« TRAVEL ALLOWANCES AND PARKING | Main | RECRUITMENT: DISABILITIES »
August 05, 2008
SHORT-LISTING FOR JOBS
This note should be read with reference to an earlier entry on this site - Expressions of Interest, 11th July. There are two downloads here - the pro forma issued by HPA for staff to complete if they wish to apply for an internal opportunity. You will see the form says your medical records will be checked:
'We will make a check on your medical records (which are held with HR) as part of the short-listing process'
The second download is an extract from HPA's Codes and Conditions of Employment which is an excellent policy, well- informed by diversity considerations. The extract describes how short-listing should operate and in the final paragraph says:
The “previous convictions/medical declaration” questionnaire will be retained by the Personnel Unit until the panel is in a position to consider whether or not an offer of employment should be made to a particular applicant. Matters relating to previous convictions or medical conditions will be considered by the Personnel Officer in consultation with line managers, appropriate specialists (e.g. Occupational Health Adviser) and the individual concerned.
Napo's reading of this is that medical information, for example, should not be used to sift at the short-listing stage. It may be relevant to consider this information if an opportunity is being offered (and then in the context of a discussion), but not before.
Napo will be asking for this pro forma and short-listing process to be impact assessed in respect of equalities. We advise members with any concerns about this recruitment process to contact their Napo representatives.
Posted by Hampshire at August 5, 2008 11:28 AM