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YM52 - Development AssistantApplication Pack

Thank youfor your interest in the post of Development AssistantThe information within this application pack is designed to give you a fuller picture of thepost and a brief description of YoungMinds and myhealthlondon (NHS London).After reading the pack, we hope that you will be interested in applying and ask that youplease complete the application form and return it to recruitment@youngminds.org.ukor send it by post to: YoungMinds, Suite 11, Baden Place, Crosby Row, London, SE1 1YWby 10 am Monday 16 th July 2012Please note that in the interests of economy we are only able to notify those candidateswho are not shortlisted. Unfortunately we are not able to give feedback to candidates notshortlisted.Shortlisted candidates will be contacted by email and interviews will take on Wednesday25 th July 2012 at the NHS London office.You will find the following enclosed within this pack:1. Introduction to YoungMinds2. Introduction to myhealthlondon (NHS London)3. Brief terms and conditions of service4. Pre-employment checks5. State of Mind Manifesto (separate attachment)To apply you will also need the following documents:1. Job Description and Person Specification2. Application Form

myhealthlondon – www.myhealth.london.nhs.ukmyhealthlondon was launched by the Mayor of London in December 2011 as a new digitalinformation service for Londoners. It is a partnership between NHS London, the GreaterLondon Authority, the London Councils and the London-wide Medical Committees.Initially the focus has been in general practice, giving every GP practice in London (that’s over1600) their own website which is customisable to enable them to communicate with their localpopulation through online forums, surveys, videos and newsletters.Over the next 9 month myhealthlondon has an ambitious programme of development usingdigital technology to help stimulate a modern, dynamic marketplace for local information aboutLondon’s health and well being services.One of the work-streams focuses on young people, which is why we are partnering with YoungMinds so that we can develop an active online community and information service thataddresses No.5 of the London manifesto - State of Mindhttp://www.youngminds.org.uk/assets/0000/1205/state-of-mind-manifesto.pdf, “Tell us wherewe can go when we need help?”. We are looking to combine this development with otherLondon based initiatives for young people.Our vision is for myhealthlondon to create a new type of democratic accountability with thepublic that enables them as consumers to compare and comment on services and participatein managing their own health by conducting healthcare transactions online. This is all wrappedup with a homepage that is a ‘living’ London newspaper for health with news, blogs, videos, ‘infocus’ stories, events and London campaigns.

Terms and conditions:Development AssistantThe following outlines basic information about working terms and conditions. Full terms andconditions are included in the contract, which will be offered to the successful applicant.• LocationThe usual place of employment is at NHS London, Portland House, Stag Place, London SW1E5RS or at such place or places where it is necessary to carry out the duties and responsibilitiesof the post.• Hours of WorkThis is a flexible post with a minimum of 21 hours per week and a maximum of 35 hours perweek, dependent on the needs of the applicant and the demands of the project. This will bediscussed during interview.Normal office hours are 9.30am to 5.30pm, Monday to Friday. Working hours do not include aone-hour lunch break per day. From time to time it may be necessary to work beyond normalworking hours or to travel to different locations to meet the demands of the job. This post willrequire flexible working dependent on demands of the post.• Length of contractThis is a fixed term role lasting 4-5 months (dependent on start date)• BenefitsSalary: £20,000 per annum (pro rata dependant on hours)Annual leave, Bank Holidays and Christmas closure: The leave entitlement is 25 daysannual leave, plus 8 Bank holidays and 3 days office closure between Christmas and NewYear (calculated pro rata for part time employees). The leave year runs from 1 January to 31December.Pension: YoungMinds will match the employee’s net contribution to a personal or stakeholderpension scheme, up to a maximum of 3% of basic salary.Sickness, maternity, paternity and other leave: For further details please refer to theYoungMinds staff handbook or HR.• Probationary PeriodThere will be a probationary period of one month, which may be extended dependant onperformance.• Equal OpportunitiesBoth in its capacity as an employer and as a provider of services to others, YoungMinds isdetermined to make all efforts to prevent discrimination or other unfair treatment against any ofits staff, potential staff or users of its services, regardless of race, gender, age, employmentstatus, disability, political beliefs, religion, responsibility for dependants or sexual orientation.

Pre-employment checksTo ensure we safeguard the children and young people that we work with, YoungMinds willcarry out a number of pre-employment checks as part of our recruitment and selection processto enable us to make informed recruitment decisions. This information sheet gives a briefoutline of the process and further information can be obtained from YoungMinds’ HR.YoungMinds pre-employment checksAfter interview we will ask potential staff members for consent to a Disclosure check which willbe carried out by the Criminal Records Bureau, an executive agency of the Home Office.What is Disclosure?A Disclosure is a document containing information held by the police and governmentdepartments and will assist YoungMinds in making safer recruitment decisions.There are three levels of disclosure: Enhanced, Standard and Basic and YoungMinds will carryout Enhanced Disclosure checks on all potential staff after the interview process has beencompleted.Disclosures will provide details of a person’s criminal record including convictions, cautions,reprimands and warnings held on the Police National Computer (PNC). It will also providedetails from lists held by the Department of Health (DH) and the Department for Education andSkills (DfES) and information held by local police forces.A copy of the Disclosure document will be sent directly to the applicant and to a countersignatoryat YoungMinds who will have been registered with the CRB and, as such, hasagreed to comply with the Criminal Records Bureau Code of Practice.Please note that you do not have to consent to these checks being carried out. However, ifconsent is withheld, YoungMinds will have to withdraw any offer of employment.With some exceptions having a criminal record will not necessarily bar an individual fromworking at YoungMinds (see Policy Statement on the Recruitment of Ex-offenders enclosed).This will depend on the nature of the position sought and the circumstances and backgroundof the offences.Proof of identificationIn order to process the Disclosure check, YoungMinds is required to confirm the identity of anypotential staff members. For this reason we will seek documentation as evidence of identityand a list of the documents required will be discussed with the potential staff member by theHuman Resources Unit.Please note that any information supplied will be treated in confidence and in accordance withthe Data Protection Act and the Criminal Records Bureau Code of Practice.

Policy Statement on the Recruitment of Ex-offendersAs an organisation using the Criminal Records Bureau (CRB) Disclosure service to assessapplicants’ suitability for positions of trust, YOUNGMINDS complies fully with the CRB Code ofPractice and undertakes to treat all applicants for positions fairly. It undertakes not todiscriminate unfairly against any subject of a Disclosure on the basis of conviction or otherinformation received.All recruitment packs will contain a statement that a Disclosure will be requested in the eventof the individual being offered the position as well as a copy of YoungMinds Policy Statementon the Recruitment of Ex-offenders.We encourage all applicants called for interview to provide details of their criminal record at anearly stage in the application process. We request that this information is sent under separate,confidential cover to a designated person within YoungMinds and we guarantee that hisinformation is only to be seen by those who need to see it as part of the recruitment process.We ensure that all those in YoungMinds who are involved in the recruitment process havebeen suitably trained to identify and assess the relevance and circumstances of offences. Wealso ensure they have received appropriate guidance and training in the relevant legislationrelating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.At interview, or in a separate discussion, we ensure that an open and measured discussiontakes part on the subject of any offences or other matter that might be relevant to the position.Failure to reveal information that is directly relevant to the position sought could lead to thewithdrawal of an offer of appointment.We make every subject of a CRB Disclosure aware of the CRB Code of Practice and make acopy available on request.We undertake to discuss any matter revealed in a Disclosure with the person seeking theposition before withdrawing a conditional offer of employment.Having a criminal record will not necessarily bar you from working with us. This willdepend on the nature of the position and the circumstances and background of your offences.