Achieving the elements ensures that your organisation has safe practices in place to recruit and induct staff and volunteers, and to help them perform their role safely.



Have you considered?

Answer

Do you have a written recruitment and induction policy?

We suggest

Use the example to write a short recruitment and induction policy for your organisation.
Have you included a written policy on the recruitment of ex-offenders?

We suggest

Use the Disclosure and barring Service (DBS) example to create your policy on recruiting ex offenders.  

Resources

Do you have clear person specifications and role descriptions for all posts?

We suggest

List all jobs/roles in your  organisation. Complete a role description and then a person specification for each one, using the examples to help you.

Do you advertise all posts?

We suggest

Create a standard advertisement that you can adapt each time you advertise a post. Make a list of the best types of media to use to advertise your different roles and posts. Example provided may help. 
Do you provide an information pack for people interested in each post?

We suggest

Prepare a brief description of your organisation to include the pack. Your pack should also include:

  • job application form
  • child protection policy
  • job / role description
  • self-declaration form and envelope
  • covering letter including: advertisement date, closing date, shortlisting date, interview date.
  • copy of your ex offender recruitment policy.

See the example provided for help.

Do you use a standard application form?
Do you ask your applicants to complete a separate self-declaration form?

We suggest

Use the example to create a self-declaration form. This needs to be included the information pack you send to applicants. Ask them to complete it and place in separate envelope and mark as confidential. It only gets opened if they're shortlisted.
Is there a process for shortlisting candidates for interview, involving more than one person?

We suggest

Develop a shortlisting process and a simple score sheet to rate each candidate. Use the guidance provided.

Do you have face-to-face interviews with a panel of more than one person?

We suggest

To assess a person’s performance at interview make sure you agree on a set list of interview questions and tests. See guidance for further information.

Have you adopted a transparent scoring system for shortlisting and interviews?

We suggest

Create a simple score sheet to record candidates' answers to the questions and tests that you set them. See guidance for further information.
Do you ask applicants to provide two references before appointment?

We suggest

Use a standard letter to request references, including a reference form.

See the examples provided for help.

Do you ask them provide proof of identity and original copies of qualifications?

We suggest

Applicants should provide two pieces of identification and original copies of necessary qualifications prior to appointment. Check the example showing acceptable identification documents.

Do you seek enhanced DBS checks (and barred list checks for regulated activity) on anyone eligible?

We suggest

Use the example provided to help you decide which posts are eligible and how to use DBS checks in your recruitment process.

Further information visit the Disclosure and Barring Service (DBS)

Have you developed an induction process for all new staff and volunteers?

We suggest

Prepare a standard induction programme for new staff members, which you can adapt as necessary. Example provided may help. 

Do you provide safeguarding training for all staff and volunteers during their induction?

We suggest

Think about the best way of supporting your new staff and volunteers to achieve a high level of awareness. Here are some options:
  • one–to-one supervision sessions
  • a group briefing
  • a more formal training process.

Example provided may help.

Do you have a trial period for staff and volunteers, with a review before they are confirmed in post?

We suggest

Build in a trial period for each new appointment. Arrange review dates with each staff. member/volunteer when they first start. Example provided may help you deal with any concerns that arise during the trial period.

Do your staff and volunteers get regular supervision, support and annual appraisal?

We suggest

Write a short supervision policy that explains what is expected of supervisors, and of staff and volunteers. Use the guidance provided for support on this.

Resources

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