Striving for Excellence

Westbury Tender Care Nursery

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Safer Recruitment

Here at Westbury we are very vigilant with our staff selection process and will not risk having someone threaten the security of the children or our staff member.  The nursery ensures all staff/ students and volunteers obtain an Disclosure and Barring Service check/DBS (formerly known as CRB).

Only employees who have undergone an enhanced DBS check can have unsupervised contact with children on the premises. If a DBS disclosure is returned due to the person being disqualified to work with children in an early years setting the manager will contact Ofsted for advice for applying for a waiver. The nursery will await clearance before employing the person in question.

A form is completed by the manager on receiving the DBS which includes the date and number of issue. The form is kept in staff’s individual files which are kept in a locked filing system. Any students that come in from schools for training in child care on a short term basis are not left unsupervised at any time. This is stated in our hand book. Long term students we have with us as well as the interpreters we have in the setting also have current DBS certificates.

All new employees are required to provide full employment history, two references, a CV to include qualifications and proof of certificates. A full interview will take place and proof of identity (photo card driving licence/current passport).



The Childcare (Disqualification) Regulations 2007 require Westbury Tender Care Nursery to inform OFSTED of any court order, determination or conviction or any other grounds for disqualification from registration applying to themselves or any other person living 


Staying Safe

Define job roles and job specification/volunteer role profile:
  • Ensure job roles and job specifications are clear
  • Include skills, abilities, experience, behaviours and values towards children
  • Set boundaries of role expectations
  • Include statements about safeguarding responsibilities

Advertising:

  • State the need of CRB disclosure

Application forms:

  • Do not rely on C.V.’s
  • Personal details including date of birth

(voluntary info)


Present employment and reason for leaving

  • Full history since leaving school
  • Qualifications
  • Referees
  • Personal statement to meet person specification
  • Signed declaration about criminal
  • Signed declaration that all information is true working in their household.

Interviews:

  • Short listing process on person specification and job description
  • At least 2 people present during interview
  • Relevant questions to job vacancy
  • Same questions to all candidates
  • Ensure application form is complete
  • Check all information on application form and identify inconsistencies
  • Highlight gaps- ask questions
  • Ask about attitudes towards children and child protection
  • Ask about motives for working with children
  • Document decisions clearly






References:

  • References from previous/current  employers
  • Telephone references- ask about behaviour towards children, any behaviour which may give rise for concern
  • Any pending disciplinaries
  • Scrutinise references

Safer selection:

  • Use range of interviewing tools
  • Inform candidate they will be spending some time in the room and what they will be required to do
  • Watch for appropriate involvement with children

Decisions:

  • Use scoring system on job specification in selection
  • Justify why someone is suitable
  • Offers can be made pending outcomes of references and checks