How we recruit inspectors

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We are currently recruiting inspectors for adult services and early learning and childcare servies. Find out more from the job adverts here.

How we recruit inspectors

Our inspector recruitment process also follows the same model as our other roles with the addition of a two-step selection stage, detailed below. 

Selection assessment 1

If you’re shortlisted, we’ll invite you to complete our online selection assessment. This is a written exercise designed to test your potential to be an inspector.    

Selection assessment 2

If you successfully complete the online assessment, you’ll be invited to attend an interview and to speak to your written exercise response on how you would give feedback.

If you’re successful at this stage, we’ll let you know and confirm next steps.  We’ll either confirm you’re the preferred candidate for a suitable vacancy (based on your specialism and location) or you’ll be invited to join our talent pool for future vacancies. 

For more information about our talent pool please see the FAQs below.

FAQs about inspector recruitment

What qualifications do I need to become an inspector?

To become an inspector, you must be registered with, or able to register, and hold a qualification that meets the registration requirements of one of these regulatory bodies:

  • Scottish Social Services Council (SSSC)
  • General Teaching Council (Scotland) (GTC)
  • Nursing and Midwifery Council (NMC) 
  • General Medical Council (GMC) Health and Care Professions Council (applies to the following roles only: occupational therapists, physiotherapists, speech and language therapists and practitioner psychologists)
  • Other equivalent professional bodies for the UK nations

Inspectors eligible to apply for registration with the SSSC must hold a suitable practice qualification at SCQF level 9. For more information on the list of suitable qualifications please see the section below.

Inspectors must also hold or undertake one of these appropriate regulator's awards:

  • Regulation of Care Award
  • PDA Scrutiny and Improvement Practice (Social Services) SCQF level 10

Qualifications that meet the Scottish Social Service Council’s (SSSC) registration requirements

SCSWIS authorised officer – Care Inspectorate inspector (primary and secondary officer)

There are two qualification requirements
1. Practice
2. Regulatory

Practice qualifications

BA Childhood Practice
Postgraduate Diploma in Childhood Practice
BA Social Pedagogy (University of Aberdeen)
BA (Hons) Social Work (or equivalent)
PDA Childhood Practice at SCQF Level 9
SVQ Social Services and Healthcare at SCQF Level 9
SVQ Social Services (Children and Young People) at SCQF Level 9

Regulatory qualifications

PDA Scrutiny and Improvement Practice (Social Services)
Regulation of Care Award (ROCA)
European Foundation for Quality Management (EFQM)

Practice qualifications we also accept

SVQ 4 Children's Care Learning and Development at SCQF Level 9

SVQ 4 Health and Social Care at SCQF Level 9


Qualification meeting requirements of other regulatory bodies (practice requirement)

A qualification meeting the registration requirements for the following professional groups regulated by the Health and Care Professions Council:

• occupational therapists
• physiotherapists
• speech and language therapists
• practitioner psychologists.

A qualification meeting the registration requirements of the General Teaching Council (Scotland), Nursing and Midwifery Council or the General Medical Council

Degree/Diploma in Community Education as recognised by the Standards Council for Community Learning and Development for Scotland Approvals Committee

Qualifications which are no longer available, but we continue to accept (regulatory requirement)

Public Service Improvement Framework (PSIF)

If you have not found the information you need about your qualification and SSSC registration, please contact the SSSC using the web form on their contact us page.

What experience do I need to become an inspector

To become an inspector, we need you to have senior professional experience, expertise and knowledge of adult social care or health care, early learning and childcare or children and young people sectors.

You should also have experience of lead responsibility for complex professional practice through case management, managing people, projects or resources. We welcome applications from candidates with these professional backgrounds.

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What support will I get to maintain my professional registration?

Maintaining your registration with your professional body is a core requirement for all inspectors.  To support this, we’ll provide you with access to a range of learning activities for your continuing professional and personal development.  Our learning management system automatically records all of your learning and we’ll support your re-validation with your professional body.  You’ll also participate in regular supervision and peer learning activities through our LEAD (learn, experience, achieve and development) performance and development process. 

All inspectors are also expected to undertake our Professional Development Award in Scrutiny and Improvement (Social Services) at SCQF level 10.

What is the salary and grade for the role of inspector?

The role is on an Inspector grade 7. Starting salaries are non-negotiable and all new staff start on the grade minimum for their role. Please see the current starting salary on the advert for the current recruitment campaign.

Following six months service, you will receive an annual increment on 1 April each year until you reach the top of the grade.

How much flexibility is there in terms of working hours and location?

Our inspectors work flexibly and you’ll work 140 hours over each four week period. This equates to 35 hours per week.

We have offices across Scotland and we support a range of flexible working arrangements including homeworking and hybrid working.

Once I apply, how long will it be before my application is considered?

We accept applications from prospective inspectors all throughout the year. We have two recruitment periods each year and your application will be considered during the next recruitment period, following your application submission. 

How long does the selection process take?

Our selection process is based on a two-stage assessment. Depending on the volume of applications we receive, we aim to complete each recruitment period within three months of the adverts closing date. Our recruitment team will communicate regularly throughout the recruitment period to ensure you’re up to date on the status of your application and you have all of the information you need to participate in our selection process.

What happens after I've been offered a role?

We’ll carry out pre-employment checks so we can confirm your offer of employment. These include:

  • proof of ID / right to work in the UK
  • two successful references, where one is from your current or most recent employer
  • a PVG check
  • occupational health questionnaire and referrals where appropriate
  • registration and qualifications check

Once all checks are complete, we’ll agree a start date and formally confirm your offer of employment by providing you with a contract outlining your terms and conditions.

I've been invited to join the inspector talent pool. What does this mean?

If you successfully complete our selection process, we’ll either confirm you’re the preferred candidate for a suitable vacancy (based on your specialism and location) or you’ll be invited to join our talent pool for future vacancies.

Our talent pool is our bank of candidates who have successfully completed the inspector selection process and are available to be appointed to suitable vacancies, based on their specialism and location.

As a member of our talent pool, you’ll be a valued candidate and we’ll:

  • monitor and identify suitable vacancies that we can offer you based on your specialism and location
  • share regular updates about our vacancies, recruitment plans and other relevant Care Inspectorate news.

You don’t need to reapply for future inspector vacancies for up to two years.

Unfortunately, depending on our vacancies, we may not always be in a position to offer a role to all talent pool candidates.

If you would like to chat to us about our recruitment process or a particular job, please get in touch with our HR team at This email address is being protected from spambots. You need JavaScript enabled to view it..


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How we recruit

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How we recruit

Our recruitment process is based on a five-stage model designed to give you the best opportunity to demonstrate your experience and skills.

Stage 1: Apply

If you meet the minimum criteria for the job role, apply as per the method described on the advert. This could be to complete our application form or to submit your CV and personal statement and/or to include a cover letter. If you are an external candidate we will also ask you to complete our equal opportunities form. We’ll send you an automatic email to confirm we’ve received your application.  

Where a person specification asks for an appropriate professional qualification as an essential requirement for the role, we are asking for a qualification in addition to the qualifying educational qualification for the role. For example, a postgraduate course, a leadership or quality management qualification or another qualification relevant to the job role.

To assist us to monitor the effectiveness of our equality and diversity practices, we would encourage you to complete our equal opportunities monitoring form as part of our application process.

Application Form Tips

CV Guidance for Applicants

Cover Letter Guidance for Applicants

Personal Statement Guidance for Applicants

Stage 2: Shortlist

We’ll review your application against the person specification and shortlist it against the qualification, experience, skill and competency requirements for the role.  If you meet our essential criteria and are eligible through either of our guaranteed interview schemes we’ll automatically shortlist you.  

Stage 3: Interview, assessment and selection

If you’re shortlisted, we’ll invite you to attend an interview and other skills assessments relevant to the role.  If you’re successful we’ll let you know that you’re the preferred candidate. 

Stage 4: Selection and conditional offer of employment

As the preferred candidate, we’ll send you a conditional offer of employment setting out your main terms and conditions of employment.  Your conditional offer will be subject to pre-employment checks and satisfactory references. 

Stage 5: Pre-employment checks and confirmed offer of employment

We’ll carry out pre-employment checks so we can confirm your offer of employment. These include:

  • proof of ID / right to work in the UK
  • two successful references, where one is from your current or most recent employer
  • a standard disclosure check
  • occupational health questionnaire and referrals, where appropriate
  • registration and qualifications check, where relevant. 

Once all checks are complete, we’ll agree a start date and formally confirm your offer of employment by providing you with a contract outlining your terms and conditions.

How we recruit inspectors

Our inspector recruitment process also follows the same model with the addition of a two-step selection stage.

Selection assessment 1

If you’re shortlisted, we’ll invite you to complete our online selection assessment. This is a written exercise designed to test your potential to be an inspector.    

Selection assessment 2

If you successfully complete the online assessment, you’ll be invited to attend an interview and complete an exercise.

If you’re successful at this stage, we’ll let you know and confirm next steps.  We’ll either confirm you’re the preferred candidate for a suitable vacancy (based on your specialism and location) or you’ll be invited to join our talent pool for future vacancies.  

For more information about our talent pool please see the FAQs here.


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Person specification

Attributes

Essential

Desirable

Experience 

 

 

 
  • General experience of planning activities.
  • Significant experience of office management
  • Staff supervision, systems and processes
  • Workload planning, prioritisation and allocation

Experience of collaborative/ partnership working.

 

 

Education, qualifications and training 
  • Educated to standard grade level or equivalent.
  • Commitment to own CPD.

3 Higher Grades or equivalent.

HNC or equivalent.

Skills and knowledge
  • The ability to communicate effectively, both verbally and in written form.
  • The ability to undertake performance and information analysis in order to formulate and implement strategies and actions effectively.
  • Capable of challenging current thinking in a positive and constructive way to develop new and innovative approaches to planning and improvement.
  • Ability to translate plans into action.
  • Effective negotiating and influencing skills
  • Demonstrate a broad level of knowledge of working within inspection/regulation of care and associated IT systems.
  • Demonstrate understanding of equality and diversity.
  • IT literate, demonstrating experience of IT systems and processes, using the most effective methods to communicate and manage information.

Understanding of project management

 

 


Key performance outcomes

Essential

Desirable

Leading others
  • Ability to provide leadership, a clear sense of purpose and direction to staff.
  • To effectively deploy staff and other resources to achieve corporate aims, objectives and targets.
  • Ability to ensure that the planning function conducts itself in accordance with the highest standards of integrity, probity and openness through the implementation of robust corporate governance. 

Demonstrates experience of delivering change and improvement at an operational level.

Management of resources
  • Ability to bring together the overall work of a team of staff and involve team members in decision-making.
  • Manage resources and budgets effectively and in accordance with Care Inspectorate’s corporate aims and objectives.
  • Delegates effectively to others.
  • Identifying skills and experience of individual staff and making the best use of resources.
  • The ability to adopt a flexible approach to competing priorities and changing circumstances and encourages and supports others to so.
  • Ability to drive continuous improvement
  • Applies rules and procedures sensibly. 

 

Effective communication
  • Articulate and positive communicator both in verbal and written communication skills.
  • Ability to express ideas clearly and concisely and adapt communication to suit different situations.
  • Ability to form constructive relationships with managers and staff at all levels of the organisation.
  • Ability to communicate effectively with external stakeholders and manage partnership arrangements effectively to secure positive outcomes/key deliverables. 

Good public speaking skills with ability to represent the Care Inspectorate at conferences, events.

 

Impact and influence
  • Demonstrates ability to influence at all levels.
  • Demonstrable ability of promoting, leading and implementing strategies and change programmes.
  • Evidence of building positive relationships, engaging and collaborating effectively with others internally and externally.
  • Demonstrates personal resilience, being able to work flexibly under pressure with stamina and tenacity to deliver results. 

Ability to take account of wider political and organisational sensitivities to deliver strategic objectives.

Objective decision making
  • The ability to assist the Chief Inspector to develop strategies and action plans with others, in line with corporate aims and objectives.
  • Demonstrates an analytical and systematic approach to problem solving.
  • Ability to make appropriate and realistic judgments, based on relevant, up to date and verifiable information
  • Ensures that team members have appropriate support, resources and authority levels to make decisions quickly and effectively.
  • Encourages and supports devolved decisions-making.
  • Considers the Care Inspectorate’s strategic vision, corporate aims and objectives and values in leading and managing others
  • Ability to take responsibility for difficult decisions and to remain resilient against possible criticism.

 


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Total rewards package

Recruitment banner total rewards package

We offer an excellent total rewards package - it’s a comprehensive and strategic approach to employee compensation and benefits, that aligns with the Care Inspectorates’ aims. It encompasses various elements that will contribute to your overall employee experience, including compensation, benefits, work-life balance, and development.

Competitive salary

We offer competitive salaries for each job role with incremental pay progression for most roles. Salaries are reviewed annually and reward skills, qualifications and contributions to the Care Inspectorate’s success. New entrants will normally start on the minimum of the pay range.

Continuous service

Continuous service is recognised either where there are no breaks in service or if there is a break, it does not exceed 7 calendar days.

Continuous service is currently recognised with the following employers for the purpose of calculating statutory entitlements e.g. notice periods and redundancy entitlements: Local Authorities, National Health Service and all employers listed on the Redundancy Payments (Continuity of Employment in Local Government, etc) (Modification) Order 1999 (as amended).

Continuous service with the following sectors in addition to the above, is currently recognised for the purposes of calculating entitlements to occupational sick pay, maternity leave and annual leave: further and higher education sector and the voluntary and private providers of the care sector.

Hours of work

We have a standard working week of 35 hours for all employees and managers and 40 hours for senior manager roles. Inspectors work 140 hours over each 4-week period.

Flexible working

We have several policies in place that support flexible working and time off when you need it, such as flexitime, flexible hours, carers leave and special leave.  Most of our people work flexibly and value how this supports their work-life balance. 

Our flexitime system gives you the flexibility to temporarily change your times of work each day to meet your personal requirements. You can use or accrue up to half a day as flexi on any day without requesting time off from your manager, further time off should be planned in discussion with your manager.

We welcome discussions on flexible working, as it enhances talent, engagement, performance, and retention while supporting our equity, diversity, and inclusion (EDI) goals. With guidance from Working Families and the Government’s Flexible Working Taskforce, we aim to design roles that prioritise flexibility.

Hybrid working

You’ll be able to work from home and the office, as part of our hybrid working approach. Our desire is to achieve an effective and balanced way of working, that enables us to meet organisational needs and achieve a work-life balance that promotes wellbeing and collaboration opportunities. We expect all staff to work in person for at least 40% of their working time. This is two days a week for those on a standard 35 or 40 hour contract.

Annual leave

You’ll receive a generous 37 days annual leave (after five years’ service) as well as six fixed public holidays. Also, our offices are closed over the Christmas period!

Family focussed

We have a family friendly policies in place including maternity, adoption and shared parental leave. We also aim to create a supportive working environment for carers in the workplace.

Wellbeing

Should you become ill or be unable to work due to an injury we will continue to pay sick pay for authorised periods of absence dependent on your level of service allowing you to focus on getting better.

We supply an employee assistance programme, supplying unlimited access to a range of specialist support and information on finances, relationships, health, legal and family care.

We also offer a wide range of wellbeing initiatives, including specialist webinars, counselling, and a listening service. 

Employee development

We are committed to the development and learning of all our staff. Everyone takes part in regular supervision through our LEAD (learn, experience, achieve and development) performance and development process. We provide training and support so you’ll be the best you can be and provide opportunities to learn, develop and share your skills and experience with others.

  • Secondments - Secondments help develop and nurture talent and help colleagues to reach their full potential. We offer three types of secondment opportunities: 1. Internal assignment, where existing Care Inspectorate employees undertake work for a fixed period that is not their usual job. 2. Incoming secondment, where a person comes from another organisation to fill a post. 3. Outgoing secondment, where a Care Inspectorate employee undertakes work for another organisation.
  • Career Breaks - Your circumstances may change, for a variety of reasons, and you may need to take time out or take up another development opportunity. Our Career Break Policy allows eligible employees to take an unpaid break, of between six months and two years. Our career break scheme enables employees to take an extended period of unpaid leave and provides a guaranteed return to work later.

Travel expenses

We have access to a nationwide network of offices. Where your role includes travel, you will be able to claim up to 45 per mile (per the policy) and subsistence allowances where you must stay overnight. Overnight stays and public transport bookings (which are preferable) can be made and paid in advance by the organisation.

Saving schemes

My Lifestyle provides our cycle to work and childcare voucher schemes along with discounts to a huge range of retailers including supermarkets, restaurants, holiday operators, cinemas and much more.

All staff can claim a financial contribution of up to £70 towards the cost of glasses or contact lenses where needed for Display Screen Equipment (DSE) purposes.

There is also access to credit union membership (a community loans and savings organisation, an alternative to a high street bank usually with helpful terms).  

Pension

We offer a defined benefit pension scheme (CARE) on a career average basis. 

The scheme is administered on our behalf by the Tayside Pension Fund where you will find full details of the scheme and how benefits are calculated.

Flexible retirement

If you are age 55 (or over) and you have at least 2 years membership with the Tayside Pension Fund you can request flexible retirement. This is a choice where you can access all, or a proportion of your pension earned to date but at the same time as receiving your pension you can continue working for the Care Inspectorate. Flexible retirement is an attractive way it can help with work life balance and the transition into full retirement.

To qualify you must reduce your working hours and/or grade to the extent that your revised salary is no more than 80% of your current salary.


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Job profile

Job title: Planning Manager

Responsible for: Planning Co-ordinator

Principal working contacts

  • Executive Director of Scrutiny and Assurance
  • Chief Inspectors
  • Service Managers
  • Team Managers
  • Strategic Inspectors
  • Inspectors
  • Business Support staff
  • Managers and employees of the Care Inspectorate
  • External agencies/service providers/service users and carers
  • Education Scotland

Job purpose

To manage and co-ordinate the delivery of national inspection planning across a wide range of social care services and services for children and adults to ensure that the Care Inspectorate makes the best use of its resources and performs effectively and efficiently as an independent scrutiny and improvement body.

Key responsibilities

Strategic management

  • In conjunction with the Chief Inspector, develop and manage systems and processes to support effective national inspection planning in order to meet corporate aims and objectives.
  • Build and maintain effective partnerships with Education Scotland, Healthcare Improvement Scotland and other scrutiny and improvement partners to support effective and efficient joint inspection planning.
  • In conjunction with the Chief Inspector develop and deliver strategies, action plans and targets for inspection planning in support of corporate aims and objectives.

Operational management

  • Manage and co-ordinate the effective and efficient delivery of scrutiny and improvement planning activity.
  • Manage and maintain scrutiny plans for the current year and draft plans for subsequent years, ensuring inspection planning activities are consistent with the Care Inspectorate’s objectives and targets.
  • Ensure that the provision of the inspection and capacity planning information is accurate, up-to-date and reliable for managers and staff throughout the organisation to support the planning and delivery of the Care Inspectorate’s scrutiny and improvement functions.
  • Plan and execute the strategic objectives for inspection planning systematically in alignment with the Care Inspectorate’s business objectives.
  • Promote continuous improvement in all aspects of inspection and capacity planning, including quality assurance and consistency of practice.
  • Participate in the recruitment and selection of staff as required.
  • Prepare and present reports to the Chief Inspector, Executive Director of Scrutiny and Assurance or Executive Team as required.
  • Deputise for the Chief Inspector and undertake such other duties as may be required by the Executive Director of Scrutiny and Assurance.

People management

  • Lead and manage a team, ensuring that they work effectively and efficiently to meet the aims, objectives and targets of Care Inspectorate.
  • Provide advice, guidance and support to team members through regular one-to-one supervision, performance development reviews and personal development plans to ensure continuous improvement in their work and support their personal and professional development.
  • Coordinate and monitor administrative support to the team
  • Promote consistent, high quality practice amongst team members, manage their performance and monitor their standards and behaviour.  
  • Promote the health, safety and welfare of staff in accordance with Care Inspectorate policies, procedures and guidance.
  • Promote diversity and equality of opportunity, ensuring that these principles are upheld across all areas of work.

Relationship management

  • As a manager, model corporate behaviour and demonstrate a strong commitment to organisational values.
  • Develop effective working relationships within the team and with managers and staff across the organisation ensuring effective collaborative and cross-directorate working.
  • Develop and maintain effective working relationships with partner scrutiny and improvement bodies and other key stakeholders.
  • Contribute to the continuous development of the Care Inspectorate and manage change effectively and creatively.
  • Promote the work of the Care Inspectorate and raise aware of its work in a positive manner.
  • Ensure effective working protocols in accordance with the Care Inspectorate’s Communications, Human Resources, Finance, IT and Operations function.
  • Demonstrate a commitment to the Care Inspectorate’s aims, vision and values and to the Care Inspectorate’s overall objective of improving care in Scotland.
  • Ensure effective communication of the Care Inspectorate’s work with people who use care services, carers, relatives and advocates.

Other duties

This job may require some travel and may involve some overnight stays and unsocial hours.

This job description is a broad picture of the post at the date of preparation. It is not an exhaustive list of all possible duties and it is recognised that jobs change and evolve over time. Consequently, the post holder will be required to carry out any other duties to the equivalent level that are necessary to fulfil the purpose of the job, and to respond positively to changing business needs.


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