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At Marian House we recognise that our human resources are our most important asset, upon whom we rely on to provide insight, love, warmth and skill in their work with the care home.

Accordingly, we work hard to attract and retain high-calibre employees across the organisation, who will each, regardless of their individual role, contribute to the high standard of person centred care that is delivered within our Nursing Home

Terms and conditions

We provide excellent terms and conditions of employment with a salary scale for each post that enables staff to progress up the scale with experience and good performance.

We pay the Outer London allowance to all staff and we believe our salary scales are competitive with the NHS and better than similar Care Homes.

Work/Life balance

We offer 30 days annual leave (including 8 days bank holidays) which exceeds the national minimum required. We also support those who need time off to recuperate from illness, although we hope you will not need to be off sick too much! We understand the importance of family life and have policies and procedures to support those who need family leave and time off for various emergency situations. We are sure you will find us a compassionate employer at these times of need.

Equality and diversity

We value all people for the contribution they bring to our community and our lives and we respect those who have other religious beliefs of none. This ethos underpins our equality policy and procedures and we actively encourage all our staff to share this commitment to value our diverse workforce, dealing promptly with any difficulties if they arise.

Training and professional development

We hold regular professional supervision sessions for Care staff to evaluate professional practice.

We have a commitment to the career development of all staff, providing regular professional updating and training. Our structure allows for excellent promotional opportunities for carers and a good appraisal scheme in place. Line managers will work with you to make sure you get the opportunity to use your strengths and develop new skills and knowledge

Protecting vulnerable people

We have procedures and a policy to safeguard those vulnerable adults in our care and you will be asked to complete a DBS check if you do not currently subscribe to the DBS update service.

During your employment with us we will pay the annual subscription for you to subscribe to the update service and we will occasionally check the on line service to ensure that you continue to hold a clean record.

Existing convictions or cautions

If you have any previous convictions or police cautions, however long ago and however minor, they will need to be declared on the DBS form – even if it was something that happened out of the UK.
Cautions and convictions will not necessarily prevent you from working with us; it depends on the nature of the crime, how long ago it was and what happened.
You should be aware that provision of false information on the DBS form is an offence and could result in the application being rejected. If you are barred from working with vulnerable adults you will be aware that it is a criminal offence to apply for this post and a criminal offence for the organisation to employ you. In these cases we will inform the police.

If you are currently working with vulnerable adults, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences, including disciplinary offences relating to vulnerable adults.


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