Jobs & Training

There is a huge range of jobs open to you, with many offering flexible hours that might suit you better than the conventional nine to five.

You could also choose to work part time. But however you choose to work you will be doing a job that is varied and worthwhile.

There are entry routes available for people of all ages and all levels of experience. Entrants to the workforce include those starting work for the first time, those returning to work after a break and those looking for a change of career. The most important qualities you need are an interest in people and a respect for what makes them special.

There are entry routes available for people of all ages and all levels of experience. Entrants to the workforce include those starting work for the first time, those returning to work after a break and those looking for a change of career. The most important qualities you need are an interest in people and a respect for what makes them special.


Currently Recruiting

Live-in Care Worker

  • £490 – £679 per week
  • South West
  • Posted on 5-Nov-2014

Health Care Assistant HCA1

  • Weekdays from £8.24 & Weekends from £9.24 per hour
  • Plymouth, Devon
  • Posted on 5-Nov-2014

Community Care Worker – CCW1

  • £7.60ph Mon-Fri £8.00ph Sat-Sun.
  • Plymouth, Devon
  • Posted on 5-Nov-2014

Community Care Worker – CCW2

  • £8.50ph Mon-Fri £9.00ph Sat-Sun
  • Plymouth, Devon
  • Posted on 5-Nov-2014

Nursing Agency Care Worker

  • £7.76 – £16.40 per hour
  • Plymouth, Devon
  • Posted on 5-Nov-2014

Furthering Careers and Developing our staff

Sunshine Care is committed to offering development and learning opportunities for all full-time and part-time staff.

No matter where you start within our organisation, you will have access to extra training and be given every opportunity to progress within the organisation.

You will receive an annual personal development review and development plan to support your career progression and you will be encouraged to extend your range of skills and knowledge and take on new responsibilities.

If you want to take your job further there will be an opportunity to gain more skills and professional qualifications.

There are different levels of qualification suitable for every stage of your career.

Level 1

is introductory, for those new to working in a particular area. It covers routine tasks and develops basic knowledge and understanding.

Level 2

qualifications recognise the ability to perform varied tasks with some guidance or supervision and enable you to gain a good knowledge and understanding.

Level 3

is for those who work on their own initiative, planning and organising their own work and supervising others, for example, a senior care assistant or mentor.

Level 4

is for experienced practitioners and managers who carry out complex and non-routine tasks.

Level 5

and above involves personal autonomy and significant responsibility for the work of others and for the allocation of resources.

Do you want to be a Nurse, a Physiotherapist, or a Paramedic?



We will give you essential social care experience in a number of key areas, dealing with different health conditions. This will help you to decide which career route to follow.


You will work towards qualifications which can be used as entry to further courses, such as nursing or as entry into other caring professions such as radiography, dietetics or speech and language therapy. The entry requirements are variable from one Trust to another. Some Trusts will not require formal qualifications but will look for evidence of other skills.

Recruitment and Retention

The effective implementation of induction in social care is a major factor in the delivery of high-quality care and support. This is achieved, in Sunshine Care, by ensuring that staff achieve acceptable levels of competence to practice and show commitment to practices that value diversity, reablement and empowerment.


All staff in Sunshine Care, including students and agency staff, attend our four-day Skills for Care Induction Training before they are allowed to work in the community or in residential care.

Sunshine Care has a legal responsibility to ensure that no unlawful discrimination occurs in the recruitment and selection process on the grounds of sex, race, disability, age, sexual orientation, and religion or belief. Equality of opportunity is an integral part of the recruitment and selection process; and to further this objective, we offer training and encouragement to any under-represented groups.

Job advertisements may state that the employer encourages applications from those groups that are under-represented in the organisation.

The Equality Act, October 2010, offers protection to groups who were protected by previous equality legislation, for example on grounds of age, disability, gender, gender reassignment, race, religion or belief, sexual orientation, marriage and civil partnership and pregnancy and maternity.

It extends some protections to groups not previously covered, and also strengthens particular aspects of equality law.

Interviews and Selection

Our selection process is about finding the right person with the right skills, attitude and commitment for the job. This selection process involves a series of activities, which collect relevant evidence and then use criteria to identify the respective strengths and weaknesses of the individuals concerned.

We narrow down the numbers of applicants until the strongest candidates are identified.


The concluding part of the selection process is the provisional offer of employment, pending the outcome of the Induction Training week and various checks and references. As well as references from previous employment, there are statutory checks that are essential when a candidate’s suitability for employment is to be confirmed.

Performance Management

To manage performance effectively we recognise the importance of engaging our staff in these supervision processes.

At Sunshine Care we use performance management to realise our potential against performance targets; to deliver high-quality services; and to identify opportunities for improvement, change and innovation. These systems are designed to get the best out of people in the workplace, and to deliver the best for people who use our services.


Our performance management is not only about achieving targets; it also emphasises the core social care values of respect; locating people who use services at the centre of the care services. Approached in this way, performance management promotes excellence in service delivery and results in a more highly motivated and involved workforce.This is key to staff retention.

We view theCare Quality Commission inspection processes as opportunities for improving performance and services, rather than experiences of scrutiny to be feared.

The involvement of people who use our services is a key feature of our performance management framework.