Clever Clogs Pre-School

Safeguarding Children

Clever Clogs Pre-school

1.8 Safer Recruitment

Policy Statement

This policy describes the systems in place to recruit staff, volunteers, students and parent/carer helpers. This policy supports us to determine whether an individual is suitable to work, be responsible for and have regular contact with children. The organisation is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.

Procedures

Recruitment for paid employees/staff

Definition of “Staff”
A person working under the control or direction of another, under a contract or employment in return of wage or salary.

Positions are advertised through appropriate media and in a way that ensures that we attract high quality applicants from diverse backgrounds.
Candidates will receive a job description and person specification for the position. This includes the persons responsibilities in relation to safeguarding.
All candidates are required to complete an application form before the short-list is made.
There are at least 2 people (one person must have completed safer recruitment training) involved in short-listing the applicants.
All applications will be reviewed against the criteria in the job role description and person specification.
All short-list applicants will be required to attend a face to face interview, where they must provide all relevant documents.
There will be a minimum of 2 people (one person must have completed safer recruitment training) carrying out the face to face interview and successful applicants may be required to attend a second interview.
Original copies of relevant certificates/qualifications are required from all candidates at the interview stage.
Candidates must provide proof of identity at the interview, this must be photographic identity such as a passport or driving license, together with confirmation of their current address.
Under the Asylum and Immigration Act 1996, candidates must provide documentary evidence of the right to work in the UK at the interview. The interviewer must ask to see evidence of identity and British or European Economic Area citizenship, e.g a British birth certificate, British or EEA passport together with their National Insurance Number.
A full history of employment and two written references are required for any job role. Employment history will be discussed in the interview and candidates will be asked to explain any gaps.
An Enhanced Disclosure Barring Services (BBS) check will be carried out prior to offering any position in the setting. This will also be highlighted in the job description.
Successful applicants are be placed on an induction period for 3 months, with a review before they are confirmed in position.
Successful applicants must provide a P45 from their last employement. If they have no P45, they should complete a P46 form and return to the manager.
No candidate is treated unfairly on any grounds including race, colour, nationality, ethic or national origin, religion or religious belief, sex or sexual orientation, marital status, disability, age, and offending background.

Recruitment for volunteers, parents/helpers and students

Definition of “Volunteer”
The Disclosure and Barring Service (DBS) define a volunteer as: a person who is engaged in any activity which involves spending time, unpaid, doing something which aims to benefit someone other than or in addition to close relatives.

All candidates are required to attend an interview where they will fill out a contact card and must highlight any health related issues, e.g allergies, disabilities, known medical conditions.
All volunteers and students above 16 require an Enhanced Disclosure Barring Services (BBS) check.
Volunteers and students are never left alone with the children and will not take part in nappy changing or taking children to the toilet.
Students are not included in ratio.
No candidate is treated unfairly on any grounds including race, colour, nationality, ethic or national origin, religion or religious belief, sex or sexual orientation, marital status, disability, age, and offending background.
Volunteers and students are required to familiarise themselves with the safeguarding policies and procedures.
We co-operate with students tutors in order to help students fulfil the requirements of their course.
On students first day of placement, are provided with a short induction on how our setting is managed, how our sessions are organised and our policies and procedures.
Recruitment Complaints

Complaints surrounding recruitment should be directed to the manager, who will investigate and make a formal written response to the complainant within 10 working days of the complaint being received.

Changes to staff

We will inform Ofsted of any changes to the person responsible for our setting.

Managing staff absences
Managers organise staff annual leave so that ratios are not compromised.
Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios are maintained.
Sick leave is monitored and action is taken where necessary, in accordance with the contract of employment.
Induction of staff and volunteers
On staff and volunteers first day of work/placement, they are provided with a short induction on how our setting is managed, how our sessions are organised and our policies and procedures.
Successful applicants will be required to familiarise themselves with the settings safeguarding and whistleblowing policies and procedures on the settings website.
An appropriate induction is provided for all individuals, and we ensure they are made aware of how to keep children safe in pre-school.
Individuals will be shown around the building to familiarise themselves.
Fire exits and assembly points will be highlighted, and a fire drill will take place shortly after the individual has started work.
An induction period lasts at least two weeks. The managers will induct new staff and volunteers.
During the induction period, the individual must demonstrate understanding of and compliance with policies, procedures, tasks and routines.

Date: February 2022
Reviewed by: Hannah Miller (Deputy Manager)
A review of the Safer Recruitments policy was carried out and amendments were made to section 2. Section 4, 5 and 6 were also added to the policy.

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