Electrician x 3

 

                                                            

ADACTUS HOUSING GROUP LIMITED                                            

BENEFITS AND JOB DETAILS

Position:

Electrician x 3
(Please Quote Ref AHG - 458 on the application form)

Employer:

Adactus Housing Group Limited

Location:

Various locations across the North West

Salary:

£27,204 - £31,049 per annum.

Salary Scale 28-32

Hours:

8.30am – 5.00pm, Monday to Friday

40 hours per week.

Status:

Permanent subject to probationary period

Holidays:

24 working days per annum (5 day working week) plus bank holidays, plus 3 concessionary days holiday during the Christmas period, plus additional days after 2 years continuous service to a maximum of 5 days.

Pension:

The Group belongs to the Pension Trust Scheme to which the successful candidate would be entitled to join.  This is an Employer and Employee contribution scheme.

Childcare vouchers:

Available via salary sacrifice

Closing date for applications:   

12 noon, Friday 6 April 2018

Provisional interview date:

Monday 16 April 2018

Commencement date:

As soon as possible

Probation period and references:

Please note that any offer made by the Group and subsequent employment is subject to a six month probationary period and to the Group receiving two satisfactory references, one of whom should be your current or most recent employer.

Eligibility to work in the UK:

Successful applicants for posts within the Group are responsible for producing proof of entitlement to work in the UK before employment can commence. 

Disclosure barring checks & Medical Clearance:

In addition, any offer is also subject to receipt of a Standard Disclosure from the Disclosure Barring Service confirming suitability & medical clearance from our Occupational Health Provider before appointment. 

Further information about the disclosure can be found at www.homeoffice.gov.uk/dbs

Diversity:

Adactus believe diversity means acceptance and respect for everyone because we appreciate the significant value that individuality can bring.  All employment decisions are therefore based on business needs, job requirements and individual qualifications to help create a safe and positive environment for all.

Application to be returned to:

HR Department

Adactus Housing Group Limited

Turner House, 56 King Street

LEIGH, Lancs, WN7 4LJ

 

 

JOB DESCRIPTION

ELECTRICIAN

Department:

Asset Management

Located at:

Various locations across the Northwest

Hour of work:

8.30am – 5.00pm, Monday to Friday

40 hours per week.

Responsible to:

Performance Manager

Responsible for:

Trainees

Overall aim of the job:

To carry out electrical installation condition reporting, installation, upgrades and remedial works in relation to the organisations cyclical programme of works.

 

MAIN TASKS OR ACTIVITIES

 

1. Carry out Installation testing and servicing of domestic and commercial electrical plant and equipment, heating systems, fire alarm systems, emergency lighting systems, communal lighting systems and portable electric appliances.

 

 

1. Installation, repair and condition reporting of domestic and commercial electrical systems, renew fittings, wiring, systems or parts of systems, to the highest standards achievable (within budget).

 

 

1. Install new electrical equipment e.g. power points, lights etc in the Group's properties.

1. Undertake all work as directed by the planners or Performance Manager.  Advise Planner or Performance Manager of any work which cannot be completed during that visit. Promptly complete records of work completed or delayed due to no access, awaiting materials or any other reason.

 

 

1. Inspect items of disrepair. Assess options for repair and/or replacement, and remedy disrepair in the most appropriate manner. Take responsibility for quality of finished job, life expectancy of repair, and quality of service to customer.

 

 

1. Check and ensure that all places where work is carried out have a safe working environment for work to proceed.  Report unsafe working conditions to a Manager immediately and do not start work on the job unless instructed to do so by a Manager.

 

 

1. Act as the Group’s contact with its tenants and residents regarding property issues, arranging appointments with the planners as and when required.

 

 

1. Report any incidents of concern regarding tenants and residents to the Performance Manager immediately.

 

 

1. Make good disturbed structures/finishes of a minor nature and report to Planner or Performance Manager where other trades persons are required to make good.

 

 

1. Clear all work areas and remove rubbish after completion of work.

 

 

1. Report any instances of damage caused to tenant's property to the Performance Manager.

 

 

1. Effectively communicate with other staff members, residents, contractors etc either over the telephone, by e-mail or in person.

 

 

1. Assist other members of the Asset Management Team in the execution of work requiring more than one operative. 

 

 

1. Use, maintain, clean and store all tools, equipment, vans and first aid boxes etc., provided by the Group, in accordance with manufacturers/suppliers instructions.  Bring to the attention of the Performance Manager any items which are damaged, unfit for use, or need servicing immediately.

 

 

1. Order, collect and take delivery of materials and plant hire equipment required for completion of maintenance work.

 

 

1. Seek and implement service improvements to meet the needs of internal and external customers when possible in consultation with a Manager.

 

 

1. Carry out all duties in accordance with relevant legislation affecting the construction/maintenance industry, and in particular, the health and safety legislation within the parameters of the tasks and duties.

 

 

1. Attend regular training and technical updates as instructed by the Group within the parameters of the tasks and duties.

 

 

1. Provide cover for team members when they are absent from work as and when required.

 

 

1. Supervise trainees during daily operations and provide training, coaching and guidance by sharing on the job skills and experience.  Check work after each completed task and report on operative’s performance to the relevant Performance Manager when required.

 

 

1. Attend regular team meetings and performance review meetings as required.

1. Be available for and provide an out of hours emergency call out service as instructed by the Group.

 

 

1. Use any transport that is provided by the Group in accordance with all road traffic and highways laws both during the outside normal working hours.

 

 

1. Use, re-charge batteries, and store mobile telephones provided by the Group.

 

 

1. Where necessary provide information to the Group’s insurers.

 

 

1. Carry out all duties in accordance with the Groups policies and procedures and Financial Regulations.

 

 

1. Contribute to the Group’s Quality Improvement Programme, recommending improvements to stock as and when required.

1. Follow all Group policies and procedures in accordance with the role and attend Mandatory training when requested to ensure compliance with Group policies and procedures. 

 

 

1. Ensure you work in accordance with the Equality Act 2010 and the Equality & Diversity Policy at all times. Carry out any duty which may be, from time to time, requested by the Chief Executive, Deputy Chief Executive or Director commensurate with the position.

 

 

 

 

PERSON SPECIFICATION

ELECTRICIAN

 

CRITERIA

 

 

ESSENTIAL/

DESIRABLE

 

METHOD OF ASSESSMENT

 

QUALIFICATIONS

 

NVQ Level 3 / 2360 Part 1 & 2 or equivalent in electrical

installation

 

NVQ Level 3 / City and Guilds in Inspection and Testing 2391 or equivalent

 

IET 17^th Edition or equivalent

 

 

 

 

E

 

 

E

 

 

E

 

 

 

Application Form / Certificate

 

 

Application Form / Certificate

 

 

Application Form / Certificate

 

SKILLS/EXPERIENCE

 

Experience  in the installation, repair and maintenance of domestic heating system control wiring

 

Experience in the installation and maintenance of domestic systems with the ability to demonstrate technical skills

 

Post training experience in the construction/maintenance industry

 

Up to date knowledge of relevant legislation and regulations

 

Awareness of Health and Safety consideration

 

Be able to maintain accurate administration records

 

Experience of receiving/collecting materials and plant hire

 

Ability to climb ladders

 

Good attendance & punctuality record

 

Ability to demonstrate technical skills

 

Ability to keep accurate administration records

 

Ability to demonstrate technical skills

 

Experience in the repair and maintenance of commercial systems

 

Computer literate and able to use PDA Technology

 

A good knowledge and understanding of Social Housing

 

Knowledge of geographical area of work

 

 

 

 

E

 

 

E

 

 

 

E

 

 

E

 

 

E

 

E

 

E

 

 

E

 

E

 

E

 

E

 

E

 

D

 

 

D

 

D

 

 

D

 

 

 

Application Form/Interview

 

 

Application Form/Interview

 

 

 

Application Form/Interview

 

 

Application Form/Interview

 

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

 

Application Form/Interview

 

Application Form/Interview

 

 

Application Form/Interview

 

 

COMPETENCIES

 

 

 

Establish professional working relationships with customers, contractors and colleagues

 

Take pride in their appearance

 

Ability to communicate well

 

 

Problem solving ability

 

Ability to handle difficult situations

 

 

 

Works harmoniously with others, helping to generate a positive team atmosphere whilst building effective working relationships

 

 

 

Appreciation of the Customer Service skills required within this role

 

 

 

A positive and responsive attitude to change, participating and makes constructive suggestions for solutions and improvements

 

 

A commitment to Associations equal opportunity policies and practices

 

Understanding of data protection & confidentiality issues

 

A commitment to delivering a quality service and continuously improving service delivery

 

Good time manager

 

Ability to use own initiative

 

Ability to work under pressure

 

Able to work flexible hours

 

Must be available to take part in the provision of the out of hours emergency service

 

 

 

 

E

 

 

E

 

E

 

E

 

E

 

 

 

E

 

 

 

E

 

 

E

 

 

 

E

 

 

E

 

E

 

 

E

 

E

 

E

 

E

 

E

 

 

 

 

Application Form/Interview

 

 

Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

 

 

Application Form/Interview

 

 

 

Application Form/Interview

 

 

Application Form/Interview

 

 

 

Application Form/Interview

 

 

Application Form/Interview

 

Application Form/Interview

 

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

Application Form/Interview

 

 

 

OTHER

 

A full driving licence

 

 

 

 

E

 

 

 

 

Application Form / Documentation

Please note:

Applicants must meet the above “Essential” criteria as a minimum.  “Desirable” criteria will be used as a minimum to further shortlist applications received if necessary.  We are willing to consider making reasonable adjustments for people who have a disability.  For example, by providing aids or adaptations to help overcome the effects of their disability.  If you have a disability, please refer to the guidance notes before you complete your application form.  If you have any questions please do not hesitate to contact the HR team on 01942 608715

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

DISCLOSURE BARRING SERVICE INFORMATION ELECTRICIAN

GENERAL DISCLOSURE INFORMATION:

The provisionally selected successful applicant for the post will be asked to apply for a Standard Disclosure from the Disclosure Barring Service.

A copy of the Disclosure Barring Service’ Code of Practice, which Adactus Housing is committed to, is available on request.

As Adactus Housing meets the requirements in respect of exempted questions under the Rehabilitation of Offenders Act 1974, all applicants who are offered employment will be subject to a criminal record check from the Criminal Records Bureau before the appointment is confirmed.  This will include details of cautions, reprimands or final warnings, as well as convictions.

SHOULD YOU DECLARE A CRIMINAL RECORD?

(PAGE 4 EMPLOYMENT APPLICATION FORM):

 

*The post for which you are applying involves access to vulnerable people and/or children.  It is therefore exempt from the provision of the Rehabilitation of Offenders Act 1974.  You are therefore NOT entitled to withhold information about convictions which for other purposes are “spent” under the provisions of the Act.  Any convictions, conditional discharges, bound overs, or cautions, reprimands or final warnings, will not automatically disqualify you from employment but any failure to disclose such information could result in dismissal.

 

A criminal record will not necessarily be a bar to obtaining a position.  This information will be used only to assess the applicant’s suitability for employment, in so far as it is relevant, and Adactus Housing will consider persons with a criminal record on merit and ability and not discriminated against unfairly.

 

DISCLOSURE BARRING SERVICE POLICY STATEMENT

General principles:

 

As an organisation using the Disclosure Barring Service to help assess the suitability of applicants for positions of trust, Adactus Housing complies fully with their Code of Practice regarding the correct handling, use, storage, retention and disposal of Disclosure and Disclosure information.  It also complies fully with its obligations under 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, which is available to those who wish to see it on request.

 

Storage and access:

Disclosure information is never kept on an applicant’s personnel file and is always kept separately and securely, in lockable, non-portable, storage containers with access strictly controlled and limited to those who are entitled to see it as part of their duties.

Handling:

In accordance with section 124 of the Police Act 1997, Disclosure information is only passed to those who are authorised to receive it in the course of their duties.  We maintain a record of all those to whom Disclosures of Disclosure information has been revealed and we recognise that it is a criminal offence to pass this information to anyone who is not entitled to receive it.

Usage:

Disclosure information is only used for the specific purpose for which it was requested and for which the applicant’s full consent has been given.

Retention:

Once a recruitment (or other relevant) decision has been made, we do not keep Disclosure information for any longer than is absolutely necessary.  This is generally for a period of up to six months, to allow for the consideration and resolution of any disputes or complaints.  If, in very exceptional circumstances. it is considered necessary to keep Disclosure information for longer than six months, we will consult the DBS about this and will give full consideration to the Data Protection and Human Rights individual subject before doing so.  Throughout this time, the usual conditions regarding safe storage and strictly controlled access will prevail.

Disposal:

Once the retention period has elapsed, we will ensure that any Disclosure information is immediately suitably destroyed by secure means, i.e. by shredding, pulping or burning.  While awaiting destruction, Disclosure information will not be kept in any insecure receptacle (e.g. waste bin or confidential waste sack).  We will not keep any photocopy or other image of the Disclosure or any copy or representation of the contents of a Disclosure.  However, notwithstanding the above, we may keep a record of the date of issue of a Disclosure, the name of the subject, the type of Disclosure requested, the position for which the Disclosure was requested, the unique reference number of the Disclosure and the details of the recruitment decision taken.

Acting as an Umbrella Body:

Before acting as an Umbrella Body (one which countersigns applications and receives Disclosure information on behalf of other employers or recruiting organisations), we will take all reasonable steps to ensure that they can comply fully with the DBS Code of Practice.  We will also take all reasonable steps to satisfy ourselves that they will handle, use, store, retain and dispose of Disclosure information in full compliance with the DBS Code and in full accordance with this policy.  We will also ensure that anybody or individual, at whose request applications for Disclosure are countersigned, has such a written policy and, if necessary, will provide a model policy for that body or individual to use or adapt for this purpose.

Recruitment of ex-offenders:

 

As an organisation using the Disclosure Barring Service to assess applicants’ suitability for positions of trust, Adactus Housing complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of a Disclosure on the basis of conviction or other information revealed.

 

Adactus Housing is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.

 

This policy on the recruitment of ex-offenders, is made available to all Disclosure applicants at the outset of the recruitment process.

 

We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records.  We select all candidates for interview based on their skills, qualifications and experience.

 

A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned.  For those positions where a Disclosure is required, all application forms, job adverts and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.

 

Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process.  We request that this information is sent under separate, confidential, cover to a designated person within Adactus Housing and we guarantee that this information is only to be seen by those who need to see it as part of the recruitment process.

 

Unless the nature of the position allows Adactus Housing to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.

 

We ensure that all those in Adactus Housing 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 the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.

 

Recruitment of ex-offenders – continued:

At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position.  Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.

 

We make every subject of a DBS Disclosure aware of the existence of the DBS Code of Practice and make a copy available on request.

 

We undertake to discuss any matter revealed in a Disclosure with the persona seeking the position before withdrawing a conditional offer of employment.

 

Having a criminal record will not necessarily bar you from working with us.  This will depend on the nature of the position and the circumstances and background of your offences.