SAFER RECRUITMENT POLICY
Nelmes Pre-School is committed to safeguarding and promoting the welfare of all attending children and expects all its staff, volunteers and guest visitors to share this commitment.
Nelmes Pre-School will safeguard and promote the welfare of all attending children in compliance with Early Years Foundation Stage Statutory Framework for Group and School-based Providers (2024).
For all staff appointments, Nelmes Pre-School will:
• ensure that the details of the position advertisement make reference to the responsibility for safeguarding and promoting the welfare of children.
• provide a job description that clearly states the main duties and responsibilities of the post
and the individual’s responsibility for promoting and safeguarding the welfare of children
• provide a person specification that describes the competences and qualities that the applicant should have in addition to qualifications and experience relevant to the position.
• ensure that the application form states that the successful applicant will be required to provide an enhanced DBS check. All positions are subject to enhanced DBS checks.
• obtain a full employment history via a completed Application Form
• scrutinise the applicant’s employment record looking for any gaps in employment, anomalies or discrepancies and question these should the applicant be invited to attend for interview
• check previous employment history and experience – gaining 2 satisfactory written references.
• organise and conduct face to face interviews with suitable applicants for the position.
• check the applicant’s identity and right to work in the UK, and keep a record of this.
• require proof of the successful candidate’s qualifications, academic and vocational, as claimed on the application form.
• state clearly verbally, and in writing that any offer made is subject to satisfactory references, and enhanced DBS check.
SAFER RECRUITMENT CHECKLIST
| Pre-interview | Initials | Date |
| Planning – timetable decided: job specification and description and other documents to be provided to applicants, reviewed and updated as necessary. Application form seeks all relevant information and includes relevant statements about references etc. | ||
| Vacancy advertised – (where appropriate) advertisement includes reference to safeguarding policy, that is, statement of commitment to safeguard and promoting welfare of children and need for successful applicant to be DBS checked. | ||
| Applications on receipt – Scrutinised – any discrepancies/ anomalies / gaps in employment noted to explore if candidate considered for shortlisting. | ||
| Interview Panel – Minimum of two people on the Interview Panel. They should be briefed and at least 1 member suitability trained in safer recruitment. | ||
| Shortlist prepared | ||
| References – Seeking – sought directly from referee on shortlisted candidates; ask recommended specific questions; including any previous safeguarding allegations. | ||
| Reference – on receipt checked against information on application; scrutinise; any discrepancy/issue of concern noted to take up with referee and/or applicant (at interview if possible). | ||
| Invitation to interview – includes all relevant information and instructions. | ||
| Interview arrangements – at least 2 interviewers; panel members have authority to appoint; have met and agreed issues and questions/assessment criteria/standards. | ||
| Interview – explores applicant’s suitability for work with children as well as
suitability for the requirements of the post. |
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| Note – Identity and qualifications of successful applicant verified on the day of interview by scrutiny of appropriate original documents; copies of documents taken and places on file. | ||
| Conditional offer of appointment – offer of appointment is made on conditional satisfactory completion of the following pre-appointment checks and consideration of a probationary period. | ||
| References – receive and check (If not obtained and scrutinised previously) any issues are clarified with referee and/or candidate. | ||
| Identity & Qualifications (If that could not be verified at interview) | ||
| Evidence of right to work in the UK – refer to https://www.gov.uk/legal-right-work-uk for guidance. |
| Initials | Date | |
| DBS Certificate – Apply for relevant level of DBS, which will be sent back to the applicant. Applicant should then present the original certificate to the recruiting manager. The recruiting manager should make a note of the certificate number and the date it was seen by them. It isn’t compulsory but if they wanted to make a note of the date of issue too, that is fine. Also record any relevant information disclosed on the certificate and who obtained this information. For applicants who are signed up to the DBS update service, permission must be sought from the candidate to view the certificate by the recruiting manager. If it isn’t at the appropriate level or the disclosure details have changed, a new DBS must be
obtained. |
||
| Barred list check – check the candidate is not barred from taking up the post (this check should only be undertaken for those working in regulated activity, more guidance at
https://www.gov.uk/government/uploads/system/uploads/attachment_data/fil e/550197/Regulated_activity_in_relation_to_children.pdf). |
||
| Health – Ensure the candidate is medically fit to take up the post. This requirement can be satisfied by using a self-declaration medical form. | ||
| Disqualification from childcare – go to https://www.gov.uk/government/publications/disqualification-under-the-childcare-act-2006/disqualification-under-the-childcare-act-2006 for more guidance on who is bound by the disqualification rules.
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| Induction – include the following:
– Appropriate level of safeguarding and child protection training – Health & Safety in the workplace – Setting emergency evacuation procedures – Safe working practice – Whistleblowing – Code of conduct – Any other relevant CPD – Regular supervision session |
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| Employing individuals who have lived or worked outside the UK – These individuals must undergo the same checks as any other candidate, as well as further checks so that relevant events that occurred outside the UK can be considered. Please refer to the following for further guidance:
Keeping Children Safe in Education 2024 – https://www.gov.uk/government/publications/keeping-children-safe-in-education–2 Criminal records checks for overseas applicants – https://www.gov.uk/government/publications/criminal-records-checks-for- |
