Ashton, Manchester

Safe Start Recruitment Policy

Policy Created: January 2020
Reviewed by: Grace Speakman
Review Date: January 2021


  1. Introduction
  2. Roles & Responsibilities
  3. Inviting Applications
  4. Identification of the
    recruitment panel
  5. Short listing &
  6. Invitation to interview
  7. The selection
  8. Employment
  9. Induction
  10. Supply staff
  11. Peripatetic staff


This policy has been developed to embed safer recruitment practices and procedures
throughout Safe Start and to support the creation of a safer culture by reinforcing the
safeguarding and well-being of children and young people in our care. This policy
complies with guidance outlined in ‘Keeping Children Safe in Education (2020)’.

1.1  This policy reinforces the conduct outlined in the Government Office North West
‘Guidance for Safer Working Practice for Adults who Work with Children and Young
People’ as well as the organisation’s whistle blowing policy all staff are expected to be
familiar with. All successful candidates for paid employment or voluntary placements will
be made aware of these documents.

1.2  This policy is an essential element in creating and maintaining a safe and supportive
environment for all young people, staff and others and aims to ensure both safe and fair
recruitment and selection of all staff and volunteers by:

  • attracting the best possible candidates/volunteers to vacancies
  • deterring prospective candidates/volunteers who are unsuitable from applying for vacancies
  • identifying and rejecting those candidates/volunteers who are unsuitable to work with children and young people

1.4  Safe Start is committed to using disciplinary procedures that deal effectively with
those adults who fail to comply with Safe Start’s safeguarding and child protection procedures and practices.

1.5  As an employer we are under a duty to refer any allegation of abuse against a member of staff to the Local Authority Designated Officer within one working day of the
allegation being made. A referral will be made if a manager, teacher or member of staff
(including volunteers) has:

  • behaved in a way that has harmed a child, or may have harmed a child
  • possibly committed a criminal offence against or related to a child
  • behaved towards a child or children in a way that indicates he or she would pose a risk of harm if they work regularly or closely with children

1.6 As an employer we are under a duty to refer to the Disclosure and Barring Service
(DBS), any member of staff who, following disciplinary proceedings, is dismissed
because of misconduct towards a child or young person and we may refer any concerns
we have before the completion of this process.

1.7  Head Teacher will have responsibility to check for updated relevant information
about staff and volunteers every 3 years. Safe Start will expect all staff and volunteers
to register with the DBS Update Service.
Safe Start reserves the right to carry out a ‘DBS Status Check’ at more frequent
intervals should there be concerns raised about an individual. These additional checks
will be carried out in line with DBS guidelines and only with the full knowledge of the
individual concerned.


2.1  The Head Teacher will:

  • ensure Safe Start has effective policies and procedures in place for the safe and
    fair recruitment and selection of staff and volunteers in accordance with DfE
    guidance and legal requirements
  • monitor the organisation’s compliance with them
  • ensure that appropriate staff and SLT have completed safer recruitment training
  • ensure that the organisation operates safe and fair recruitment and selection
    procedures which are regularly reviewed and up-dated to reflect any changes to
    legislation and statutory guidance
  • ensure that all appropriate checks have been carried out on staff and volunteers
  • monitor any contractors and agencies compliance with this document
  • promote the safety and well being of children and young people at every stage of this process


3.1  All advertisements for posts of regulated activity, paid or unpaid, will include the
following statement;
“Safe Start is committed to safeguarding children and young people. All post holders are
subject to appropriate vetting procedures and a satisfactory Disclosure and Barring
Service Enhanced with barred list information check”.

3.2. All applicants will receive a pack containing the following when applying for a post:

  • A statement of the Safe Start’s commitment to ensuring the safety and well being
    of children and young people
  • Job description and person specification
  • Safer Recruitment Policy
  • The selection procedure for the post
  • An application form

3.3  Prospective applicants must complete, in full, and return a signed application form.

3.4.  Candidates submitting an application form completed on line will be asked to sign
the form if called for interview.

3.5  A curriculum vitae will not be accepted in place of a completed application form.


4.1 At least one member of the Selection and Recruitment Panel will have successfully
completed training in safer recruitment.


5.1 Candidates will be short listed against the person specification for the post.

5.2 Two references, one of which must be from the applicant’s current/most recent
employer, where practicable references will be taken up before the selection stage so
that any discrepancies may be probed during this stage of the procedure.

5.3 References will be sought directly from the referee, and where necessary, will be
contacted to clarify any anomalies or discrepancies. Detailed written records will be kept of such exchanges.

5.4 Where necessary, previous employers who have not been named as referees may be
contacted in order to clarify any such anomalies or discrepancies.

Detailed written records will be kept of such exchanges.

5.5  Referees will be asked specific questions about the following:

  • The candidate’s suitability to work with children and young people
  • Any disciplinary warnings, including time-expired warnings, relating to the
    safeguarding of children and young people
  • The candidate’s suitability for the post

5.6 Reference requests will include the following:

  • Applicants current post and salary
  • Sickness record
  • Attendance record
  • Disciplinary record

5.7  All new appointments are subject to satisfactory references and vetting procedures,
DBS clearance and approval by contract partners as appropriate


6.1 Candidates called to interview will receive:

  • A letter confirming the interview and any other selection techniques
  • Details of the interview day
  • Details of any tasks to be undertaken as part of the interview process


7.1  Selection techniques will be determined by the nature and duties of the post but all
vacancies will require an interview of short-listed candidates.

7.2 Interviews will always be face-to-face.

7.3 Candidates will be required to:

  • Explain any gaps in employment
  • Explain satisfactorily any anomalies or discrepancies in the information available
    to the panel
  • Declare any information that is likely to appear on the DBS disclosure
  • Demonstrate their ability to safeguard and protect the welfare of children and
    young people.


8.1  An offer of appointment will be conditional and all successful candidates will be
required to:

  • Provide proof of identity
  • Complete an enhanced DBS application and receive satisfactory clearance
  • Provide proof of professional status
  • Provide actual certificates of qualifications
  • Complete a confidential health questionnaire
  • Provide proof of eligibility to live and work in the UK

8.2  All checks will be:

  • Confirmed in writing
  • Documented and retained on the personnel file
  • Recorded on the Single Central Record
  • Followed up if they are unsatisfactory or if there are any discrepancies in the information received.

8.3  Employment will commence subject to all checks and procedures being satisfactorily


9.1 All staff and volunteers who are new to the organisation will receive information on
the safeguarding policy and procedures, code of conduct and guidance on safe working
practices as part of their induction training.

9.2 All successful candidates will undergo a period of monitoring and will:

  • Meet regularly with their line manager
  • Attend any appropriate training


10. Safe Start will only use those agencies which operate a Safer Recruitment Policy and
supply written confirmation that all relevant checks have been satisfactorily completed.
Any information disclosed as part of the DBS check will be treated confidentially.

10.1. Safe Start will carry out identity checks when the individual arrives.


11.1 Safe Start will require that all necessary checks and DBS requirements have been
satisfactorily completed for peripatetic staff.

Appendix 1
Policy Statement on the Recruitment of Ex-offenders

It is a requirement of the DBS Code of Practice that all Registered Bodies must treat
Disclosure applicants who have a criminal record fairly and do not discriminate because
of a conviction or other information revealed. It also obliges Registered Bodies to have a written policy on the recruitment of ex-offenders; a copy of which can be given to
Disclosure applicants at the outset of the recruitment process.

To help Safe Start to meet this requirement the following policy statement has been produced.

This policy statement also forms part of the Safe Start Equal Opportunities policy.

Policy Statement

  • As an organisation using the Disclosure and Barring Service (DBS) to assess
    applicants’ suitability for positions of trust, Safe Start complies fully with the DBS
    Code of Practice and undertakes to treat all applicants for positions fairly.
  • It undertakes not to discriminate unfairly against any subject of a Disclosure on
    the basis of a conviction or other information revealed.
  • Safe Start is committed to the fair treatment of its staff, potential staff or users of
    its services, regardless of race, gender, religion, sexual orientation,
    responsibilities for dependants, age, physical/mental disability or offending
  • We actively promote equality of opportunity for all with the right mix of talent,
    skills and potential and welcome applications from a wide range of candidates,
    including those with criminal records. We select all candidates for interview based
    on their skills, qualifications and experience.
  • A Disclosure is only requested after a thorough risk assessment has indicated that
    one is both proportionate and relevant to the position concerned. For those
    positions where a Disclosure is required, all application forms, job adverts and
    recruitment briefs will contain a statement that a Disclosure will be requested in
    the event of the individual being offered the position.
  • Where a Disclosure is to form part of the recruitment process, we encourage all
    applicants called for interview to provide details of their criminal record at an
    early stage in the application process. We request that this information is sent
    under separate, confidential cover, to a designated person within Safe Start and
    we guarantee that this information will only be seen by those who need to see it
    as part of the recruitment process.
  • Unless the nature of the position allows Safe Start to ask questions about your
    entire criminal record, we only ask about ‘unspent’ convictions as defined in the
    Rehabilitation of Offenders Act 1974.
  • We ensure that all those in Safe Start who are involved in the recruitment
    process have been suitably trained to identify and assess the relevance and
    circumstances of offences. We also ensure that they have received appropriate
    guidance and training in the relevant legislation relating to the employment of ex-
    offenders, e.g. the Rehabilitation of Offenders Act 1974.
  • At interview, or in a separate discussion, we ensure that an open and measured
    discussion takes place on the subject of any offences or other matter that might
    be relevant to the position.
  • Failure to reveal information that is directly relevant to the position sought could
    lead to withdrawal of an offer of employment.
  • We make every subject of a DBS Disclosure aware of the existence of the DBS
    Code of Practice and make a copy available on request.
  • We undertake to discuss any matter revealed in a Disclosure with the person
    seeking the position before withdrawing a conditional offer of employment.
    Having a criminal record will not necessarily bar you from working with Safe
    Start. This will depend upon the nature of the position and the circumstances and
    background to your offence.

Appendix 2

Safe Start Criminal Convictions Declaration Form