Recruitment & Training/Competence

Published by N4 Gas Limited
Last edited/reviewed on Wednesday 10th Jul 2024

Recruitment

When a position becomes vacant, or a new position is to be established, (either temporary or permanent) the company director must ensure that the following documentation is completed and authorised where necessary before any recruitment activities begin.

  • Job description detailing key activities.
  • Personal specification detailing experience, qualifications and any special skills required.
  • Salary expectations to be listed shall be accurate to what the role will be renumerated at in real life.

At least 1 week prior to the public announcement of any proposed future roles, roles will be listed and notified to all existing staff internally and to any ex-staff which have requested to be notified of new roles after leaving the company and opportunity given for interested parties to apply.

After which, an advertisement will then be placed in locations suitable for the role, describing the role, role requirements and renumeration and to include the statement that the company is an equal opportunities employer. Such advertisements will avoid any bias in respect of race, age, sex, marital status or disability in accordance with the Commission for Racial Equality (CRE) code of practice.

Consideration will be given to placing job advertisements in specific publications as advised by relevant bodies. Applications for job-sharing will be considered where it is reasonable for such a job to be shared by two people or more.

CV’s are a requirement for shortlisting, these will be reviewed by the company director prior to the offer of an interview or technical review.

N4 Gas Limited will give full and fair consideration to all applicants for employment irrelevant of any factor other than that required to do the role.

Interviews shall be conducted by the company director, where a specific skill or aptitude is required, testing must be carried out prior to any offer of employment. Those involved in the selection process will ensure that there is no unfair discrimination and that shortlisting, and selection criteria are relevant to the post under consideration.

All personnel involved in the interview process must have be suitably experienced in the interview process. If in doubt, advice should be obtained from the company director.

Training and competence

N4 Gas Limited aims to communicate all health and safety information to employees to ensure that they are aware of the hazards within the workplace and to maintain a safe working environment. Safety training will be provided where necessary to enable employees to carry out work safely.  Safety training is a rolling process and shall be seen as a constant part of any employment within the company.

N4 Gas Ltd endeavour to:

  • Identify the training needs of employees.
  • Provide employees with health and safety training where necessary.
  • Employ competent personnel and ensure to the best of its abilities that all work is carried out safely.
  • Ensure that all employees receive induction training prior to commencing any "work".
  • Ensure that all employees receive regular toolbox talks and health & safety briefings to communicate information and maintain focus on health and safety at work.
  • Maintain records of induction training and toolbox talks.
  • Review and monitor performance.

We recognise that as well as being a legal requirement, the provision of suitable and sufficient training and instruction is an essential part of ensuring that employees know how to work safely and avoid risks to both their health and that of our clients, customers and the general public. The purpose of this procedure is to outline the arrangements we operate to ensure that you are provided with such training.

All new starters will receive a company induction on their first day. This will cover, but will not be limited to, the following:

  • Fire and emergency procedures.
  • First aid arrangements.
  • Welfare arrangements.
  • Arrangements for consulting employees on health and safety.
  • Arrangements for raising health and safety concerns.
  • Accident and incident reporting procedures.
  • Copies of and information on how to access our health and safety systems.

Following Induction, employees will receive instructions regarding the tasks that they will be required to perform. At this stage, a skills evaluation will be carried out and, where appropriate, training needs identified. Where training needs are identified a training programme will be agreed on.

-

Accredited certification scheme (GAS)

The company employs gas engineers, of which all will be required to partake in ACS every 4-5 years.  Employees which are engaged with this kind of work must maintain their own knowledge and the company is committed to providing up to date knowledge, additional training and guidance around the topic.

Employees engaged with the ACS will have clear and specific clauses within their employment contract regarding the standards required in regard to ACS and their duties within the business.  The company appreciates the high value and cost associated to employees on the ACS and shall bare costs for ACS certification and renewals whilst employees remain engaged with the business.

Performance evaluation

This is the process during which the progress, performance results and sometimes personality of an employee are evaluated by his immediate superior or the company director. All employees are to be formally appraised on an annual basis with any training needs identified as being specific to the company's business objectives.

The employee appraisal form must be given to the employee at least fourteen days before the scheduled appraisal and instructed to submit the completed document seven days before the appraisal interview.

Before the appraisal, the leader of the appraisal should obtain a copy of the job description (where available), and the employee's personnel file, which may contain pertinent information to the process.

During the appraisal, the person conducting the appraisal shall record their findings on the prescribed document, which is then signed by both parties. It must be remembered that the appraisal is a two-way process in which both parties must actively participate in talking and listening.

Objectives should be agreed for the forthcoming period, which may be used as performance indicators at the next appraisal interview.

Once completed, the appraisal forms must be returned to employees personnel file for record-keeping purposes.

Any training needs identified are then reviewed and where appropriate will be arranged by the company to suit the individual's needs accordingly.

"Better Yourself" guidelines

For all employees that have been with the company for more than 24 months, access to the "Better Yourself" programme will be granted.

Additional CPD and optional training is granted to all employees on an annual basis once they have served a 24 month period with the company.  The company will allow all employees 1 full paid day of training on a topic of their choosing and will pay up to £200 ex VAT toward the cost of said training, per calendar year and subject to operational considerations and applicability.

Signed

This document has been officially signed by David Fleming, Director on behalf of N4 Gas Limited.

This document was last edited/reviewed on: Wednesday 10th Jul 2024