system in place which includes DBS checks / references and qualification checks if required. All Recruitment Officers have attended the Councils Safer Recruitment Recruitment and selection is an essential part of the preventative element in safeguarding adults and children. All potential workers are carefully recruited and selected in order to ensure a high quality service is offered. Convictions The provisions of the Rehabilitation of Offenders Act 1974, (Exceptions) Order 1975 as amended by the ROA 1974 (Exceptions) (Amendment) Order 1986 allows convictions that are spent under the terms of the Rehabilitation of Offenders Act 1974, to be disclosed for the purpose of working with vulnerable people, and to be taken into account in deciding whether to engage an applicant. Any applicant may therefore be properly requested to list all convictions and cautions. A past conviction will not, of itself, preclude employment, but consideration must be given as to whether the past behaviour of the individual may put vulnerable adults or children at unacceptable risk of abuse. References We take up references from a minimum of two referees, one being from the last employer (if applicable to the role). These are taken up before offers of employment are made; they are provided in writing and also verified verbally. Disclosure and Barring Service (DBS) All members of staff who register with the Agency who are likely to work within safeguarding areas are subject to DBS Disclosure, which lists any criminal convictions and also states whether a person s name is on the Protection of Vulnerable Adults list or Protection of Children Act list. The Agency work towards good practice standards and therefore carry out DBS checks on casual staff on a three yearly basis if they are still employed as a casual worker. The Agency also works within the 3month DBS rule. 3. Schools Responsibilities The schools will or telephone with details of staff requirements. Submit staff hours to the agency by the payroll deadline, usually Fridays by no later than 10am. The school will be notified of all changes to this deadline prior to the change. The school will formalise all complaints in writing. It is the responsibility of the School to supply correct information relating to the role under the AWR regulations. 3

4 4. Service Specific Quality Assurance As a Council department, we regularly review our service and welcome feedback from both candidates and managers. On a regular basis, the Employment Agency will send out service evaluations to monitor service and assist with directing future delivery. The Employment Agency strives to achieve, as a minimum the following evaluation scores: Quality Evaluations Staff Assessments Service Evaluation Questionnaires Candidates matching the schools requirements Personal Service Efficient service Professionalism of The Agency branch staff Advice/feedback Resolution of issues 90% of Agency workers rated satisfactory or above Sent out to all line managers using The Agency s services to be recorded by the Agency 5. Charging Information Type of cover Price Casual staff are charged by the Hourly rate of pay + a 14.50% admin charge, 14.49% hour as follows: holiday pay, & 10% national insurance charge. Supply Teachers are charged per Cost of half or full daily Teacher rate (see attached transaction as follows: half and full day pay scales for Teachers) Permanent recruitment. Candidate attraction, shortlist, skills testing (if required), 1 st stage interview, legal eligibility check and interview facilitation per successful candidate appointed, plus, if requested, the cost of any external media advertising Additional information Please note that as per the updated Agency Worker Regulations ( ) all supply staff will be at least paid equivalent salaries and benefits as their permanent comparator, details of which must be supplied on each occasion to the Employment Agency. It is the responsibility of the School to supply correct information relating to the role. 4

5 PRICING ASSUMPTIONS Changes in Legislation: We reserve the right at any time to amend or add statutory mark ups in line with changes in legislation. Daily rates paid to teachers by Blackburn with Darwen Employment Agency Scale Full Day AM PM M M M M M M CS

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