Child Care Okehampton

Staffing and Recruitment Policy

Posted on Sunday, June 14, 2015 in Our Policies

Staffing and Recruitment Policy

  • It will be made clear to applicants for posts within the nursery that the position is exempt from the provision of the Rehabilitation of Offenders Act 1974.  Therefore all convictions, cautions and bindovers including those regarded as ‘spent’ must be declared.
  • All applicants must apply for an application form, so that applicants are unable to omit details.
  • At least two references will be obtained before interviewing that will answer specific questions with regard to suitability of working with children.
  • In the case of applicants with unexplained gaps in their employment history or who have moved rapidly from one job to another, explanations will be sought.
  • A face to face interview will take place exploring the candidate’s suitability, verifying their identity and their qualifications and checking their previous employment history.
  • The Enhanced Criminal Record check (DBS) will be carried out but it is important to note that they will only pick up abusers who have been convicted or have come to the attention of the police.
  • We will not allow people whose suitability has not been checked, including through a criminal records check, to have unsupervised contact with children being cared for.
  • All appointments both paid and unpaid will be subject to probationary period and will not be confirmed unless the setting is confident that the applicant can be safely entrusted with children.
  • We need to be continuously aware after recruitment and therefore we have in place ways of working and appropriate practice to help reduce allegations.
  • Everyone should be able and know how to raise concerns about unsafe practice and these concerns will always be listened to and taken seriously.
  • All information about staff qualifications, identity checks and vetting processes will be kept on record.
  • Annual suitability and medical declaration forms are completed by every member of staff, to ensure that the management are informed of any changes in circumstances
  • Under the Safeguarding Vulnerable Groups Act 2006, Stepping Stones has a duty to make a referral to the Disclosure and Barring Service where a member of staff is dismissed (or would have been, had the person not left the setting first) because they have harmed a child or put a child at risk of harm.
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