Safer Recruitment Policy
Safer recruitment is not just about carrying out the right DBS / PVG checks. Similarly safeguarding should not be limited to recruitment procedures. Good safeguarding requires a continuing commitment from governing bodies, proprietors, and all staff to ensure the safety and welfare of children is embedded in all of the organisation’s processes and procedures, and consequentially enshrined in its ethos
Job Descriptions
WHG will predominantly recruit from within our professional network. Job descriptions clearly and accurately set out the duties and responsibilities of the job role.
The person specification is of equal importance and informs the selection decision. It details the skills, experience, abilities and expertise that are required to fulfill the role.
References
Two references will be required for every applicant.
Right to Work
As part of our background checks, we undertake the UK Government ‘Right to Work’ check to see if an applicant is eligible to work legally in the UK. More information is available here:https://www.gov.uk/prove-right-to-work
Interviews
There will always be a face-to-face interview for short-listed applicants. The interview process will explore the applicant’s ability to carry out the job description and meet the person specification. It will enable the recruiter to explore any anomalies or gaps that have been identified in order to satisfy themselves that the chosen applicant is a bona fide applicant and can meet the demands and expectations of our services and safeguarding criteria.
Any information in regard to past disciplinary action or allegations, cautions or convictions, will be discussed and considered in the circumstance of the individual case during the interview process.
All staff involved in staff recruitment will have received Level 2 Safeguarding training and the Designated Safeguarding Lead (DSL) will have received level 3 safeguarding training. All applicants who are subsequently appointed are required to show evidence of their identity, right to work & address. Original documents will only be accepted and photocopies will be taken.
In addition, Peggotty Moore as head of Human Resources along with Gail Millat our Development Manager have undertaken Safer Recruitment Training as part of their level 3 Safeguarding Training.
Offer of Appointment and New Employee Process
The appointment of all new employees is subject to the receipt of a satisfactory Enhanced DBS Certificate, references, and copies of qualifications and proof of identity. All new employees will receive training at Head Office in Bournemouth before commencing.
Enhanced DBS (Disclosure and Barring Service) Certificate and PVG checks in Scotland
It is our policy to undertake an Enhanced DBS check or PVG checks on all employees on appointment and every three years after.
Background Checks for Overseas Applicants
WHG must and will undertake background checks for all employees, even if they have been resident overseas.
The Rehabilitation of Offenders Act 1974
The Rehabilitation of Offenders Act 1974 does not apply to positions which involve working with, or having access to children. Therefore, any convictions and cautions that would normally be considered ‘SPENT’ must be declared when applying for any position at WHG.
Proof of identity, Right to Work in the UK
All applicants will be required to show identification such as a passport, national insurance number, driving licence, utility bills etc. as proof of identity/eligibility to work in UK in accordance with those set out in the Immigration, Asylum and Nationality Act 2006 and DBS Code of Practice Regulations.
Recruitment of Host Families / Ex-offenders Recruitment in a Homestay
No host families will be used if any of the members of the household have:
- any convictions involving
- violence within the last 10 years
- crimes of a sexual nature
- any offence involving a child;
- had a child removed from their care by order of a court;
- had their parental rights removed;
- had an order made against them refusing or cancelling registration under the Nurseries and Child Minders Registration Act 1948.
Any other convictions not fitting the above criteria, will be reviewed by a WHG partner on a case by case basis.
Similarly to WHG staff It is our policy to undertake an Enhanced DBS check on all members of a host family 16 years and older, on appointment and every three years after.
Policy Updated
8thOctober 2022
Policy Review Date
1stOctober 2023
