NHS Oxford

Our vision is for patients and carers who use Trust services to feel that they receive ‘Outstanding Care delivered by Outstanding People’.

We welcome individuals who embody our values and share a true desire to put service users at the heart of everything they do.

Before you apply for a vacancy with the Trust you need to ensure that you are committed to our vision and values and that you can demonstrate them throughout the recruitment process.

Find out how to apply and what your recruitment journey looks like

Take time to read all the information in the advert; pay particular attention to the job description and person specification. The job description outlines the main duties and responsibilities of the job; the person specification details the qualifications, skills, experience and knowledge that are required to be able to undertake the post.

Demonstrate that you can meet all or most of the essential criteria for the role in the supporting statement. If you do not state how your skills match the person specification, or you do not meet the criteria, you are unlikely to be shortlisted to attend an interview.

Provide all of the information that is required; ensure that you complete all parts of the application form honestly, particularly the supporting statement.

Our privacy notice explains what personal information we collect from you, how we store this personal information, how long we retain it and with whom and for which legal purpose we may share it.

How do I apply?

The initial selection and interview decisions are made by the individual recruiting managers. The recruiting manager will draw up a shortlist of candidates to invite to interview after the vacancy has closed. They will shortlist the candidates that meet as a minimum the essential criteria of the person specification. If they have received a large number of applications, the manager may shortlist against the essential and desirable criteria detailed on the person specification.

If you are unsuccessful at the shortlisting stage, we will notify you via email through your Trac Jobs account. If you require feedback as to why your application was unsuccessful, please contact the individual who was named in the advert.

If you are shortlisted for a vacancy we will send you an invitation to attend an interview via email to your Trac Jobs account.

The invitation will advise you of the date and time of the interview and where they will be taking place. The invitation will also include details about the interview panel and any tests or presentations that form part of the selection process.

Shortlisting

Please be on time for your interview and take with you originals of your identification and qualifications.

The recruiting manager will contact all unsuccessful candidates to advise them of the outcome and to offer feedback on their performance at the interview.

The recruiting manager will contact the successful candidate(s) to verbally offer the post to them subject to satisfactory pre-employment checks being received. If you accept the verbal offer of the post you will be sent a conditional offer of employment by email to your Trac Jobs account, indicating what pre-employment checks are required.

Interview

Following a verbal job offer you will quickly be issued with a conditional offer. This will come to you via email to your Trac Jobs account.

The conditional offer is subject to satisfactory pre-employment checks.

The letter will explain what checks we are required to complete before we can agree a start date with you and ask you to give notice to your current employer.

There are six types of pre-employment checks that may be required, depending on the role you have been offered.

Proof of eligibility to work within the UK

Professional registration and qualifications

These pre-employment checks are in line with NHS Employment Check Standards. All NHS providers are required to comply with these standards.

Any delay in completing and returning the documents will impact upon the start date.

The recruiting manager will confirm the start date with you once we have received all of the required pre-employment checks and they have been deemed as satisfactory by the Trust.

Candidate process

Frequently Asked Questions

Your line manager will contact you to agree your start date, what time to arrive and where to meet.

In most cases, they will also co-ordinate what happens on your first day – introducing you to your team, helping you to find your way around the base and ensuring that you have all of the information you require.

All new employees take part in the induction programme. It forms part of your mandatory training and introduces you to the trust, how we work, and provides you with essential employment related information.

New staff will have a departmental induction referred to as local induction. This will cover details such as local procedures, facilities, key contacts, risks and risk management.

You will also attend our corporate induction as an introduction to the Trust and our vision and values. This reflects our commitment to excellent care being delivered by excellent people as it ensures that all staff are competent in relation to their statutory and mandatory competence requirements.

As an Oxford Health employee, your salary will be paid monthly. Our payday is normally on the 27th of each month; if this falls on a weekend or bank holiday, you will be paid on the last working day before.

On your first month with the Trust, depending on your start date, you may be paid on the supplementary pay day. This is usually one week later than the main pay day. After this, you will be paid on the normal pay day each month.

The annual leave year runs from the 1st April to the 31st March. Annual leave entitlement varies according to how long you have worked in the NHS:

Under 5 years - 27 days per year
5 – 10 years - 29 days per year
10 years and above - 33 days per year

This entitlement is based on full time hours and will be pro rata for employees working less than full time.

During the first year of employment with the Trust your annual leave will be calculated on a pro-rata basis, based on the number of complete weeks from joining until the end of the leave year.

Discover why working with us is the right choice.

Hiring process / FAQ page

How do I apply?

Shortlisting

Interview

Candidate process