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.
LSCB Safer Recruitment & 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.
- 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.
- 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.
- 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.
- Enhanced CRB checks are renewed every 3 years.
- Induction will include an introduction to the child protection procedures and attendance at the appropriate child protection course, as relevant to the post.
- Staff involved in recruitment and selection will attend the relevant training provided/arranged.
- LSCB agencies will ensure that all staff, new and existing, are aware of the Allegations Management procedures and who to report concerns to.
- 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.
- 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.
- A model whistle-blowing policy is available across agencies and known by staff.
- Where commissioning work from organisations who will come into contact with children and young people, member agencies will ensure that those contractors comply with the LSCB's safeguarding requirements and are able to provide written assurances prior to awarding contracts.
Related Documents
Safer Recruitment Toolkit - Toolkit for use by voluntary and community organisations.
Safer organisations checklist