Our Staff

Shining a light on the brightest of talent

In a candidate led market we have to be the agency of choice

Elwood Healthcare Staff

All of our staff are required to possess a minimum of six months paid employment within the UK, which is relevant to the discipline they wish to work within and the service group they want to support.

A full vetting process is then engaged, which comprises of a full face-to-face interview, including a detailed application and personal assessment process. Verification of eligibility to work, comprehensive references are qualified, including any breaks in employment and completion of a fully enhanced DBS or combined verification through the update service completed.

All training records are then qualified and any appropriate training required is scheduled. Refresher courses are completed annually on all mandatory elements in order to meet our internal compliance. Following this process a thorough induction is completed, ID badge issued and suitable assignment agreed.

Elwood Healthcare West Midlands

Elwood Healthcare Borehamwood

All permanent categories catered for within associated fields

Some of our most flexible and fluid team members, whom often work on short notice assignments and satisfy schedules which complement their own demanding “life style” which only enhances reliability. These individuals often possess an acute learning curve, derived from the variant nature of their work, allowing them to assimilate the demands, cultures and ethos of a new environment extremely quickly, following their local induction. Covering virtually all adult services, many eventually settle into a speciality and develop niche skills which become part of their own career path and training plan with ourselves, offering the scaffolding to a permanent placement or to remain part of the “Ultimate Bank Service”

In order to work with the NHS all Health Care Assistants and Clinical Support Workers need to provide us with documentary evidence which meets the Occupational Health Requirements as laid down by the Department of Health (DOH)

We require the following documentary evidence.

Copy of blood test showing the level of immunity 100miv/ml or above OR signed and stamped letterhead from your Haematology Department stating you are a “low responder”

Copy of a blood test result showing immunity OR A signed declaration from your GP that you have had Chicken Pox.

Confirmation of Scar seen by your GP or Occupational Nurse OR Record of A positive Skin Test/HEAF test Grade 2 OR Mantoux between 6mm and 15mm, but NOT 15mm.

Certificate of 2 MMR vaccinations OR Blood test showing Immunity.

All reports must be on headed paper or officially stamped, dated and signed. Unable to provide evidence? Your own G.P.or Occupational Health Department should be able to provide you with the information you require. If you are unable to obtain the required evidence we can arrange for you to have the necessary vaccinations.

This tends to involve a holistic approach to health, wealth and wellbeing and incorporates activities such as.

  • Food and nutrition management.
  • Money and finance management.
  • Accessing of services and amenities.
  • Safe community participation and access.
  • Advocacy.
  • Sitting services.
  • Holiday assignment.
  • Live In support.
  • Supervisions and contact sessions.
  • Managing benefits/accommodation.

More advanced roles are supported by additional training and/or experience. A supervisor supplied to work in a nursery/pre-school for example, will hold a full and relevant level 3 NVQ or vocational qualification based on the National Occupational Standards (NOS) such as the NVQ 3 in CCLD. This is true in all other cases and dependent upon discipline. This type of role is also matched against a full job description and person specification. It’s not uncommon for an assessment or interview to be staged prior to a fixed term assignment. Many such roles are fulfilled through an initial temporary assignment which transfers to permanency following an agreed term.

Whilst many of our care and support workers are no stranger to domestic duties, particularly those working a waking night! We do have a team of Domestic’s whom are dedicated to all associated domestic duties and tasks. Domestics and Kitchen assistants are taken through the same rigorous vetting procedures as all other colleagues, including the requirement of a clear, enhanced DBS. They would also need to provide up-to-date training certificates or undergo internal training covering the following mandatory elements. 1. Fire Safety 2. Infection Control 3. Food Safety 4. Safeguarding vulnerable groups. All of our Domestics and Kitchen assistants come from an associated background opposed to a commercial kitchen or retail catering environments and many see this type of work as a staging post in their development as a care or support worker.

Whilst this group of specialist Care and Support workers undergo all of the standard vetting procedures leading up to full compliance. Particular attention is also focused on “Lone Working” and emphasis placed on Challenging Behaviour and safe guarding of adults, children and young people. The typical pedigree process would be:
  • Face to face sector/client specific interview.
  • Testing on both administrational and communication skills.
  • Specialist language packages assessment (bespoke).
  • Full reference validation and discovery.
  • Occupational Health screening.
  • Immunisations (where applicable).
  • Full suite of classroom based training.
  • Specialist/Bespoke client training (Clinical lead where complex).
  • Service user/Advocate inter-face selection process (where requested).
  • QCF Framework support.
  • On-Going assessment and Personal development plan engaged.
  • Rapid-response support cover provided for emergencies.