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Why work for ILS?
ILS has a strong commitment to its staff, as we regard them as our strongest asset that enables us to deliver care services to the highest standards. The company strives to support individual members of staff to achieve their potential and is committed to doing everything it can to ensure staff have a healthy work-life balance.
ILS’ commitment to developing staff is reflected in its policies on training and development, as all staff are provided with regular 1:1 supervisions with a manager.
Our commitment to staff has also been demonstrated by the award of the Investors in People Gold Accreditation which ran from January 2015 to December 2017. Whilst we no longer pay for the privilege of this, we still adhere to all the evidence requirements including 39 core accreditation standards, which looks into various areas of our business such as our people development, training, culture and our business as a whole.
We are committed to promoting equal opportunities in employment. Our staff and any job applicants will receive equal treatment regardless of age, disability, gender reassignment, marital or civil partner status, pregnancy or maternity, race, colour, nationality, ethnic or national origin, religion or belief, sex or sexual orientation. Recruitment will be conducted on the basis of merit, against objective criteria that avoid discrimination.
This has helped us to create an open, friendly company that is a rich mix of people with different views, backgrounds and experience. We also offer flexible working that enables our people to strike the right balance between their home and work lives. We also provide access to an employee assistance programme to enhance employee well-being.
Training & Development
Staff are provided with extensive training, both during their induction period and afterwards. This continuing development ensures staff have the correct level of skills and knowledge to carry out their duties to an incredibly high standard. We also run annual team building events where staff members from the entire organisation are put together to challenge themselves and bond as a team.
Our induction period is based on the Social Care Wales Induction Framework and supported by a workbook and lasts for 6 months. During this period, staff are supported by monthly supervision for the first 2 months and then bi-monthly after that.
Induction is the first piece of learning new staff will undertake. It offers guidance and knowledge for staff new to social care work and also for experienced staff moving to a new organisation. Staff will learn about Company policies and procedures which will assist them to get the most out of their employment.
Induction should be used to record personal development, training certificates and to gather evidence that can be used as underpinning knowledge towards your QCF in Health and Social Care.
During the first few months of employment, staff will receive key statutory training, which ILS is legally required to provide to you. This includes Fire Training, Health and Safety and Equality and Diversity.
We also provide staff with specialist training to ensure they have the skills and knowledge to provide high quality care and support. This includes safeguarding, mental health, learning disabilities, autism, medication systems, Positive Behaviour Management and Mental Capacity Act/Deprivation of Liberty Safeguards.
Your learning and development does not stop after induction.
You will be required to study towards a QCF course in Health and Social Care with one of our providers. You may study towards Level 2 or Level 3 depending on the provider’s assessment of your skills and abilities.
This qualification will develop the knowledge and skills you will need to work with adults in health and social care. You will be taught in the following areas:
- The Role of the Health and Social Care Worker
- Contribute to Health and Safety in Heath and Social Care
- Principles of Safeguarding and Protection in Health and Social Care
- Handle Information in Health and Social Care Settings
ILS is committed to providing staff with the opportunity to progress their careers, either within their current role or via structured career pathways.
All our registered managers started with the company as support workers/team leaders and have developed their careers to achieve management positions.
Your specific needs and objectives will be identified via supervisions and discussions will take place between you and your manager to facilitate a development plan.
Opportunities are available for employees to ‘act up’ into a higher grade for a limited period of time to enable both you and your manager to gauge whether you have the necessary skills and knowledge to make it a permanent promotion.
Annual loyalty bonus, in the form of a percentage of salary depending on length of service. Allows you to earn up to £250 as a lovely Christmas bonus.
Competitive pay based on qualifications.
£70 payment for sleep in shifts.
Enrolment into company funded private medical insurance scheme after 12 months employment.
Employee Assistance Programme for advice, counselling and support.
Enrolment into company pension scheme after three months, with the company contributing 5% of gross salary.
Additional annual leave entitlement based on length of service.
Provision of Employee Well-being information.
Easy access to an online rota system.
Policies that go above and beyond what the Company is legally required to do- for example, our Compassionate leave policy which gives staff 3 paid days leave in the event of bereavement.