Work Placement Guidelines for UK jobseekers on the Flexible New Deal (FND) programme operated by A4e, JHP Employability and other providers. These guidelines explain what you should be getting from your placement as well as your rights and reponsibilities. For far too long some placement providers have been treating jobseekers on FND like dirt.
Added: February, 06th 2011
File size: 83.79kb
Tags: work placement, flexible new deal, a4e placement guidelines, provider, job placements, charity, jobseekers, unemployed, uk
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WORK PLACEMENT GUIDELINES FOR BENEFIT CLAIMANTS
1 Claimants applying for work experience are interviewed Or - as a minimum - the course/program tutor is contacted to provide a character reference and to discuss what experience the claimant needs to gain from the placement.
2 A written agreement is signed by both the claimant undertaking the work experience and a company representative to ensure that the terms of engagement are clear to both parties This agreement should include placement dates and location, hours of attendance and reference to payment - if applicable. It should state that there is no obligation between the company and the claimant and give specific details on important policies such as the need to maintain confidentiality, data protection, copyright and intellectual property. It should also name a member of staff nominated to supervise the claimant on work placement.
3 Company provides a written programme Each claimant should be given a written programme, which should be agreed with the course/program tutor. This should establish clear objectives and outline the work the claimant will be involved in and the experience they will gain. It should also confirm whether the claimant will be given access to any in-house or on-the-job training. The claimant will be given meaningful tasks to perform and will be able to identify how their input fits the business objective.
4 The claimant should be given feedback Claimants on work placement will benefit from constructive and helpful feeback on their skills, attendance and enthusiasm. The company may benefit from hearing the claimant’s views on the work placement.
SOURCE: The Periodicals Training Council 5 The claimant should receive an induction All claimants taken on for any period of time should receive a basic induction. It is advisable to carry out a Health & Safety Risk Assessment and managers/supervisors should be reminded that they have a duty to ensure the health and safety of individuals on work experience, and to communicate the health and safety policy to them. Temporary workers must be advised that each of us a duty to take reasonable care of our own health and safety and that of other people who may be affected by our actions, to co-operate within the Health & Safety Policy of the company and behave in a reasonable manner.
6 The company has the appropriate insurance cover Any individual on work experience should be adequately covered by the company’s Employers Liability Compulsory Insurance, Occupiers Liability Insurance and Public Liability Insurance.
SOURCE: The Periodicals Training Council
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