Autism Care is an equal opportunity employer and as such ensures that all staff are given the assistance needed to attain their full potential. Our aim is to recruit employees that reflect the surrounding community by sourcing staff, wherever possible, from within the local area. We regularly monitor and evaluate our performance with regard to this and try to ensure that we are using a wide range of recruitment tools and strategies to assist this process.
Our service users are involved in our recruitment process in a true and measurable manner to ensure they are happy with the level of support they are receiving. This often includes everything from the design of the original advert to person specification and interview format.
Potential candidates are assessed using overviews and positive marking before a decision is made. All staff are subject to CRB (Criminal Records Bureau), ISA (Independent Safeguarding Authority) and reference checks before being employed and commencing work.
At Autism Care we believe that the quality of the service provided is as a direct consequence of the knowledge, skills and attitudes of it's staff team. Our high-quality staff base delivers:
- increasing independence for the supported person
- evidenced based outcomes for the individual
- partnership working with all stakeholders including the supported persons circle of support
- best value possible.
To achieve this we try to ensure that our workforce is matched to the needs of each individual supported person. This means that as well as being representative of the local community we also take into account people's cultural and spiritual needs.
Autism Care believes that good supervision and management are critical to ensure staff remain turned on and tuned in to their surrounds and even what is happening in the industry which may be of benefit to their service.
Giving and receiving feedback is fundamental to continually improving performance which is why we operate a range of formal and informal mechanisms that provide continual supervision and management of staff.
Mentoring, group and individual supervision, shift planning, evaluation and team meetings all provide forums in which to reflect and feedback on performance.
Company policy ensures individual supervision takes place monthly. All line managers are trained in the 'social care' model of supervision covering the key areas of:
The company also has an annual appraisal policy. The annual appraisals completed for all staff at the end of the Autism Care year, must reflect any progression made by the employee to ensure that they are eligible for promotion or salary increase.
To enhance support systems for employees we have a regional council whose aim is to establish a consultation forum between employees and management. This enables communication through services, regions and the group on areas of business which affect them.
Our management structure allows us to respond quickly to changes in service delivery, be that because of a change in an individual's lifestyle preferences or fluctuations in the volume of work available. We can therefore continue to deploy our staffing resources effectively, efficiently and consistently to deliver flexible individual packages of support.