3.22 / Safer Recruitment Policy

This policy is written in conjunction with NLCS DBS Policy, Staffing Policy and Safeguarding Policy. This policy follows guidelines set within Protection of Freedom act 2012, Freedom of information act 2000, Safeguarding Vulnerable groups act, Sexual Offences Act 2003.

AIMS AND OBJECTIVES
The aims of the Safer Recruitment policy are to help deter, reject or identify people who might abuse young people or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.
The policy objectives are to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies at our service.
ROLES AND RESPONSIBILTIES
It is the responsibility of the Directors to:
• Ensure the Service has effective policies and procedures in place for recruitment of all staff and volunteers in accordance with DfE guidance and legal requirements.
• Monitor the Service compliance with them.
It is the responsibility of the Director of Care, Service Administrator and Managers involved in recruitment to:
• Ensure that the Service operates safe recruitment procedures and makes sure all appropriate checks are carried out on all staff and volunteers who work at any of our service children’s homes.
• To monitor contractors’ and agencies’ compliance with this document.
• Promote welfare of children and young people at every stage of the procedure.
In accordance with the Staffing Regulations, the Directors have delegated responsibility to the Director of Care to lead in all appointments. Other Managers may be involved in staff appointments, but the final decision will rest with the Director of Care.
Interview Panel
North lakes children’s service will always carry out interviews with a minimum of 2 interview panel members.
RECRUITMENT AND VETTING CHECKS
References
Two professional/character references must be provided on of these has to be the previous or current employer. These will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions. Any discrepancies or anomalies will be followed up. Direct contact, either by telephone or face-to-face, will be made with each referee to verify the reference.
Previous Employment History
Complete information about previous employment any working history with children must be provided along with satisfactory explanations for any gaps in employment.
Identity Checks
These will be carried out on all appointments to the Services workforce before an appointment is made. Acceptable proofs of identity may include birth certificate, driving licence or passport, combined with evidence of proof of address.
DBS Certificate
All staff requires an enhanced DBS Certificate and therefore a Certificate must be obtained before a contract of employment will be issued to of any new employee.
It is the Services policy to re-check employee’s DBS Certificates every three years(this will be changing to yearly with the introduction of DBS update service) and in addition any employee that takes leave for more than three months (i.e.: maternity leave, career break etc.) must be re-checked before they return to work.
Members of staff within our service are aware of their obligation to inform the Director of Care or home’s manager of any cautions or convictions that arise between these checks taking place.
Qualification Requirements
Candidates must be able to demonstrate they have obtained any academic or vocational qualifications legally required for the post and claimed in their application.
Overseas checks
All new appointments, where persons have lived outside the UK, are subject to additional checks as deemed necessary.
In addition to the above and as part of a broader approach to best practice in saferecruitment for our service will, whenever possible, ensure the following procedures are followed.
  • Any advertisement will make clear the School's, Kirby Moor House, Kenilworth House Woodend House and Warwick House commitment to safeguarding and promoting the welfare of children.The 'person specification' will include a specific reference to suitability to work with children.Other than in exceptional circumstances, face-to-face interviews will form part of the recruitment process.

TRAINING FOR APPOINTING STAFF.

All managers appointing staff have core training in recruitment and selection. In addition, organisations employing staff to work with children should move to a higher standard requiring that at least one member of the appointment panel has received a safe recruitment training for those working with children or vulnerable adults.

NLCS ensure that the directors, home managers and Service Administrator have accredited E-Learning through Edu-Care training.

GUIDANCE ON SAFE WORKING RACTICE

NLCS have ensured all homes have Guidance for Safe Working Practice for Adults who Work with Children and Young People. This covers all areas of expected conduct including in particular contact with children out of work, acceptable use of IT and use of punishment/sanctions. This guidance is issued to all staff on appointment and is referred to as the required standard whenever breaches of conduct occur.

Reviewed 03/03/2017 by Director of Care

Review by 03/03/2018