Working for the Trust

Our people are our most important asset and we are committed to providing a comprehensive and competitive range of benefits including:

Ongoing high quality training and development opportunities in a supportive environment, including vocational training
A range of working hours including full time, part time and job share
After 2 years service 30 days holiday plus Bank holidays
Contributory Occupational Money-Purchase Pension Scheme
Individual Performance Management and Development Reviews
Independent Employee Assistance Programme

In addition, you may find that working for an organisation committed to improving the lives of others will provide you with:

Increased job satisfaction
The opportunity to work with a range of professional people in a supportive environment
The opportunity to develop

Equality of opportunity

Langley House Trust is a Christian Charity that is a leading provider and manager of housing, care and support for people in need. As such, we recognise and value the benefits and enhancements which equality and diversity make in the management of our business and in the delivery of our services.

Langley House Trust promotes equality and diversity throughout the organisation through the application of employment policies which are aimed at treating all employees and job applicants fairly and equitably, and fully comply to the Equalities Act 2010. We monitor all stages of our recruitment process and we are working towards ensuring that the composition of our workforce broadly reflects the communities in which we work.

We will expect and support staff to embrace our Equality and Diversity Policy to encourage a culture of diversity in our organisation.

Closing the job vacancy

On the closing date, all application forms received are checked to ensure you have enclosed all of the relevant information required. All Equal Opportunities monitoring information is detached from your application at this stage.

Any forms received after the closing date may not be accepted.

Short listing

Within 2 days of the closing date, the application forms are forwarded to the Selection Panel for short listing.

Each application form is assessed independently, with the Selection Panel looking for supporting evidence from the application form, which meets the criteria detailed in the Job Description and Person Specification.

Short listing typically takes between 5 and 7 working days.

Invitation to interview

Once the Selection Panel has identified the short listed applicants, the Recruitment Team will write a letter inviting you for an interview. If the interview date is imminent, we may also contact you by telephone.

Dependent upon the requirements of the role, you may be asked to undertake other assessment methods. These may include: Personality Profiling, Aptitude or Ability Tests, Written Reports, Presentations or other work simulation exercises.

Upon receipt of your invite to interview, we ask you to confirm your ability to attend. The recruitment team may telephone you if you do not respond to confirm your attendance.

Unsuccessful applicants

If you have not heard from us by the interview date, you may assume that you have not been selected for interview. Where no interview date was stated in the advertisement, you may assume your application to be unsuccessful if five weeks have elapsed since the closing date.

Benefits of employments

You may find it useful to read this summary of benefits of employment in advance of completing your application form

Salary
The salary of the post you are applying for will be shown in the advertisement.

Hours of work
The hours of work of the post you are applying for is shown in the advertisement and job description.

POSITION	HOURS OF WORK
Project Managers/ Deputy Project Managers	Full-time employees work a minimum of 37 hours/40 hours per week respectively and in addition play a full part in the rota for on-call cover
Support Workers Project Workers Night Awake Project Workers	Full-time employees work a 48/40 hour week. Actual hours of work are allocated by rota to cover 24 hours a day, 7 days a week, which may include sleep-ins or additional on-call cover
Directors Operations Managers Functional Managers	Full-time employees work a minimum of 37 hours per week, some of which are unsocial. Directors and Operations Managers are required to participate in the rota for on‑call cover
Administrators Cooks Cleaners	Full-time Administrators, Cooks and Cleaners work a 35 hour week

Holidays
The annual leave year runs from the anniversary of the day of commencement of employment with the Trust and entitlements are:

1st year of service:4 weeks leave (20 days)

2nd year of service:5 weeks leave (25 days)

3rd and subsequent years of service:6 weeks leave (30 days)

Positions at Project Manager level and above and specialist posts are afforded 6 weeks leave from commencement of employment. Part-time employees receive annual leave on a pro-rata basis and in addition, all staff receive a bank holiday entitlement.

Probationary periods
A 6-month probationary period will normally be attached to the post, during which time progress is assessed and discussed both informally and by way of two formal interviews.

Notice of termination of employment
Employees arerequired to give the Trust 6 weeks notice in writing of their intention to leave their employment. Employees at Project Manager level and above and those holding specialist posts are required to give 3 months notice in writing.

Benefits

Pension scheme
The Trust operates a group personal pension scheme details of which will be provided on appointment

Death in Service scheme
The Trust’s Death in Service scheme is a benefit afforded to staff up to the age of 70 which provides three times your salary should you die whilst in service.

Holiday flat
The Trust has a fully furnished holiday flat in Torquay which is made available to all staff for a week at a time for a nominal charge.

Health and well-being
Langley House Trust offers an excellent Employee Support Programme to staff.

Childcare Voucher Scheme
A childcare voucher scheme is available to help staff manage their childcare costs. The scheme enables parents to sacrifice part of their salary for childcare vouchers to help pay for registered and approved childcare, including breakfast clubs and after school clubs, for children up to the age of 16.