We expect your organisation to provide our staff with support so they can be efficient in delivering a quality service
for your establishment. Therefore our staff must be provided with
- A timetable (schools)
- A full handover incorporating your policies and procedures (residential homes)
- The ethos of your organisation
- Fire Procedure
- Health and Safety regulations
- Each Candidate will complete an application Form
- Successful applicants are invited to face-to-face interviews.
During the interview candidates will complete 10 pre-set questions which will identify
their skills as well as areas for further development.
- Items needed for registration include:
- A valid enhanced DBS certificate (if applicable)
- Proof of Qualified Teacher’s Status (if applicable).
- Proof of National Social Council Registration (if applicable).
- A Social Care registration number (if applicable).
- Original Certificates of Education Qualifications.
- Proof of Identification (2 passport photographs, Birth Certificate, Marriage certificate, passport, driving license).
- A signed candidate Personal Data statement.
- DFES number (if applicable)
- Proof of National Insurance Number.
- A recent copy of CV showing up-to-date experience.
- Completed SRA medical form
- Two references with names, addresses and phone number (must not be relatives or colleagues).
- Proof of address, e.g., Recent utility bills/Bank Statement.
- For Non-British or EU nationals: passport with proof of permission to work in the UK.
Addresses of Police Force from their country of origin for certificates of ‘Good Conduct’ (if applicable)
- Verification of registration and all documentation. Any areas of inconsistency will be checked and explanations explored.
- Good references and satisfactory DBS will lead to the acceptance of a successful candidate.
- Candidate re-invited to office to sign Terms and Conditions of engagement.
- Those that have not met the set criteria will be declined.
Under the Health and Safety at Work Act 1974, it is the client’s duty to inform SRA of any risks that may face
the temporary worker, both in the tasks they are required to carry out and within the work place.
Clients should also:
- Inform SRA staff of Emergency & Evacuation Procedures.
- Let SRA staff be aware of any company Health & Safety Policies.
- Inform SRA office of any accident, injury or loss that may occur to any of their staff whilst on duty.
- Make sure cover staffs are only asked to carry out the tasks/duties that they were employed to do.
- Inform SRA cover staff of the First Aid Facilities and Accident Reporting Procedures for the organisation.
Payment is expected within thirty days.
After thirty days, interest on overdue invoices will be charged at a rate of 3% over the HSBC base rate.
This is necessary due to temporary staff being paid on a weekly basis.
Taking calls in the night or being woken on more than two occasions in a night would class the ‘sleep in’
being classed as being on a ‘Waking Night’ duty, and will be charged as such.