Statement of Intent: #
‘United Education is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment whether on or off duty. All staff are subject to a Disclosure and Barring Service (DBS) check. Unjustifiable discrimination based on gender, sexual orientation, marital status, age, religion or belief, creed, race, colour, nationality, ethnic or national origins or disability will form no part of the selection process.’
In line with recent legislations including the Children’s Act 1989 & 2004, Safeguarding Vulnerable Groups Act 2006, Working Together to Safeguard Children (HMRC Guidance March 2015) and Keeping Children Safe in Education + Summer for Staff (re-issued by DfE September 2016), the Company is committed to its duty of care and recognises that all children have the right to be protected.
The following Recruitment Policy has been set out in order to ensure unsuitable people are prevented from working in the Company.
Recruitment Process #
Advertisement #
Job advertisements will make explicit reference to the commitment of the organisation to Safeguarding, including the requirement for an Enhanced Disclosure & Barring Service check
Job Descriptions #
Job descriptions will be supplied to all staff. These outline tasks that staff will be expected to perform, the skills, qualifications and experience necessary to undertake the role and safeguarding references
Application Form #
All applicants will complete an application form. The application form will elicit information about an applicant’s past and a self-disclosure about any criminal record as well as asking each applicant to certify that all information given is correct. In addition to this, all applicants must provide the contact details for two referees.
- instructions that the application form must be completed by hand
- a declaration that all information is correct
- a section under the Rehabilitation of Offenders Act that asks if the applicant has been awaiting a verdict, convicted, or cautioned or received a court order or final warning for any offence that may affect their suitability for working with children
- a request for the contact details of two referees one of which should be the last employer; (if this is the candidate’s first job, their course tutor is a suitable alternative)
All applicants must submit a application form by the closing date. We will only accept CVs if they are accompanied by our standard application form completed as required.
Equal Opportunity #
The company is an equal opportunities employer where all job applicants will receive equal treatment regardless of sex, sexual orientation, marital status, pregnancy or maternity, age, religion or belief, creed, race, colour, nationality, ethnic or national origins or disability (‘the protected characteristics’). The Company is committed to building an organisation that makes full use of the talents, skills, experience and different cultural perspectives available in a multi-ethnic society, where people feel they are respected and valued, and can achieve their full potential.
Shortlist #
Short, informal telephone conversations may be arranged and carried out by a member of Head Office staff if they are undecided on an applicant’s suitability for an interview just from reading the application form and CV.
A shortlist of applicants will be invited to interview. The job description will provide the criteria for each role and evidence of a candidate’s suitability will be sought in the application form and CV
Interview #
Applicants will be assessed by a member of the recruitment team and notes will be taken. Where possible applicants will attend both a group assessment and a one to one interview.
Will notify all candidates selected for interview by email. All candidates will be asked to bring to the following items to the inteview:
- proof of identity, eg passport, driving licence or birth certificate
- proof of address, eg recent utility bill (not mobile phone) or bank statement
- proof of qualifications, ie the relevant certificates
- for non-British nationals, proof of the right to work in the UK (as required by the Asylum and Immigration Act)
The interview will be conducted by at least two interviewers. All candidates will be asked the same set of questions. We will then ask additional questions about any other issues that arise from their application form. For example, the interviewers will follow up on any gaps in the candidate’s employment history rigorously and ensure that they are satisfied with the explanation given, undertaking additional checks if necessary.
All candidates will also be asked to participate in a session for an hour so that they can be observed interacting in a realistic setting. When we have interviewed and observed all candidates, we will make our final selection.
Applicants will be asked about gaps in work history #
All candidates will be interviewed by a member of the Head Office staff or another experienced member of the company (e.g. a Centre Manager or Director of Studies), preferably in person; skype will be used for applicants who will not be in the UK at any time during the recruitment period. All interviews will include questions to find out the applicant’s motivation for and experience of working with children
EFL teacher applicants will undergo a second interview with the Academic Manager
Vetting Checks #
References #
Two confidential references must be provided. Referees will be asked specifically about the applicant’s suitability to work with children and whether there have ever been any concerns about work with children and young people
Identity Checks #
The original documents of all forms of ID will be seen either by a member of the United Adventure Camps Head Office staff, or by using the ID verification service provided by the Post Office.
Applicants who are unable to provide these prior to the start of their contract must do so as soon as they arrive on site and before taking up appointment
Qualification Checks #
Applicants will be asked to provide any academic or vocational qualifications as required for the position he/she has applied for. Applicants who are unable to bring these to the interview must provide these as soon as they arrive on site and before taking up appointment.
DBS Disclosure #
An Enhanced Disclosure and Barring Service check (DBS) will be undertaken by the company prior to taking up a position if not already in possession of one dated from within the last 3 months of the time of employment Photographic evidence of identity is required for these checks, which also serve to confirm the applicant’s identity. Acceptable proofs of identity may include passport, birth certificate, driving licence as well as evidence of proof of address.
New staff will only be allowed to work unsupervised with children when we have had full sight of a satisfactory DBS certificate for them.
If we decide to allow a new member of staff to begin work pending the completion of their DBS check, we will complete a written risk assessment first and they will not be allowed unsupervised access to the children until we have seen and reviewed their DBS certificate.
For any applicants who are not resident in the UK a Police Certificate of Good Conduct will be obtained, according to the process that is in place in the country of residence.
For candidates who have a criminal record or other notification on the DBS Check or Police Check, further information will be sought from the applicant. A decision as to whether to proceed with employment will be made by the Managing Director or the Recruitment Manager that depends on the nature of the offence and whether it would have a negative bearing on the applicant’s suitability for working with children.
No applicant will start work without a successful barred list check.
For any applicant whose DBS or Police check has not arrived before the start of his/her employment, unsupervised access to the students will not be allowed until a satisfactory check has been obtained. This will be achieved by implementing the following procedures:
- A third reference will be requested
- Coaches will coach in sight of other staff
- Teachers will only teach with the door open and the DOS will maintain a frequent presence in the corridor throughout the lesson
- Staff will be accommodated in parts of the facility that children do not access and will not have unsupervised access to student accommodation areas; staff will not undertake any supervisory duties in the accommodation
DBS checks with any recorded information #
If the DBS check returns showing criminal records information relating to harm to children or young people, violence, sexual assault, child sexual abuse images, terrorism offences, or anything else that might indicate they are unsuitable to work with children, the Manager will firstly check the list of offences that automatically disqualify a person from working with children under the terms of the Childcare Act 2006. The list is available here: https://www.gov.uk/government/publications/disqualification-under-the-childcare-act-2006
The Manager may seek further advice from Social Care or the LADO (Local Authority Designated Officer) if they are unsure whether the disclosed offence is on the list of disqualifiable offences.
If the candidate’s offences disqualify them from working with children then the offer of employment will be withdrawn. If the offence shown on the disclosure is not on the list of disqualifying offences but still gives cause for concern, for example offences relating to theft or fraud or anything else that might pose a risk to the integrity of the club, the Manager may choose to seek further advice (eg from UNLOCK or NACRO) to help inform their decision.
Where the offences are more minor and where children are unlikely to be at risk of harm, the camp manager will decide on a case by case basis whether to confirm the appointment. This decision will be subject to undertaking a risk assessment of the applicant’s criminal record. This will include giving the applicant the opportunity to provide an explanation for the offences, as well as the circumstances at the time. We will assess the applicant’s attitude to their offences, and whether they would act differently now.
In all cases we will discuss any matter revealed on a DBS certificate with the applicant before withdrawing the conditional offer of employment. Immigration status The management is aware of Asylum and Immigration Act requirements and will check the eligibility of all new starters to work in the UK. Candidates are expected to provide documents confirming their status, usually a driving licence, passport, and NI number
Conditional Offer #
An offer of employment will be sent out which clearly states that the offer is subject to passing certain pre-employment checks. These are:
- Two satisfactory references
- A successful enhanced DBS check
- Proof of identity
- Evidence demonstrating the entitlement to work in the UK
- Proof of any academic / vocational qualifications (ELF Teachers and Sports Coaches only)
Staff Induction and Development #
Each new member of staff at United Adventure Camps receives a copy of all of the Camp’s policies and procedures and complete an online quiz to prove their understanding. Within the first month of their employment, the manager will discuss the practical implications of the Camp’s policies and procedures with them. The new staff member will sign the Policy Confirmation Slip to confirm that they have read and understood the Camp’s policies.
All staff will attend the orientation training which will include:
- Introduction to their colleagues, children and parents or carers
- Tour of the premises including: identification of all fire exits, location of first aid kit and fire safety equipment, and information about the emergency evacuation procedures; outside play areas, fire assembly points, collection points at the school, route from the school to the Camp etc, and identification of any known hazards
- Thorough briefing about the Camp’s safeguarding and child protection policy and procedures and about our Equal Opportunities policy and ethos.
- Location of Camp records and documentation, storage, toilets etc
- Overview of all aspects of the day-to-day management and running of the Camp
- Explanation of the Camp’s obligation to comply with the Early Years Foundation Stage (EYFS)
- Explanation of the processes for appraisals, training and development, booking holidays, sickness absence, staffing rota, etc.
Development and training #
To ensure that staff development needs are being met, and that staff training and qualifications are meeting the requirements of the Camp and the Statutory Framework for the Early Years Foundation Stage, we provide all our staff with:
a thorough induction process
a system of regular appraisals and reviews
opportunities for training and professional development.
We also keep an up to date record of staff qualifications and maintain a training development plan.
Appraisals and reviews #
The manager will hold an annual appraisal meeting with individual staff. The appraisal will reflect on progress and challenges over the previous year and identify current knowledge and skills, areas for future development and potential training needs.
The manager will hold quarterly reviews with staff to monitor their professional development and their progress with regards to the targets set, and issues raised, during their annual appraisals.
Training #
The manager will identify and promote suitable training courses for staff so that they can expand their professional development and keep their knowledge of childcare and playwork issues up to date. Staff are expected to attend training courses as and when requested by their manager.
Staff meetings #
Staff meetings provide a forum in which staff can share information, solve problems and raise work issues. Staff meetings are held on a daily basis.
