Safer recruitment policy

 

Our commitment to safeguarding and promoting the well-being of children and young people is of paramount importance to us. We hold all staff and volunteers to the highest standards in upholding this commitment.

 

Objectives of the Policy:

• To ensure the recruitment of the most suitable staff members.

• To guarantee equitable and consistent consideration of all job applicants.

• To prevent any form of discrimination based on race, nationality, ethnicity, religion, gender, sexual orientation, marital status, disability, or age.

• To adhere to relevant recommendations and guidelines, including the DfES's "Safeguarding Children: Safer Recruitment and Selection in Education Settings," and the code of practice by the criminal records bureau.

• To conduct essential employment checks (DBS), with clearance required before commencing employment or work supervision.

 

Our Procedure:

• Vacancies are advertised via various methods, including the Leicestershire County Council's website.

• Advertisements consistently convey our commitment to safeguarding children.

• All applicants must complete application forms and subsequently receive a letter indicating whether they have been selected for a face-to-face interview.

• Shortlisted candidates are provided with a comprehensive job description.During interviews, applicants will be requested to provide:

  • Identification (passport or driving license)

  • Relevant qualifications (certificates)

  • Proof of eligibility to work in the UK (official documentation)

  • Disclosure of any relevant criminal history (as per DBS requirements)

  • Explanations for any gaps in employment history.

• All applicants are notified of the outcome of their application.

• Successful candidates are informed that their job offer is contingent upon receiving two satisfactory written references and a clear enhanced DBS check.

• For our home-based settings, OFSTED requires detailed information to conduct suitability checks.

• New staff undergo an 8-week induction period, involving policy readings, operational introductions, and performance monitoring. Inadequate performance during this period may lead to reconsideration of employment.

• Staff are required to inform their manager of any changes in circumstances that might affect their suitability to work with children.

• Existing staff are encouraged to observe new members, identifying potential training needs, particularly in areas like first aid and safeguarding.

 

CREATED: AUGUST 2023   NEXT REVIEW: AUGUST 2024