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'Recruitment of Social Workers'.
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Catherine Fitt,
Executive Director of Children's Services
Looked After Children's Service, Sheriff Leas Office,
Springfield Road, Blakelaw,
Newcastle upon Tyne, NE5 3DS
www.newcastle.gov.uk
Ref: KS/RP/foi
This matter is being dealt with by: Karen Simmons, Head of Children's Social Care
Phone: 0191 2116307
23 July 2009
Ms Charlotte Quinn
Email [email address]?
Dear Ms Quinn
Freedom of Information
I refer to your FOI request of 22 June 2009, regarding the procedures and practice relating to the recruitment of Social Workers. I apologise for the delay in responding to this request.
Procedures and guidance for the recruitment of Social Workers.
Please find attached a copy of Newcastle City Council's `Recruitment and Selection Code of Practice' revised April 2009.
How, when and where job adverts are placed and how long they are placed?
All adverts are placed via Employee Admin Services.
All adverts are placed in the local, regional newspaper, The Evening Chronicle and also on the Newcastle City Council website `Job Shop'. Any internal vacancies are emailed to all staff.
Vacancies are advertised once in the Evening Chronicle in the employment supplement on a Thursday.
Vacancies are advertised for two weeks on the website.
After the closing date, how long should the interview process take?
Posts are advertised with a closing date of at least two weeks following that date (we usually leave three weeks). Interviews are held two to three weeks thereafter.
How is the short-listing of job applications undertaken and recorded?
Applicants are short-listed by at least two people who will be involved in the final interview panel (One of whom should have management responsibility for the post to be filled).
As far as possible the people short-listing for each post must have a reasonable gender balance.
Each application form is reviewed and applicants are assessed against the Person Specification for the post.
A record of decisions made is recorded on the short-listing form and returned to Employee Admin Service.
How long are copies of application forms and related information retained?
These are retained for twelve months following the closing date of the advert.
How should short-listed candidates be interviewed and what methods of assessment and interviews are used?
How are interview questions, assessments and case study exercises devised and formulated?
Candidates are interviewed by a Panel of at least two people, one of whom will have management responsibility for the post.
A young people's Panel are also involved in the interview process and this Panel is supported by a participation worker.
Applicants are asked a series of questions which relate to the post advertised.
Questions are asked that ensure the applicant has the opportunity to demonstrate their knowledge, skills and learning.
For Category E posts the selection procedure includes assessments of each applicant's ability in relation to, and attitude towards, caring for and protecting children as appropriate.
Interview questions, assessments and case study exercises are based on what we are trying to assess against the essential criteria and the job description. More specifically, these are dependant on the post being advertised. Questions relate to the current knowledge, skills and experience of the candidate.
Copies and details of any guidance and training interviewers are given on how to conduct interviews, record and evaluate how interviewees respond to questions, complete assessments or case study exercises.
Recruitment and Selection training is provided by Corporate Training and Development Section of Newcastle City Council. This is a one day course and has to be completed by anyone who is involved in interviewing for staff.
The course objectives are for participants to:
Gain an understanding of the legislation surrounding recruitment and selection.
Appreciate the roles and responsibilities of those involved in the recruitment and selection process.
Look at advertising, job descriptions, person specifications and interview questions.
Discuss methods of recruitment - what to use and when.
Appreciate the techniques, processes and skills associated with interviewing candidates.
Look at good practice following appointment.
What procedures should be followed to inform candidates of the outcome of any interview/assessment?
Candidates are contacted by telephone. Any conditional offer of appointment is made on the condition that candidate's references and pre-employment checks are positive.
What criteria is used to make one candidate more successful or employable than any other?
The process is based on short-listing, interview and references and pre-employment checks. The criteria is based on the information held within the person specification, essential and desirable criteria.
If you are unhappy with the information supplied you can ask for an internal review of our decision. Please send details of your request for review to the following address:
Corporate Information Governance Officer
Chief Executive's Office
Civic Centre
Barras Bridge
Newcastle upon Tyne
NE99 2BN
Telephone: 0191 211 6644
If you are still unhappy with how the Council has handled your request you can write to the Information Commissioner asking for an assessment to be made. Contact details are as follows:
Information Commissioner's Office
Wycliffe House
Water Lane
Wilmslow
Cheshire
SK9 5AP
Telephone: 01625 545745
Email: [email address]
Please contact me on the above telephone number if you wish to discuss this matter.
Yours sincerely
Karen Simmons
Head of Children's Social Care
Enc. Recruitment and Selection Code of Practice
