VES follow strict standards in order to ensure that all candidates that we supply to our clients are of the highest professional and personal calibre. We take seriously any concerns raised regarding our staff and our candidates (and the organisations that we place candidates in).
This policy gives details of what action we will take when concerns are raised with us and should be raised alongside our Code of Conduct (Safeguarding Children Policy, Allegations Policy and Safer Recruitment Policy
This policy applies to anyone employed by VES including our Directors, staff, and any work placement/volunteers or anyone registered with us as a candidate.
Any member of staff or candidate who wishes to raise a concern regarding their conditions at work (or similar) should do so through the Company Grievance procedures and also refer to the Whistleblowing Policy.
Any organisation or service wishing to complain about our services, or the suitability/capacity of any candidate placed with them should do so under this procedure.
A concern may be raised against an adult which suggests that they may be a risk to a child. This includes people who may:
If a concern meets these criteria, then the process outlined in the Allegations Policy should be followed.
The details of any complaint against a candidate or member of staff is processed in a central incident file/in their respective electronic file on our system.
When we receive a complaint, we explain our procedures for handling complaints and ask the candidate or member of staff in question if they would like for us to commence a process accordingly.
Complaints concerning candidates will be brought to the attention of the candidate by their consultant. Together they will discuss the complaint and the consultants will give warnings where necessary. The details of the discussion and any warnings will be documented on the candidate’s record. Candidates will be told that if the behaviour is repeated or any further complaints are received, it will result in further warnings and ultimately could lead to the removal from VES register. Examples of complaints include the following:
Consultants will encourage candidates to speak openly about their experience with the role and the workplace in which they have been placed. Candidate comments will be treated in confidence unless it is agreed with the candidate to raise the issue with the client. The consultant will act on behalf of the candidate to help resolve any issues causing difficulty for them.
Complaints which do not meet the criteria for an allegation (see above) but are of a serious nature regarding the behaviour of client staff will be communicated to the Account Manager and/or relevant governing body.
Where appropriate, VES will undertake an internal investigation into the complaint.
The complaint should be communicated to VES by phone, inwriting or by email to explain the nature of the complaint and how it has arisen.
If the complaint is a client, the client will be asked the following questions:
If the complainant is a candidate, the candidate will be asked the following questions:
VES must be informed immediately of all serious allegations made against candidate or clients.
VES will inform the complainant that we conduct our own investigation. We will also explain the process of that investigation. A written statement will be requested from the complainant, together with any supporting documentation of the incident or incidents.
If the complaint is aimed towards a candidate, VES will build up a profile of the candidate based on their original clearance checks, references and feedback from previous clients since working for VES in order to assess the nature of the incident.
The complainee is notified about the complaint and is asked for their version of the events. Confidentiality is maintained on a need-to-know basis.
If the complainee is a client, they will be asked to discuss the matter over the phone or in person. If the complainee is a candidate, they are asked to attend a face-to-face review meeting. During this meeting the alleged incident will be discussed in detail, so the director can evaluate the candidate’s ability to continue working for VES.
During the complaint, if it becomes apparent that the complaint is more serious and meets the criteria for an allegation then you should revert to the allegations policy and follow that.
VES informs the complainant of the steps that have been taken and of the outcome of the investigation. The complainant is advised that if the matter cannot be resolved and that the seriousness of the allegation warrants further action, to adopt whatever measures would normally come into force to meet legal requirements.
If the issue needs to be resolved through any authority involvement, VES will be guided by the authority’s decision when considering working with the complainant subsequently.
If the complainee is a candidate with an unblemished record and where a genuine error in professional practice has been made, VES will go through the Terms and Engagement with the candidate and require the candidate to resign the terms. If required, additional training will be given. In the event of repetitive minor misdemeanours and where complaints are continually being made (by the same or different clients), we will take action and make a decision to remove the candidate from VES’ register.
All candidates returning to work for VES after a review meeting are closely monitored on returning and relevant notes are kept on their file.
If VES is still concerned about a candidate’s ability to return to work after their practice review meeting, the matter will be referred to the Director. For issues defined as professional incompetence or serious misconduct which have been the subject of an investigation and which have been proven to the satisfaction of the Director of VES, a candidate will be immediately removed from the VES register. If a candidate is removed from VES register, the candidate and the relevant authorities will be informed, for example the EWC and Disclosure and Barring Service. Affected clients will also be informed.
It is our utmost priority that incidents and complaints are dealt with in a fair manner. If a complaint were to be made against VES by either a candidate or a client, the matter would be referred to the director who would decide which course of action would be most appropriate to follow in accordance with the VES Grievance Policy. To ensure the complainant is kept informed at all stages of the process, reports are issued either verbally or in writing. Support is given to both parties until a satisfactory conclusion is reached.
This statement should be read alongside VES’ Whistleblowing Policy.
VES encourages a free and open culture in dealings between its managers, employees and all people with whom it engages in business and legal relations. In particular, this company recognises that effective and honest communication is essential if concerns about breaches or failures are to be effectively dealt with and the company’s success ensured.
This policy is designed to provide guidance to all those who work with or within the company who may from time to time feel that they need to raise certain issues relating to the company with someone in confidence.
Workers who in the public interest raise genuine concerns under this policy will not under any circumstances be subjected to any form of detriment or disadvantage as a result of having raised their concerns. For further details, see VES’ Whistleblowing Policy.
Date: 1st October 2021
Review Date: 1st October 2022
VES have an experienced team to work with you on all aspects of the recruitment service.Find out more
Sit back, relax and read how VES can
meet your school's individual needs.
The go to agency across Wales.
Don't delay, apply today!