This policy is written in line with the NSPCC’s ‘Safer Recruitment’ information - https://learning.nspcc.org.uk/safeguarding-child-protection/safer-recruitment
The Hopscotch HR Manager undertakes preliminary checks on the suitability of all candidates, depending on the role they are applying for. This might include some cursory internet and social media searches. It could also include checking addresses where that information is not ‘conventional’. Addresses can easily be checked on an internet search or Google Maps. The same can be said of previous job roles.
If the HR Manager is satisfied with the suitability of the candidate they will be passed on to a chosen nursery for interview. The Nursery Manager should undertake the interview, preferably with another member of the Nursery Management team. However, this might be challenging sometimes due to staffing constraints. If there are any reservations these should be discussed with the HR Manager or the Head of Operations for a second opinion.
Hopscotch Nursery Managers should try to use pre-authorised interview questions for all candidates so as to ensure all candidates are treated fairly and equally. Notes should be clear and relevant and when the interview is complete they can be shared with the Hopscotch HR Manager for filing, should the candidate be successful. If the candidate is not successful then this information can be deleted / shredded.
All persons working or volunteering at Hopscotch will be subject to a Disclosure and Barring Service (DBS) check. Currently Hopscotch uses uCheck which is recommended by the NDNA, of which Hopscotch is a member.
Candidates will also need to provide at least two satisfactory and recent (last 5 years) employment references to ensure their suitability to work with children. Ideally, staff will not commence employment until both references have been returned, however, in some instances a candidate might be permitted to commence employment with a single suitable reference, as long as a risk assessment has been undertaken and we have confidence that the second reference will be returned shortly.
ID verification checks are undertaken as part of our DBS processing system. Where the automatic ID verification checks do not work, we will undertake a face-to-face verification meeting, held by the company HR Manager.
The company HR Manager has undertaken the NSPCC’s ‘Safer Recruitment’ training and has shared relevant information with colleagues. The company HR Manager has also undertaken DSL training.
All staff members must complete a Staff Suitability / Criminal History form to ensure their legal status is verified. If any of the information stated on this form changes, or they, receive a conviction and/or caution or court order which may disqualify them from working with children or affect their suitability to do so, they are obligated to inform Hopscotch in writing as soon as possible. Failure to do so is a breach of company policy and could result in disciplinary action being taken. Hopscotch also undertakes regular ‘Staff Suitability’ surveys for its existing workforce.
All staff members complete a Health Statement when joining Hopscotch. All nursery staff working directly with children have a duty to inform Hopscotch in writing if their health status changes or they are taking any medication which they believe may affect their ability to care for children. Medical advice must be sought and staff can only work with children if the advice is that the health status and/or medication is unlikely to impair their ability to look after children. Depending on the circumstances, failure to provide this information could lead to disciplinary action and/or termination of employment.
Staff must have undertaken certain training courses by the time they start work at any Hopscotch setting. These are:
• Safeguarding Children
• Prevent Awareness
• Recognising and Preventing FGM
• Food Standards Food Allergens and Intolerance Training
It is the responsibility of the Nursery Manager to fully induct all staff members into Hopscotch as per our induction process, which is set out in this document.
Having a consistent induction process will make sure everyone in your organisation fully understands and knows how to follow your safeguarding policies and procedures.
Providers must ensure that all staff receive induction training to help them understand their roles and responsibilities. Induction training must include information about emergency evacuation procedures, safeguarding, child protection and health and safety issues, as stated in the EYFS Section 3.21 (2021).
Good practice suggests this should involve a discussion of the implications of policies such as what will happen in the event of an accident or severe bad weather. In this way, a regulatory framework is established from the outset. Staff should be given the opportunity to ask questions to ensure they fully understand a policy and procedure.
A comprehensive set of policies and procedures is included in the Employee Guide so they are easily available for staff. Hard copies of all Hopscotch Policies are available in each nursery setting and are clearly divided into different topics and separated into different folders, which are colour coded. This assists staff working at different Hopscotch settings.
Policies and Forms are also hosted on the Hopscotch Staffshare site and links are made available to all nursery settings as well as being shared with new starters prior to the commencement of work at Hopscotch.
All new staff and volunteers must:
• have read and understand our safeguarding and child protection policies and procedures
• know how to spot the signs that a child may be experiencing abuse
• know how to respond appropriately if a child makes a disclosure about abuse
• know what to do if they have concerns about a child’s wellbeing