Regroup Operations Ltd operates a quality framework for both its staff and the service it provides.

The former begins with our 7-stage recruitment and selection process as described below:

1. Advertising: all advertising copy is screened for compliance with best advertising practice respective to this industry sector, where appropriate reflecting our commitment to equal opportunities, non-discrimination, etc. Similarly, all associated promotional recruitment literature is subject to our quality-based scrutiny and amended as appropriate.

2. Recruitment – application and pre-screening: all enquiries and responses are treated in confidence, efficiently and respecting the preferences of each individual where appropriate. Application forms and an associated information/introduction ‘pack’ (including key policies and procedures) are sent to all responders who meet the initial criteria for registration with Regroup, and this may follow an initial pre-screening via telephone conversation or ‘drop-in’ enquiry.

3. Recruitment – Interview: Upon receipt of a completed application form a structured interview with a Regroup manager is conducted in order to both clarify and establish key information about the applicant and where appropriate, discuss the requirements of the job or role. Interview notes are taken and all documentation is filed securely, kept for a minimum period and destroyed upon demand. This and all subsequent personal information is subject to our compliance with the Data Protection Act, providing each individual the right of reasonable access to their data. Such information as may be required to share with prospective client employers is subject to an explicit authorisation by the individual as part of their formal registration process.

4. Recruitment – Validation checks: Regroup undertakes a range of checks on each applicant to verify and validate information provided. This comprises a visual check of original documentary evidence (such as passport and/or work permit, etc. for identity and status, reference checks on offered employer and/or professional/personal referees (minimum 2 required for registration) and in exceptional cases where the discipline requires it, further checks including CRB, Health, etc.), and checks on both qualifications and where possible (typically by interview questions and/or relevant assessment), relevant non-qualification based vocational skills and knowledge.

5. Registration: each worker is required to formally sign to abide by our standard terms and conditions of employment and such other codes of conduct as may be required. Individual data (including that to effect pay transfer) is securely filed and further information is provided to each registrant regarding their rights, duties and expectations of performance as a temporary worker. This includes a particular emphasis on Health & Safety, Equal Opportunities and other principal values of Regroup. Each registered worker is assessed for their career development aspiration and needs, including completion of an outline training needs analysis that forms the basis of subsequent progress reviews.

6. Assignment: As each worker is put forward to one or more client employers (prospectively for an interview) to undertake temporary work, Regroup arranges an appropriate and timely induction process, applicable to both Regroup and the respective client organisation (and the job or role) so that if selected by the client, they are more likely to integrate smoothly within existing teams and perform well without delay.

7. Support: All workers are offered both a ‘hotline’ and/or face to face access to a Regroup manager for both ad-hoc queries, requests for advice and ‘pastoral’ support as required. This is complemented by a regular schedule of performance and progress reviews that form the basis of remuneration and eligibility to access other benefits such as training subsidies, etc. It is our policy to maintain an open and transparent regime in respect of fair pay and working conditions for all staff, including the provision of personal & protective equipment as required to ensure safe working at all times.

Regroup insists upon treating all staff fairly, paying accurately and promptly, and affording each worker the opportunity for flexible family-friendly working arrangements, to perform well, and develop their skills and experience. Equally, as we apply our quality criteria rigorously, those failing to meet satisfactory levels of performance are so advised and subsequent action taken.

At the end of the day, it is as much our clients who determine the relative effectiveness and suitability of each worker, as evidenced by their performance on the job, and over time. Those who may wish it are also eligible to be ‘preferred workers’ for a particular client, and if this matures into an offer of permanent employment, this is encouraged – without unreasonable penalty to either worker or client. We believe that workers are proud to be associated with an agency that maintains high standards.