SAFER RECRUITMENT POLICY

We operate a Safer Recruitment Policy which ensures that all our staff and volunteers are committed to safeguarding and promoting the welfare of children. We are committed to the safety of our students, and the safety of our staff and volunteers who provide for their supervision and care.

The safe recruitment of staff in is the first step to safeguarding and child protection. As an organization, we expect all our staff, volunteers and students and their families to share this commitment.

Objective of the Safer Recruitment Policy is to deter, reject or identify people who might abuse children or are otherwise unsuited to working with them by having appropriate procedures in place. This Policy will be monitored and reviewed annually. Our recruitment policy aims to

  • ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position;

  • ensure that all job applicants are considered equally and consistently;

  • ensure that no job applicant is treated unfairly on any grounds including race, color, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age;

  • ensure compliance with all relevant legislation, recommendations and guidance including the statutory guidance such as the Prevent Duty Guidance and any guidance or code of practice published by the Disclosure and Barring Service (DBS);

  • ensure that we carry out all necessary pre-employment checks.

Organization members involved in the recruitment are responsible for understanding and complying with the provisions of this policy.

RECRUITMENT AND SELECTION PROCEDURE

  1. To ensure equality of opportunity we will advertise all vacant posts

  2. Any advertisement will make clear our commitment to safeguarding and promoting the welfare of children.

  3. All documentation relating to applicants will be treated confidentially in accordance with the Data Protection Act (DPA).

  4. All applicants will need to complete a declaration regarding convictions and working with children. It is unlawful to employ anyone who is barred from working with children. It is a criminal offense for any person who is barred from working with children to apply for a position at Dancing Petals.

  5. All applicants will be made aware that providing false information is an offense. Such applications will be rejected, and may be referred to the Police and/or the DBS

  6. A job description will be finalized to clearly and accurately set out the duties and responsibilities of the job role. The person specification will detail the skills, experience, abilities and expertise that are required to do the job.

  7. References for shortlisted applicants will be sent for immediately after short listing. All offers of employment will be subject to the receipt of a minimum of two references which are considered satisfactory.

  8. Note that the referee should not be a relative. References will always be sought and obtained directly from the referee, and their purpose is to provide objective and information to support appointment decisions. Any discrepancies or anomalies will be followed up.

  9. There will be a face-to-face interview wherever possible. The interview process will explore the applicant’s ability to carry out the job description and meet the person specification.

  10. The chosen applicant must meet the safeguarding criteria (in line with Safer Recruitment Training). Any information regarding past disciplinary action or allegations, cautions or convictions will be discussed and considered in the circumstance of the individual case during the interview process.

  11. At least one member of any interviewing panel will have undertaken safer recruitment training or refresher training as applicable.

  12. All applicants who are invited for an interview will be required to bring evidence of their identity, address and qualifications. Unsuccessful applicant documents will be destroyed six months after the recruitment program.

  13. Dancing Petals will carry out a number of pre-employment checks. If it is decided to make an offer of employment following the formal interview, any such offer will be conditional on the following:

    • the agreement of a mutually acceptable start date and the signing of a contract incorporating our standard terms and conditions of employment;

    • verification of the applicant's identity (where that has not previously been verified);

    • the receipt of two references (one of which must be from the applicant's most recent employer);

    • an enhanced disclosure from the DBS and confirmation that the applicant is not named on the Children's Barred List;

    • verification of the applicant's medical fitness for the role;

    • verification of the applicant's right to work in the UK;

    • any further checks which are necessary as a result of the applicant having lived or worked outside of the UK;

    • verification of professional qualifications that may be a requirement for the post;

    • applicant will be subject to an online search if shortlisted.

  14. If an applicant is successful in their application, we will retain on our personnel file any relevant information provided as part of the application process. This documentation will be retained, in a locked and secure cabinet, for the duration of the successful applicant's employment with us. The same policy applies to any suitability information obtained about volunteers.

  15. Dancing Petals will retain all interview notes on unsuccessful applicants for a period of 6 months, after which time the notes will be confidentially destroyed (i.e., shredded). The six-month retention period is in accordance with the Data Protection Act.

  16. We will not store copies of disclosure and barring check certificates unless there is a dispute about the results of the check.

  17. All new employees will be given an induction program which will clearly identify Dancing Petals policies and procedures, including the Child Safeguarding Policy, the Code of Conduct, and make clear the expectations which will govern how staff carry out their roles and responsibilities.

  18. Annual training and support will be planned and provided for all staff

  19. Dancing Petals is committed to strict and immediate action to follow up of any concerns that may be reported and validated.

  20. The candidate will be informed that we retain the right to impose sanctions, including suspending or terminating job.