NHSCT Associate Psychologist Band 5 - Community Mental Health Team

Advertised role location: Larne/Carrickfergus/Newtownabbey/Antrim
Official document: Associate Psychologist B5 CMHT_Oct 26 (docx)
Associate Psychologist in the Community Mental Health Team Band 5
Job Description

Associate Psychologist in the Community Mental Health Team Band 5
Job Description


The Northern Health and Social Care Trust (NHSCT) is responsible for the delivery of safe and effective health and social care (HSC) services to the population of the Northern Trust area in Northern Ireland.
We provide compassionate care with our community in our community. In order to do this we require the commitment of a highly skilled and professional workforce that meets the need of the service.
The diagram below outlines our values and our objectives which support the delivery of compassionate care within our community.

The below diagram details the values and associated behaviours that we expect staff working within Health and Social Care (HSC) to display at all times;

HSC Value
What does this mean?
What does this look like in practice? - Behaviours

Working Together

We work together for the best outcome for people we care for and support. We work across Health and Social Care and with other external organisations and agencies, recognising that leadership is the responsibility of all.


I work with others and value everyone’s contribution
I treat people with respect and dignity
I work as part of a team looking for opportunities to support and help people in both my own and other teams
I actively engage people on issues that affect them
I look for feedback and examples of good practice, aiming to improve where possible

Compassion

We are sensitive, caring, respectful and understanding towards those we care for and support and our colleagues. We listen carefully to others to better understand and take action to help them and ourselves.


I am sensitive to the different needs and feelings of others and treat people with kindness
I learn from others by listening carefully to them
I look after my own health and well-being so that I can care for and support others


Excellence

We commit to being the best we can be in our work, aiming to improve and develop services to achieve positive changes. We deliver safe, high-quality, compassionate care and support.
I put the people I care for and support at the centre of all I do to make a difference
I take responsibility for my decisions and actions
I commit to best practice and sharing learning, while continually learning and developing
I try to improve by asking ‘could we do this better?’

Openness & Honesty

We are open and honest with each other and act with integrity and candour.

I am open and honest in order to develop trusting relationships
I ask someone for help when needed
I speak up if I have concerns
I challenge inappropriate or unacceptable behaviour and practice


JOB DESCRIPTION

JOB TITLE: Temporary Associate Psychologist in the Community Mental Health Team

Applications are welcome from those seeking a secondment from their current role. Please note that you should have permission to be released from your substantive post from your line manager in advance of applying.

BAND: 5

LOCATION: Larne, Carrickfergus, Newtownabbey and Antrim

DIRECTORATE/DIVISION: Mental Health, Learning Disability & Psychological Services Division

REPORTS TO: Community Mental Health Team Leader / PTS Clinical/Counselling Psychologist.

ACCOUNTABLE TO: Director of Mental Health, Learning Disability & Psychological Services Division

FLEXIBLE WORKING
PROVISIONS AVAILABLE: Full-time working, Part-time working, Compressed/elongated hours.

JOB SUMMARY:
The post-holder will provide brief psychological interventions within a Community Mental Health Team (CMHT) commensurate with accreditation standards and good practice. To contribute to the implementation of a Brief Intervention Therapy Strategy across CMHTs in a designated area of the Northern Health and Social Care Trust. To support the development of service interface and communication between the PTS and CMHTs both operationally and clinically. All duties will be undertaken under the supervision of a qualified Clinical Psychologist

KEY RESULT AREAS / MAIN RESPONSIBILITIES
Clinical
To undertake protocol-based psychological assessments of clients referred to the service, applying psychological, tests, self-report measures, and rating scales with clients and others involved in the client’s care.

To formulate and implement delivery of Step 2 brief intervention care plans involving the psychological treatment and/or management of a client’s mental health problems, based upon an appropriate conceptual framework of the client’s problems, and employing methods of proven efficacy, under the supervision of a qualified professional psychologist.

To be responsible for providing brief psychological intervention for individuals and groups, within the multidisciplinary CMHT, under the supervision of a qualified professional psychologist.

To assist in the development, co-ordination and facilitation of Step 2 brief intervention therapeutic groups, under the supervision of a qualified professional psychologist.

To work closely with other staff within the multidisciplinary team to assess clients’ needs and review their care plan.

To assist in the development of a psychologically based framework of understanding and care within the multidisciplinary team to the benefit of all clients of the service.

To attend multidisciplinary meetings in the CMHT and represent a psychological perspective as appropriate under the guidance of a qualified professional psychologist.

To contribute to a wider strategy of Brief Intervention Therapy implementation across CMHTs and mental health service that may involve other teams and innovative practises (e.g., workshop intervention migration) to increase intervention effectiveness and capacity-building.
Management
To assist in the design and implementation of service development projects within the service, as required.

To attend meetings in which service developments are planned and discussed.
Administration
To maintain the highest standards of clinical record keeping, including electronic data entry, and report writing in accordance with professional codes of practice of the British Psychological Society and Trust policies and procedures.

To work with local managers and professional colleagues to maximise efficiency and effectiveness in service delivery.

To comply with Board, Trust and Directorate policies and procedures.

To undertake specific administrative duties as required.

To utilise information technology for the purpose of compiling reports, storing information and enabling effective communication within and without the Trust IT network.

To monitor, manage and use effectively Trust computer and data systems (e.g., PARIS) to a good standard.

Teaching/Supervision
To receive regular clinical professional supervision from a senior clinical psychologist and, where appropriate, other senior professional colleagues.

To develop skills and competencies that assist in the delivery of current duties working alongside multidisciplinary staff of various professional backgrounds.

To contribute to the training and support of other staff in psychological care.

To contribute to the development and maintenance of the highest professional standards of practice, through active participation in internal and external CPD training and development programs, in consultation with the post-holder’s professional and service manager(s).

Audit/Research
To assist in the design and implementation of audit and research projects.

To undertake data collection, analysis, and the production of reports and summaries, using IT and statistical programs.

To undertake searches of evidence-based literature and research, to assist qualified professional psychologists and professional colleagues in evidence-based practice, in individual work and work with other members of the multidisciplinary service.

GENERAL RESPONSIBILITIES
Employees of the Trust will be required to promote and support the mission and vision of the service for which they are responsible and: -

At all times provide a caring service and to treat those with whom they come into contact in a courteous and respectful manner

At all times demonstrate practice the HSC values of Working Together, Excellence, Openness & Honesty and Compassion

Carry out their duties and responsibilities in a manner which assures patient and client safety

Comply with all instructions in regard to Infection Prevention and Control

Demonstrate their commitment by their regular attendance and the efficient completion of all tasks allocated to them

Comply with the Trust’s Smoke Free Policy

Carry out their duties and responsibilities in compliance with health and safety policy and statutory regulations

Adhere to equal opportunities policy throughout the course of their employment

Ensure the ongoing confidence of the public in service provision

Adhere to the Code of Conduct for HSC Employees which aims to guide staff, managers and employers in the work that they do and the decisions and choices they have to make. Professional staff are expected to follow the code of conduct for their own professions as well as this code.

The post holder will promote and support effective team working, fostering a culture of openness and transparency. The post holder will ensure that they take all concerns raised with them seriously and act in accordance with the NHSCT Raising Concerns Policy and their professional code of conduct, where applicable.

RECORDS MANAGEMENT
All employees of the Northern Health & Social Care Trust are legally responsible for all records held, created or used as part of their business within the Northern Health and Social Care Trust, including patient/client, corporate and administrative records whether paper based or electronic and also including e-mails. All such records are public records and are accessible to the general public, with limited exceptions, under the Freedom of Information Act 2000, the Environment Regulations 2004, the General Data Protection Regulations (GDPR) and the Data Protection Act 2018. Employees are required to be conversant and to comply with the Northern Health and Social Care Trust policies on Information Governance including (for example) the ICT Security Policy, Data Quality and Data Protection Policy and Records Management Policy and to seek advice if in doubt.

SALARY
£31,049- £37,796 per annum (pro-rata for part-time)

RIGHT TO WORK IN THE UK
Please note this role may not meet the requirements for a Skilled Worker visa (including a Heath and Care Worker visa) and the Trust therefore would be unable to employ anyone that requires Sponsorship. For further information visit the UK Visas and Immigration website (https://www.gov.uk/government/organisations/uk-visas-and-immigration).

HOURS
Normal full-time hours of duty are 37½ hours per week, exclusive of meal times


MEDICAL
Appointment will be subject to a successful pre-employment health assessment.

HOLIDAYS
27 days each year; 29 days after 5 years’ service; 33 days after 10 years’ service and 10 statutory and public holidays.

PENSION
The post-holder can participate in the Health Social Care Pension Scheme.

NORTHERN TRUST BENEFITS
You can explore the benefits on offer to you in the Northern Trust by clicking here

PROBATIONARY PERIOD
You will serve a probationary period of normally six months.

WAITING LIST
A waiting list will be created to cover any temporary – full time – part time vacancies arising within the next 6 months in the Northern Trust - Mental Health and Learning Disability Division based in Larne, Carrickfergus, Newtownabbey and Antrim.

PAY PROTECTION
Legacy Trust Staff who apply for a promotion after 1 April 2011 should be aware that they will lose their legacy protection arrangements and will be entitled to pay protection in accordance with circular HSS (JNF) (1) 2011. This circular will also apply to legacy staff who are currently in receipt of protection and who move post on promotion.

Completed application forms should be returned to the BSO Recruitment and Selection Shared Services Centre, on or before the closing date as stated in the advertisement.

Canvassing, either directly or indirectly, will be an absolute disqualification.

We will review this Job Description and it may include any other duties and responsibilities we determine in consultation with the jobholder. We do not intend it to be rigid and inflexible but rather to provide guidelines within which the jobholder works.

October 2026

PERSONNEL SPECIFICATION

Title of Post: Associate Psychologist in the Community Mental Health Team
Band of Post: 5

Notes to applicants:
You must clearly demonstrate on your application form under each question, how you meet the required criteria as failure to do so may result in you not being shortlisted. You should clearly demonstrate this for both the essential and desirable criteria.
Shortlisting will be carried out on the basis of the essential criteria set out in Section 1 below, using the information provided by you on your application form.
Proof of qualifications and/or professional registration will be required if an offer of employment is made – if you are unable to provide this, the offer may be withdrawn.
Volunteering experience may be considered appropriate in particular for roles within the context of direct patient/client care.

ESSENTIAL CRITERIA

SECTION 1: The following are ESSENTIAL criteria which will initially be measured at shortlisting stage although may also be further explored during the interview/selection stage. You should therefore make it clear on your application form whether or not you meet these criteria. Failure to do so may result in you not being shortlisted. The stage in the process when the criteria will be measured is stated below.

Factor
Criteria

Method of Assessment

Qualifications/ Registration

Experience
An Honours Degree in Psychology which confers eligibility for Graduate Membership of the British Psychological Society. In their primary degree applicants must have attained a minimum of second-class upper division with an average degree score of 60% or higher.
And Either:
Post-graduate training at certificate, diploma, or masters level, in an applied model of psychological therapy (e.g. CBT) and 12 months’ post graduate experience in a clinical or social care setting, under the supervision of a qualified Clinical or Counselling Psychologist
OR
18 months’ post graduate experience delivering psychological interventions in a clinical or social care setting, under the supervision of a qualified Clinical or Counselling Psychologist.

Shortlisting by Application Form

Other
Hold a current full driving licence which is valid for use in the UK and have access to a car on appointment. This criterion will be waived in the case of applicants whose disability prohibits driving but who have access to a form of transport approved by the Trust which will permit them to carry out the duties of the post.

Shortlisting by Application Form

SECTION 2: The following are ESSENTIAL criteria which will be measured during the interview/ selection stage:

Skills / Abilities
High level communication skills (written and verbal), including an ability to communicate and work in settings in which the atmosphere may be highly emotive.
Ability to work collaboratively and interact effectively with others.
Ability to communicate sensitive information to patients, carers and colleagues.
An understanding of the needs and difficulties of people with mental health problems.
Ability to interact appropriately and meaningfully with clients.
Ability to work independently, reliably and consistently, with work agreed and managed at regular intervals.
Ability to accept and use supervision appropriately and effectively.
The ability to apply knowledge and skills to work psychotherapeutically with a range of clients with varying mild to moderate mental health problems.
An ability to work with other professionals from non-psychology backgrounds in a multidisciplinary team context.
The ability to design, implement, analyse and present basic qualitative and quantitative information to therapeutic outcomes.

Interview

Knowledge
Knowledge of psychological interventions.
Knowledge of current clinical practice.
Knowledge of current trends and issues in the HSS.
Knowledge of basic research and audit practices, data collection, analysis and presentation.

Interview

Other
At least one of your references must be from a qualified Clinical or Counselling Psychologist who knows and is familiar your work.
Interview

Value Based Recruitment
Value Based Recruitment is a process adopted by the Northern Trust to attract and select employees on the basis that their individual values and behaviours align with those of the Trust.

It focuses on the ‘how’ and ‘why’ people do what they do.

Candidates who are short-listed for interview will need to demonstrate at interview that they have the required knowledge, skills, competencies and values to be effective in this new role.

In answering the value based questions you have the opportunity to share examples of when you have demonstrated values relevant to the Northern Trust.

Criminal Offences, Investigations and Charges
Having a criminal record will not necessarily debar you from working with the Trust. This will depend on the nature of the position, together with the circumstances and background of your offences or other information contained on a disclosure certificate. Where it is necessary to obtain an Access NI disclosure the Trust operates in line with the Access NI Code of Practice (www.nidirect.gov.uk/publications/accessni-code-practice).

If you require further information or a copy of the policy on the recruitment of ex-offenders or the policy on the Secure Handling, Use, Storage and Retention of Disclosure Information, please contact the Trust Human Resources Department.

As part of the Recruitment & Selection process it may be necessary for the Trust to carry out an Enhanced Disclosure Check through Access NI before any appointment to this post can be confirmed.

THE NHSCT IS AN EQUAL OPPORTUNITIES EMPLOYER

Successful applicants:
may be required to attend for a Health Assessment
can expect to be placed at the minimum point of the pay scale, although a higher starting salary, within the range of the pay band may be available if the person appointed has experience relevant & equivalent to the post. If the successful candidate is an existing HSC employee moving to a higher band, AfC Pay on Promotion will apply.
have the right to request Flexible Working from the 1st day of their employment. A number of flexible working provisions are offered by all HSC Organisations including Full-time working, Fixed working patterns, Part-time working, Flexi-time, Compressed/elongated hours, Average hours working patterns, Term-time working, Job-share or Homeworking for some or all of the working pattern, depending on the role being undertaken. Successful applicants are encouraged to discuss with their manager what Flexible Working provisions may be available in the role they are taking up, prior to commencing employment, to help them achieve a positive Work/Life Balance.
October 2026

Official document: Preference Proforma Asst Psych B5 CMHT (docx)
Preference Pro-forma
Vacancy Title: Temporary Associate Psychologist in the Community Mental Health Team
Vacancy Reference:

Section One: Personal Details
NAME

ADDRESS

POST CODE

CONTACT NUMBERS please include all Std Dialling Codes
* Please note we will contact you via text message, therefore please ensure you provide an up to date mobile number.
Home

Mobile*

Daytime Landline

EMAIL ADDRESS
Please only provide if you check your emails regularly and are happy for us to contact you in this way

Section Two: Preference Geographical Area

PLEASE NOTE POSTS CAN ONLY BE OFFERED AS AND WHEN THEY BECOME AVAILABLE IN ANY OF THE AREAS DETAILED BELOW.


Please only tick areas
WHERE YOU WISH TO BE OFFERED A POST.

Location

Location

Carrickfergus

Antrim

Newtownabbey

Larne

Section Three: Hours of Work

I am interested and available to work the following hours (please tick those that apply):
Full Time
(37.5 hours per week)

Part Time



If Part Time selected please specify max and min hours below:-

Maximum Hours:

Minimum Hours:

Section Four: Employment Status

Please indicate which types of posts you wish to be considered for (you should tick the contract type which you wish to be considered for)
Permanent
N/A

Temporary

If Temporary selected please specify the minimum duration you would accept:-

Minimum Duration of Temp post:

Section Five: Additional Information
Please detail below any additional information you feel would be helpful to the recruitment team when matching you to any available posts.





Name: _____________________________________ Date: ____________________
Print Name: ______________________________________

Use of and Operational Arrangements for Waiting Lists – What Applicants Need to Know

Introduction
The HSC Recruitment & Selection Framework makes provision for the use of ‘waiting lists’ as part of its approach to managing recruitment in a timely manner. There are two main types of waiting list:
The HSC Recruitment & Selection Framework supports the use of ‘waiting lists,’ where appropriate, to help fill vacancies efficiently and fairly. Recruitment waiting lists ensure that when posts become available, applicants who have already been assessed as suitable can be offered posts without delay.
Important note: Applicants are responsible for ensuring that their contact details and preferences are accurate and up to date on their HSC jobs candidate profile and with RSSC (see sections 5 & 6). Applicants on a waiting list must regularly check their email account (including junk/spam folders). RSSC accepts no liability for applicants who miss communications for any reason.
To create a waiting list, applicants are assessed through an appropriate selection process (e.g., interview, assessment, or a combination of both). Those deemed suitable for appointment are placed on the waiting list in rank order, based on their interview or assessment score.
When a new vacancy is created, recruiters will assess it to determine whether an appropriate waiting list exists that matches the responsibilities, locations and hours (full-time / part-time) of the post. If a waiting list exists which matches these requirements, offers of employment will be made to the applicants on the appropriate waiting list. If a suitable waiting list does not exist, the vacancy will be advertised.
There are two types of waiting list used: cyclical waiting lists and bespoke waiting lists. This document explains how each type works and what applicants can expect.
1. Cyclical Waiting Lists
What are cyclical waiting lists?
Cyclical waiting lists are created for roles where vacancies arise frequently. These are typically entrylevel positions across various job families (for example, band 3 Administrative Assistant). Cyclical lists are advertised on a planned cycle to ensure a continuous pool of suitable applicants is available. A cyclical list may cover a single HSC organisation, or several. Cyclical waiting lists are normally held for up to 12 months. “Top-up” recruitment exercises may be run mid-cycle; these will usually expire at the same time as the original list.
2. Bespoke waiting lists
What are bespoke waiting lists?
These are waiting lists created for specific posts or a band within a particular department or directorate (group of departments) within one of the HSC organisations. Bespoke waiting lists are valid for up to 6 months.
Part-time waiting lists
Part-time waiting lists apply to roles with contracted hours of less than 37.5 hours per week.
When a part-time vacancy becomes available, we will check whether the contracted hours are the same as those advertised when the waiting list was created. If the hours are an exact match, the post will be offered to the highest ranked candidate on the waiting list.
If the hours are different from those originally advertised, all candidates on the waiting list will receive an email with details of the available post, including the hours and location of the position/s available. Candidates will be provided with a deadline (48 hours) and asked to respond if they are interested in being considered for the position. The highest ranked candidate who declares their interest in the role will be offered the position.
Please note that for exact match vacancies, candidates will be contacted using the standard offer process. For vacancies with different hours to those originally advertised, communication will be by email only. This is so that we can offer candidates who prefer or require part time hours the flexibility to decide which positions suit their specific requirements.
Applicants on part-time waiting lists are responsible for:
Understand that exact-match part-time vacancies will be offered through the standard offer process, while vacancies with different hours will be communicated by email.
Keep their contact details up to date on their HSC Jobs candidate profile.
Check their email regularly, including junk and spam folders.
Add selection.ssc@hscni.net to their safe senders list.
Answer calls from withheld numbers where possible.
Respond to emails and job offers within the stated deadlines.
3. Preferences
During the application process, applicants may be asked to provide preferences where a waiting list requires them. Applicants may be asked to indicate:
Locations they are willing to work in
Hours or working patterns they can accept
Whether they are interested in permanent, temporary, full-time, or part-time role
Where preferences are used, the details provided will be recorded and used to match applicants to vacancies. It is the applicant's responsibility to ensure that preferences remain up to date for the duration of a waiting list (see section 5 for details on how to update preferences).
4. How are posts offered from waiting lists?
When a vacancy arises:
The recruitment team identifies the correct waiting list
Where relevant, applicants are filtered based on their preferences and availability.
The highest ranked matching applicant is contacted with a job offer
For example: if a temporary post becomes available, the highest ranked applicant who indicated that they are willing to accept temporary work will be contacted with a job offer.
This process differs where a position is aligned to a part time waiting list, where the hours are different to those originally advertised. In this instance:
An email notification will be issued to all candidates held on the waiting list providing details of the post including the hours and location of the position/s available.
Candidates will be provided with a deadline (48 hours) and asked to respond if they are interested in being considered for the position.
After the 48 hours have passed, the highest ranked candidate who declares their interest in the role will be offered the position.
Responding to an offer
Due to service needs, posts must be filled promptly.
The recruitment team will reach you by phone, this is usually a withheld number. If the recruitment team cannot reach you by phone, they will leave a voicemail where voicemail functionality is available. You will also be issued with an email- with the exception of part time waiting lists.
In instance of part time waiting list there is a separate process and all applicants on the waiting list may be contacted by email.
Applicants are responsible for ensuring that they monitor calls from unknown or withheld phone numbers.
Applicants are responsible for ensuring that emails from the HSC Recruitment Shared Service Centre (RSSC) are received.
You will have until 12 noon, two working days later to respond (i.e. anything offered on a Monday will have a reply deadline of Wednesday at 12 noon).
If no response is received by the deadline, the offer will move to the next suitable applicant.

When multiple posts are available
If several vacancies arise at once, the recruitment team may contact a batch of applicants whose preferences match the available posts.
You may receive details of posts you did not originally express an interest in.
You may indicate interest in any of the posts listed.
This is not a job offer, but an opportunity to express your interest.
An email will be sent to the full batch of applicants identified providing a deadline for response.
After the deadline, posts will be allocated in rank order to the applicants who responded.
5. Changing your preferences
If your preferences change during the life span of the waiting list, it is your responsibility to update HSC.
You must notify the HSC Recruitment & Selection Shared Service Centre (RSSC) in writing by:
Email: selection.ssc@hscni.net
Or via Post:
Business Services Organisation
Rosewood Villa, Lower Longstone Hospital
73 Loughgall Road
Armagh
BT61 7PR
Please include:
Your name and address
The waiting list reference number or ‘Req ID’ as confirmed in RSSC email correspondence
Telephone requests to change your preferences will not normally be accepted.
6. Updating your contact details
Applicants must ensure that their contact details are accurate and up to date on the HSC jobs candidate profile. RSSC cannot be held responsible for any missed communications due to incorrect or outdated contact information, or where messages are filtered into junk or spam folders.

7. What happens if I turn down a job offer?
If you are offered a post from a waiting list, you may choose to accept or decline. The impact of declining depends on the type of waiting list you are on.
Declining an offer from a ‘permanent’ or a ‘permanent and temporary’ waiting list
Declining one permanent post that matches your preferences provided: you will remain in the same position on the waiting list.
Should you decline a second permanent position which matches your preferences: you are removed from the list.
Accepting a permanent post: you will be removed from the waiting list.
Declining an offer from a temporary waiting list
Declining one temporary post that matches your preferences: you remain in the same position.
Declining two temporary posts that match your preferences: you are removed from the list.
Accepting a temporary post from a temporary only waiting list: you will remain on the list, and are asked to contact RSSC four to six weeks prior to the end of your assignment. You will not be contacted about other temporary positions until after you have advised that you are coming towards the end of your assignment.
Temporary offers
You may be offered temporary posts from a permanent/temporary waiting list.
If you decline a temporary post, this will be recorded, but you will retain your rank position.
If you accept a temporary post:
You will remain on the waiting list for permanent opportunities.
You will not be offered further temporary posts until you notify the RSSC that your temporary contract has ended or is due to end within four to six weeks.
It is your responsibility to contact RSSC four to six weeks before the end of your temporary contract to confirm you are available for further temporary work. You will not be contacted about other temporary positions until after you have advised that you are coming towards the end of your assignment.
8. What happens if I fail to respond?
If you do not respond within the required timeframe this will be treated as a refusal of an offer and will be recorded as such on the waiting list. You will remain on the waiting list but the recruiter will move to the next suitable applicant due to service needs.

9. Remaining on the waiting list after accepting a post
Permanent posts: Once you accept a permanent post, you are removed from the waiting list. Applicants who withdraw after verbally accepting a post will not typically be added back.
Temporary posts: You will remain on the waiting list for permanent posts. You will not be offered further temporary posts until you notify RSSC that your contract is ending (four to six weeks’ notice required).
10. Maternity related unavailability
If you accept a post but are temporarily unavailable due to maternity leave or for maternity related reasons, the approach will depend on whether the post is permanent or temporary.
For permanent posts, you will be asked to confirm your anticipated availability date. RSSC will align you to the post and will contact you approximately six to eight weeks before your expected return date. Pre-employment checks will begin during this period to ensure everything is in place for your start date.
For temporary posts, RSSC will discuss your availability with the hiring manager, considering the expected duration of the temporary role. Because temporary posts are often short term and service critical, the manager will confirm the latest acceptable start date. This information will then be shared with you so that you can make an informed decision about whether to accept or decline the post
Final Note
Being placed on a waiting list does not guarantee employment. Offers depend on:
The vacancies that arise
How well those vacancies match the preferences you have provided
Your position in the ranked list
It is the applicant’s responsibility to ensure that their contact details and preferences remain up to date (see section 6 & 7 for more detail). These principles are designed to ensure fairness, transparency, and consistency for all applicants. If you are unsure how a decision may affect your position on a waiting list, RSSC can provide guidance to help you make an informed choice. If you have a specific question relating to waiting lists you can ask a question by submitting a candidate query form or by calling the HSC Recruitment Shared Service Centre on 02895 362998.