Pre-Employment
The pre-employment questionnaire is computer tracked from start to finish enabling a speedy response to enquiries
Who?
We recommend screening on all new employees prior to job commencement and on existing employees who change jobs where there is a significant change in job hazard assessment.
The Assessment
On receipt of each pre-employment package the occupational health department immediately records relevant details on the computer system to facilitate enquiries and speed of response.
The pre-employment package for each candidate is then assessed by an Occupational Health Nurse, occasionally with reference to an Occupational Health Physician. We evaluate the individual against the job criteria and our knowledge of the job and advise accordingly. Our objective is to assess the medical suitability of the employee for the job and to advise on restrictions or Disability Discrimination Act issues that may be relevant.
Typically the assessment is straightforward and a fitness form is completed and posted to the appointing officer. In this majority of cases this process takes two days from receipt to posting the fitness form.
In a minority of cases (around 10% to 15%) some further investigation is required. The majority of these will just require contact with the candidate to answer additional questions or to provide clarification on answers already given. The Occupational Health Nurse will first attempt to telephone the candidate. If there is no response within three days The Occupational Health Nurse will write to the candidate requesting the information and will inform the appointing officer of the delay.
In a very small percentage of cases it may be necessary for The Occupational Health Nurse to obtain a report from the candidate's own medical advisers or arrange a pre-employment consultation assessment with the Occupational Health Physician. This will be arranged in conjunction with the Appointing Officer.
Fitness Form
The fitness form completed by the occupational health department will indicate fitness for the post, any restrictions that may apply, a nightworker assessment (if applicable) and whether the candidate has a disability under the Disability Discrimination Act 1995. In a few, more complex cases, the response may include an accompanying, more detailed, letter.
