Common use of Additional Vetting Clause in Contracts

Additional Vetting. Where it is a requirement of the role, an Enhanced Disclosure Declaration / PVG the candidate must produce for each candidate undertaking such an assignment. This requirement will be an explicit part of the job description and detailed in the booking form. Rate of pay Full details of the University’s rate of pay which apply to this agreement can be found in the Job Catalogue in Appendix 4 If an AW works on a public holiday, when the university is closed, the rate of pay for that day is multiplied by 1.5, as the comparator rate. Any AW who has less than 12 weeks accumulative service will be paid at the client’s discretion Expectations University of Edinburgh can expect that <The Supplier> will: • Develop the Service level Agreement through a continuous improvement programme via the agreed contract management meetings and to develop further e-Procurement and improvements to ordering process. Temporary to Permanent Vacancies University of Edinburgh can expect <The Supplier> to: • Provide Temporary to Permanent Services upon request and relevant order form, from the Institution. • Charge for services in accordance with the pricing schedule of this agreement • The supplier will not be entitled to charge a temporary to permanent fee, where a temporary worker of the supplier is employed to a permanent or fixed-term post by the University, following an external recruitment competition, providing the worker has been assigned to the University for at least 12 weeks. • A fee will however be payable to the supplier if the temporary worker has been assigned to the University for less than 12 weeks, and/or the individual was appointed via an internally advertised post that the temporary worker would otherwise have not seen or been eligible to apply for if they had not been introduced by the supplier. The following formula will be used to calculate any temporary to permanent fees: Lot A - Administration / Clerical Staff Weeks in Continual Employment Fee applicable a <The Supplier> 7 – 12 Weeks £500 12+ Weeks No fee • No temp to perm fees will be incurred if the candidate was recommended to Pertemps by University of Edinburgh or the temporary worker has been assigned to the University for more than 12 weeks.

Additional Vetting. Where it is a requirement of the role, an Enhanced Disclosure Declaration / PVG the candidate must produce for each candidate undertaking such an assignmentassignment must be produced by the candidate. This requirement will be an explicit part of the job description and detailed in the booking form. Rate of pay Full details of the University’s rate of pay which apply applies to this agreement can be found in the Job Catalogue in Appendix 4 If an AW works on a public holiday, when the university is closed, the rate of pay for that day is multiplied by 1.5, as the comparator rate. Any AW who has less than 12 weeks accumulative service will be paid at the client’s discretion Expectations University of Edinburgh can expect that <The Supplier> Blue Arrow will: •  Develop the Service level Agreement through a continuous improvement programme via the agreed contract management meetings and to develop further e-Procurement and improvements to ordering process. Temporary to Permanent Vacancies University of Edinburgh can expect <The Supplier> Blue Arrow to: •  Provide Temporary to Permanent Services upon request and relevant order form, from the Institution. •  Charge for services in accordance with the pricing schedule of this agreement • The supplier will not be entitled  Temp to charge a temporary to permanent fee, where a temporary worker of the supplier is employed to a permanent or fixed-term post by the University, following an external recruitment competition, providing the worker has been assigned to the University for at least 12 weeks. • A fee will however be payable to the supplier if the temporary worker has been assigned to the University for less than 12 weeks, and/or the individual was appointed via an internally advertised post that the temporary worker would otherwise have not seen or been eligible to apply for if they had not been introduced by the supplier. The following formula will be used to calculate any temporary to permanent Perm fees: Lot A - Administration / Clerical Staff Weeks in Continual Employment Fee applicable as a <The Supplier> 7 – 12 Percentage of Annual Salary Blue Arrow 4 to 8 Weeks £500 12+ 7.00% 8 to 13 Weeks No 5.00% Over 13 Weeks Free of Charge  Any person who is currently employed as a temporary employee applying to an externally, openly advertised position and who is successful through a competitive process will not attract a temp to perm fee • irrespective if it is the current or other position.  No temp to perm fees will be fee incurred if the candidate was recommended to Pertemps by University of Edinburgh or the temporary worker has been assigned to the University for more than 12 weeksEdinburgh.

Additional Vetting. Where it is a requirement of the role, an Enhanced Disclosure Declaration / PVG the candidate must produce for each candidate undertaking such an assignmentassignment must be produced by the candidate. This requirement will be an explicit part of the job description and detailed in the booking form. Rate of pay Full details of the University’s rate of pay which apply applies to this agreement can be found in the Job Catalogue in Appendix 4 If an AW works on a public holiday, when the university is closed, the rate of pay for that day is multiplied by 1.5, as the comparator rate. Any AW who has less than 12 weeks accumulative service will be paid at the client’s discretion Expectations University of Edinburgh can expect that <The Supplier> Blue Arrow will: • Develop the Service level Agreement through a continuous improvement programme via the agreed contract management meetings and to develop further e-Procurement and improvements to ordering process. Temporary to Permanent Vacancies University of Edinburgh can expect <The Supplier> Blue Arrow to: • Provide Temporary to Permanent Services upon request and relevant order form, from the Institution. • Charge for services in accordance with the pricing schedule of this agreement • The supplier will not be entitled Temp to charge a temporary to permanent fee, where a temporary worker of the supplier is employed to a permanent or fixed-term post by the University, following an external recruitment competition, providing the worker has been assigned to the University for at least 12 weeks. • A fee will however be payable to the supplier if the temporary worker has been assigned to the University for less than 12 weeks, and/or the individual was appointed via an internally advertised post that the temporary worker would otherwise have not seen or been eligible to apply for if they had not been introduced by the supplier. The following formula will be used to calculate any temporary to permanent Perm fees: Lot A - Administration / Clerical Staff Weeks in Continual Employment Fee applicable as a <The Supplier> 7 – 12 Percentage of Annual Salary Blue Arrow 4 to 8 Weeks £500 12+ 7.00% 8 to 13 Weeks No 5.00% Over 13 Weeks Free of Charge • Any person who is currently employed as a temporary employee applying to an externally, openly advertised position and who is successful through a competitive process will not attract a temp to perm fee irrespective if it is the current or other position. • No temp to perm fees will be fee incurred if the candidate was recommended to Pertemps by University of Edinburgh. Discipline and Performance Issues University of Edinburgh or can expect that Blue Arrow will; • Handle all disciplinary and performance issues with their staff as soon as they are reported Blue Arrow can expect University of Edinburgh will; • Raise any performance / conduct issues with the Blue Arrow contact as soon as they occur. • Provide verbal quantitative information regarding any performance / conduct issue Site Visits & Performance Reviews Blue Arrow can expect University of Edinburgh will; • Where practical, allow the time for temporary worker staff to see their Blue Arrow contact. • Allow the time for key contacts to meet with local Blue Arrow staff where agreed. • It has been assigned recommended that a quarterly review take place. Management Information including (AWD) • Monthly reports to be sent through to Xxxxx Xxxxxxx: 0131 650 2264 xxxxx.xxxxxxx@xx.xx.xx • The information in the report will be collected and collated by the supplier and will detail the following in Excel format: Report Heading Format of entry (example) Guide Date of report creation xx/xx/20xx The date which the report was created Agency All Staff temp agency Name of Supplier Agency Worker Firstname Xxx Provided by Supplier Agency Worker Surname Xxxxx Provided by Supplier College Science and Engineering Pulled from order School/ Dept School of Engineering Pulled from order Hiring Manager Xxxx Xxxxx Pulled from order Job Title Category Administrator Pulled from order Comparable UoE Grade £x.xx Pulled from order UoE grade hourly rate min £x.xx UHRS Resourcing provides. UoE hourly rate max £x.xx UHRS Resourcing provides. Hours per day £x.xx Pulled from order Hours per week £xx.xx Pulled from order Current agency pay rate per hour £xx.xx Provided by Supplier Agency charge rate per hour £xx.xx Rate prior to NI, WTR, VAT and Mark Up Agency charge rate per day £xxx.xx Multiple of Agency Charge Rate per hour by number of hours/day on order Agency charge rate per week £xxx.xx Multiple of Agency Charge Rate per hour by number of hours/week on order Pay Rate for UoE equiv. grade min hour £xx.xx UHRS Resourcing provides? or on order form WTR £x.xx WTR rate applicable NI £x.xx NI rate applicable Total Cost £xx.xx Total cost prior to agency mark up Agency Mark Up £x.xx either % or set (£0.XX/Hr) Agency charge rate per hour £xx.xx Total charge to the University VAT £x.xx At current rate (20%) Agency Gross Charge £xx.xx Inclusive of all costs in preceding columns Increase in costs per hour £xx.xx Auto calculation Latest Start Date dd/mm/yyyy Pulled from order Start Date from 01/10/2011 dd/mm/yyyy Pulled from order End Date dd/mm/yyyy enter if end or predicted end - yes No of weeks xx Auto Calc Accum no of weeks Auto Calc Reason for more than 12 weekshire Special Project Pulled from order HR Rep DA UHRS Resourcing provides • Quarterly reports to be sent through to the Procurement Office contact. To coincide a quarterly review meeting will also take place. The information will detail the following and will be in Excel format: Report Heading Format of entry Guide Date of report creation xx/xx/20xx The date which the report was created Reason temp worker left assignment prior to agreed end date Free text Include: • Insert temp worker first and last name, • Hiring manager name. • Detail reason provided by worker to agency Quantity complaints of Management number Insert number of hiring manager complaints received in period Reasons complaints for management Free text Include: • Insert Hiring managers first and last name, • Detail complaint • Detail actions to address and resolve. Quantity of escalations number Insert number of escalations to 2nd agency contact Quantity and percentage of posts not filled within agreed Service Level Agreements (SLAs) number Insert number of and % of posts not filled within agreed timescales Reasons for any failure to meet SLAs Free text Provide detail Invoicing Errors: Number of mismatched Invoices causing delay to payment Number/reported cause Provide PO Number hirer detail and purchase method used (Efinancials/PECOS) Errors and Omissions All errors and omissions will be included on the following quarter’s breakdown of activity report.

Additional Vetting. Where it is a requirement of the role, an Enhanced Disclosure Declaration / PVG the candidate must produce for each candidate undertaking such an assignmentassignment must be produced by the candidate. This requirement will be an explicit part of the job description and detailed in the booking form. Rate of pay Full details of the University’s rate of pay which apply applies to this agreement can be found in the Job Catalogue in Appendix 4 If an AW works on a public holiday, when the university is closed, the rate of pay for that day is multiplied by 1.5, as the comparator rate. Any AW who has less than 12 weeks accumulative service will be paid at the client’s discretion Expectations University of Edinburgh can expect that <The Supplier> will: • Develop the Service level Agreement through a continuous improvement programme via the agreed contract management meetings and to develop further e-Procurement and improvements to ordering process. Temporary to Permanent Vacancies University of Edinburgh can expect <The Supplier> to: • Provide Temporary to Permanent Services upon request and relevant order form, from the Institution. • Charge for services in accordance with the pricing schedule of this agreement • The supplier will not be entitled to charge a temporary to permanent fee, where Where a temporary worker of the supplier is employed to a permanent or fixed-term post by the University, following an external recruitment competition, the supplier will not be entitled to charge a temporary to permanent fee, providing the worker has been assigned to the University for at least 12 weeks. • A fee will however be payable to the supplier if the temporary worker has been assigned to the University for less than 12 weeks, and/or the individual was appointed via an internally advertised post that the temporary worker would otherwise have not seen or been eligible to apply for if they had not been introduced by the supplier. The following formula will be used to calculate any temporary to permanent fees: Lot A - Administration / Clerical Staff Weeks in Continual Employment Fee applicable a <The Supplier> 7 – 12 Weeks £500 12+ Weeks No fee • No temp to perm fees will be incurred if the candidate was recommended to Pertemps by University of Edinburgh or the temporary worker has been assigned to the University for more than 12 weeks.