Safer Recruitment and Selection in the Children’s Workforce 

Introduction

All LSCB member agencies have agreed broad principles for safer recruitment and selection. It is the responsibility of each agency to put those principles into action within its own recruitment processes. These principles are now being reviewed and updated in anticipation of new requirements and in accord with our collective commitment to safe recruitment and safer working practices.

The operation of effective safeguarding practice relies on having in place safer selection and recruitment polices, which are implemented on each occasion a person is employed or volunteers to work with children or young people.

The need for safer recruitment policies has been strengthened with the introduction of the ISA Vetting and Barring scheme (and the restrictions placed on the employing agency in relation to the scheme) and the safer recruitment training programme, which is to be widened from a schools based focus, to include all agencies and organisation that employ individuals that work with children and young people. This will require that there is at least one person on each interview panel who is aware of the safer recruitment principles and that these are implemented when selecting and appointing an individual.

The principles agreed by the LSCB member agencies are incorporated into the Safer Recruitment and Selection policy, set out below.

Bath and North East Somerset Local Safeguarding Children Board Safer Recruitment and Selection Policy

All LSCB member agencies recognise the importance of implementing safer recruitment and selection policies to ensure that those who are unsuitable from working with children are prevented from doing so. LSCB member agencies have in place a safer recruitment policy that adheres to the principles set out below. Where any agency policy does not meets these standards, LSCB member agree to ensure that their policy is adjusted so that it does meet these minimum standards, or adopt those set out below.

1. References are always verified, and at least one referee will be contacted in person to verify the reference and this properly recorded in staff files.
2. A full employment history is available on file for every member of staff, any gaps in employment history are checked and accounted for and qualifications are checked.
3. Enhanced Criminal Records Bureau (CRB) checks are consistently undertaken on new staff and those working with children who have not previously been subject to these checks, including temporary, agency or contract staff.
4. Enhanced CRB checks are renewed every 3 years, and following the introduction of the ISA scheme, registration will be required as part of the renewed CRB check for staff, both paid and volunteer.
5. No individual starting or moving jobs will be employed in Regulated Activity (or undertake voluntary activities) in the first phase of the ISA scheme until and unless they are registered with the ISA as suitable to work with children.
6. Following the implementation of the ISA Vetting and Barring Scheme for those in Regulated Activity (approximately 5 years), those employed in Controlled Activity will also be identified and registered as set out above.
7. No individual will be employed (or undertake voluntary activities) until and unless they are registered with the ISA as suitable to work with children.
8. Induction will include an introduction to the child protection procedures and attendance at the appropriate cp course, as relevant to the post, but at a minimum the introduction to child protection course.
9. Staff involved in recruitment and selection will attend the relevant training provided/arranged.
10. LSCB agencies will ensure that all staff, new and existing, are aware of the Allegations Management procedures and who to report concerns to.
11. Where behaviour of the individual or allegation may indicate that the person meets the criteria for consideration under allegations management, they will be referred to that process via the Senior Manager.
12. All agencies ensure that new staff are provided with a copy or are made aware of the Guidance on Safer Working Practices as part of their induction.
13.  A model whistle-blowing policy is available across agencies and known by staff.
14. Where commissioning work from organisations who will, due to the nature of their work come into contact with children and young people in Regulated Activity (or where this may be the case), LSCB member agencies will ensure that those contractors are clear about the requirements for ISA registration and are able to provide written assurances as to their compliance with the scheme, prior to awarding contracts.

  Safer organisations checklist