Employment

(Including suitability, contingency plans, training and development)

Policy statement

We meet the Safeguarding and Welfare Requirements of the Early Years Foundation Stage, ensuring that our staff are appropriately qualified, and we carry out checks for criminal and other records through the Disclosure and Barring Service in accordance with statutory requirements. 

Procedures 

Vetting and staff selection 

* We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection. 

* All staff have job descriptions, which set out their staff roles and responsibilities. 

* We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of disability, gender reassignment, pregnancy and maternity, race, religion or belief, sexual orientation, sex, age, marriage or civil partnership. Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable. 

* We use Ofsted guidance on obtaining references and enhanced criminal record checks through the Disclosure and Barring Service for all staff and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act (2006) for the vetting and barring scheme. 

* We keep all records relating to employment of staff and volunteers, in particular those demonstrating that checks have been done, including the date, number and who requested the enhanced DBS check. 

* Staff are expected to disclose any convictions, cautions, court orders, reprimands and warnings which may affect their suitability to work with children – whether received before, or at any time during, their employment with us. 

 

Disqualification 

* Where we become aware of any relevant information which may lead to the disqualification of an employee, we will take appropriate action to ensure the safety of children. In the event of disqualification, that person’s employment with us will be terminated. 

* Disqualification will also occur where an employee of the setting lives in the same household as another person who is disqualified. 

 

Changes to staff 

* We inform Ofsted of any changes in the management committee of our setting. This includes the individual’s names, former names or aliases, their date of birth and home address. Notification is made within 14 days of this change 

 

Training and staff development 

* Our manager and deputy hold the CACHE Level 3 Diploma for the Children and Young People’s Workforce  or an equivalent qualification and a minimum of half of our staff hold the CACHE Level 2 Certificate for the Children and Young People’s Workforce or an equivalent or higher qualification. 

* We provide regular Continued Professional Development to all staff and volunteers 

* Our setting budget allocates resources to training. 

* We provide staff induction training in the first week of employment. This induction includes our Health and Safety Policy and Safeguarding Children and Allegations of Abuse Against Staff policies. Other policies and procedures will be introduced within an induction plan. 

* We support the work of our staff by holding regular supervision meetings and appraisals. 

* We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice. 

 

Staff taking medication/other substances 

* If a member of staff is taking medication which may affect their ability to care for children, we ensure that they seek further medical advice. Staff will only work directly with the children if medical advice confirms that the medication is unlikely to impair their ability to look after children properly. 

* Staff medication on the premises will be stored securely and kept out of reach of the children at all times. 

* If we have reason to believe that a member of staff is under the influence of alcohol or any other substance that may affect their ability to care for children, they will not be allowed to work directly with the children and further action will be taken. 

 

Managing staff absences and contingency plans for emergencies 

* Our staff are requested to take their holiday breaks when the setting is closed. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the manager with sufficient notice. 

* Sick leave is monitored and action is taken where necessary, in accordance with the contract of employment. 

* We have contingency plans to cover staff absences, as follows: Bank Staff available

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