The purpose of this policy is to ensure that NCU Training hires quality employees in a fair, consistent and transparent manner.
The policy covers all current and prospective employees.
In accordance with the Employment Equality Acts, 1998 and 2004, NCU Training is committed to ensuring that there is no discrimination on the grounds of gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the traveller community at any stage of the recruitment process or in the terms and conditions offered.
When specifying requirements, qualifications or experience for any position, only characteristics essential to the performance of the job will be used.
No position will be classified by reference to, gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the Traveller community.
All job descriptions will be written and signed off before the recruitment process proceeds. This should also include salary.
Employment vacancies may be published in either or all of the following ways:
Advertisements will make clear, in both wording and illustrations, that the positions are open to all suitably qualified candidates, regardless of gender, marital or family status, sexual orientation, religious belief, age, disability, race or membership of the travelling community.
Details will be fully circulated to ensure access to all suitable applicants.
Where promotional or career opportunities are open to employees, vacancies will be placed on notice boards and circulated.
If an existing staff member wishes to apply for a vacancy, he/she should follow the guidelines in the advertisement. He/she must let their Manager know they are applying for a new role. The staff member will go through the same selection process as external candidates. Where appropriate, staff member’s Manager will be contacted as a reference check.
An interview panel will consist of the relevant Section Manager, usually the Training & Business Development Manager or Academic Standards Quality Officer and where required, one other person who is often a member of the Board of Directors.
It is recommended that no more than three interviewers would sit on any panel and where possible to be mindful of the gender balance of the panel. All interviewers will have received training in interview skills.
The panel will have a job specification, person specification and competency chart agreed before the selection process starts. They will also have agreed on clear lines of questioning before the process begins.
When the process is completed, all interview notes and charts will be taken by the Training & Business Development Manager or Academic Standards Quality Officer and kept on file for 13 months.
When the selection process is over, the interview panel will endeavour to make a team decision on the successful candidate. Where agreement cannot be reached among the team, a decision may be made to run a second/final set of interviews.
All applications for a vacancy will be acknowledged either in writing, e-mail or by phone. Candidates will be advised as the selection process is unfolding, where their application is in the process (for example, if a candidate is unsuitable at the screening stage they will be advised as soon as possible).
Candidates will be called to attend the selection process by phone and advised at that stage what the process will be. Candidates being invited for interview will be asked whether they have any special requirements and reasonable accommodation for disabled interviewees will be provided, subject to this not imposing a disproportionate burden on NCU Training.
Where a candidate is unable to be present for the selection process, another time will be put forward. Failure to find a second suitable time may mean the candidate cannot be considered for the vacancy.
When the Board ratifies a decision, the successful candidate will be offered the position, subject to two reference checks supporting the evidence gathered during the process.
Reasonable accommodation will be provided to assist disabled persons to apply for positions within NCU Training, and to ensure that they may fully participate in the recruitment and selection process, subject to this not presenting greater than a disproportionate burden on the company.
Where a disabled applicant emerges as the most suitable candidate for a position, and their disability restricts their ability to be fully capable of performing the role applied for, then reasonable enquiries will be made to understand what special facilities may be provided to make that person fully competent. These facilities will be provided where they do not give rise to a disproportionate burden.
In the instance where the successful candidate has not previously worked with NCU Training, it is essential that two referees provided by the candidate be contacted. This is to be undertaken once approval has been received from the Board of Directors.
Upon receipt of satisfactory references, the successful candidate will be contacted, and the offer of employment will be made. The contract of employment will be issued if the position is accepted.
The Manager will issue all contracts of employment. All relevant details should be forwarded to the Manager for inclusion in the contract of employment.
Successful candidates must be advised that they must present a P45 or equivalent, Bank Details Form and Personal Details Form immediately upon taking up employment. All staff will be notified of the successful person’s date of commencement of employment.
The Board of NCU Training (NCU CLG) seeks to have the highest standards in all aspects of its Human Resource Policies. The construction of this site has been authorised by the Board. Also, the Board ratifies new appointments, and it is informed or consulted on many aspects of HR policy.
All employees files contain contracts of employment, job descriptions, details of salary and any other relevant documentation about the individual.
Unsuccessful candidates who have reached the final stages of the selection procedure in an NCU Training (NCU CLG) recruitment campaign will, on request, be facilitated with feedback by telephone.
All employees appointed shall perform the duties determined by management as set out in the job description given to him/her with the contract of employment.
The job description will be reviewed and regularly updated on the agreement of both Manager and employee. Each job description will be linked to the employee’s individual goals, their team goals and the overall goals and strategic direction of the company.
NCU Training (NCU CLG) will select and employ contractors at its discretion for any work it deems appropriate.