Working For Us
If you are appointed to join our dedicated, warm and friendly team, which provides compassionate care to the local populations
of Huddersfield and Calderdale, we can offer numerous benefits and opportunities:
We offer an induction, education and ongoing development programme. The induction is well planned to help you become
familiar with your new working environment and to work effectively.
Employees of CHS have access to a wide range of fantastic offers and services, which include:
- Monthly newsletters
- Onsite nursery
- Staff Benefits Handbook
- Access to CHS Intranet
- Access to NHS Discounts
- Staff Social Committee
- Access to pension scheme
- CHS Employee Handbook
CHS induction is well planned to help you become familiar with your new working environment and to work effectively.
During our induction, we will cover the following themes:
- Physical Orientation - telling you all about the local area and location in the UK
- Organisational Orientation - Explaining how you fit into the team
- Health and Safety - includes fire safety, manual handling,infection control, etc.
- Information on the organisation's history, service, culture and values, including an appreciation of equality and diversity issues
- A clear outline of the job and its requirements
- How structured training, where appropriate, will be provided in line with national standards
- IT and communication arrangements (eg use of intranet)
- Clinical governance, complaints handling and risk management.
CHS intends to:
- better the public sector target of 2.3% and aspire to at least 5% of our workforce being apprentices.
- use apprentices and apprenticeships for our new starters where we can, recognising that some posts do not fit the criteria in terms of career path or service need.
- over time, use apprenticeships to develop all our team leaders, supervisors and managers, to deliver their management and leadership roles.
- provide internal training on people skills where appropriate.
- develop a three year plan and at the end of three years we will have a robust and well developed workforce, with the skills and experience to do an excellent job.
- use apprentices to replace existing roles, unless an additional post is approved by the CHS Operational Committee.
TRAINING AND DEVELOPMENT
The medical devices training team has worked with Calderdale and Huddersfield NHS Foundation Trust for the last 10 years and has become one of the national innovators and lead for delivering compliance, documentation and training resources. The team works closely with NAMDET (National Association of Medical Device Educators & Trainers) and our equipment suppliers to develop and produce bespoke training materials.
CHS aims to create an environment and culture of openness, trust and honesty. We encourage and celebrate diversity because broader perspectives, skills, experience and knowledge will enrich and enhance the value we bring to each other, our clients, shareholders and other stakeholders.
Gender Pay Gap Report 2020 - 2021
Proportion of staff receiving a bonus
|Received a bonus||1.7%||3.3%|
|No bonus received||98.3%||96.7%|
|Upper Middle Quartile||50.5%||49.5%|
|Lower Middle Quartile||55.7%||44.3%|
Pay quarters show the percentage of men and women employees in four equal sized groups based on their hourly pay.
Pay quarters give an indication of women's representation at different levels of the organisation.
Women's hourly pay is 2.9% lower than men's. Women earn 97p for every £1 that men earn when comparing median hourly pay. Women's mean (average) hourly pay is 0.8% lower than men's.
Women's median bonus is 1% lower than men's Women earn 99p for every £1 that men earn when comparing medium bonus pay. Women's mean (average) bonus is 0.1% higher than men's.
The median gender pay gap figure
This is the difference between the hourly pay of the median man and the hourly pay of the median woman. The median for each is the man or woman who is in the middle of a list of hourly pay ordered from highest to lowest paid.
A median involves listing all of the numbers in numerical order. If there is an odd number of results, the median is the middle number. If there is an even number of results, the median will be the mean of the two central numbers.
Medians are useful to indicate what the ‘typical’ situation is. They are not distorted by very high or low hourly pay (or bonuses). However, this means that not all gender pay gap issues will be picked up. They could also fail to pick up as effectively where the gender pay gap issues are most pronounced in the lowest paid or highest paid employees.
The mean (average) gender pay gap figure
The mean gender pay gap figure uses hourly pay of all employees to calculate the difference between the mean hourly pay of men, and the mean hourly pay of women.
A mean involves adding up all of the numbers and dividing the result by how many numbers were in the list.
Mean averages are useful because they place the same value on every number they use, giving a good overall indication of the gender pay gap. But very high or low hourly pay can ‘dominate’ and distort the figure.
The above table outlines the gender pay gap data for the Trust (as at 31 March 2020), which was published on the government’s online reporting service on 11 May 2021. All data provided within this report was obtained through the standard national Gender Pay Gap dashboards via the Electronic Staff Record (ESR) Business Intelligence reporting suite.
The Cupboard is simply what we call our Organisational Development strategy – it’s about us, it’s our ‘people’ strategy. The strategy is made up of 7 important priorities. These are the 7 things that affect everyone who works at CHFT, and these are the things that we’re going to concentrate on.