Common use of Recruitment to an integrated team Clause in Contracts

Recruitment to an integrated team. 6.1 In all cases, whether for new posts, reorganisations or replacements RBK&C and WCC agree that the terms of the employing organisation will prevail and the integrity of the terms and conditions and job evaluation processes to determine those terms will be upheld. No individual shall be subject to a hybrid set of terms and conditions. 6.2 Regardless of the sources of funding for posts within the team, all staff will be treated fairly and equitably and in accordance with the policies of RBK&C and WCC. • In relation to the appointment of a new member of staff, managers should refer to local policies on recruitment and should work with the appropriate Human Resources team who will advise on applying the following criteria: How the vacancy is to be managed and the nature of the replacement post • Job descriptions should reflect the integrated nature of the structure, the role and duties expected of the post-holder in accordance with integrated team and service requirements. • The evaluated salary range • The process of advertising; and • Recruitment costs. 6.3 There might be a joint appointment. Where the post is a joint appointment, the contract of employment will reside with one of the 3 Boroughs and should detail the role and accountabilities reflecting the integrated nature of the joint appointment 6.4 The recruitment process will be in accordance with the employing Borough’s policies and procedures and will conform to the principles for safer recruitment. 6.5 The manager designated to lead the recruitment process will ensure appropriate use of employer brand, logo and internal / external vacancy circulation appropriate to the posts being advertised. Recruitment literature to reflect the joint nature of the service. 6.6 There are separate job evaluation schemes in place in the three Boroughs. The employing Borough will evaluate the post where appropriate.

Recruitment to an integrated team. 6.1 9.1 In all cases, whether for new posts, reorganisations or replacements RBK&C LBH&F, RBKC and WCC agree that the terms of the employing organisation will prevail and the integrity of the terms and conditions and job evaluation processes to determine those terms will be upheld. No individual shall be subject to a hybrid set of terms and conditions. 6.2 9.2 Regardless of the sources of funding for posts within the team, all staff will be treated fairly and equitably and in accordance with the policies of RBK&C LBH&F, RBKC and WCC. • In relation to the appointment of a new member of staff, managers should refer to local policies on recruitment and should work with the appropriate Human Resources team who will advise on applying the following criteria: • How the vacancy is to be managed and the nature of the replacement post post. • Job descriptions should reflect the integrated nature of the structure, the role and duties expected of the post-holder in accordance with integrated team and service requirements. • The evaluated salary range • The process of advertising; and • Recruitment costs. 6.3 9.3 There might be a joint appointment. Where the post is a joint appointment, the contract of employment will reside with one of the 3 Boroughs and should detail the role and accountabilities reflecting the integrated nature of the joint appointment. 6.4 9.4 The recruitment process will be in accordance with the employing Borough’s policies and procedures and will conform to the principles for safer recruitment. 6.5 9.5 The manager designated to lead the recruitment process will ensure appropriate use of employer brand, logo and internal / external vacancy circulation appropriate to the posts being advertised. Recruitment literature to reflect the joint nature of the service. 6.6 9.6 There are separate job evaluation schemes in place in the three Boroughs. The employing Borough will evaluate the post where appropriate.

Recruitment to an integrated team. 6.1 In all cases, whether for new posts, reorganisations or replacements RBK&C and WCC the Councils agree that the terms of the employing organisation will prevail and the integrity of the terms and conditions and job evaluation processes to determine those terms will be upheld. No individual shall be subject to a hybrid set of terms and conditions. 6.2 Regardless of the sources of funding for posts within the team, all staff will be treated fairly and equitably and in accordance with the policies of RBK&C BBC and WCC. • RDC: − In relation to the appointment of a new member of staff, managers should refer to local policies on recruitment and should work with the appropriate Human Resources team who will advise on applying the following criteria: How the vacancy is to be managed and the nature of the replacement post • post; − Job descriptions should reflect the integrated nature of the structure, the role and duties expected of the post-holder in accordance with integrated team and service requirements. • ; − The evaluated salary range • range; − The process of advertising; and • − Recruitment costs. 6.3 There might be a joint appointment. Where the post is a joint appointment, the contract of employment will reside with one of the 3 Boroughs Councils and should detail the role and accountabilities reflecting the integrated nature of the joint appointment. 6.4 The recruitment process will be in accordance with the employing BoroughCouncil’s policies and procedures and will conform to the principles for safer recruitment. 6.5 The manager designated to lead the recruitment process will ensure appropriate use of employer brand, logo and internal / external vacancy circulation appropriate to the posts being advertised. Recruitment literature to reflect the joint nature of the service. 6.6 There are separate job evaluation schemes in place in the three BoroughsCouncils. The employing Borough Council will evaluate the post where appropriate.