Co-workers

Last Up-dated:

05 Februar 2010

Application and Medical Records Forms

Introduction

Co-workers are drawn from varying walks of life and from many countries. Short-term Co-workers join Ochil Tower for usually one or two years. They give valuable help in the running of households, assist with care and educational activities and the upkeep of the garden. More permanent and experienced Co-workers form the 'core' (Core Group Members), accepting responsibility for all aspects of life in the community.

Admission Procedure

Introduction

Each year we are joined by 8 to 10 young Co-workers mainly from European but also from other countries. A number would come for a year’s experience and return again to their country of origin. Others would stay longer, taking part in the 4-year Course for Curative Education in the Camphill Rudolf Steiner Schools Aberdeen.

Recruitment does not usually take place through advertisement but by application from those interested in living and working in Ochil Tower. Due to our specific way of life as outlined in the General Introduction it will be apparent that Co-workers cannot easily be recruited from amongst those wishing to be employed, in the usual sense, in special education, social work and residential care.

These enquiries would made by word of mouth, letter, fax or e-mail. After ascertaining that Ochil Tower has a need for an additional co-worker and the applicant

He or she would be sent an initial letter outlining the life and work at Ochil Tower, an application form, a health questionnaire.

Criteria for Suitability:

After receiving the application form we decide on the initial suitability of the applicant on the grounds of evidence of

Every applicant is asked to provide a medical certificate acknowledging that they are mentally and physically fit to work with children in a challenging and demanding situation.

Applicants from Great Britain we ask to come for a visit and an interview prior them being offered a place. In the case of applicants living abroad, we undertake both telephone and letter communication and supply them with full and detailed descriptions of the work they will be engaged in on which to base their discussion to come.

We do go to some lengths to emphasis to prospective new co-workers the demanding nature of working with children with challenging behaviour and additional support needs and reiterate on many occasion when communicating with them, the particular qualities a person needs when engaging in this work.

We accompany the questionnaire for referees with a description of the work the person will be engaged in and ask the referee to give their answers in relation to this description.

When all of the relevant information is gathered together the Joint Co-ordinator responsible for co-worker admission, in consultation with other Core Group members, will make a decision as to offering the person a position here. This is then followed up with a Enhanced disclosure check if the person is resident in Great Britain and Ireland or a Police Check from their country of origin. Should no concerns or questions arise from this procedure, the person is then offered a position here. This is subject to an 8 week probationary period.

1. Ochil Tower School complies fully with the Code of Practice, issued by Scottish Ministers, in connection with the use of information provided to registered persons and other recipients of information by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants' suitability for positions of trust. We undertake to treat all applicants for positions fairly and not to discriminate unfairly against the subject of a Disclosure on the basis of conviction or other information revealed.
2. We have a written policy on the recruitment of ex-offenders, which is made available to all Disclosure applicants at the outset of the recruitment process.
3. We are committed to equality of opportunity, to following practices, and to providing a service which is free from unfair and unlawful discrimination. We ensure that no applicant or member of staff is subject to less favourable treatment on the grounds of gender, marital status, race colour, nationality, ethnic or national origins, age, sexual orientation, responsibilities for dependants, physical or mental disability, or offending background, or is disadvantage by any condition which cannot be shown to be relevant to performance.
4. Ochil Tower School actively promotes equality of opportunity for all with the right mix of talent, skills and potential, and welcomes applications from a wide range of candidates], including those with criminal records. The selection of candidates for interview will be based on skills, qualifications and experience.
5. We will request an Enhanced Disclosure from all applicants.
6. Where a Disclosure is to form part of the recruitment process, Ochil Tower School will encourage all applicants selected for interview to provide details of their criminal record at an early stage in the application process. We ask that this information be sent under separate, confidential cover, to a designated person within Ochil Tower School and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
7. At interview, or under separate discussion, we undertake to ensure an open and measured discussion on the subject of any offences or other matters that might be considered relevant for the position concerned. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
8. We undertake to discuss any matter revealed in a Disclosure with the subject of that Disclosure before withdrawing a conditional offer of employment.
9. We ensure that all those in Ochil Tower School who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to employment of ex-offenders (e.g. the Rehabilitation of Offenders Act 1974).
10. We undertake to make every subject of a Disclosure aware o the existence of the Code of Practice, and to make a copy available on request.

Having a criminal record will not necessarily debar you from working with [organisation name]. This will depend on the nature of the position, together with the circumstances and backround of your offences.

Ochil Tower School complies fully with the Code of Practice, issued by Scottish Ministers, regarding the correct handling, holding and destroying Disclosure information provided by Disclosure Scotland under Part V of the Police Act 1997, for the purposes of assessing applicants' suitability for positions of trust. It also complies fully with the Data Protection Act 1998 and other relevant legislation pertaining to the safe handling, use, storage, retention and disposal of Disclosure information and has a written policy on these matters. This policy is available to anyone who wishes to see it on request.

We use Disclosure information only for the purpose for which it has been provided. The information provided by an individual for a position within Ochil Tower School is not used or disclosed in a manner incompatible with the purpose. We process personal data only with the express consent of the individual. We notify the individual of any non-obvious use of the data, including further disclosure to a third party, identifying the Data Controller, the purpose for the processing, and any further relevant information.

Ochil Tower School recognises that, under section 124 of the Police Act 1997, it is a criminal offence to disclose Disclosure information to any unauthorised person. We, therefore, only pass Disclosure information to those who are authorised to see it in the course of their duties. Ochil Tower School will not disclose information provided under section 115(8) of the Act, namely information which is not included in the Disclosure, to the applicant.

We do not keep Disclosure information on an individual's personnel file. It is kept securely, in lockable, non-portable storage containers. Access to storage units is strictly controlled to authorised and named individuals, who are entitled to see such information in the course of their duties.

We do not keep Disclosures or Disclosure information for any longer than is required after a recruitment (or any other relevant) decision has been taken. In general, this is no longer than six months. This is to allow for the resolution of any disputes or complaints. Disclosure information will only be retained for longer than this period in exceptional circumstances, and in consultation with Disclosure Scotland. The same conditions relating to secure storage and access will apply during any such period

Once the retention period has elapsed, we will ensure that Disclosure information is immediately destroyed in a secure manner i.e. by shredding, pulping or burning. Ochil Tower School will not keep Disclosure information which is awaiting destruction in any insecure receptacle (e.g. a waste bin or confidential waste sack). We will not retain any image or photocopy or any other form of the Disclosure information. We will, however, keep a record of the date of issue of the Disclosure, the name of the subject, the Disclosure type, the position for which the Disclosure was requested, the unique reference umber of the Disclosure and details of the recruitment decision taken.

The above procedure we consider appropriate for young co-workers, considering the level of responsibility they will carry and the supervision and support that they will be given.

Additional steps are necessary for individuals or families who might wish to join Ochil Tower on a permanent basis, with the view of taking up more responsible positions in the Community:

We normally expect several years of practical experience in similar settings and a relevant qualification.

Induction Period

All co-workers arriving at the beginning of the school year attend an Induction Week prior to the start of term.

During this week, each co-worker is made familiar with all aspects of the life and work within Ochil Tower. Essential information regarding child protection, health and safety issues, fire precautions, methods of care and control, etc. is also included.

At the end of the week, the co-workers are all asked to sign the Induction Programme Checklist (see appendix) stating that they have been made aware of and understand the essential areas covered, and that they have read the Co-Worker Information Pack.

Co-workers arriving during the school year do not have the benefit of the induction week, but receive specially arranged training sessions covering the key elements included in the induction week.

The Induction Programme Checklist serves as a guideline and is signed by the co-worker as soon as all aspects have been adequately covered, normally by the end of two weeks.

Before the start of term an Individual Tutor is assigned to each co-worker. The role of the Tutor is to maintain an overall awareness of the co-worker (e.g. strengths, weaknesses, workload, social integration, etc.) and provide ongoing support and supervision. The Tutor meets with the co-worker once a term and also chairs the Probationary Assessment Tutorial and the termly Appraisal Tutorials (see below). The Tutor is usually not directly connected with the co-worker's daily tasks in house or class.

Each Co-worker is informed that at the end of the first term, (i.e. after eight weeks) a formal assessment will be carried out to review the foregoing period in terms of their suitability for the work. The criteria used for the probationary assessment are the same as those used in the admission procedure (see above). The strengths and weaknesses in relation to each criterion will be outlined and discussed for each co-worker at the Assessment Tutorial.

Those present at the meeting will be the Co-worker, the Class Teacher, the House Parent and the Individual Tutor.

A summary of the meeting will be written up by the Tutor and placed in the Co-worker File and a copy made for the Co-worker. A possible outcome of the Assessment Tutorial might be that the Co-worker is asked to leave, on the grounds that he/she has not fulfilled the necessary criteria.

Appraisal Tutorials take place three times a year (Christmas, Easter and Summer Terms) and comprise the same people attending as those for the Assessment Tutorial.

During the Appraisal Tutorials, the Co-workers are encouraged to come to a self-evaluation of their work and life within the Community. Feedback is also shared by the House Parent, Class Teacher and Tutor. The aim is to look back over the term identifying areas of strength, and areas needing development, and to look ahead to the next term.

The Co-workers are asked to write up a summary of the Appraisal Tutorials. A copy, signed by the Tutor is then placed in the Co-worker File.

Camphill Communities have been educating and training Co-workers in their philosophy and its practical application for nearly sixty years. Emphasis is placed on adult education for all members of the community. As the main aim is to create a setting where people can live together supporting each other, the first qualification of the Co-worker is the wish to live and work this way. The corner stone of our training is community living as a path of learning.

Co-workers coming new to Camphill take part in a one year Foundation Course in Curative Education and Social Therapy. Within each fortnight they attend four sessions that aim to help the development of the following:

Support and Supervision

A consequence of living together in a community is that constant interaction is taking place between those with additional support needs and Co-workers. This way of living and working also creates a situation of close co-operation amongst Co-workers. Thereby the attitude and approach of each of the Co-workers towards those with additional support needs can be assessed continuously in a natural and informal way.

Before the start of each school year all new Co-workers take part in an intensive induction programme lasting one week. This is supported by a comprehensive Co-worker & Employee Handbook.

Co-workers receive form then onwards ongoing guidance and supervision in regular house meetings, class meetings Ochil Tower meetings and individual supervision sessions, both with the relevant House Parents and class teachers.

The House Parents meet when issues relating to the running of the houses need to be addressed. This includes time for study and for sharing issues of importance relating to their task.

Once a year, one of the meetings will be devoted to self-assessments / appraisals of each individual.

The Teachers meet when issues relating to the running of the classes need to be addressed. This includes time for study and for sharing issues of importance relating to their task.

Once a year, one of the meetings will be devoted to self-assessments / appraisals of each individual.

The 'Therapy Group' meet regularly every fortnight for study and for sharing issues of importance relating to their task. The aim being that each person can share their experiences with the others and get reflections on the individual therapeutic sessions with the pupils.

Members of the present Therapy Croup are Margaret Snellgrove, (Chairperson, Joint Co-ordinator) and other co-workers who join for the purpose of training.

 .

Return to Top