Doc Summary
Recruitment, Selection and Suitability of Staff Policy #
Policy Overview #
The purpose of this policy is to establish our company’s procedures for the recruitment, selection, and ongoing suitability of staff, students, volunteers, and agency workers. At The Norfolk Childcare Company LTD, we are committed to ensuring that all individuals working with, or in regular contact with, children are suitable, appropriately qualified, and aligned with our values.
This policy ensures compliance with the Statutory Framework for the Early Years Foundation Stage (EYFS), the Equality Act 2010, and the guidance issued by the Disclosure and Barring Service (DBS).
The intention of this Policy is to: #
- Safeguard the welfare of children by ensuring robust and fair recruitment processes.
- Provide managers and staff with clear procedures for recruiting and inducting new employees.
- Ensure continued monitoring of staff suitability throughout employment.
- Give assurance to parents, carers, and regulators that our team meets the highest standards of safety, professionalism, and care.
Who is this policy aimed at? #
This policy applies to all employees, volunteers, students, agency/supply staff, apprentices, and anyone working on behalf of The Norfolk Childcare Company LTD.
Where does this Policy Apply? #
- All settings and locations operated by The Norfolk Childcare Company LTD.
Fundamental Principles of Recruitment and Suitability #
- Safer Recruitment: We follow the safer recruitment requirements outlined in the EYFS and other relevant legislation.
- Equality and Inclusion: Recruitment will be carried out fairly and transparently, in line with our Equal Opportunities Policy.
- DBS and Suitability Checks: All individuals in regular contact with children must undergo an enhanced DBS check and provide at least two independent references. Additional overseas checks are required where applicable.
- Ongoing Monitoring: Suitability is not a one-off check but is monitored through supervisions, appraisals, and annual declarations.
Recruitment Procedure #
Advertising Vacancies #
- Vacancies are advertised through reputable channels (e.g., job sites, social media, local job centre).
- All recruitment literature includes reference to our equal opportunities and safer recruitment commitments.
Shortlisting and Interview Stage #
- Candidates are shortlisted against pre-set criteria.
- All applicants are provided with a job description.
- At least two panel members are involved in interviews where possible.
- Identity and right-to-work checks are completed at interview.
- Interviews cover safeguarding, childcare knowledge, values, and professional conduct.
- Candidates may be asked to complete a supervised practical exercise with children.
- Online checks may be carried out where appropriate.
- Unsuccessful candidates are notified and may request feedback.
Offer of Employment #
- Employment offers are conditional on:
- Two satisfactory references (including from the most recent employer).
- Proof of qualifications.
- A health questionnaire.
- A clear enhanced DBS check (or confirmation via the Update Service).
- Staff cannot work unsupervised until all checks are clear.
- A probationary period will apply to all new staff, with progress reviewed regularly.
Induction and Ongoing Support #
- All new starters receive a structured induction, including safeguarding, health and safety, and core nursery procedures.
- A mentor or buddy is assigned to support integration.
- Staff suitability is monitored through annual declarations, health questionnaires, supervisions, and appraisals.
- Ongoing training and professional development opportunities are provided.
Students, Volunteers, and Agency Staff #
- Students and volunteers undergo suitability checks and a full induction.
- Agency staff checks are verified prior to deployment, including DBS status.
- Students and agency staff are supervised at all times and are not left alone with children until suitability is assured.
- Apprentices and students aged 16+ may be counted in ratios only if deemed competent and responsible.
Delayed DBS Checks #
In rare cases where a DBS check is delayed, staff may begin work under strict supervision but will not:
- Be left unsupervised with children.
- Take children to the toilet or change nappies.
- Administer medication or first aid.
- Access children’s records or take photographs.
Breach of Policy #
Any staff member, student, or volunteer found to be in breach of this policy, or who fails to disclose changes to their suitability status, will be subject to disciplinary action in line with our Disciplinary Policy. This may result in termination of employment or removal from placement.