Where to Forward your timesheets
Please forward your timesheet to Contractor Payments by
facsimile only.
Timesheets should be faxed to the following fax number: 0118 950 9176.
Deadline for submission of timesheets:
- Timesheet received by Tuesday 10am
- Clears Bank Account by end of Friday
We recommend that all Contractors retain a fax confirmation as proof of transmittal.
In the event that you are unable to send your timesheet by facsimile, it can be sent to the following postal address:
RPR Professional Recruitment
Contractor Payments Team
7-13 Alma Street
Reading
Berkshire
RG30 1JS
Client Specific Timesheets:
If you are required to complete a Client specific timesheet, please submit your hours in the same manner.
Submitting Expenses
When claiming business-related expenses, you must ask the Client whether you are to use their company expense claim form or if they wish you to use the RPR expense claim form before you proceed with your claim, otherwise payments may be delayed if the incorrect form has been completed.
If the Client instructs you to use a RPR expenses claim form, you should call the RPR Contractor Payments Team who will be able to e-mail, fax or post to you a copy of the RPR expense claim form to be completed.
Both the Client and you must sign the expense claim form. The total value of the claim must total the value of the VAT receipts, which must be sent with the claim form to the RPR Contractor Payments Team for processing.
Rules, Regulation Mileage & Expense Claims
In accordance with individual Client agreements, mileage for PAYE/Ltd co. can be claimed as a non-taxable element for rates up to 40p per mile. This is in line with the current HM Revenue & Customs legislation. This rule applies for the first 10,000 miles per tax year. If the rate is greater than 40p, then the difference is subject to PAYE/NIC.
Once you have exceeded the 10,000 miles then only the first 25p per mile will be paid as a non-taxable element and thereafter the excess will be subjected to tax and NICs.
A total accumulated mileage figure per tax year should always be completed on the claim form to assist with the above calculation.
All journeys must be of a site-to-site basis and must not include mileage from home to your normal place of work or returning from this point to your home address.
If, in the rare event you do not have a usual place of work and this differs on a day-to-day basis, then mileage can be claimed from your home address.
Details of all journeys claimed for must be outlined on the form.
A mileage rate must always be agreed to quantify the claim. It is not acceptable to just claim directly from a fuel receipt as we are unaware how much fuel was used for business purposes. In cases where no mileage rate is agreed and a receipt is signed off instead, the claim will be subject to PAYE & NIC deductions.
No Client authorisation letter is required prior to payment.
You are able to claim tax relief through the HM Revenue & Customs on the difference between the mileage rate (if below 40p per mile) and the 40p threshold. This is completed on a self-assessment tax return.
Parking & Toll Payments
When these kinds of expenses are incurred for business purposes, receipts must always be attached to the claim form.
Rail / Taxi / Bus Fares: The expense claim form must be completed with details of the journey outlined. Receipts must always be attached to the claim form.
Hotel & Lodging Expenses: All lodging expenses need to be detailed by Name of Lodging on the form. Receipts must always be attached to the claim form.
Telephone Charges: The cost of business telephone calls made from home or your mobile is deductible and can be claimed as a business expense. You must provide a detailed statement highlighting the business calls from the personal calls. If you cannot provide a detailed statement then the telephone calls will have to be paid as an allowance, which is subject to PAYE/NIC.
Other Expenses: If you have any further expenses that fall outside the main types above, please complete the description of what the expense you are claiming relates to and enter in the 'Other Field'. Receipts must always be attached to the claim form.
Limited Companies & VAT
When a Contractor submits a claim form and is working via a Limited Company which is VAT registered, the VAT element must be shown separately to the Net (excluding VAT) on the claim form. RPR will process the expense claim net of VAT. VAT will be added to the payment at the time of processing and subsequently displayed on the Invoice. RPR will then recover the input VAT from HM Revenue & Customs. The above process also ensures that the Client is not then charged VAT on a claim that already includes VAT.
The temporary worker/Contractor and the Client MUST sign all expense claim forms with copies of the VAT receipts attached.
Competency-based interviews work on the principle that past behaviour is the best indicator of how people will behave in the future. Potential employees are required to show how their previous experience and expertise can be used to meet the challenges facing a potential new employer. For an employer, this means allocating key competencies to each role within their organisation and then assessing candidates against these competencies and each other.
Competencies can be split into five areas; each having its own drivers for the business:
Individual competencies – these refer to the personal attributes required for a role and focus on key areas such as decisiveness, integrity, independence etc.
Managerial competencies – as the name suggests, these refer to a person’s ability to manage others and focus on key areas such as leadership, planning and project management.
Motivational competencies – these are the things that drive you and qualities that will be required to succeed in the role. Behaviours such as motivation, initiative and resilience are vital in this area.
Analytical competencies – analytical skills, numerical problem solving, attention to detail and other decision making abilities are explored here.
Interpersonal competencies – these refer to how a person deals with others and covers areas such as communication, openness and the ability to work as part of a team.
Preparation
While each interview will have its own competencies, it is beneficial to prepare answers to questions you anticipate being asked. Reviewing the job description and/or advert will provide the basis on which to structure your answers and show examples of where you have been able to illustrate success in each competency.
The STAR model is a particularly good structure on which to build your responses and will provide an effective way to structure your thoughts.
Situation – describe a situation or problem you have encountered.
Task – outline the task that was required to resolve the issue or problem.
Action – describe the action you took to overcome the issue or problem.
Result – highlight the outcomes achieved.
At the interview
Always be honest about your attributes as you will inevitably get caught out – if not before you start the interview, then very soon afterwards.
Take the time to consider your answers. Don’t think: I’ve already prepared this response so I’m going to continue with it regardless. Ask yourself whether you are using the best example to illustrate the attribute they are interested in. You might find it useful to take notes into the interview; this is not a memory test and notes will allow you to better prepare, giving you more courage in your convictions.
If you are unsure as to what the interviewer is asking you, don’t be afraid to ask them to clarify what they mean – they will not think any less of you. Rather than say “I don’t understand what you mean”, try, “Do you mean such-and-such?” This will show that you have at least tried to interpret what they’ve said.
Finally, make sure you take time to ask the interviewer about the environment, culture and people in the company. The competency process is not only about them evaluating your attributes, but also you evaluating whether the company is right for you.
Although it can safely be said that no two interviews are the same, there are areas that a recruiter will always focus on to draw the best comparison between competing candidates. As “typical” questions, you can safely assume that some, if not all, of the following will feature at some point during the interview. Before you arrive, make sure to plan ahead and prepare answers to these frequently asked questions.
Why do you want this job? Why do you want to work here?
Stress the aspects of the role which have encouraged you to apply, focusing on the issues that matter. Avoid referring to things such as better pay, shorter hours etc. Avoid referring to the negative aspects of your current or most recent role.
What qualities do you think will be required for this job?
Although the job advert will provide a good basis for your answer, use your knowledge of the role and the industry to understand what will help you succeed in the role.
You might want to refer to the personality traits you have that will add value to the technical aspects of the role. Leadership, communication and interpersonal skills will always stand you in good stead.
What do you know about us?
This is your chance to show the employer you are serious about your application. Your interview preparation will have given you a great foundation on which to talk about their products and services, sales figures, news etc.
Talking about any challenges the company faces will also provide further brownie points and increase the likelihood of you standing out from the crowd.
Why should we employ you?
Your aim when answering this question is to show how well you fit the requirements of the job.
Refer to your previous experience and achievements; show how they are relevant to the company and/or role in question and highlight where you can add value.
Why did you join your previous company? Why are you looking to leave now?
Always be positive about your reasons for joining and leaving a company. Avoid saying anything negative about your present or most recent employer. If you are willing to criticise them, this does not bode well for the future and the recruiting company might wonder what you will say about them when you leave.
To say you are looking for a new challenge is always a good way to approach this question. Explain the challenges you faced in your previous role, how you successfully managed them and how these qualities will add value in your new role.
What will you bring to the role/company?
The key to getting the most from this question is to try and anticipate what your future objectives would be if you were to get the job. Your answers should then focus on how you would satisfy these objectives.
Try to also focus on the particular requirements of the role. Look at similar roles inside and outside the company and use this information to show how you will be able to hit the ground running and add immediate value.
Where do you want to be in 2/5/10 years time?
For most people and most roles this question refers to the type of situation they’d like to be in over the specified period. This question therefore provides the opportunity to reinforce your experience and expertise and further make your case.
Employers will respond best if they can see where you will make a positive contribution.
What were your key achievements in your last role?
Focus on one or two achievements that are specifically linked to the role you are applying for.
Either position yourself as the driver of these initiatives or as the person who was able to affect change.
Make sure the examples you use delivered tangible results and you have the figures to support them. The examples should show significant organisational benefits, whether it be making/saving money, increasing efficiency, improving quality etc.
What are your strengths?
This is one of the most frequently asked questions in any interview and you should expect to be faced with both this and the question that follows.
The aim of this question is to convey your level of self-awareness as well as showing you can identify the particular strengths associated with the role.
Avoid merely telling them how great you are and prepare two or three strengths that are particularly relevant to the requirements of the role and/or company.
You should also look to analyse why you are strong in these areas and how you can make a difference.
What are your weaknesses?
This has the potential to be a really tough question if you’ve not carefully considered how to answer it.
A strong answer starts by saying you are not actually weak in any area but then lists areas for improvement that could be interpreted as strengths, for example not giving up on something when you strongly believe in it.
This question will inevitably prompt follow-up questions, enabling you to show how you are working on managing your weaknesses.
Tell me about a big challenge or difficulty you faced and how you dealt with it?
This question allows the opportunity to show you can achieve results in the face of adversity and that you are professional regardless of the challenges you are faced with. It also allows the interviewer to explore your definition of difficult and whether you can show a logical approach to problem solving. Again, this will provide you with an opportunity to show how you can shine and will reinforce your ability to negotiate and navigate choppy waters. Make sure you are not overly critical about your former/current colleagues/company, and again focus on where you were key to the resolution.
