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Safer Recruitment Policy 

 

 

1. Purpose

 

This policy ensures that all recruitment, selection and vetting processes protect children and young people by preventing unsuitable individuals from working within our Alternative Provision. It also sets out how volunteers are recruited, supervised and managed.

 

2. Principles

 

 

  • Safeguarding is central to all recruitment decisions.

  • All staff and volunteers must be subject to appropriate checks.

  • Processes must be fair, transparent and compliant with legislation.

  • No appointment is confirmed until all safeguarding checks have been completed.

  • Volunteers are held to the same conduct and safeguarding expectations as paid staff.

 

 

3. Scope

 

This policy applies to:

 

  • All paid staff

  • Tutors

  • Contractors working directly with pupils

  • Volunteers

  • Anyone engaged in regulated activity or with access to pupil information

 

 

4. Recruitment Procedure

 

 

4.1 Advertising and Applications

 

All job advertisements and role descriptions include:

 

  • A safeguarding statement

  • Required qualifications and expectations

  • Disclosure of the need for enhanced DBS checks

 

Applicants must complete an application form or provide a full CV with employment history and explanation of any gaps.

 

4.2 Shortlisting

 

 

  • At least two staff members shortlist candidates using objective criteria.

  • Incomplete histories or unexplained gaps are addressed before interview.

  • Safeguarding concerns at this stage may result in non-progression.

 

 

4.3 Interviews

 

Interviews include:

 

  • Questions assessing safeguarding knowledge and attitudes

  • Verification of identity and right to work

  • Professional scenario questions

  • Assessment of values and conduct

 

At least one panel member must be trained in safer recruitment.

 

4.4 Pre-Employment Checks

 

No individual may work with pupils until all checks are completed and verified. These include:

 

  • Enhanced DBS check with barred list check (where applicable)

  • Verification of identity

  • Right-to-work documentation

  • Proof of qualifications

  • Two professional references, including most recent employer

  • Explanation and verification of employment gaps

  • Health declaration (fitness for role)

  • Overseas criminal record checks (where applicable)

 

 

4.5 References

 

 

  • References are requested in writing and verified by phone where necessary.

  • Open references or references provided by the candidate are not accepted.

  • References must address suitability to work with children.

 

 

4.6 Conditional Offer

 

A conditional offer of employment is made only after:

 

  • Satisfactory interview

  • Completion of vetting checks

  • Verification of references

  • Safeguarding approval by senior staff

 

 

5. Induction

 

All new staff complete an induction that includes:

 

  • Safeguarding training

  • Review of policies (child protection, behaviour, online safety, etc.)

  • Role expectations and code of conduct

  • Reporting procedures for concerns

  • Supervision arrangements

 

No staff member may work independently until induction is completed and risks are assessed.

 

6. Ongoing Safeguarding and Monitoring

 

 

  • DBS updates are monitored and renewed as required.

  • Staff must disclose any relevant changes, allegations or investigations.

  • Performance and conduct are monitored through supervision and QA processes.

  • Concerns about staff suitability are managed under the Managing Allegations Policy.

 

 

7. Use of Volunteers

 

 

7.1 Recruitment of Volunteers

 

Volunteers undergo:

 

  • Application or enquiry form

  • Interview or informal discussion

  • Identity check

  • References proportional to their role

  • Enhanced DBS check if engaging in regulated activity

  • Role-specific risk assessment

 

Volunteers must never begin regulated activity without a completed DBS check.

 

7.2 Roles and Boundaries

 

Volunteers:

 

  • Must not work alone with pupils.

  • Must always be supervised by a trained and vetted member of staff.

  • Must follow all safeguarding and conduct policies.

  • Must not administer medication or handle complex needs unless trained and specifically authorised.

 

 

7.3 Training for Volunteers

 

Volunteers receive:

 

  • Basic safeguarding training

  • Guidance on professional conduct and boundaries

  • Clear role descriptions

  • Information on reporting concerns and who to contact

 

 

7.4 Managing Concerns About Volunteers

 

Concerns about volunteers are managed as follows:

 

  • Minor concerns → addressed through supervision

  • Safeguarding concerns → escalated immediately to the DSL and LADO

  • Misconduct may result in removal from the volunteer role

 

 

7.5 Termination of Volunteer Roles

 

Volunteer placements may end if:

 

  • Safeguarding concerns arise

  • Conduct or engagement is inappropriate

  • The volunteer does not follow instructions or boundaries

  • Provision needs or arrangements change

 

 

8. Contractors

 

Contractors working directly with pupils must:

 

  • Provide evidence of DBS checks

  • Work under supervision unless the role is risk assessed as suitable for lone working

  • Follow safeguarding and health and safety policies

 

 

9. Single Central Record

 

We maintain a Single Central Record recording:

 

  • Identity checks

  • DBS dates and numbers

  • Barred list checks

  • Right-to-work evidence

  • Qualifications

  • References

  • Overseas checks

  • Dates of induction and safeguarding training

 

The SCR is updated continuously and monitored by senior staff.

 

10. Review

 

This policy is reviewed annually or sooner if legislation or safer recruitment guidance changes.