Safe Recruitment Policy at Mulberry Garden
We are vigilant in our recruitment procedures to ensure that people looking after the children in our care are suitable to fulfil the requirements of their role. We have effective systems in place to ensure that practitioners and any other person who may have regular contact with children are suitable.
Legal requirements
● We abide by legal requirements relating to safe recruitment set out in the Statutory Framework for the Early Years Foundation Stage (EYFS) and accompanying regulations, including our legal responsibilities under the Equality Act 2010.
● We follow guidance given by the Disclosure and Barring Service (DBS) in relation to carrying out checks.
● We abide by the employer’s responsibilities by informing the DBS of any changes to the suitability of our staff, whether this member of staff has left Mulberry Garden or is still under investigation.
Advertising
● We use advertising agencies, reputable newspapers, websites, job sites, social media sites and the local jobcentre to advertise for vacancies.
● We ensure recruitment literature includes details of our equal opportunities policy and safe recruitment procedures, including an enhanced DBS check and at least two independent references for every new employee. We include the requirement for an additional criminal records check (or checks if more than one country) for anyone who has lived or worked abroad.
Interview stage
● We shortlist suitable candidates against a pre-set specification and ensure applicants receive correspondence regardless of whether they are successful in reaching the interview stage or not.
● Shortlisted candidates receive a job description, person specification, an equal opportunities monitoring form and a request for identification prior to the interview.
● The manager decides the most appropriate people for the interview panel. There will be at least two people involved in the overall decision making.
● At the start of each interview all candidates’ identities are checked using, e.g. their passport and/or photo card driving licence. Candidates are required to prove they are eligible to work in the UK. The interview will cover any gaps in the candidate’s employment history.
● Candidates reaching the interview stage are questioned using the same set criteria and questions. These cover specific areas of childcare, including safeguarding the children in their care, planning suitable activities to enhance the child’s development and their understanding of the legal frameworks applied to childcare and used at Mulberry Garden. The questions are value based and will ensure the candidate has the same values as Mulberry Garden with regards to the safety and welfare of the children in their care.
● Candidates will be given a score for their answers including a score for their individual experience and qualifications.
● Shortlisted candidates will be asked to take part in a supervised practical exercise which involves spending time with a group at Mulberry Garden, interacting with the children, staff and where appropriate parents.
● The manager and deputy will select the most suitable person based on these scores and their knowledge and understanding of the EYFS and the needs of Mulberry Garden.
● Candidates will receive communication from Mulberry Garden stating whether they have been successful or not. Unsuccessful candidates are offered feedback.
Starting work
● The successful candidate will be offered the position subject to at least two references from previous employment or, in the case of a newly qualified student, their tutor and a personal or professional reference. These references will be taken up before employment commences. This may be verbal initially and then followed up with a written reference which will form part of their personnel file.
● The successful candidate will be asked to provide proof of their qualifications. Qualifications will be checked and copies taken for their personnel files.
● Prior to employment, but after the job has been offered, a health check questionnaire will be given to the employee and its results will be taken into account in making an overall decision about suitability. Mulberry Garden reserves the right to take any further advice necessary in relation to a person’s physical and mental fitness to carry out their role.
● New employees, other than those who have registered for the continuous updating service , will be subject to an enhanced DBS check. This will be initiated before the member of staff commences work at Mulberry Garden and they will not have unsupervised access to any child or their records before a DBS check is completed. The new starter will not be allowed to take photographs of any child, look at their learning and development log or change the nappy of any child without an up-to-date enhanced DBS check.
● An additional criminals records check (or checks if more than one country) should also be made for anyone who has lived or worked abroad.
● Mulberry Garden will record and retain details about the individual including staff qualifications, identity checks, and the vetting process completed. This will include the DBS reference number, the date the disclosure was obtained and details of who obtained it. The nursery will not retain copies of the disclosure itself once the employment decision is taken.
● There may be occasions when a DBS check is not clear but the individual is still suitable to work with children. This will be treated on an individual case-by-case basis and at the manager’s discretion, taking into account the following:
● Seriousness of the offence or other information.
● Accuracy of the person’s self-disclosure on the application form.
● Nature of the appointment, including levels of supervision.
● Age of the individual at the time of the offence or other information.
● The length of time that has elapsed since the offence or other information.
● Relevance of the offence or information to working or being in regular contact with children.
● If the individual has registered with the DBS system since 17 July 2013, managers may use the update service with the candidate’s permission instead of carrying out an enhanced DBS check.
● New employees are required to sign on the application form that they have no criminal convictions, court orders or any other reasons that disqualify them from working with children.
● New members of staff will undergo an induction period during which time they will read and discuss Mulberry Garden policies and procedures and be assigned a mentor who will introduce them to the way in which Mulberry Garden operates.
● During their induction period new staff will receive training on how to safeguard children in their care and follow the Safeguarding Children policy and procedure, emergency evacuation procedures, equality policy and health and safety issues.
● New members of staff will have regular meetings with the manager and their mentor during their induction period to discuss progress, support required and further training and professional development opportunities.
Ongoing support and checks
● Staff are responsible for notifying the manager if there are any changes to their circumstances that may affect their suitability to work with children. This includes any incidents occurring outside Mulberry Garden. Staff will face disciplinary action should they fail to notify the manager.
● Staff will update a health questionnaire on an annual basis to ensure the manager has a good knowledge of any changes that may require support in order for them to carry out their day-to-day duties. This will be discussed at staff supervision meetings.
● The manager will review any significant changes to an individual’s circumstances that may suggest they are no longer suitable to work with children. The manager will take appropriate action to ensure any unsuitable employee does not have unsupervised contact with children until the matter is resolved.
● Staff will have two meetings a year with the manager: a formal appraisal and a more informal review. This will provide an opportunity for the manager and member of staff to discuss training needs for the following six months as well as evaluate and discuss their performance in the previous six months.
● The manager, deputy and room leaders will be responsible for any support the staff team may have between these reviews. This includes mentor support, one-to-one training sessions, ongoing supervision, work-based observations and constructive feedback.
● Mulberry Garden will provide appropriate opportunities for staff to undertake professional development and training to help improve the quality of experiences provided for children.