Policy for Safer Recruitment
In order to ensure the safety of the children within our nursery, it is essential that appropriate recruitment and selection procedures are followed in accordance with The Education Regulations 2010, guidance entitled Keeping Children Safe in Education 2015 (KCSIE), Equality Act 2010 and Protection of Freedom Act 2012.Reference should also be made to our Policy and Procedure for Safeguarding Children. This policy has been put together to bring in more robust procedures and a tighter timeframe to comply with current best practice.
- To protect and safeguard the children of our nursery community
- To establish a robust and efficient system of vetting and checking
- To maintain comprehensive centralised records of evidence of safe recruitment
- To ensure that when a post is advertised the advertisement makes clear the nursery’s commitment to safeguarding and promoting the welfare of children.
- To ensure the job description makes reference to the responsibility for safeguarding and promoting the welfare of children
- To ensure the person specification includes specific reference to suitability to work with children
- To obtain and scrutinise comprehensive information from short listed applicants, check on previous employment history and experience and take up and satisfactorily resolve any discrepancies or anomalies
- To verify the identity and academic or vocational qualifications of short listed applicants
- To conduct a face-to-face interview that explores the short listed applicant’s suitability to work with children as well as his or her suitability for the post
- To obtain independent professional and character references that answer specific questions to help assess the preferred applicant(s) suitability to work with children and follow up any concerns
- To verify that the preferred applicant has the capacity for the job (having regard to Section 60 of Equality Act 2010)
- To obtain a valid Enhanced DBS certificate for the applicant
- To check that staff employed after 1 January 2015 to work in early years provision, and employees who are directly concerned in the management of such provision are not disqualified and that no members of their households are disqualified
- To ensure that appropriate child protection checks and procedures apply to any other staff employed by another organisation and working with our children.
Separate procedures apply for supply staff not employed directly by the school and volunteers– see below.
Single Central Register of Staff
Jo Turnbull is responsible for compiling and updating the Single Central Register of Staff. The checks included on the Single Central Register are listed at Appendix 1.
Procedures for recruiting staff
The procedures to be followed:
- Drawing up a short list
- The interview process
- Offer of appointment
- Post appointment
- Advertisement to include statement of the nursery’s commitment to safeguarding and promoting the welfare of children and advises applicants of the DBS check
- Advertisement to indicate that applicants must request an application form
- On request, send application form, job description (which includes a requirement for compliance with the school’s child safeguarding policy) and person specification
Drawing up a short list
- Application form scrutinised to ensure it does not contain any discrepancies and to identify gaps in employment – which should be noted in considering whether to short list an applicant
- All candidates to be assessed equally against criteria contained in the person specification.
- A short list of candidates will then be drawn up.
- References of the short listed candidates (open references and testimonials not acceptable) to be taken up wherever possible in the first instance by telephone with the request to the referee that a reference form may be sent for completion. If a reference cannot be taken up at this stage a further interview may be subsequently arranged, see below.
- Short listed candidates called for interview.
The interview process
- The interview would assess the merit of each candidate against the job requirements andexplore their suitability to work with children
- Candidates for interview would be given all necessary information concerning time, place, etc.how the interview and trial lesson would be conducted and who would form part of the interview process. Any attendance requirements of the candidate will also be requested.
- Documentary evidence of identity that would satisfy DBS requirements is requested
- Copies of all these will be kept on the successful candidate’s personal record file. Documentary evidence of unsuccessful candidates will be shredded.
- In most instances the interviews will be conducted by two interviewers (at least one interviewer being a safer recruitment trained member of staff). An agreed set of questions will be drawn up relating to the requirements of the post and the issues to be explored with each candidate based on the information provided in the candidate’s application form and references (if available)
Also explored will be:
- The candidate’s attitude towards children and young people
- His or her ability to support the school’s agenda for safeguarding and promoting the welfare of children
- Gaps in the candidate’s employment history (if applicable)
- Concerns or discrepancies arising from the information provided by the candidate or a referee
- The candidate will be asked if he/she wishes to declare anything in light of the
requirement for a DBS disclosure
An agreed trial session will form part of the interview process and will be observed by two members of staff: one member of the interview panel along with another member of nursery staff.
- The candidate will be informed of the timeframe for announcing the outcome of the recruitment process.
- Two written references will be obtained for the preferred applicant.
- A final interview of the preferred applicant will take place (if required) to investigate any discrepancies between the application form, information provided at first interview and information provided in the references.
Offer of appointment
Offer of appointment will be conditional on receipt of the following:
- Satisfactory enhanced DBS disclosure
- At least two satisfactory character and professional references (as appropriate)
- Check that the member of staff is not subject to a Prohibition Order, if appropriate, or appears on the Barred List (Employer access online) – especially important in the cases of those holding “portable” DBS cetificates.
- Verification of
- Medical fitness
- Right to work in UK
- Previous employment history
- Proof of qualifications
- Disqualification by Association declaration (where appropriate)
- Where applicant has lived or worked overseas, further checks will be made as appropriate.
Each new appointment will be entered on the Single Central Register by Jo Turnbull at the time of making the job offer. The Single Register details all the checks undertaken, when they were undertaken and who checked them.
DBS certificates will be checked and the certificate number logged on the SCR. Certificate returned to candidate.
Where a DBS disclosure has not been received before the commencement of employment, a Barred List check will be carried out . A Barred List check will also be carried out where a ‘portable’ DBS is used. If the new member of staff has subscribed to the DBS ‘updating service’, a status check of the individual’s DBS will be carried out. A risk assessment will be carried out, to ensure the candidate has no unsupervised access to children.
No member of staff or volunteer will be left unsupervised with children until they have a satisfactory DBS.
A risk assessment will be carried out in these circumstances and reviewed on a regular basis.
Procedure should there be a disclosure on DBS form
The Head and Chair of the Nursery Management Committee, undertake to discuss any matter revealed in a Disclosure with the person seeking a position at the nursery. Having a caution or conviction will not necessarily bar an applicant from working in the nursery. It will depend on the nature of the position and the circumstances, background and nature of the offence. The Head, along with the Chair of the NMC, should make a judgement based on the information revealed and a discussion with the candidate as to whether employing the candidate would in any way compromise his/her duty of safeguarding and protecting the children in her/his care.
We conduct an Induction Inset for all staff and volunteers to:
- Provide training and information about our policies and procedures
- Support individuals in a way that is appropriate for the role for which they have been engaged
- Confirm safe practice and standards of conduct and behaviour expected of staff and pupils within the school
- Provide opportunities for a new member of staff or volunteer to discuss any issues or concerns about their role or responsibilities
- In the case of students, enable their mentor to recognise any concerns or issues about the person’s ability or suitability at the outset and address them immediately
- Ensure new staff are aware of the policies and procedures that relate to safeguarding and promoting the welfare and safety of children, and have been given a copy of KCSIE and have been given the fire safety induction.
- Explain how and to whom any concerns about issues mentioned above should be raised
- Raise any relevant personnel procedures, eg disciplinary, whistle blowing.
- Ensure new staff receive the Code of Conduct and an appropriate Staff Handbook.
Procedure for supply staff
No person may begin work in the nursery unless we have received written notification from the supply agency, that all appropriate checks have been carried out including: identity, relevant qualifications where appropriate, an enhanced DBS disclosure, further checks if person has lived outside UK, right to work in UK, prohibition order checks, Disqualification by Association check and Barred List check. Agencies must provide DBS checks dated in last three years for supply staff. Before a person begins work at the nursery (irrespective of any checks carried out by the employment business) the person’s identity and DBS certificate will be checked Where a supply teacher will be at the school for more than 3 consecutive days, safeguarding induction will be provided together with copies of safeguarding documentation.
Procedure for recruiting parent volunteers
When a parent is involved in a school activity on a supervised and ‘one off’ basis, such as a school trip, vetting checks would not normally be required. If a parent becomes involved in a school activity on a regular basis, a copy of ID will be requested and held on file. An informal interview with the Head will take place. The need for written references will be at the discretion of the Head. The parent will be briefed by the Head, with safeguarding and procedural documentation. We will obtain a DBS disclosure where it is considered that the role will be ‘unsupervised’. No volunteer in regulated activity will be left unsupervised with children until they have a satisfactory DBS. The Head will be responsible for keeping a list of all current parent volunteers who have been DBS checked and inform other members of staff accordingly.
Procedure to check visitors to the nursery
Visitors to the must sign the Visitors’ Book on arrival (kept in the foyer) They will be made aware of fire procedures and provided with a copy of appropriate safeguarding information, if appropriate. They are reminded to turn off their mobile phones. Visitor tags are worn by all non-permanent staff and visitors
Visitors must not be left unsupervised whilst on nursery premises.
Contents of Single Central Register
St Peter’s Nursery has decided to adopt a best practice approach by compiling a Single Central Register entering data obtained from all relevant checks (both statutory and non-statutory) and any relevant additional information.
A list of all checks which must be recorded on the School’s SCR are set out below together with additional details.
The information recorded on the SCR is whether or not each check was carried out, the date on which the check was completed (or the certificate obtained) and the initials of the member of staff who carried out the check, where appropriate.
- Identity including name, address and date of birth
- Position description
- Employment start date
The date entered on the SCR is the employment contract start date as well as the date work actually started with children present.
- Qualifications required
Where an individual claims to hold qualifications as part of an application for a position these are checked in advance of employment and the date of the check logged under this column. Not all appointments are subject to qualification requirements.
- Enhanced DBS disclosure
We are required to undertake an enhanced DBS check on all staff in ‘regulated’ activity. This covers nearly all appointments to the School workforce. The Disclosure Number and Date of Issue, together with the date and initials of person who checked the DBS is recorded on the SCR. Whether a disclosure is noted on the DBS is also recorded.
- Children’s Barred List
Where the position applied for amounts to ‘regulated activity’ St Peter’s obtains confirmation that the applicant is not named on the Children’s Barred List. All positions at the nursery will amount to regulated activity and a Children’s Barred List check will therefore be carried out in nearly all cases. This check is completed as part of the Enhanced DBS check. Where an individual commences work prior to the School receiving the DBS disclosure a separate check of the Children’s Barred List will be carried out before work starts
- Disqualification by Association This applies to employees who work in early years provision and in relevant later years provision. Staff must sign a self declaration form confirming that they are not disqualified from working with children and that they are not living in the same household as a person who is disqualified. This requirement comes into force in early 2015.
- Right to work in the UK
In most cases this will be confirmed by provision of an EEA/EU passport or current visa demonstrating right to work in the UK. If confirmation is anything other than an EEA/ EU passport then details are entered in the ‘further information’ column.
- Overseas criminal records or certificate of good conduct Individuals who have lived or worked outside the UK must undergo the same checks as all other staff in schools or colleges (ie all those listed without an asterisk here). In addition, the School will make such further checks as it considers appropriate in order to verify a person’s suitability to work with children due to them having lived or worked overseas prior to their being appointed to a position at the School. The date of receipt of the overseas criminal records check / certificate of good conduct is logged in this column with additional information logged under the ‘further information’ column if necessary.
- Two written references obtained
Two satisfactory written references are required
- Application Form
Confirmation that any gaps have been explained and checked by interviewer. Date confirmed and initials of checker are entered on the SCR.
- Medical fitness
A declaration is required from all staff, duly signed, that they know of no reasons, on grounds of mental or physical health, why they should not be able to discharge with due care and skill the responsibilities required by the post in question.
- Latest Child Protection Training undertaken (and date)
All staff will receive child protection training that is updated regularly in accordance with the RBKC Safeguarding Children Board guidance. The date of this training is logged under this column on the SCR.
- Latest Internal Safeguarding and Child Protection Induction
New staff, including temporary staff and volunteers will receive training on appointment as part of their induction, overseen by the Designated Safeguarding Lead (DSL), which includes: Policy for Safeguarding Children, Code of Conduct, the identity of the DSLs and deputy and a copy of Part 1 of KCSIE. All staff will be required to sign to confirm that they have understood this information. The date of the induction training is entered on the SCR under this column. Existing staff also receive regular internal training and this is also entered in this column.
- Confirmation of receipt of KCSIE, Part 1
This confirms the date of receipt of KCSIE, Part 1, to each member of staff and any subsequent updates
Receipt of Safeguarding & Child Protection documents
- All staff are required to confirm that they have received and read all the relevant safeguarding and child protection documents and know the location of all school policies. This is the latest date they signed the form to confirm this.