search recruitment nurse recruitment

Welcome to Search Recruitment’s Nursing Recruitment Services, specialists in

international nurse recruiting Our nursing recruitment is a division of Search Recruitment, established by Jackie Sugiero, the founder and Managing Director of Search Recruitment.

We are a successful overseas nursing recruitment division, recruiting nurses, experienced care staff and other medical professionals by telephone, webcam interviews and video conferencing. Webcam interviews offer significant savings over traditional overseas tours, while still allowing employers to see candidates face to face. We specialise in permanent placements only.

Our service is seamless, trouble free and cost effective.

Recruiting Nurses From Abroad

Search Medical has been recruiting throughout the world for a number of years, and our preferred method is now web cam interviews for nurses and medical practitioners from the Philippines, India, Spain and Portugal. Webcam interviews allow the high level of interaction required in face-to-face interviews, without the time and expense of foreign travel. Indeed, by using VOIP services such as Skype, these webcam calls are actually free! However of course we also offer a recruitment package including tour to the desired country to ensure you have the „face to face‟ interviews.

To discuss your nursing recruitment requirements and how we can help you, please call Laura or Toni on 01252 372 525.

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of 9 Search Recruitment Ltd • Tel: 01252 372525 • Email: [email protected] • Web: www.searchrecruitment.jobs

Search Recruitment’s Nursing Recruitment Services Search Recruitment offer a bespoke and comprehensive package, from the planning stage

through to the placement of the candidate and the tracking of their progress.

We believe in working in close partnership with our clients and the healthcare professionals we

recruit, to ensure high levels of client satisfaction and successful recruitment.

Search Recruitment also offers:

An infrastructure designed to support candidates before coming to and whilst in the UK

Full compliance with the Department of Health‟s Code of Practice

A member of NHS Code of Practice of recruitment agencies list

A dedicated Account Manager

Our placement guarantee

“We were really very, very, very impressed. Search will be our 1st choice from now on.”

Ipswich Hospital NHS Trust

A Proven Track Record Search Recruitment have already successfully recruited over 2000 healthcare professionals into

the UK, assisting more than 50 NHS Trusts and private healthcare organisations, with excellent

retention rates currently in excess of 99%.

From an ever-expanding candidate database of more than 3000 pre-screened and clinically

assessed candidates, Search Recruitment can supply qualified international RGN & RMN nurses

and allied health professionals for positions within hospitals, clinics, nursing and residential

homes.

“Search is a very professional organisation, they know the

process very well and easily guided us through it. The

candidates were just what we were looking for, thanks to

Search.”

Ashford & St Peter’s Hospitals NHS Trust

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Client Services

Our service includes:

Account Management

Recruitment Advertising

Candidate Search

Presentation of Candidates

Interview Arrangements

Travel Arrangements

Documentation

Meet and Greet Service

Tailor Made Transition and Pastoral Support Programme

“I have been impressed by their speed and efficiency… they never faltered in their

approach. I would recommend Search to other hospitals – an excellent service.”

Whipps Cross University Hospital NHS Trust

Why Choose Search Our intrinsic knowledge, experience and understanding of the needs of clients, candidates and

the market place, together with our highly competitive fees, are what set Search Recruitment

apart from our competitors.

All our clients are genuinely delighted with the service they have received.

Join them now!

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Client List Since 1998, international healthcare recruitment specialists Search Recruitment have

successfully recruited over 2000 healthcare professionals and nurses for organisations,

including:

Ashford & St Peter's Hospitals NHS Trust

Bedford Hospital NHS Trust

Bettercare Group

Birmingham Women's Healthcare NHS Trust

Brighton and Sussex University Hospitals NHS Trust

Buckinghamshire Hospitals NHS Trust

Cardiff & Vale NHS Trust

City Hospital Sunderland NHS Trust

Chesterfield & North Derbyshire Royal Hospital NHS Trust

Dartford & Gravesham NHS Trust

East Somerset NHS Trust

Eastbourne District General Hospital NHS Trust

Gloucestershire Hospitals NHS Trust

Grampian University Hospitals NHS Trust

“In contrast to a previous overseas recruitment campaign [Search‟s]

knowledge of the recruits, liaison and pastoral care is far better.”

Buckingham Hospitals NHS Trust

Holy Cross Hospital

Hull & East Yorkshire Hospitals NHS Trust

Kettering NHS Trust

Manor House Nursing Horne

Medway Maritime Hospital NHS Trust

North Essex Mental Health Partnership NHS Trust

North Staffordshire Combined Healthcare NHS Trust

North Hampshire NHS Trust

North West London Hospitals NHS Trust

Nottingham City Hospital NHS Trust

Papworth Hospital NHS Trust

Royal Bournemouth & Christchurch Hospitals NHS Trust

Royal Orthopaedic Hospital NHS Trust

Royal United Hospital Bath NHS Trust

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“I have been impressed by their speed and efficiency in the turn round of

documentation and in the answering of queries – [Search] never faltered in

their approach which has been courteous and professional at all times.”


South Devon NHS Trust

Southern Derbyshire Hospitals NHS Trust

St George‟s Hospital NHS Trust

St Anthony's Hospital

Surrey & Sussex Healthcare NHS Trust

Swindon & Marlborough NHS Trust

Taunton & Somerset NHS Trust

The Ipswich Hospital NHS Trust

The Royal Surrey County Hospital NHS Trust

Two Acres Care Home


Winchester & Eastleigh Healthcare NHS Trust

Wirral Hospital NHS Trust

West Suffolk NHS Trust

"I was impressed with the quality of the CVs, the skills and experience matched the

JD and person specs for our posts. I was happy with the organisation and travel

arrangements,...I was happy with the calibre of the staff I interviewed and felt the

tour was worthwhile. The level of service has been very good – I had not been

involved in overseas recruitment before so did not know quite what to expect but it

was much easier than I anticipated...I would definitely consider working with this

recruitment agency again in the future"

St George’s Hospital NHS Trust

To join this distinguished list of clients, call us on 01252 372 525

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How We Work As a long-established recruitment agency in the UK, we pride ourselves in offering an

international nursing recruitment service.

Acting as your medical recruitment business partner, our team of experienced recruitment

consultants at Search Recruitment aim to reduce the time you spend managing the recruitment

process, and more time on recruiting the staff you need. Search Recruitment aim to build

strong working relationships with both clients and candidates alike, with transparent

communication at all stages of the recruitment procedure.

A Face to the Name The opportunity to meet our clients in person is very important to us, and helps us to

understand in more depth the overall recruiting aims of your Trust, and the specific skill-sets

required. By meeting you and your team at your hospital, Search are able to offer a much

higher level of service to yourselves, as well as being able to brief candidates more fully.

Our Hampshire-based International Consultants are all experienced recruitment professionals,

focused on providing the best quality nurse recruitment service.

Codes of Practice

Search Recruitment adheres to the REC code of practice.

We are a member of NHS Code of Practice of recruitment agencies list.

“The calibre of candidates was excellent. There were advantages to being able

to see CV‟s ahead of the tour as it meant the time spent in interviewing was

focused to the specialty we were recruiting to, all elements of the tour were

first class...The service we received was exemplary ... I found the service you

delivered was at the right level on both the professional and personal level

and your team worked hard to ensure that we had the best candidates and

that we were looked after with regards to accommodation and hospitality..”

North West London Hospitals NHS Trust

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PAGE 1 OF 3 Search Recruitment Ltd • Tel: 01252 372525 • Email: [email protected] • Web: www.searchrecruitment.jobs

THE TOUR

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RECRUITMENT TOUR – WHAT’S INCLUDED, WHAT’S NOT!

PRE TOUR / INTERVIEW:

What is included:

Requirement assessment & needs analysis.

General advertising (if required) & database search. Candidate screening and selection for consideration by the client.

Liaison throughout the UK selection process. NMC registration assistance.

Presentation of Candidate’s CVs and basic documentation.

Facilitation of Interview. Travel Arrangements.

Working with Client to formulate recruitment documentation (Job Offers, Candidate pre interview tests etc).

TOUR

What is included:

Economy flights for two representatives from a London Airport to:

o Spain (1.5 hours) o Portugal (1.5 hours)

o Philippines (8 hours) o India (6 hours) o (Flights from other UK airports will be charged at the difference in the cost of flight from a London

airport + 8%).

Hotel Accommodation.

Transfer from Airport to the Hotel. All Meals – Breakfast, Lunch, Dinner subject to and allowance of £50 - £75 per person per day for lunch

and dinner. Transportation to and from Interview Facility.

Interview Facility use 8am to 6pm (One preparation room for Search and one interview room to Client). Full interview management:

o Customised testing.

o Production of Job Offer Letters.

o Notification of unsuccessful candidates. o Facilitation of recruitment documentation.

Late checkout on day of departure and transfer to Airport.

What is not included:

Travel insurance for client representatives (available at additional cost). Room service costs.

Room Mini Bar costs. Alcoholic beverages.

Laundry Service.

All Telephone calls (Calls in room & at interview facility). Use of Business Centre including sending faxes and emailing.

Any other Transportation costs other than what is scheduled in the above.

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Use of Interview Facility before 8am and after 6pm.

Photocopying of all client related documentation, if required (applications/OH forms etc) whilst on tour

Courier costs (sending forms/CVs etc back to UK). Additional tour days in excess of programme. Pre and post tour days can be added an additional cost.

POST INTERVIEW

What is included:

Assistance with CoS applications both to Trust and Nurses (Philippines & India). Police Checks (if required).

NMC registration assistance.

Resignation and Reference management. Submittal of hospital documentation and certificate copies:

o Nursing qualifications o Nursing registration

o IELTS (Philippines & India) o Europass English (Spain & Portugal)

o NMC Decision Letter (Philippines & India)

o NMC PIN (Spain & Portugal) o 2 References

o Copy of Tier 2 Visa (Spain & Portugal) Submittal of medical screening documents:

o HIV screening test result

o Hepatitis B surface antigen blood result (screening and immunity) o Hepatitis C Antibody blood result (screening and immunity)

o MRSA Screening (nasal swab test)

o Chest X-ray result - (from Philippines and India) o TB screening result (either Heaf test or 'Mantoux' test)

Synchronization of successful candidate flights.

Facilitation of airport pick up and transportation to the hospital and accompanying nurses to the hospital.

What is not included:

Nurse transportation costs from UK airport to the hospital. Approx £20 - £25 per nurse. Nurse flight cost to the UK (One way ticket only required), this it to be reimbursed direct by the Trust to

the nurse upon arrival in the UK. Search Medical can invoice and pay subject to an uplift of 8%: o Approx £100 per nurse, Spain.

o Approx £150 per nurse, Portugal.

o Approx £550 per nurse, Philippines. o Approx £400 per nurse, India.

Certificate of Sponsorship application costs (Philippines & India, currently £179 per application – Tier 2) POEA - Compulsory Insurance Cover (USD $144.00 per nurse) – recently introduced

Notarisation, legalisation and authentication of document by FCO and Philippine Embassy (only for nurses recruited directly from the Philippines). Budget £500 one off cost for campaign

ALL COST IN EXCESS OF ALLOWANCE OR FOR ITEMS NOT INCLUDED WILL BE INVOICED AT ACTUAL COST PLUS 8%. ALL COSTS WILL BE FULLY SUPPORTED

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Search Recruitment Ltd • Tel: 01252 372525 • Email: [email protected] • Web: www.searchrecruitment.jobs

THE PROCESS

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BOTH

THE RECRUITMENT PROCESS

SEARCH TRUSTBOTHSEARCH TRUST

Search and Hospital meet to discuss procedures and full requirements

The Trust signs job orderThe Trust signs job order

Search and Hospital meet to discuss procedures and full requirements

Decides the number of nurses to be recruited, clinical skills required and location of recruitment. Trust supply

j b d i ti t S h

Decides the number of nurses to be recruited, clinical skills required and

location of recruitment. Trust supply job d i i S hjob descriptions to Search.

Trust to provide Search with certificates for Philippine Embassy approval (if recruiting from Philippines)

descriptions to Search.

Trust to provide Search with certificates for Philippine Embassy approval (if

recruiting from Philippines)

Select & screen appropriate candidates

Arrange for documentation to be taken

Select & screen appropriate candidates

Arrange for documentation to be taken

Supply to Search training and development opportunites, salary

structure, T&Cs for employment, WTR regulations etc for briefing of Ensure all candidates are processing

Arrange for documentation to be taken to Philippine Embassy and FCO for

approval of recruitment (if recruiting

Supply to Search training and development opportunites, salary

structure, T&Cs for employment, WTR regulations etc for briefing of Ensure all candidates are processing their

Arrange for documentation to be taken to Philippine Embassy and FCO for

approval of recruitment (if recruiting from

their NMC Applications

Submit CVs to Trust for short listing

Select CVs for interview

NMC Applications

Submit CVs to Trust for short listing

Select CVs for interview

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Plan Tour or Skype interviews

Trust to apply for Certificates of Arrange interviews Trust to apply for Certificates of Sponsorship (CoS) (if recruiting from

Pre-interview tests arranged and collated (if required)

Sponsorship (CoS) (if recruiting from

Supply any promotional information (pictures and text) about the Trust to

Search

Structure of ONP to be supplied to Search for nurse perusal. (if recruiting

from Philippines/India)

Tests results forwarded to client

THE INTERVIEW

Another test can be arranged for nurses if requiredq

SKYPE interviews facilitated if required

Interviews undertaken

Client interviews candidates (face to face or Skype)

Selection madeSelection made

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POST INTERVIEW

Advise unsuccessful candidates

Produce job offers

Collate signed offer letters

Search assist Trust in processing of CoS, (if recruiting from Philippines/India)

Trust to assign CoS to confirmed nurses, (if recruiting from Philippines or India)

Trust to organise ONP programme for nurses (Filipino/Indian)Ensure nurses have completed NMC

processing documents and awaiting NMC Decision letters (Philippines/India) or PIN

Number (Spain/Portugal)

Trust to forward CoS details to Search (Filipino/Indian)For successful candidates, application

forms and other Trust forms sent to nurses for completion

CoS details to nurses for visa processing (Filipino and Indian) Trust to forward details of the Trust and

local area for the nurses to assist with relocation.

Collate completed Application and Trust forms for each nurse and forward to

Trust

Arrange start date for nurses

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Resignations and reference management

Assist nurses with processing of Tier 2 visas (Filipino/Indian) or with process of

coming to UK (Spanish/ Portuguese)Trust to organise accommodation for

nurses (covering cost of first month and nurses will repay Trust once they have received first month's wage, if agreed)

Co-ordination of flights to UK

Collate for nurses and forward to hospital: Police Check/Clearance,

copies of Qualifications, IELTS (Filipino/Indian nurses), Common

European Framework of Reference for Languages (Spanish and Portuguese),

NCM Decision Letter (Filipino and Indian),NMC PIN number (Spanish and

Trust to organise occupational health check when arrive Trust

Portuguese), medical/health check certificates and references

Forward to hospital Visa/entry clearance copy, (Filipino/Indian nurses),

Organise coach for delivery of nurses to

Trust to consider arrangement for welcoming the nurses when they arrive,

ti th d h likOrganise coach for delivery of nurses to Trust

a reception on the day or such like

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ARRIVAL

Meet and greet at airport, escorting to the Trust Trust representative to greet Search

contact and nurses upon arrive Trust

Assist with settlement into their accommodation if required

contact and nurses upon arrive Trust

Trust to provide welcome pack for nurses

Trust to arrange appropriate welcome meeting with nurses and allocate

mentors to assist with settling in at the hospitalhospital

Trust to assist nurses with opening bank accounts, telecoms, local churches,

doctors social security etcdoctors, social security etc

Trust to reimburse nurses for costs of flight to UK

Provide ongoing support to client and candidates

Trust to organise commencement of ONP (Filipino and Indian)

Search Recruitment Ltd • Tel: 01252 372525 • Email: [email protected] • Web: www.searchrecruitment.jobs

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Page 1 of 3 Search Recruitment Ltd • Tel: 01252 372525 • Email: [email protected] • Web: www.searchrecruitment.jobs

WHO’S WHO AT SEARCH

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SEARCH RECRUITMENT’S MEDICAL PERSONNEL Below are details of the proposed personnel who would be activity involved, along with further support, in the recruitment process. Most have been involved in the recruitment of over 1900 overseas nurses from the UAE, Philippines, India, Spain and Portugal for over 50 NHS Trusts since 2000.

Biographies:

Jacqueline Sugiero – Managing Director

Founder of the Company with 30 Years of recruitment experience, the last 13 years building and developing Search Recruitment and its division Search Medical. Having developed strong International links in SE Asia and the Middle East and seeing a need for recruitment of overseas nurses into the UK, established a Medical Division in 1999. Predominately this division facilitated the recruitment of nurses into the NHS.

Roles and Responsibilities:

Predominately overseas the performance of the whole business, however also adopts a hands on role within the Medical Division. Has obtained unparallel experience in the recruitment of nurses from the UAE and understands all aspects of the process.

Clive Brown – Director Medical Division

Director and Company Secretary of Search Recruitment. An honours graduate, has been working for Search Recruitment since 2000, having previously been Managing Director of a Management Consultancy based in South East Asia and Operational Director of an International Company.


Responsible and accountable for the day to day management of Search Medical. From initial Client contact produces both financial and operational recruitment proposals, oversees the nurse selection process, arranges interview facilities, attends tours and oversees the chosen candidate’s passage to the UK. Clive also formulates bespoke pastoral care programmes and maintains continuous Client contact and is available 24/7 to resolve any problems Clients or candidates might incur. Having established links at Director level with organisation such as the DOH, HO, NMC etc attempts to resolve problems that might exist with these bodies, throughout the recruitment process.

Also has prime responsibility for the formulation of business systems to be used within the Company and assures compliance with those systems through regular audit and ensures the division operates in compliance with the requirement of the DOH. Responsible for the generation and replenishment of the candidate base and maintenance of affiliate relations. Also responsible for Health and Safety in the workplace.

Due to the inactivity of the overseas nurses recruitment market during the last two years and the changes in entry clearance procedures and the NMC registration process, Clive will be the account manager for the entire recruitment process and the first point of client contact.

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Toni Nunn – Medical Recruitment Account Manager

Employed with Search Recruitment since 2008, and been involved with overseas nurse recruitment since 2009.


Operates as an account manager throughout the process, responsible for the day to day management of the recruitment process, post award of a contract, she has a thorough understanding of the international recruitment and immigration process

responsible for nurse selection through to delivery, from inception to the time when support by Search is no longer required.

Also maintains a long-term liaison with the professionals recruited and existing clients. Work continually with the NMC and HPC to attain and resolves problems surrounding the registration process and also has close links with the Home Office, and various embassies worldwide.

Laura Pearce – Branch Manager

Employed with Search Recruitment since 2010, 4 years commercial recruitment experience, working for an independent agency.


Since joining Search Recruitment Laura has driven the business forward ensuring consistent year on year growth whilst developing the business brand and image. She is

responsible for heading up the Recruitment Team whilst managing the company’s key accounts, working in partnerships with their HR Departments and establishing Search Recruitment as their preferred agency. Laura understands the importance of developing true relationships with clients and candidates alike and has the ability to partner with clients and behave as an extension of their business. Prior to working in recruitment Laura worked in the world of IT and Advertising. Working in these incredibly competitive sectors she grew some of the company’s largest accounts.

Carol Cripps – Consulting RGN

A Qualified Nurse (1964) working within the NHS for many years as Theatre and A&E Nursing Sister. Consulting RGN with Search Medical since 2000.


Intrinsically involved in the nurse screening process, providing assessment of the nurses’ clinical skills and verbal translation of such, prior to entry on the database. Liaises with secured Clients to determine exact skill requirement and selects candidate for selection by those Clients, based on those discussions. Continually liaises with potential new candidate assessing initial variability for possible work in the UK. Constantly assists in the updating of the candidate pool working closely with the Medical Manger and Co-ordinators.

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SKYPE

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SKYPE Nursing Jobs Interviews via Video Search Recruitment are pioneering the use of webcam interviews for recruiting nurses from

abroad for nursing jobs in the UK. Thanks to rapid improvements in broadband speeds, it's

possible to conduct interviews via a video link from one computer to another at minimal cost.

Video interviews save employers both time and the costs of foreign tours to interview in person,

and enables candidates to be interviewed much more quickly and efficiently. With minimal

travel involved, and free software available for computers, it's also a very eco-friendly and

economic way to interview.

How to Interview Nursing Candidates Using Webcams Our Hospital Trust clients successfully interview nurses using Internet links via two main

methods:

1. Using computers and cameras in their own office environment

2. Using an external video conferencing facility.

The advantage of using computers in your office environment is that it is convenient, involves

virtually no additional expense, and allows you to schedule interviews over several days.

The advantages of using an external video facility is that the camera quality will be better, and

you can interview as a panel. However, you will need to schedule all interviews in one day to

avoid paying another day's facility hire, not easy when you factor in the time differences

between the UK and countries such as India and the Philippines.

Save Time and Money: Interviewing Nurses Using Your Own PC Setting up a webcam interview environment at your office or Trust is remarkably simple and

cheap, since most of the technology required is already part of the basic PC or Mac setup.

The three simple elements required are:

1. A computer with broadband internet access.

The faster your broadband connection, the better the picture and sound quality, but

even a basic 0.5mbit connection will get you an OK picture and sound.

2. A webcam

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Webcams are small digital movie cameras that either clip to your monitor or sit on

top of it. Many laptops already have one built into the lid, just above the screen.

It's usually worth investing in an external camera with good resolution, as they

cope better with office lighting conditions. Most good external webcams now

include a microphone, so you can talk straight at the camera and hear the

candidate back through the speakers. Logitec make an excellent range of webcams,

starting at less than £20 each.

However, there are drawbacks to this arrangement, in that the webcam mic will

pick up background noise, and thanks to occasional time delays, you'll hear yourself

talking to the candidate a split second after speaking, via their microphone!

You might prefer to wear a headset with small headphones and a small boom mic.

The sound quality will be much better, you won't get that annoying delay, and the

delay problem disappears. Yes, it will mess up your hairstyle, but it also means your

conversation is much more private. Again, Logitec sell good USB headsets for under

£20.

3. VOIP video software

VOIP software (Voice Over Internet Prototcol) simply enables you to use your

broadband connection to make phone and video calls. There is various software

available, but Search always recommend Skype, for its robustness and international

compatibility.

You can download Skype for free from http://www.skype.com, and once installed

on your PC, will enable you to call any other Skype user for free, for as long as you

like (and non-Skype users at very cheap rates). We encourage all our nursing

applicants to install Skype on their own computers, as it enables them to be

interviewed easily, AND chat to their family for free when they are finally working in

the UK!

Do check with your Hospital Trust IT department before you install Skype, in case

the hospital network security (firewall) might block calls. Just let them know you're

wishing to use Skype, get them a cup of tea, and chances are they'll do the rest for

you - IT people LOVE playing with web cams!

Alternatively, there are online video conferencing sites that do not involve

downloading software, such as www.livehire.com. However, these sites usually

charge a fee - check the website for details.

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Tips for Web-Cam Interviews for Interviewers

Clear Up: Just like normal job interviews, web-cam interviews work best in quiet, well-lit

environments. Set up the screen and camera so that you can see and been seen clearly and

remove any distracting clutter from the area behind you, especially any confidential notices,

etc!

Hush Up: Close doors, turn off phones and mobiles, and make sure colleagues know not to

interrupt you during the interview session. Also ensure that your PC has any alert noises turned

off - candidates do not need to know when your email arrives...

Speak Up: Webcam microphones are not always the best quality, so take time to try them and

get honest feedback from colleagues on your audibility. Be careful, too, with any trailing cables

from headsets or lapel microphones - if you move around, they will knock against the desk and

can produce distracting 'clunks' for the listener.

Look Up: Remember, the webcam is on top on your monitor, NOT in the middle of it. So, you

need to look at the camera while you are speaking, and at the screen when you are listening.

This does take a little getting used to, so it pays to practice with calls to friends and colleagues

(or surprise your parents) before you conduct foreign webcam interviews for real.

Set Up: Always do a trial run of your set-up before the interview time, just in case. Even if you

conducted webcam interviews yesterday, check again today; the lighting conditions may have

changed, or the IT dept might have 'upgraded' your settings overnight...

Dress Up: As with any video filming, avoid close stripes or checks on clothing (gentlemen,

especially ties), so to avoid any moray patterns on screen.

Ring Search Recruitment today on 01252 372 525 for more details on the massive

savings made by recruiting nurses from overseas using webcam interviews.

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EuroPass - English

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EUROPASS – ENGLISH LANGUAGE ASSESSEMENT FOR EUROPEAN NATIONALS

What is Europass?

A self-assessment tool for language skills and qualifications to make clearly results easily understood across Europe:

- Two documents freely accessible, completed by European citizens:

the Language Passport is a self-assessment tool for language skills and qualifications. You can create your Language Passport online using tutorials or download the template, examples and instructions.

the Curriculum Vitae helps you present your skills and qualifications effectively and clearly. You can create your CV online using tutorials or download the template, examples and instructions.

The Common European Framework of Reference for Languages: Learning, Teaching,

Assessment, abbreviated as CEFR, is a guideline used to describe achievements of learners of foreign languages across Europe and, increasingly, in other countries (for example, Colombia and the Philippines). It was put together by the Council of Europe as the main part of the project "Language Learning for European Citizenship" between 1989 and 1996. Its main aim is to provide a method of learning, teaching and assessing which applies to all languages in Europe. In November 2001 a European Union Council Resolution recommended using the CEFR to set up systems of validation of language ability. The six reference levels (see below) are becoming widely accepted as the European standard for grading an individual's language proficiency.

The Common European Framework divides learners into three broad divisions that can be divided into six levels:

A Basic User

A1 Breakthrough or beginner

A2 Waystage or elementary

B Independent User

B1 Threshold or intermediate

B2 Vantage or upper intermediate

C Proficient User

C1 Effective Operational Proficiency or advanced

C2 Mastery or proficiency

We ensure that the nurses will all have a result ranging from B2 through to C2 as effective communication in English for nurses in the UK is essential.

The written descriptions for each of the levels are listed on the following pages, together with examples in English, Spanish and Portuguese.

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http://en.wikipedia.org/wiki/Europe

http://en.wikipedia.org/wiki/Philippines

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A1 A2 B1 B2 C1 C2

U N D E R S T A N D I N G

Listening I can understand familiar words and very basic phrases concerning myself, my family and immediate concrete surroundings when people speak slowly and clearly.

I can understand phrases and the highest frequency vocabulary related to areas of most immediate personal relevance (e.g. very basic personal and family information, shopping, local area, employment). I can catch the main point in short, clear, simple messages and announcements.

I can understand the main points of clear standard speech on familiar matters regularly encountered in work, school, leisure, etc. I can understand the main point of many radio or TV programmes on current affairs or topics of personal or professional interest when the delivery is relatively slow and clear.

I can understand extended speech and lectures and follow even complex lines of argument provided the topic is reasonably familiar. I can understand most TV news and current affairs programmes. I can understand the majority of films in standard dialect.

I can understand extended speech even when it is not clearly structured and when relationships are only implied and not signalled explicitly. I can understand television programmes and films without too much effort.

I have no difficulty in understanding any kind of spoken language, whether live or broadcast, even when delivered at fast native speed, provided. I have some time to get familiar with the accent.

Reading I can understand familiar names, words and very simple sentences, for example on notices and posters or in catalogues.

I can read very short, simple texts. I can find specific, predictable information in simple everyday material such as advertisements, prospectuses, menus and timetables and I can understand short simple personal letters.

I can understand texts that consist mainly of high frequency everyday or job-related language. I can understand the description of events, feelings and wishes in personal letters.

I can read articles and reports concerned with contemporary problems in which the writers adopt particular attitudes or viewpoints. I can understand contemporary literary prose.

I can understand long and complex factual and literary texts, appreciating distinctions of style. I can understand specialised articles and longer technical instructions, even when they do not relate to my field.

I can read with ease virtually all forms of the written language, including abstract, structurally or linguistically complex texts such as manuals, specialised articles and literary works.

S P E A K I N G

Spoken Interaction

I can interact in a simple way provided the other person is prepared to repeat or rephrase things at a slower rate of speech and help me formulate what I'm trying to say. I can ask and answer simple questions in areas of immediate need or on very familiar topics.

I can communicate in simple and routine tasks requiring a simple and direct exchange of information on familiar topics and activities. I can handle very short social exchanges, even though I can't usually understand enough to keep the conversation going myself.

I can deal with most situations likely to arise whilst travelling in an area where the language is spoken. I can enter unprepared into conversation on topics that are familiar, of personal interest or pertinent to everyday life (e.g. family, hobbies, work, travel and current events).

I can interact with a degree of fluency and spontaneity that makes regular interaction with native speakers quite possible. I can take an active part in discussion in familiar contexts, accounting for and sustaining my views.

I can express myself fluently and spontaneously without much obvious searching for expressions. I can use language flexibly and effectively for social and professional purposes. I can formulate ideas and opinions with precision and relate my contribution skilfully to those of other speakers.

I can take part effortlessly in any conversation or discussion and have a good familiarity with idiomatic expressions and colloquialisms. I can express myself fluently and convey finer shades of meaning precisely. If I do have a problem I can backtrack and restructure around the difficulty so smoothly that other people are hardly aware of it.

Spoken Production

I can use simple phrases and sentences to describe where I live and people I know.

I can use a series of phrases and sentences to describe in simple terms my family and other people, living conditions, my educational background and my present or most recent job.

I can connect phrases in a simple way in order to describe experiences and events, my dreams, hopes and ambitions. I can briefly give reasons and explanations for opinions and plans. I can narrate a story or relate the plot of a book or film and describe my reactions.

I can present clear, detailed descriptions on a wide range of subjects related to my field of interest. I can explain a viewpoint on a topical issue giving the advantages and disadvantages of various options.

I can present clear, detailed descriptions of complex subjects integrating sub-themes, developing particular points and rounding off with an appropriate conclusion.

I can present a clear, smoothly-flowing description or argument in a style appropriate to the context and with an effective logical structure which helps the recipient to notice and remember significant points.

W R I T I N G

W r i t i n g I can write a short, simple postcard, for example sending holiday greetings. I can fill in forms with personal details, for example entering my name, nationality and address on a hotel registration form.

I can write short, simple notes and messages. I can write a very simple personal letter, for example thanking someone for something.

I can write simple connected text on topics which are familiar or of personal interest. I can write personal letters describing experiences and impressions.

I can write clear, detailed text on a wide range of subjects related to my interests. I can write an essay or report, passing on information or giving reasons in support of or against a particular point of view. I can write letters highlighting the personal significance of events and experiences.

I can express myself in clear, well-structured text, expressing points of view at some length. I can write about complex subjects in a letter, an essay or a report, underlining what I consider to be the salient issues. I can select a style appropriate to the reader in mind.

I can write clear, smoothly-flowing text in an appropriate style. I can write complex letters, reports or articles which present a case with an effective logical structure which helps the recipient to notice and remember significant points. I can write summaries and reviews of professional or literary works.

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Europass Language Passport

Part of the European Language Portfolio developed by the Council of Europe

Explanatory note The Europass Language Passport is part of the European Language Portfolio developed by the Council of Europe. It uses the 6 European levels of the Common European Framework of Reference for Languages (CEF) to record the level of language proficiency achieved in a standardised format More info on the Europass Language Passport: http://europass.cedefop.europa.eu - More info on the European Language Portfolio: www.coe.int/portfolio The template of the Europass language passport can be downloaded free of charge from the above websites. © European Union and Council of Europe, 2004-2010 24082010

SURNAME(S) FIRST NAME(S)

Date of birth (*)

Mother tongue(s)

Other language(s)

Self-assessment of language skills (**)

Understanding Speaking Writing

Listening Reading Spoken interaction Spoken production

Diploma(s) or certificate(s) (*)

Title of diploma(s) or certificate(s) Awarding body Date European level (***)

Linguistic experience(s) (*)

Description From To

Self-assessment of language skills (**)

Understanding Speaking Writing

Listening Reading Spoken interaction Spoken production

Diploma(s) or certificate(s) (*)

Title of diploma(s) or certificate(s) Awarding body Date European level (***)

Linguistic experience(s) (*)

Description From To

(*) Headings marked with an asterisk are optional. (**) See Self-assessment grid on reverse. (***) Common European Framework of Reference (CEF) level if specified on the original certificate or diploma.

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Passaporte de Línguas Europass

Constante do Portfólio Europeu de Línguas desenvolvido pelo Conselho da Europa

Nota explicativa O Europass-Carteira Europeia de Línguas faz parte do Portfólio Europeu de Línguas desenvolvido pelo Conselho da Europa. Os 6 níveis europeus do Quadro Europeu Comum de Referência para as Línguas (CECR) destinam-se a definir, num formato normalizado, o grau de conhecimento de uma língua. Para mais informações sobre o Europass-Carteira Europeia de Línguas: http://europass.cedefop.europa.eu - Para mais informações sobre o Portfólio Europeu de Línguas: www.coe.int/portfolio O modelo da Carteira Europeia de Línguas pode ser descarregado, gratuitamente, dos sítios web acima indicados. © União Europeia e Conselho da Europa, 2004-2010 24082010

APELIDO(S) NOME(S)

Data de nascimento (*)

Língua(s) materna(s)

Outra(s) língua(s)

Auto-avaliação das competências linguísticas (**)

Compreensão Conversação Escrita

Compreensão oral Leitura Interacção oral Produção oral

Diploma(s) ou certificado(s) (*)

Título(s) do(s) diploma(s) ou certificado(s) Organismo outorgante Data Nível europeu (***)

Experiência(s) linguística(s) (*)

Descrição De Para

Auto-avaliação das competências linguísticas (**)

Compreensão Conversação Escrita

Compreensão oral Leitura Interacção oral Produção oral

Diploma(s) ou certificado(s) (*)

Título(s) do(s) diploma(s) ou certificado(s) Organismo outorgante Data Nível europeu (***)

Experiência(s) linguística(s) (*)

Descrição De Para

(*) Os campos marcados com um asterisco são opcionais. (**) Ver grelha de Auto-avaliação no verso. (***) O nível do Quadro Europeu Comum de Referência (CECR) é especificado no certificado ou diploma original.

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Pasaporte de Lenguas Europass Parte del Portafolio Europeo de Lenguas desarrollado por el Consejo de Europa

Nota explicativa El Pasaporte de Lenguas Europass es parte del Portafolio Europeo de Lenguas elaborado por el Consejo de Europa, y utiliza los seis niveles europeos del Marco Común Europeo de Referencia sobre idiomas (MCE) para registrar la capacidad lingüística de manera estandarizada. Puede obtenerse más información sobre Europass en http://europass.cedefop.europa.eu - Puede consultarse otras informaciones sobre el Portafolio Europeo de Lenguas en www.coe.int/portfolio.Puede descargarse gratuitamente la plantilla electrónica del Pasaporte de Lenguas Europass en las direcciones web arriba indicadas © Unión Europea y Consejo de Europa, 2004-2010 24082010

APELLIDO(S) NOMBRE(S)

Fecha de nacimiento (*)

Idioma(s) materno(s)

Otro(s) idioma(s)

Autoevaluación de la capacidad lingüística (**)

Comprender Hablar Escribir

Comprensión auditiva Comprensión de lectura Interacción oral Expresión oral

Título(s) o certificado(s) (*)

Denominación del / de los título(s) o certificado(s) Centro emisor Fecha Nivel europeo (***)

Experiencia(s) lingüística(s) en el idioma (*)

Descripción Desde Hasta

Autoevaluación de la capacidad lingüística (**)

Comprender Hablar Escribir

Comprensión auditiva Comprensión de lectura Interacción oral Expresión oral

Título(s) o certificado(s) (*)

Denominación del / de los título(s) o certificado(s) Centro emisor Fecha Nivel europeo (***)

Experiencia(s) lingüística(s) en el idioma (*)

Descripción Desde Hasta

(*) Las casillas marcadas con asterisco son opcionales. (**) Véase la plantilla de autoevaluación al dorso. (***) Nivel según el Marco Común Europeo de Referencia (MCE), cuando lo indique el certificado o título original.

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01252 372 525


ACCOMMODATION

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01252 372 525


Accommodation for Nurses

Accommodation costs - expectations?

As the nurses require accommodation to be

arranged for them, initially we suggest that the

Trust cover cost of first month’s accommodation

charge and/or any deposit required upfront, then

the nurses will be able to repay the Trust once

they have received their first month's wage.

It is advisable that the nurses are provided with: a

hospitality provision basket on arrival, bedding and

linen and some basic house essentials, as the

nurses will arrive with only cases and laptops and

not have weight allowance or space to travel with

living essentials.

Do they expect free accommodation – for how long?

Trusts vary in this option it could be a nice gesture for the Trust to cover the cost of the first

week to the first month’s accommodation costs – but we have found that this is fast becoming

prohibitive for the Trust to undertake.

How long to nurses typically need to stay in the Trust accommodation

before moving out?

It is normally anticipated to be at least 2 – 3 months –so as to give the nurses time to settle

into their new jobs and find accommodation.

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