CY Executive Resourcing Limited is committed to providing a quality service and working in an open and accountable way that builds trust and respect. One of the ways in which we can continue to improve our service is by listening and responding to the views of our clients and stakeholders, and in particular by responding positively to complaints, and by putting mistakes right.
Therefore, we aim to ensure that:
complaint as a clear expression of dissatisfaction with our service which calls for an immediate response
we deal with it promptly, politely and, when appropriate, confidentially
we respond in the right way - for example, with an explanation, or an apology where we have got things wrong, or information on any action taken etc.
we learn from complaints, use them to improve our service, and review annually our complaints policy and procedures
We recognise that many concerns will be raised informally and dealt with quickly. Our aims are to:
resolve informal concerns quickly
keep matters low-key
enable mediation between the complainant and the individual to whom the complaint has been referred
This policy ensures that we welcome compliments and provide guidelines for dealing with complaints from members of the public about our services, facilities, staff and volunteers.
A complaint is defined as an expression of dissatisfaction; however, it is expressed. This would include complaints expressed face to face, via a phone call, in writing, via an email or any other method. All staff should have sufficient knowledge to be able to identify an “expression of dissatisfaction” even when the word “complain” or “complaint” is not used.
We are always glad to hear from people who are satisfied with the service we offer. All complaints are recorded, acknowledged, and a copy sent to the relevant service manager to provide feedback to the member of staff or service.
The formal complaints procedure is intended to ensure that all complaints are handled fairly, consistently, and wherever possible resolved to the complaint and satisfaction.
CY Executive Resourcing Limited responsibility will be to:
acknowledge the formal complaint in writing;
respond within a stated period of time of 24 hours;
deal responsibly and sensitively with the complaint; and
take action where appropriate.
A complainant’s responsibility is to:
Bring their complaint, in writing, to CY Executive Resourcing Limited attention normally within one week of the issue arising;
raise concerns promptly I'm directly with a member of staff in CY Executive Resourcing Limited;
explain the problem as clearly and as fully as possible, including any action taken to date;
allow CY Executive Resourcing Limited a reasonable time to deal with the matter, and
recognise but some circumstances maybe beyond CY Executive Resourcing Limited control.
Except in exceptional circumstances, every attempt will be made to ensure that both the complaint and CY Executive Resourcing Limited maintain confidentiality. However, the circumstances giving rise to the complaint may be such that it is not possible to maintain confidentiality (with each complaint judged on its own facts). Should this be the case, the situation will be explained to be complainant.
Written records must be made by CY Executive Resourcing Limited at each stage of the procedure.
In the first instance, staff member(s) must establish the seriousness of the complaint. An informal approach is appropriate when it can be achieved. But if concerns cannot be satisfactorily resolved informally, then the formal complaints procedure should be followed.
If the complaint cannot be resolved informally, the member of the public should be advised that a formal complaint may be made, and the following procedure should be explained to them. It may sometimes be appropriate for a different member of staff, preferably a member of the Management Team, to make this explanation.
a) A formal complaint can be made either verbally or in writing. If verbally, a statement should be taken by a member of the Management Team, staff member or a supervisor.
b) In all cases, the complaint must be passed on to Vural Aglamaz,Vural.Aglamaz@cyresourcing.com, In the event of a complaint about Vural Aglamaz the complaint should be passed to Andrew Vaughan, Andrew@cyresourcing.com.c) The responsible person, depending on the nature of the complaint, must acknowledge the complaint in writing within 24 hours of receiving it.
d) One of the above will investigate the complaint. Any conclusions reached should be
discussed with the staff member involved and their Line Manager.
e) The person making the complaint will receive a response based on the investigation within
four weeks of the complaint being received. If this is not possible then a letter must be sent explaining why.
a) If the complainant is not satisfied with the above decision, then Kurt Rimell-Lejeune will be notified and involved, Kurt@cyresourcing.com
b) The Director will examine the complaint and may wish to carry out further interviews, examine files / notes. They will respond within four weeks in writing. Their decision will be final.
Date of review: December 2021
Next review date: December 2022
Name and title: Kurt Rimell-Lejeune, Managing Partner
Signed: Kurt Rimell-Lejeune