Safer recruitment and induction
We are vigilant in our recruitment procedures, aiming to ensure all people working with children are suitable to do so. In all recruitment documents, we highlight that we are committed to safeguarding and promoting the welfare of children and expect all staff and volunteers to share this commitment.
Advertising
Recruitment literature should include details of our equal opportunities policy and our safer recruitment procedures, including the requirement for a self-disclosure form, an enhanced DBS check, and at least two independent references for every new employee. We also include the requirement for an additional criminal records check (or checks if more than one country) for anyone who has lived or worked abroad for more than 3 months in the last five years. A check should also be done to ensure the person’s right to work in the UK. A copy of their passport will be taken, if not a UK citizen then further checks are required (please refer to UK Government Right to Work Guide).
Application pack
Applicants will be asked to provide two referees before interview. One should be a character reference and one from their current or last employer. If their last role did not involve working with children but they have done such a role previously, we would ask for one from this employer too. Reference will not be taken up until a job offer is made but the role cannot be undertaken until references are received.
The application pack will include:
job description
statement of our commitment to safeguarding and equal opportunities (in our job application form)
a list of required documentation for: photo id, eligibility to work in UK, and original qualification certificates if required
Interview stage
We shortlist all suitable candidates using the specifications of the description to identify all potentially suitable candidates. We ensure all applicants receive correspondence regardless of whether they are successful in reaching the interview stage or not.
Candidates are invited for an initial visit, as an outdoor setting its important they understand all that this entails.
Candidates will be invited to interview with an explanation of the interview process, who will be interviewing them, how long it will take and asked to bring qualification documents if required.
The manager will decide the most appropriate people for the interview panel. There will be at least two people involved, one will have attended safer recruitment training and both are involved in the overall decision making.
The interview will explore any gaps in the candidate’s employment history. The candidate will be asked to provide proof of their qualifications, where applicable. All qualifications will be checked and copies taken for their personnel files where applicable if they should become employed by us.
All candidates reaching the interview stage are questioned using the same set criteria regarding experience, the role itself and safeguarding.
Candidates may be asked to take part in an appropriate supervised practical exercise e.g. reading a story with the children.
Decision making process
After interviewing all the suitable candidates, the interviewers will select the most suitable candidate for the position. The successful candidate will be given a job offer and start date. Every candidate will receive communication from preschool stating whether they have been successful or not.
After the job offer, prior to employment:
The successful candidate will be offered the position subject to at least two references from previous employment (this must be within the last 5 years) or, in the case of a newly qualified student, their tutor and a personal or professional reference. These references will be taken up before employment commences, or as soon as is practicable. This may be verbal initially and then followed up with a written reference which will form part of their personnel file.
They will be asked to compete a Self Declaration form in the first instance.
They will be asked for proof of Right to Work in the form of a UK or Irish passport, (a birth certificate can also be used alongside NI number) this can be seen when providing evidence for their DBS check,
If the candidate has lived overseas for more than 3 months in the last 5 years we will carry out an overseas criminal record check. In addition, if a candidate has worked with children overseas and not in the UK it is good practice to seek a criminal record check to cover that period.
All potential employees, other than those who have registered for the continuous updating service (see below), will be subject to an enhanced Disclosure and Barring Service (DBS) check. This will be initiated before the member of staff starts work in preschool and they will not have unsupervised access to any child or their records, before this check comes back clear.
All potential employees who are on the update service will have their DBS status checked and the information recorded in the single central register - (passport should still be seen to Right to Work).
New employees
Once a candidate accepts the job offer and all checks are in place they will be issued with a contract, this includes a probationary period.
They will be sent an electronic copy of our Staff Handbook.
New employees will be closely supervised and take up duties in line with the induction process.
New employees will be given time to read and familiarise themselves with preschool policies including but not limited to Safeguarding, Accidents and Injuries, Behaviour, Allegations Against Staff and Whistleblowing.
Preschool will record and retain details about new employees, including qualifications, identity checks carried out, and the vetting process completed. Also the disclosure and barring service reference number, the date the disclosure was obtained, and details of who obtained it.
If the individual has registered on the DBS system since 17 July 2013, managers may use the update service with the candidate’s permission instead of carrying out an enhanced DBS check.
All new members of staff will undergo an intensive induction period, during which time they will be shown how to log onto the Academy and Enable platforms and given time to complete a Safeguarding qualification. They will also shadow a member of staff.
During their induction period all new staff will receive training on how to safeguard children in their care through all safeguarding, emergency evacuation and health and safety procedures including the importance of risky play and how this should be managed.
The new member of staff will have regular meetings with the manager during their induction period to discuss their progress.
Ongoing support and checks
All staff are responsible for notifying the manager in person if any there are any changes to their circumstances that may affect their suitability to work with children. This includes any incidents occurring outside preschool. Staff will face disciplinary action should they fail to notify the manager immediately. Staff suitability status will also be checked through the completing of termly disqualification declarations.
All members of staff will discuss any health concerns at induction and during supervision to ensure management have a good knowledge of any changes that may require support or additional resources to aid them to carry out their day-to-day duties. Management may require this more regularly where health circumstances change.
Every member of staff will have regular supervision. This will provide an opportunity for the manager and member of staff to discuss training needs for the following term as well as evaluate and discuss their performance and make targets for action and support. Safeguarding is also discussed and any concerns are written down and discussed at the regular managers’ meeting. We also ask staff to complete a wellbeing survey and our counsellor is available for support.
Useful links:
Criminal Records Checks Overseas
Feb 24