1. Recruitment Services Temporary, Interim and Permanent Staff
Jen Robertson / Sarah Leitch - Procurement

2. Internal Process Commercial in Confidence
1. Department Identifies a Need
Department identifies a need for temporary staff. This may be for a range of reasons such as delivery of an assignment, covering sick leave, etc.
Departments should make themselves aware of the Agency Worker Regulations (2010) which can be found at;
2. Department checks that they have sufficient budget
The department must determine that they have enough funds in their budget to employ a temporary member of staff
3. Contact appropriate recruitment company
The department contacts the relevant recruitment company with their job description
See following slides for details for each specialism
Commercial in Confidence

3. Award Procedures What is a Mini-Comp and Ranked approach
Most specialisms are covered by framework agreements set up by Scottish Government, APUC or SUPC . These agreements tend to operate on a ranked basis whereby departments must use the first ranked supplier. If this supplier cannot fulfil the needs of the department then contact is made with the second ranked supplier and so on until their requirement can be met. Departments must allow 48 hours before making contact with the next ranked supplier.
Where a Mini-Competition is required all suppliers under the lot must be invited to tender for the candidate. Please contact Procurement for assistance with creating a mini-competition.
Details of the suppliers for each type of specialism can be found in the following slides.

4. Key Points
When inviting CVs and quotes for any assignment, it is important that the hiring manager provides as much information as possible to allow framework suppliers to source the correct candidate and quote accordingly.  If the assignment/role to be filled clearly falls under one of the example job/role titles stated in the pricing schedule, then the hiring manager may state this. 
Pay rate. Under the frameworks departments can either set this (you may wish to refer to the grading pay scales contained on the HR section of the Strathclyde website; or you can decide this is consultation with the recruitment agency;
If the post is full time or part time;
Length of time post is required for;
Hours of work (in most cases 9-5 but this is not always the case).
  However where a mini competition is being undertaken, to ensure a fair and open process, it is the responsibility of the hiring manager to provide each supplier being invited to quote with exactly the same information, which may include some or all of the following as appropriate:
the skill set required to fulfil the assignment tasks;
any specific qualifications required to meet requirements;
an indication of the tasks the individual will be required to undertake;
the title of the role being covered (whether this matches one of the example job/role titles on the pricing schedule or not)

5. New SG Framework for Professional Services – Mini-Competition
Professional Staff (SG)
(Formerly Interim Specialist and Interim Manager FW)
Mini-Comp
ASA RECRUITMENT
HARVEY NASH GROUP PLC
PARITY PROFESSIONALS LTD
Commercial in Confidence

6. New SG Framework for IT Staff – Mini-Competition
IT Staff (SG)
Mini-Comp
HARVEY NASH GROUP PLC
PARITY PROFESSIONALS LTD
SPRING TECHNOLOGY
Commercial in Confidence

7. Commercial in Confidence
New SG and SUPC Frameworks for Catering and Manual - Ranked For the Manual specialism there are two framework options- SUPC and Scottish Government. Both follow the ranked approach as detailed below. Departments can use the role descriptions in Appendix A and rate information contained in Appendix B to make a decision on the most economically advantageous framework option for their manual staff requirements.
Rank
Catering & Manual Staff (SG)
Ranked (Mini Competition can be run if appropriate)
Ancillary/Manual(SUPC) 1.
Pertemps
Blue Arrow 2.
Brightwork
Adecco Group 3.
ASA Recruitment
Manpower 4.
Reed 5. 6
Hays
Commercial in Confidence

8. New SG & SUPC Framework for Administrative Staff - Ranked
For this specialism there are two framework options- SUPC and Scottish Government. Both follow the ranked approach as detailed in the previous slide. Departments can use the role descriptions in Appendix A and rate information contained in Appendix B to make a decision on the most economically advantageous framework option for their administrative staff requirements. Please note that SG offer the most competitive rates.
Rank
Administrative (SG)
Ranked (Mini Competition can be run if appropriate)
Admin (SUPC) 1.
Pertemps
Blue Arrow 2.
Brightwork
Adecco Group 3.
ASA Recruitment
Brook Street 4.
Manpower 5.
Search Consultancy 6.
Hays Spec. Rec 7. 8.
Reed Spec. Rec.
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9. APUC Framework for Executive Recruitment - Mini Competition and Ranked
Under the APUC framework agreement, Lot 1 requires you to run a Mini-Competition for Senior Academic Roles. Lot 2 for Professional Service Directors follows a ranked approach. Departments can use the role descriptions in Appendix A and rate information contained in Appendix B to make a decision on the most economically advantageous framework option for their administrative staff requirements.
Rank
Lot 2 – Prof Service Directors
Ranked 1.
Hudson 2.
Aspen People Limited (formerly Munro Consulting) 3.
Hays 4.
Protocol 5.
Eden Scott 6. 7. 8.
Lot 1 – Senior Academic Roles
Mini Competition
Aspen People Limited (formerly Munro Consulting)
Protocol
Eden Scott
Veredus
Gatenby Sanderson
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10. Memorandum of Understanding
Pre-agreed preferential rates and terms of agreement with Key Suppliers
PRG
Michael Page
All Staff
ASA
9-20
When should these be used
Permanent staff (excluding Executive Recruitment and where Direct Media has been unsuccessful)

11. Appendix A – Example Role Definitions
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12. Appendix B – Rates Information
As these are Commercial in Confidence please contact Jen Robertson; Ext 4451;
Commercial in Confidence

13. Appendix C – Contact Details