JOBTRAIN LIMITED

Jobtrain's Applicant Tracking System (ATS, CRM, Onboarding and Compliance)

Jobtrain's Applicant Tracking System (ATS) is an end to end E-recruitment solution supporting NHS, Central Government, Local Authorities, Education and Public Sector. Our solution supports everything from Applicant tracking, CRM, Talent Intelligence, Careers site, DBS, IDVT, HRIS vendor integrations and an API to support 3rd party integrations.

Features

• Mobile responsive and Accessible Candidate portals
• Automated Online Vacancy and Offer Authorisation
• AI search and match tools and Job board Distribution engine
• Online onboarding and compliance Hub
• Open API for ease of integration with 3rd parties
• Talent Intelligence Report Builder & Standard reports / Dashboards
• Tailored Manager access and mobile version to support user adoption
• 'Best in Class' Support Centre for clients, candidates and agencies
• Flexible applications forms, scored forms and panel shortlisting
• Interview management with Calendar and Email integration

Benefits

• Reduce drop out and increase long term retention
• Track and report on all aspects of recruitment in real-time
• Online background checking tools to improve efficiency and reduce risk
• Reduce time to hire, improve quality and reduce costs
• Increases engagement amongst jobseekers & improve brand
• Increases transparency across your internal teams and candidates
• Keeps new hires informed, engaged and connected
• Measure your recruitment SLA's, KPI's - Talent Intelligence
• Free recruiters up to engage & build connections
• Strengthen your ED&I initiatives - reduce unconscious bias

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at alica.melvin@jobtrain.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.

Framework

G-Cloud 15

Service ID

141785265333389

Contact

Alica Melvin
0161 850 2004
alica.melvin@jobtrain.co.uk

About your service

• Service categories:

  Applications

  Enterprise resource management

  Human capital management

  • Core Human Resources Applications
  • Talent Management Applications
• Multi cloud support: No

Service scope

• Software add-on or extension: No
• Cloud deployment model: Public cloud
• Service constraints: Requires a modern up to date browser and internet connection
• System requirements: Compatible with all currently supported modern browsers

User support

• Email or online ticketing support: Yes
• Support response times: Email-based support service is available during core business hours (0900-1730) which can be particularly useful for users who have a busy schedule or prefer to communicate in writing.; ; Jobtrain clients have access to a dedicated Account Manager available by email and telephone.
• User can manage status and priority of support tickets: Yes
• Online ticketing support accessibility: WCAG 2.2 AA
• Phone support: Yes
• Phone support availability: 9 to 5 (UK time), Monday to Friday
• Web chat support: No
• Onsite support: Yes
• Support levels: Training, support and onboarding are included within our annual licence fee and is offered by Jobtrain, based in the UK, and is not outsourced.; ; Every Jobtrain solution is different and is configured to fully support the client's existing process.; ; All clients are assigned a dedicated Account Manager; ; They work actively to advise on the ongoing refinement of the solution, helping our clients gain the most from Jobtrain, and introducing standard upgrades/ new functionality. Bi-annual account review meetings with your Account Manager are also offered at no additional cost, along with access to our client community.; ; Support is offered through an online helpdesk support centre. Our support service is fully included within the annual licence fee and is completely unlimited for HR and Recruitment users, Hiring Managers, Agencies and Candidates. All critical technical support is 24/7 at no additional cost for clients outside of office hours.
• Support available to third parties: Yes

Onboarding and offboarding

• Getting started: Jobtrain offers a range of onboarding pathways designed to ensure every organisation receives an appropriate (detailed in our Service Definition), supportive and effective onboarding experience. Rather than applying a one-size-fits-all model, we work with each client at the outset to understand their organisation, recruitment complexity, internal capability and desired outcomes. ; Based on this initial understanding, we recommend the onboarding approach that will deliver the best results, ensuring clients feel supported, confident and valued throughout the process. ; All onboarding pathways are built on the same core principles, use the same proven Jobtrain platform and lead into the same high-quality ongoing support model.
• Service documentation: Yes
• Documentation formats:
  • HTML
  • ODF
  • PDF
• End-of-contract data extraction: No Client data shall be held or retained after the termination or expiry of your Licence Agreement unless required by Applicable Law. Client data that is required to be removed on termination or expiry of your Licence Agreement must be wiped using commercial multi pass pattern wiping software as per Jobtrain Limited hosting providers ISO27001:2022 policies, this does not incur an additional cost.; ; Any requests for data exports beyond our 90 day notice period, can attract fees on a time and cost basis in-line with our standard consultancy day rate. Jobtrain will provide the export within the timescale agreed with the Client in a standard export format.
• End-of-contract process: We are very proud of our client retention rate at Jobtrain.; However, should a client require an export of any or all of the personal data at the end of the agreement, they should notify us in writing no less than 90 days before the end of the contract term. Jobtrain will provide the export within the timescale agreed with the Client in a standard or agreed export format.
• Documentation accessibility standard: WCAG 2.2 AA

Using the service

• Web browser interface: Yes
• Supported browsers:
  • Microsoft Edge
  • Firefox
  • Chrome
  • Safari
  • Opera
  • Other
• Application to install: No
• Designed for use on mobile devices: Yes
• Differences between the mobile and desktop service: Jobtrain is mobile optimised and can be accessed on any smartphone OS (Android, Apple, or Microsoft); ; Jobtrain is fully responsive in design to work with different screen sizes and devices
• Service interface: Yes
• User support accessibility: WCAG 2.2 AA
• Description of service interface: Jobtrain uses Freshdesk as our service desk interface
• Accessibility standards: WCAG 2.2 AA
• Accessibility testing: The platform has been independently assessed by Shaw Trust to achieve the Shaw Trust Web Accreditation Standard, which includes rigorous testing by users with mobility impairments, colour blindness, dyslexia, learning difficulties, partial sight, and hearing impairments; ; Jobtrain also offers an Accessibility Toolbar (delivered in partnership with Recite Me) that allows candidates to adjust the font size, screen contrast, font, read the page aloud, translate content, and many other features
• API: Yes
• What users can and can't do using the API: Jobtrain's RESTful API is designed to provide clients and integration partners increased functionality and access to the data within the system. Data returned via the API can be restricted using our Security Roles functionality, to ensure that users of the API only have access to the appropriate data.; ; Available Functionality:; View candidate and application details.; Get a list of jobs, retrieve job details, and see a list of applications against a job.; POST Direct Apply candidates into the system.; Manage DBS checks.; Retrieve a list of system settings and values, such as Application Statuses, Locations, Departments, Divisions, Salaries, Region, Job Categories and more.; Add new values to the above groups via POST calls.; Retrieve New Starter Form information.; Retrieve a list of candidates who've recently had their status changed.; Retrieve a candidate's Onboarding/Compliance information (such as their Onboarding Progress, Documents, Forms, Contracts etc).; Retrieve a candidate's References information.
• API documentation: Yes
• API documentation formats:
  • Open API (also known as Swagger)
  • HTML
• API sandbox or test environment: Yes
• Customisation available: Yes
• Description of customisation: Jobtrain offers a highly configurable Applicant Tracking System, with over 90% of the platform customisable to meet each organisation’s recruitment needs. ; ; Its flexibility is embedded across workflows, forms, candidate journeys and user permissions. Customisable workflows allow organisations to design tailored, role-specific or campaign-specific processes, with automated actions such as issuing forms, triggering emails, scheduling interviews or initiating onboarding tasks. Superusers (Client side Admins) can easily amend workflows, application forms, assessment forms and email templates via self-service settings, with no limits on the number of forms, questions or workflows that can be created. Jobtrain’s configurable Security Roles provide granular control over access by division, location, department or user type, supporting complex organisational structures while ensuring secure, role-appropriate permissions . Conditional logic, bespoke approval routes, multiple candidate portals and adaptable job templates further ensure that every recruitment pathway can be aligned to operational, clinical, or regulatory requirements . Because configuration underpins 90% of set-up, changes can be made quickly and confidently, enabling organisations to remain agile, consistent and compliant as processes evolve. Jobtrain’s configurability ensures the platform adapts to clients, not the other way around.

Scaling

• Independence of resources: Jobtrain uses virtual platforms which provide us with flexibility where resources can be added on demand (this ensures the solution operates at no more than 60% constant capacity), and increased availability as the virtual platform is built on fault tolerant and resilient technology.; ; Jobtrain typically operates are 20% capacity, and there is no max capacity as Jobtrain can scale to accommodate increases in usage. This is done through monitoring all relevant resource metrics, with alerts setup to report any abnormalities/events regarding our SaaS solution (e.g. resource utilisation, overload, service unavailability).; ; Dedicated resource can be provided on enterprise solutions if required.

Analytics

• Service usage metrics: Yes
• Metrics types: Reports can be generated on a per client basis and include areas such as date ranges and query categories i.e. client query, candidate query, system area, who the request was raised by, time to resolve, first time resolution etc. Typically we will provide service updates per quarter at client review meetings. Reports will include candidate volumes versus queries raised and average time to resolve queries. We will also feed back to the client’s Account Manager any training issues we have identified from our support team.
• Reporting types:
  • Real-time dashboards
  • Regular reports
  • Reports on request
• Resource tagging: Yes
• FOCUS resource tagging: Yes

Resellers

• Supplier type: Not a reseller

Staff security

• Staff security clearance: Conforms to BS7858:2019
• Government security clearance: Developed Vetting (DV)

Asset protection

• Knowledge of data storage and processing locations: Yes
• Data storage and processing locations: United Kingdom
• User control over data storage and processing locations: No
• Datacentre security standards: Complies with a recognised standard (for example CSA CCM version 4.0)
• Penetration testing frequency: At least once a year
• Penetration testing approach: ‘IT Health Check’ performed by a CREST-approved service provider
• Protecting data at rest:
  • Physical access control, complying with CSA CCM v4.0
  • Physical access control, complying with SSAE-18 / ISAE 3402
  • Physical access control, complying with another standard
  • Encryption of all physical media
• Data sanitisation process: Yes
• Equipment disposal approach: Complying with a recognised standard, for example CSA CCM v4.0, CAS (Sanitisation) or ISO/IEC 27001
• Data sanitisation type:
  • Deleted data can’t be directly accessed / Cryptographic Erasure
  • Explicit overwriting of storage before reallocation / Secure Erase

Data importing and exporting

• Data export approach: Data export can be achieved by using the Advance Insights Report Builder within the platform. The tool is capable of exporting data into CSV, Excel formats, PDF, Word and HTML.
• Data export formats: CSV
• Data import formats: CSV

Data-in-transit protection

• Data protection between buyer and supplier networks: TLS (version 1.2 or above)
• Data protection within supplier network: TLS (version 1.2 or above)

Availability and resilience

• Guaranteed availability: As used herein, the term "Service Availability" means the percentage of a particular month (based on 24-hour days and an assumed 30-day month) that access to the hosted Jobtrain solution and client/candidate data is available.; ; Jobtrain will use commercial best efforts to provide clients with 99.9% service availability relating to its hosting. Service Availability is calculated by the number of hours the service is available to clients plus the total number of hours, if any, the service is scheduled to be unavailable, divided by the total number of hours in that month.; ; If the Service Availability is less than 99.9%, Jobtrain will issue a credit in accordance with the following schedule, with the credit being calculated on the basis of the monthly licence fee for the affected solution:; ; 99.9 to 100% service availability - 0% refund; 98% to 99.8% service availability - 10% refund; 95% to 97.9% service availability - 25% refund; 90% to 94.9% service availability - 50% refund; 89.9% or below service availability - 100% refund
• Approach to resilience: Available on request
• Outage reporting: Any service outages are reported to clients via phone or email by our support team.

Identity and authentication

• User authentication needed: Yes
• User authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password
• Access restrictions in management interfaces and support channels: Management access is limited to secure connections via user supplied username and password, and MFA.
• Access restriction testing frequency: At least every 6 months
• Management access authentication:
  • Multi-Factor Authentication (MFA)
  • Identity federation with existing provider (for example Google Apps)
  • Username or password

Audit information for users

• Access to user activity audit information: Users have access to real-time audit information
• How long user audit data is stored for: User-defined
• Access to supplier activity audit information: Users have access to real-time audit information
• How long supplier audit data is stored for: User-defined
• How long system logs are stored for: At least 12 months

Security governance

• Named board-level person responsible for service security: Yes
• Security governance certified: No
• Security governance approach: Jobtrain maintains a rigorous security governance framework led at Board level, with the COO accountable for cloud and platform security. The platform operates in ISO 27001–certified Microsoft Azure environments, with GDPR-compliant processes and annual CREST-accredited penetration testing. Data is encrypted in transit and at rest, with strict Role-Based Access Control, optional MFA/SSO, and configurable password policies. security-by-design development, formal change control, and continuous monitoring via WAF, IPS and 24/7 infrastructure alerts ensure ongoing protection. Comprehensive audit trails further support transparency, compliance and secure access management.
• Information security policies and processes: We have a full established Information Security policy which is available upon request. Jobtrain is registered with the Information Commissioner’s Office as a data processor with registration number Z1464102. As a hosted solution handling personal data, Jobtrain complies with the UK and EU data protection laws.; ; Jobtrain is hosted in Microsoft Azure, who are ISO27001 certified, and all data is stored in the UK only. Jobtrain itself is Cyber Assurance Level 1, Cyber Essentials and Cyber Essentials Plus certified. Cyber Assurance is written along the same lines as ISO27001, but targeted at small companies.
• Software Security Code of Practice: Yes

Operational security

• Configuration and change management standard: Supplier-defined controls
• Configuration and change management approach: Changes to the infrastructure are made in line with our host's ISO27001:2022 processes. Services and components are tracked via secure CMDB through its life-cycle.
• Vulnerability management type: Supplier-defined controls
• Vulnerability management approach: Vulnerability patch management is in line with host's ISO27001:2022 processes, with patches being implemented as soon as possible.; ; Our Information Security team keeps track of changes in the threat environment though careful monitoring of threat intelligence feeds and information security websites. These are then evaluated to look for applicable vulnerabilities.
• Protective monitoring type: Supplier-defined controls
• Protective monitoring approach: Threat detection and prevention are covered in 2 ways. The networks are monitored using Azure advanced threat protection and endpoint are covered by Microsoft Defender for Endpoint that integrates to Microsoft’s global threat intelligence systems.; ; Azure WAF, IDS and Threat Protection are implemented along with Azure Monitor Agent (AMA) for protective monitoring.; ; Once a threat is identified, Jobtrain forms an Incident Response Team, who would then analyse the threat and make any changes/mitigations needed to remediate the threat. Affected clients would be informed as soon as possible, via their Account Manager.
• Incident management type: Supplier-defined controls
• Incident management approach: Jobtrain follows our Incident Management Policy, which dictates the response to suspected or actual security incidents; a response team would be put together comprising individuals from different parts of the company depending on the nature of the incident. This team would then evaluate the situation and respond as necessary. Any affected clients would be informed within 24 hours by their Account Manager, with updates being given as to the progress of the incident response.
• Post-quantum cryptography secure: Yes

Secure development

• Approach to secure software development best practice: Conforms to a recognised standard, but self-assessed

Public sector networks

• Connection to public sector networks: No

Pricing

• Discount for educational organisations: No
• Free trial available: No

Discount percentage by annual call-off contract value (excluding VAT)

• Less than £250,000: 0%
• Between £250,000 and £500,000: 0%
• Between £500,001 and £1,000,000: 0%
• Between £1,000,001 and £2,500,000: 0%
• Between £2,500,001 and £5,000,000: 0%
• Over £5,000,001: 0%

Non-mandatory Standards and certifications

• ISO/IEC 27001 certification: No
• ISO 28000:2022 certification: No
• ISO 9001 certification: No
• Quality management systems (QMS): Yes
• CSA STAR certification: No
• PCI certification: No
• Cyber essentials: Yes
• Please provide your Cyber Essentials Certificate Number: Bd83feac-30c5-45f5-9890-0b703a1e0c62
• Cyber essentials plus: Yes
• Please provide your Cyber Essentials Plus Certificate Number: E5809e68-f560-47fc-ae6b-f1d1743ea731
• Other security certifications: Yes
• Any other security certifications: Cyber Assurance Level 1

Social value

• Section B - Commitment for Future: Delivery:

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 1: Fair work: That offers fair wages and good working conditions. Help people get a job, stay in work, and progress in their careers, with good employment opportunities across the country. Notes: Where there is a large proportion of labour costs in the contract, commercial teams should consider MAC in Outcome 1 as a priority

    • New or retained jobs on the contract workforce in the relevant area that meet the criteria set out in MAC 1b, 1c and 1d
    • Providing opportunities for, and measuring and monitoring of, staff workforce conditions over time, including employee engagement, involvement in decision-making and satisfaction and adapting to any changes in the results, with clear processes for acting on issues identified
    • Plans to engage the contract workforce in deciding the most important workplace issues to address
    • Ensuring new workers are informed of their right to join a trade union
    • Monitoring of employee engagement rates (by protected characteristic) and, where necessary, the development of actions to ensure all voices are heard across the diversity of the workforce
    • Employment contracts that reflect actual hours worked; steps taken to ensure employees understand their contracts and have the ability to review and adjust them if actual hours regularly exceed contracted hours
    • Activities that support an environment where staff are educated about, and feel empowered to, address their physical wellbeing
    • Activities that support an environment where staff are educated about and feel empowered to report and address bullying and harassment
    • Activities to cascade good practice on fair working conditions throughout the supply chain
    • Offer a pay and leave entitlement to all eligible staff who become kinship carers, ideally equivalent to statutory adoption pay and leave
    • Payment of more than the National Minimum Wage or National Living Wage (as appropriate) to the contract workforce
    • Monitoring and reporting of gender and ethnicity pay gaps and plans to address them where necessary
    • Entitlement to sick pay for the contract workforce, with provision in place for any staff who do not meet the earnings threshold for statutory sick pay, payment of sick pay from day one of absence and payment of staff on the contract workforce who are off sick a replacement income of 100% of their usual earnings for as long as possible
    • Understanding of in-work progression issues affecting the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Measures to support in-work progression to help people in the contract workforce, to move into higher paid work by developing new skills relevant to the contract
    • Support for the contract workforce by providing career advice, and providing opportunities for staff working on the contract with in-work progression career development into known skills shortages or high growth areas
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Volunteering opportunities for staff
    • Understanding of the modern slavery risks and issues affecting the market, industry, sector or country (of origin or of source) relevant to the contract, and the workforce in the supplier’s own organisation and those of its key subcontractors
    • Measures to identify, mitigate and manage modern slavery risks relating to the contract and how these will be implemented
    • Outline policies and practices to be applied to or put in place for the contract to mitigate and manage modern slavery risks, including: Pre-employment checks, recruitment practices. Workplace conditions, safeguarding plans and processes in place and regular monitoring with relevant groups considered, which may include sampling
    • How to ensure business decisions re: price/cost, short lead times, payment timescales do not create modern slavery risks in the supply chain
    • How the supplier will work with NGOs, trade unions or other businesses to address modern slavery risk
    • Means of influencing staff, suppliers, customers, communities and/or any other appropriate stakeholders with respect to modern slavery risks relating to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 2: Skills for growth: Supporting growth sectors and addressing skills gaps.

    • Understanding of employment and relevant skills issues, and of the education and training issues relating to the contract. Illustrative examples: demographics, skills shortages, new opportunities in high growth sectors, geographic/local community and skills/employment challenges
    • Support for educational attainment relevant to the contract, including training schemes that address skills gaps and result in recognised qualifications
    • Activities to support relevant sector related skills growth and sustainability in the contract workforce. Illustrative examples: careers talks, curriculum support, literacy support, safety talks and volunteering
    • Delivery of apprenticeships, supported internships and T Level industry placement opportunities (Level 2, 3 and 4+) in relation to the contract

  • Mission: Kick start economic growth. To secure the highest sustained growth in the G7 - with good jobs and productivity growth in every part of the country making everyone, not just a few, better off.

    Policy Outcome 3: Resilient, innovative and flexible supply chains: Support economic growth through enabling resilient businesses, opportunities for small businesses and voluntary, community and social enterprises

    • Understanding of the types of businesses in the market and the level of participation by new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutuals
    • Plans for engaging a diverse range of businesses in engagement activities prior to appointing subcontractors (including activities prior to award of the main contract and during the contract term)
    • Activities that demonstrate a collaborative way to work with a diverse range of businesses as part of the supply chain
    • Structuring of the supply chain selection process to ensure fairness (e.g. anti-corruption) and encourages participation by a diverse range of businesses, including with regard to new businesses, entrepreneurs, start-ups, SMEs, VCSEs and mutual
    • Understanding of local demographics, needs and opportunities for the co-design of the goods, services and works to be delivered under the contract
    • Methods for engaging with different parts of the community (including the education system and charities representing the community) and how communities come together to inform decisions, strategy and projects to leave a positive legacy for future generations
    • Plans for positive actions with community groups.
    • Measures for making facilities used in the delivery of the contract available for community groups, education or training
    • Plans to respond flexibly and adapt approaches to community engagement and initiatives
    • Support for community-led initiatives relevant to the contract. Illustrative examples: improving transport links; reducing loneliness; helping with English language proficiency; and facilitating social mixing among people with different backgrounds
    • Collaborating with anchor institutions and community groups to make facilities available for education, training or community events

  • Mission: Make Britain a clean energy superpower: To cut bills, create jobs and deliver security with cheaper, zero-carbon electricity by 2030, accelerating to net zero

    Policy Outcome 4: Sustainable procurement practices: Reducing carbon footprints, minimising waste, and promoting the use of clean energy and green technologies.

    • Understanding of opportunities for additional environmental benefits delivery in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Collaborative ways of working with the supply chain to deliver additional environmental benefits in the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Delivery of additional environmental benefits through the performance of the contract, including working towards net zero carbon emissions and use of clean energy and green technologies
    • Understanding of how to influence staff, suppliers, customers, communities and/or any other appropriate stakeholders through the delivery of the contract to support climate and nature protection and improvement
    • Activities to reconnect people with the environment and increase awareness of ways to protect and enhance it

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 6: Employment and training: For those who face barriers to employment

    • Understanding of employment and skills issues, and of the skills and employment shortages of high growth sectors relating to the contract
    • Creation of employment opportunities particularly for those who face barriers to employment, such as prison leavers, care leavers and/or who are located in deprived areas, and for people in industries with known skills shortages or in high growth sectors
    • Delivery of training schemes and programmes to address any identified skills gaps and under-representation in the workforce for the contract (e.g. prison leavers, care leavers, kinship carers, disabled people)
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of the issues affecting the representation of disabled people in the workforce in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors
    • Collection of the views and expertise of disabled people and their representative organisations on successfully supporting disabled employees or applicants
    • Inclusive and accessible recruitment practices, and retention-focused activities, including those provided in the Guide for line managers on recruiting, managing and developing people with a disability or health condition
    • Introducing transparency to pay and reward processes
    • Offering a range of quality opportunities with routes of progression if appropriate, e.g. T Level industry placements, students supported into higher level apprenticeships.
    • Working conditions which promote an inclusive working environment and promote retention and progression
    • Other measures to provide equality of opportunity for disabled people and those with health conditions into employment, including becoming a Disability Confident employer and inclusion of supported businesses in the contract supply chain
    • Understanding of the issues affecting inequality in employment, skills and pay in the market, industry or sector relevant to the contract, and in the supplier’s own organisation and those of its key sub-contractors. Measures to tackle inequality in employment, skills and pay in the contract workforce
    • Inclusive and accessible development practices, including guidance for line managers on recruiting, managing and developing people with a disability or health condition

  • Mission: Break down barriers to opportunity: By reforming our childcare and education systems, to make sure there is no class ceiling on the ambitions of young people in Britain

    Policy Outcome 7: Creating a pipeline of opportunities: For the contract workforce, reducing barriers to entry for under-represented groups.

    • Understanding of the issues affecting the development of new skills by target cohort
    • Understanding of the underlying factors affecting improvements to reduce barriers to entry and training schemes for the target cohort(s) related to the contract workforce
    • Other measures to offer development opportunities for the target cohort(s) in the contract workforce
    • Advertising, promotional and outreach activities designed to raise awareness of the offer to reach the target cohort
    • Understanding of issues relating to entering the contract workforce

  • Mission: Build an NHS fit for the future: That is there when people need it; with fewer lives lost to the biggest killers; in a fairer Britain, where everyone lives well for longer.

    Policy Outcome 8: Increasing productivity through physical and mental wellbeing: In the supply chain and communities in the relevant area.

    • Understanding of issues relating to health and wellbeing, including physical and mental health, in the contract workforce
    • Understanding barriers to access to health and social care services or employment opportunities e.g. digital inclusion
    • Inclusive and accessible recruitment practices, development practices and retention policies that support-focused activities including those provided in the Guide for line managers on recruiting, managing and developing which support people with a disability or health condition
    • Actions to invest in the physical and mental health and wellbeing of the contract workforce

Service documents

• Pricing document

  PDF

• Service definition document

  PDF

• Terms and conditions

  PDF

Request an accessible format

If you use assistive technology (such as a screen reader) and need versions of these documents in a more accessible format, email the supplier at alica.melvin@jobtrain.co.uk. Tell them what format you need. It will help if you say what assistive technology you use.