EYFS: 3.9 – 3.20, 3.29

At Lemongrove Nursery we are vigilant in our recruitment procedures aiming to ensure all people working with children are suitable to do so. We follow this procedure each and every time we recruit new members to join our team.

Legal requirements

We abide by all legal requirements relating to safe recruitment set out in the Statutory Framework for the Early Years Foundation Stage (EYFS) and accompanying regulations

We also follow any requirements or guidance given by the Disclosure and Barring Service (DBS) in relation to carrying out checks; and abide by the employer’s responsibilities relating to informing the DBS of any changes to the suitability of their staff, whether this member of staff has left the nursery or is still under investigation.(Please refer to the child protection/safeguarding policy for further information).

The Nursery engages the services and expertise of an outside Human Resources company to ensure that our practices are current and to advise on any HR questions.

Advertising

  • We use reputable recruitment agencies, websites and the local job centre to advertise for any vacancies
  • We ensure that all recruitment literature includes details of our equal opportunities policy and our safe recruitment procedures.

Interview stage

  • We shortlist all suitable candidates against a pre-set specification and ensure all applicants receive correspondence regardless of whether they are successful in reaching the interview stage or not.
  • All shortlisted candidates will receive a job description, a person specification, an equal opportunities statement, GDPR policy and a request for identification prior to the interview.
  • The Business Manager will decide the most appropriate people for the interview panel. There will be at least two people involved are both are involved in the overall decision making.
  • At the start of each interview all candidates’ identities will be checked using, for example, their passport and/or photocard driving licence. All candidates will be required to prove they are eligible to work in the UK. The interview will also cover any gaps in the candidate’s employment history
  • All candidates reaching the interview stage are questioned using the same set criteria and questions. Tailored for  the role applied for. These cover specific areas of childcare, including safeguarding the children in their care, planning suitable activities to enhance the child’s development and their understanding of the legal frameworks applied to childcare and used in the nursery.
  • The questions will be value based and will ensure the candidate has the same values as the nursery with regards to the safety and welfare of the children in their care
  • Candidates will be given a score for their answers including a score for their individual experience and qualifications
  • Every short-listed candidate will be asked to take part in a supervised practical exercise or play-date, which will involve spending time in a particular age group in the nursery interacting with the children and staff.
  • The interview panel  will then select the most suitable person for this position based on these scores and their knowledge and understanding of the early years framework as well as the needs of the nursery
  • Every candidate will receive communication from the nursery stating whether they have been successful or not. Unsuccessful candidates are offered feedback.

Starting work

The successful candidate will be offered the position subject to at least two references from previous employment or, in the case of a newly qualified student, their tutor and a personal or professional reference. These references will be taken up on behalf of the nursery by an outside referencing and compliance agency . All new staff are required to complete a background check form, which will be thoroughly checked. This form and subsequent written feedback document, including references will form part of their personnel file.

The successful candidate will be asked to provide proof of their qualifications, where applicable. All qualifications will be checked and copies taken for their personnel files where applicable

Prior to employment but after the job has been offered a health check questionnaire will be given to the employee and its results will be taken into account in making an overall decision about suitability. The nursery reserves the right to take any further advice necessary in relation to a person’s physical and mental fitness to carry out their role. Please see the Staff Handbook for more details about how the nursery manages health problems including access to medical records

All new starters, other than those who have registered for the continuous updating service (see below), will be subject to an enhanced Disclosure and Barring Service (DBS) check. This will be initiated before the member of staff commences work in the nursery and they will not have unsupervised access to any child or their records before this check comes back clear. Further to this, the new starter will not be allowed to access the nursery’s observation system, take photographs of any child, look at their learning and development log, give medication or change the nappy of any child without an up-to-date enhanced DBS check (whether supervised or not)

An additional criminal records check (or checks if more than one country) should also be made for anyone who has lived or worked abroad

The nursery will record and retain details about the individual including staff qualifications, identity checks carried out and the vetting process completed. This will include the disclosure and barring service reference number, the date the disclosure was obtained and details of who obtained it. The nursery will not retain copies of the disclosure itself once the employment decision is taken

There may be occasions when a DBS check is not clear but the individual is still suitable to work with children. This will be treated on an individual case basis and at the Childcare Manager’s and Director’s discretion taking into account the following:

  • seriousness of the offence or other information
  • accuracy of the person’s self-disclosure on the application form
  • nature of the appointment including levels of supervision
  • age of the individual at the time of the offence or other information
  • the length of time that has elapsed since the offence or other information
  • relevance of the offence or information to working or being in regular contact with children.

If the individual has registered on the DBS system since 17 July 2013, managers may use the update service with the candidate’s permission instead of carrying out an enhanced DBS check

New starters are required to sign (either application form, contract or separate form) to state that they have no criminal convictions, court orders or any other reasons that disqualify them from working with children or unsuitable to do so

All new members of staff will undergo an intensive induction period during which time they will read and discuss the nursery policies and procedures and be assigned a mentor, usually the Room Leader and a buddy who will introduce them to the way in which the nursery operates

During their induction period all new staff will receive training on how to safeguard children in their care and follow the Safeguarding Children/Child Protection policy and procedure, emergency evacuation procedures, equality policy and health and safety issues

The new member of staff will have regular meetings with the Childcare Manager and their  Mentor during their induction period to discuss their progress.

Ongoing support and checks

All staff are responsible for notifying the Childcare Manager in person if any there are any changes to their circumstances that may affect their suitability to work with children (staff suitability status will also be checked through individual staff supervision sessions). This includes any incidents occurring outside the nursery. Staff will face disciplinary action should they fail to notify the Childcare Manager immediately

All members of staff will update a health questionnaire on an annual basis to ensure management have a good knowledge of any changes that may require support or additional resources to aid them to carry out their day-to-day duties. This will also be discussed at staff supervision meetings. Management may require this more regularly where health circumstances change. There are more details about how the nursery deals with any health problems in the staff handbook.

The nursery Childcare Manager and Directors will review any significant changes to an individual’s circumstances that may suggest they are no longer suitable to work with children and take appropriate action to ensure any unsuitable or potentially unsuitable employee does not have unsupervised contact with children until the matter is resolved. Please see the Disciplinary Policy for further details

Every member of staff will have a minimum of three supervision meetings a year ( i.e. termly) with the Childcare Manager. This will provide an opportunity for the manager and member of staff to discuss training needs for the following six months as well as evaluate and discuss their performance.

The manager, deputy and room leaders will be responsible for any support the staff team may have between these reviews. This includes mentor support, one-to-one training sessions, ongoing supervision, work-based observations and constructive feedback.

The nursery will provide appropriate opportunities for all staff to undertake professional development and training to help improve the quality of experiences provided for children.

This policy was adopted onSigned on behalf of the nurseryDate for review
7th September 201901/09/20