Compliance

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Compliance

Our Standard Recruitment Process

At Everest Care we know how important compliance is to our customers. We go out of our way to provide evidence that all our candidates satisfy the requirements of our CQC obligations.

Checks we do:

Face to face interview – essential to the verification of identity process. In addition we assess the competence in understanding and using both written and spoken English.

Employment History – with all gaps in employment explained and evidenced.

Structured interview – to evidence the knowledge of the sector. The competency based questions cover safeguarding, whistle-blowing, COSHH, team-working, the role of the CQC, fire safety and record keeping. Nurse’s interviews are more in depth and include scenarios which cover administration of medication, risk assessments and professional negligence in addition to our standard questions.

Verification of Identity Checks – copies of original documentation evidencing the candidate’s Identity.

Reference Checks – we check at least three years of previous employment and/or two separate employers, one of which is from the potential candidate’s current or most recent employment.

Eligibility to Work Check – this confirms the potential candidate has the legal right to work in the UK.

Mandatory Training certificates issued within the past twelve months – if not we provide up to date training and any additional training required by our customers. Staff are not supplied to our customers until all mandatory training is current.

Disclosure and Barring Service Enhanced Check – including clearances against the Children and/or Adults Barred Lists. Once staff have been signed off as compliant they attend Induction Training which details, in full, how we will work together. Crucial to this is the issue of our Staff Handbook which, over its 30 pages, outlines our policies and how we work.

Our staff take part regularly in supervision meetings for feedback. Our annual appraisals are documented and include review of training and development needs. Following the appraisal all mandatory training is updated. Should our staff member not have worked for us continuously for the full twelve months the Employment History is updated and further references taken. Once all ongoing compliance is confirmed staff are issued with a new annual ID badge and their profile is updated.

England, UK

Compliance

Compliance

Our Standard Recruitment Process

Checks we do:

Our CQC information

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