St. Leger Homes of Doncaster values its employees and the contribution they make towards our organisational goals. In return as an employee you would be able to enjoy a wide range of benefits available to you.
We understand the need to offer flexible working in order for employees to maintain a healthy balance between their personal and working life. The following benefits are available to most employees dependent upon the nature of the vacancy and the needs of the organisation.
- Flexible working patterns
- Job sharing
- Part time vacancies
We offer all our employees a wide range of generous leave entitlements.
- Annual leave between 25-37 days with enhancements based on service length and the grade of the post
- Paternity and maternity leave above the national standard
- Provisions for parental and special leave
All employees can join a first class contributory pension scheme provided by South Yorkshire Pensions. Employees are automatically entered into the pension scheme unless they choose to opt out.
Training and development
St. Leger Homes of Doncaster believes that its employees are its most valuable resource and that the company must invest in its workforce to develop and maintain the standard of service that customers expect. Employee development and training is therefore a key objective for the company.
The health of all employees is of high importance and employees are provided with the following benefits:
- Working to achieve Excellence in the Workplace Wellbeing Charter
- Health and Wellbeing Events
- Occupational Health service which is available to all employees by a referral process
- Health Scheme which includes a range of medical interventions
- Company sick pay scheme
Child care vouchers
Employees of St. Leger Homes are able to receive contributions to the cost of child care through the governments Child Care Vouchers scheme (providing qualifying conditions are met).
St. Leger Homes of Doncaster is fully committed to ensuring equality in employment opportunities, and recognise the benefit of a balanced and diverse workforce. Our aim is to achieve a workforce that reflects the local population, providing the right balance of skills and experience to deliver the highest quality of service.
We aim to achieve equality of employment opportunities by ensuring that full and fair consideration is given to all applications, and we welcome candidates of any age, sex, race, religious belief and ability.
We have been recognised for our efforts in actively promoting equal opportunities by the award of the ‘Two Tick Positive about disabled people’, which outlines the following principles:
- To interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider on ability
- To ensure there is a mechanism in place to discuss, at any time, but at least once a year, with disabled employees what we can do to make sure employees can develop and use their abilities
- To make every effort when employees become disabled to make sure they stay in employment
- To take action to ensure that all employees develop the appropriate level of disability awareness needed to make our commitments work
- Each year, to review the commitments and what has been achieved, to plan ways to improve on them and let the Employment Service know about progress and future plans
We continually monitor our Equality Policies and Procedures ensuring that they are in line with government legislation and best practice.
We thank you for your interest in working for St Leger Homes and look forward to receiving an application from you.
St Leger Homes is committed to supporting ex-offenders to gain employment as we believe this is the best way to prevent re-offending.
We actively promote equality of opportunity for all who have the right mix of talent, skills and potential. We welcome applications from a wide range of candidates, including those with criminal records.
You will not be required to disclose any convictions on the application form as we have signed up to the national campaign to ‘Ban the Box’.
We select all candidates for interview based on their skills, qualifications and experience.
At the interview stage, we only ask job candidates to tell us about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974. We only take into account unspent convictions, when making recruitment decisions, where the ‘unspent’ convictions are relevant to the post.
Some posts may be subject to checks by The Disclosure and Barring Service for safeguarding purposes. These checks are made once a provisional offer of employment has been made.