September 2016

Dear Applicant

Re: Minibus Driver Post Thank you for your interest in the above post. Your pack includes the following documents:

Pages2 Job Description

6 Person Specification

8 Conditions of Employment

9 Community First Equality & Diversity Policy

12 Application Form & Recruitment Monitoring Form

Please study the Job Description and use the Person Specification to help you fill in the form. Be sure to address all the criteria in the Person Specification.

Please return your completed Application Form and Recruitment Monitoring Form to Vanessa Kitt by post to the address on the application form or by hand or email to: vanessa.kitt@cfirst.org.uk. Please note that CVs will NOT be considered. Applications will be considered as they are received until the vacancies have been filled so please do not delay in sending your application to us. Applicants will be selected for interview solely on their answers to the questions on the application form.

Should you require any further information after reading this Job Pack please feel free to contact me on 01962 852602.

Yours sincerely

Rachel BirnieTransport Coordinator - Winchester

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APPENDIX A

Job Description

MINIBUS DRIVER

1. Job Title MINIBUS DRIVER

2. Location Based in Winchester

3. Grade/Salary £8.30 per hour, subject to an annual cost of living review but without commitment to increase.

4. Hours You will be required to work Mon – Fri and on occasion at weekends. Hours are variable according to contract and bookings. Your hours will be agreed week by week

5. Responsible to

Local Transport Manager and Schedulers through to Community First Transport Manager

Job PurposeTo provide an efficient, punctual, safe and high quality transport service for clients travelling to and from various previously agreed locations and venues in Basingstoke and further afield. You may be allocated to specific contracts or employed for group hire. Your working schedule will be agreed on a rota basis.

ResponsibilitiesA) Service Users and Carers

1 Take responsibility for the safety, welfare and comfort of all individuals whilst transporting them to and from previously agreed locations. This may require you to work cooperatively as a team with a Passenger Assistant who may be employed by another organisation e.g. Hampshire County Council.

2. To communicate in a professional, constructive and non-discriminatory manner with service users, carers and members of the public, where necessary referring concerns to the Transport Manager

3. To assist people with their mobility as necessary, using safe moving and manual handling techniques. You will be aware of and take into account any special needs of passengers and have due regard and care for their comfort and safety at all times. You may be required to assist passengers with shopping or luggage and to help people get on and off the minibus and to and from their homes but you are not required to help people within their homes.

4. To deal with and respond to any emergency situation in accordance with your training and procedures set out by Community First. You may be transporting physically and mentally frail people and must be able to deal with accidents on the vehicle and be physically able to evacuate a bus in the event of emergency. You must report any accident or near miss, no matter how minor, to the Transport Manager as soon as possible by telephone or in person. All accidents, incidents and near misses must be reported within one working day or immediately if in the case of any injury or a fatality.

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Accident report forms, including a sketch and/or photographs of the scene are to be completed at the time of the accident. Accident forms are carried on the vehicles.

5. Whilst on duty you must appear clean and smart at all times and be polite, patient, courteous, caring and kind to your passengers and other road users. Many passengers are vulnerable adults or young people/children who have difficult and challenging lives as a result of illness, physical or learning disability or dementia. Your journey may be the most enjoyable part of their day. You are likely to have daily contact with parents and carers of people with disabilities and are expected to show understanding and kindness in your contacts with passengers and their relatives/carers. Driving can be stressful but you are an ambassador for Community First with high public visibility and it is important that you try to remain cheerful and helpful at all times. You are required to wear Hi Viz vest/jacket whilst driving and may be required to wear branded uniform/clothing. You will carry and wear ID badges issued by Community First at all times.

B) Driving and Vehicle Maintenance

1. To undertake, prior to commencement of appointment, MIDAS (Minibus Driver Awareness Scheme) training in the safe operation of driving a minibus, with on-going driver assessment as determined by Community First and in accordance with any contractual requirements laid down by commissioners. You will be required to undertake other training courses as appropriate including but not exclusively Emergency First Aid at Work, Manual Handling and Safeguarding Awareness.

2. On a day-to-day basis drive any vehicle that Community First has a responsibility for and ensure that:

passengers are carried safely and in accordance with the Legal requirements and the Health & Safety policies and the Community Transport (CT) Operating Procedures of Community First.

passengers have their seat belts fastened at all times.

wheelchair users have their wheelchairs secured correctly either using tie downs or appropriate approved restraint.

wheelchair users have the passenger restraint secured and fitted correctly.

3. Be responsible for all safety factors related to the journey e.g. loading and unloading passengers and operating the passenger lift, passenger restraints, seat fittings and all other equipment in absolute accordance with the manufacturer’s instructions and MIDAS training provided by Community First.

4. To contribute to risk assessments with colleagues.

5. Your working days and hours will be specified in your contract but may include weekdays and weekends. You may also be required to cover any sickness or annual leave and have a flexible attitude to working hours. Mutual exchanges of normal working days are permitted but this will be authorised and agreed in advance with our Transport Manager.

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6. You will be required to carry out a daily check on the vehicle you are driving before moving off. Details of this check will be provided by the Transport Manager. It’s the Driver’s responsibility to ensure the vehicle you are driving is roadworthy at all times. All faults /hazards must be reported immediately to the Transport Manager.

7. A more detailed vehicle and safety check is carried out once a week. Instruction on this will be given by the Transport Manager

8. You are responsible for refuelling the vehicle you are driving. All vehicles are to be refuelled once the fuel gauge is reading half.

9. You are responsible for the cleanliness and overall condition inside and out of the vehicle you are driving. You will check that the inside of the vehicle is clean and tidy before and after use and if necessary remove any litter before and after use. If buses are found unclean you will report this to Transport Manager so that a check can be made on previous hirer/driver.

10. You are required to be physically able to move and handle wheelchairs, equipment and people which requires kneeling and to take reasonable care for your own health and safety and that of others who may be affected by your work. You will take all reasonable care to promote a healthy working environment and safe working practices in accordance with Community First Health & Safety Policy. A copy of Community First’s Health and Safety policy and any guidance relevant to your duties will be provided when you start.

11. To discourage, address and report any behaviours or inappropriate actions by passengers or passenger assistants that might endanger other passengers, road users or distract the driver.

12. To maintain vehicle records as required, e.g. daily log sheets recording hours and mileage plus safety and vehicle checks and any incident reports. Timesheets will be completed and submitted to Transport Manager by dates specified.

C) General

1. To demonstrate a commitment to Equal Opportunities.

2. To communicate professionally with colleagues in relation to matters related to service users, transport and the Transport department.

3. To demonstrate a flexible attitude to the work environment and to work a flexible rota.

4. To participate in team meetings, training, supervision and performance development.

5. To undertake any other responsibilities and duties appropriate to the nature and salary grade for the post.

6. This post, due to the nature of the work, is exempt from the provisions of Section 4 (2) of the Rehabilitation of Offenders Act, 1974. Applicants are, therefore, not entitled

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to withhold information about convictions which, for the purposes, are spent under the provisions of the Act, and in the event of employment, any failure to disclose such convictions could result in dismissal or disciplinary actions by Community First. In addition to this all employees will be required to undertake a DBS check.

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Community FirstPerson Specification: Essential Qualifications

Full Driving Licence for 2 years minimum

Hold a Driving Licence with D1 Category code

For insurance purposes be over 25 years of age

Desirable Qualifications

n/a

Essential Knowledge, Skills and Experience

Ability to drive a minibus to the standard required by Hampshire County Council’s MIDAS assessment and confident driving large accessible minibuses (up to 6.5 tonnes and 5m in length)

Ability to operate all minibus equipment, for the comfort, security and safety of passengers and driver.

Good written and verbal communication skills and ability to record information accurately.

Ability to demonstrate a caring nature and relate effectively to adults and children with severe disabilities. Ability to integrate and work alongside clients with physical disabilities and / or learning difficulties and to promote the philosophy of the service. Understanding and perception of when help is needed and when it may not be appropriate.

Clear understanding of Health & Safety at work, including moving and handling techniques.

Ability to work well within a team.

Ability to respond flexibly to the unpredictable nature of some tasks which vary according to demand. Ability to demonstrate personal flexibility, objectivity and assertiveness in coping with stressful demands of the work.

Commitment to attend all staff training and participate in own development through supervision and performance development.

Demonstrate a commitment to, and an understanding of equal opportunities.

Physically able to carry out manual handling and operate equipment on the vehicles and assist wheel chair users and secure wheelchairs to vehicle floor tracking.

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Able to carry out routine maintenance (oil, water, tyre pressures) on the vehicle.

Willing to appear clean and smart at all times.

Willing to comply with the no smoking and no alcohol policy of Community First while at work.

Desirable Knowledge, Skills and Experience

Experience of operating passenger transport and possible completion of MIDAS or equivalent.

Knowledge of recording procedures, e.g. log sheets, reporting of incident and accidents forms and systems.

Ability to communicate appropriately, sensitively and effectively with service users and carers, with capacity to respond to a variety of oral and related verbal communication difficulties.

Experience of working with people with disabilities

Experience of training in moving and handling techniques.

Experience in undertaking risk assessment.

Knowledge of diesel engines

Community First CONDITIONS OF EMPLOYMENT

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1. Job TitleMinibus Driver

2. Salary£ 8.30 per hour

3. Hours of workNegotiable - 16-25 hours per week – more hours may be available

4. Holiday Entitlement21 working days paid leave in each leave year in addition to bank holidays, increasing by 1 day per year for the first 4 years to a maximum of 25 days.  Leave year is 1 April to 31 March (pro rata for part time staff)

5. Conditions of AppointmentA three month probationary period applies to this post

6. Place of workBased in Winchester but flexible across Winchester, East Hampshire and Basingstoke

7. Pension SchemeThe employer will match employee’s contribution to a Stakeholder Pension of their choice to a maximum of 6% of salary.

8. AccountabilityThe Minibus Driver will be accountable to the local Transport Manager and Schedulers.

September 2016

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Equality and Diversity Policy

Statement of intent

Communities First Wessex (CFW) recognises that many people in our society experience discrimination or lack of opportunity for reasons which are not fair. These include: race, religion, creed, colour, national and ethnic origin, political beliefs, gender, gender reassignment, sexual orientation, age, pregnancy and maternity, disability (including mental illness), HIV status, marital status and civil partnership, responsibility for dependants, appearance, geographical area, social class, income level or criminal record.

We will challenge discrimination and lack of opportunity in our own policy and practice and will help other organisations and individuals to do the same.

We aim to create a culture that respects and values each other’s differences. We see these differences as an asset to our work as they improve our ability to meet the needs of the organisations and people we serve.

The organisation is committed to providing a working environment in which employees are able to realise their full potential and to contribute to business success irrespective of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation gender. This is a key employment value to which all employees’ volunteers and member organisations are expected to give their support.

In order to create conditions in which this goal can be realised the organisation is committed to identifying and eliminating discriminatory practices, procedures and attitudes.

All volunteers, employees, committee members and member organisations must declare their support for the objectives of this Equality and Diversity policy. Failure to do so may result in disciplinary action or ineligibility for membership.

What is discrimination?

CFW believes that discrimination can take one or more of the forms set out below.

Direct discrimination is treating one person less favourably than another in the same or similar circumstances or segregating them from others solely because they are, for example, a lesbian, a gay man or because they have a disability or illness. Refusing to employ someone who has the required skills because they are deaf or because they are pregnant would constitute such discrimination.

Indirect discrimination occurs where there is a requirement or condition which applies equally to everyone but which, in practice, has an adverse impact on a particular group and cannot be justified. For example an unnecessary physical or age requirement can discriminate against women or disabled people. The setting of language tests, where language skills or fluency are not really needed for a job, is another example.

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Abuse and/or harassment – discrimination also covers actions which amount to abuse and/or harassment of people or groups of people because for example they are a member of a national, racial or ethnic minority group, a woman, a lesbian, a gay man or have a disability or illness.

Victimisation occurs when a person is treated less favourably or is discriminated against because she/he has pursued or intends to pursue their rights in respect of alleged discrimination.

Institutional racism occurs where the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen in the processes or attitudes and behaviour, which amount to discrimination, to unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people.

Racist incidents constitute any incident which is perceived to be racist by the victim or any other person. If the victim doesn’t want to complain, another person may do so.

Discrimination in any of the forms stated above is unacceptable, regardless of whether there was any intention to discriminate or not.

Staff and Volunteer development

Decisions about learning and development opportunities will be made in accordance with our Training and Development Policy, and all staff and volunteers will have access to opportunities to enable them to develop in line with our aims and objectives.

Service provision

All CFW’s services and activities are covered by this policy.

We will promote equality and diversity in our work with our members, other agencies or individuals.

Our services will be reviewed regularly and changed where needed.

All trainers, facilitators and consultants contracted to work for CFW will be required to support our Equality and Diversity policy.

Recruitment and selection

We believe that no person or group should be treated less favourably in employment because of the reasons given in the Statement of Intent.

Staff appointments will be monitored to ensure no discrimination is occurring at the point of selection. A separate recruitment policy gives full details of this process (see below).

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Other aspects of our work pertaining to equality and diversity

Office accommodation; we will make every effort to ensure that premises used in relation to its work are accessible and inviting for all members of the community.

Purchasing; we reserve the right not to purchase goods and services from agencies whose activities are contrary to the principles outlined in this policy.

Promotion of policy; Copies of this policy will be freely available to staff, volunteers, members and any other interested parties. A laminated copy of the Statement of Intent, together with a named contact for more information, will be placed in a prominent position in our offices.

Travel; CFW recognises that not everyone has access to personal transport or is able to use it and will plan its services and activities with this in mind.

Implementation and monitoring

Monitoring of the Equality and Diversity policy and its implementation is the responsibility of the Board of Directors. The Board of Directors will review the policy annually.

Induction for committee members and new staff will include a briefing on the Equality and Diversity policy.

A copy of the Equality and Diversity Policy and Equality action plan will be given to all new staff, volunteers, Directors and new members of CFW and to any member on request.

Training may be provided for employees, Directors and volunteers on cultural awareness, disability awareness and other subjects that relevant to equality and diversity.

The Board of Directors

All Directors will affirm their commitment to the Equality and Diversity policy.

Membership of CFW Board of Directors should aim to reflect a fair balance and representation of the local community and should endeavour to redress any imbalance of under-represented groups.

Communities First Wessex policies and procedures

Other policies support our commitment to equality and diversity. These include flexi-time, parental and dependants leave, annual leave, recruitment, discipline, grievance, harassment, statement of terms and conditions and induction.

Reviewed by CFW Trustees – October 2015

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Community First – ConfidentialJob Application Form

Application for the Post of Minibus Driver - WinchesterApplicants Name

Please give your reasons for applying for this post. What are the skills, interests and experience that you could bring to it? Please include details of any voluntary work. Note that the tasks required to be undertaken by the post holder are detailed in the Job Description. Applicants are advised to present evidence of how they meet the criteria given in the Person Specification.Do not enclose a separate CV or references; they will not be copied to the selection panel.A. Why do you wish to be considered for this post?

B. Experience: Please refer to the job description and person specification headings and give details of all experience, (paid and unpaid), relevant to the advertised post, including details of any skills and abilities you have acquired.

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Education and Training Please give details of your qualifications and experience, including subjects taken and short courses where appropriate.

School/College/Organisation (with dates) Qualifications/Courses/Subject (with grades)

Interests, Voluntary positions or special experience

Employment HistoryPresent or most recent employer/organisationName and Address Job Title and Description From To

Reason for wanting to leave:Previous EmploymentName and Address Job Title and Description From To

If appointed when could you start

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This page will not be seen by the selection panel until interview.Application for the post of Minibus Driver - Winchester

Personal Details – please complete in BLOCK CAPITALSLast NameFirst NameAddress

Post CodeTel No: (work)Tel No: (home)Mobile Phone No:Email:Do you hold a current driving licence;Do you have access to a car:National Insurance Number:Are you eligible to work in the UK

Criminal ConvictionsDue to the nature of this work, the names of successful applicants may be referred to the Criminal Records Bureau for clearance. In accordance, you are requested to provide information and details of previous convictions and cautions, including those classed as ‘spent’.

Positive disclosure will not necessarily preclude an applicant from employment by the organisation. Any offer of employment may be withdrawn or dismissal may result if criminal offences are not disclosed. Any record notified to us will be referred to you for comment.

We require unspent convictions to be declared and will consider their relevance in the light of the policy which is outlined above.

Do you have any criminal convictions, including ones regarded as spent Yes No If yes please give details, date and nature of offence(s),

Are any members of your family current employees/volunteers of Community First? Yes/NoIf Yes, please give details of name and department.

RefereesPlease give the names and addresses of two referees, who should not be related to you. Unless there is good reason, we would prefer one of these to be taken from your most recent employer or course supervisor (where applicable). If you do not wish us to take up a reference from your current employer at this stage, please say so. If the employer reference is not taken up at this stage any offer of appointment will be made subject to that reference being satisfactory.Referee 1 Current or most recent Employer or Course SupervisorName:Position:Organisation:Address:

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Post Code:Tel No:EmailCan we contact prior to interview.Referee 2Name:Position:Organisation:Address:

Post Code:Tel No:EmailIn what capacity is the referee known to you:I confirm that to the best of my knowledge the information given on this form is true and correct and can be treated as part of any subsequent contract of employment.

Signed Date

Please return your application form preferably by email to: Vanessa Kitt, HR/Admin Officer, Vanessa.kitt@cfirst.org.uk or send by post to Vanessa Kitt, HR/Admin Officer, Community First, Winchester Discovery Centre, Jewry Street, Winchester, Hampshire SO23 8SB

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Equal Opportunities Monitoring FormTo ensure that we maintain our commitment to equal opportunities in employment, please fill in the details below. We will only use the information on this form to monitor our recruitment. It will not be used in the selection process, apart from the last question and only in order to make any adjustments needed if you are selected for interview.

Post you have applied for:

Where did you see the post advertised?

Website (please state)………………………..

Email (please state if this came via circulation list) ………………………..

Word of Mouth Other (please state where) …………………….

Your age: 21-39 40 – 49 50 – 59 59+

How would you describe your ethnic origin?

Black (African or Caribbean) Black (British or other)

Asian (Indian, Pakistani or Chinese) Asian (British or other)

White (British, Irish) White (European or other)

Ability & Support

Do you consider yourself to have a disability? Yes No

If ‘yes’ what is your disability and what adjustments should we make, if any, if you are selected for interview. If successful, what support for you would we need to provide in the job?

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