Safer Recruitment Policy

The aim of the safer recruitment policy is to attract talented candidates for roles within the nursery and deter, reject and identify those that may cause harm to children and staff. The basis for this policy is to ensure a safe and nurturing learning environment for children.

Staff Recruitment and Induction

We endeavour to operate a robust recruitment procedure which is reviewed annually. We ensure that each candidate has completed an employment application form which asks specific questions to assess suitability for the position that they are applying. When an application for employment has been successful, we will invite the candidate for an interview.

We take pride in ensuring that new staff are completely dedicated to working with children and have a real desire to improve their practice through training, particularly in the Montessori approach and philosophies.

We have an in-depth interview structure which we follow very closely when interviewing prospective employees.

The interview & tour is structured as follows:

• Pre interview guidance http://www.smithschildren.co.uk/jobs

• A guided tour of the nursery

• The Interview.

Candidates are required to bring the following to their interview:

• Academic certificates

• UK Emic translation certificate where relevant www.enic.org.uk

• Passport / work visa and;

• References.

We question candidates on Child Protection, Equal Opportunities and the Early Years Foundation Stage as a priority as well as looking at other aspects such as qualifications and experience. We look at the candidates’ relevant qualifications and assess their suitability to form part of the team at Smiths Children. Once a job offer has been made we follow up on references and ask the candidate to complete a Disclosure and Barring check which we initiate for them.

• We offer equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.

• All our staff are provided with job descriptions, that specify their roles and responsibilities.

• We accept applications from all sections of the community and globally. 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.

• Candidates 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.

• We obtain consent from our staff and volunteers to carry out on-going status checks of the Update Service to establish that their DBS certificate is up-to-date for the duration of their employment with us.

• 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.

Induction 

It is our policy to carry out an initial health and safety induction prior to the new employee commencing employment where possible. This means that on their first day they are familiar with the layout of the nursery and will have met some of the children and staff they will be working closely with. New members of staff will be assigned a ‘buddy’ to help them settle in and support them as they get used to the routines and practices.

• New employees follow a structured six-week induction programme. They will be expected to read and become familiar with all the nursery policies and to adhere to them at all times as part of their job role. They sign a review sheet to confirm they have read each policy.

• New employees do not open the door to anyone for the first month of employment until they are able to recognise all of the parents. New employees will be introduced to all parents on arrival and through a newsletter and our website.

• New employees do not accompany children to the toilet or change nappies unattended until their DBS clearance has been confirmed. It is our practice to begin

• DBS registration once employment has been confirmed.

• New employees are given a copy of the Employee handbook, which has information about nursery routines, uniform, time-keeping and other matters relating to their employment.

Importantly there is guidance available for any issues regarding Child Protection and how to protect themselves from allegations. A copy of the Induction checklist is signed by the new employee and by a supervisor and kept on file. Regular informal quizzes are produced by the manager to ascertain full understanding of the correct procedures and for the management to produce individual training plans.

In accordance with the Early Years Statutory Framework 2023 and Safer Recruitment guidance.

Students and Volunteers

We recognise that qualifications and training make an important contribution to the quality of the care and education provided by Montessori Nursery Schools. As part of our commitment to quality, we offer placements to students undertaking early year’s qualifications, apprenticeships and training. We aim to provide for students on placement with us experiences that contribute to the successful completion of their studies and that provide examples of quality practice in early years care and education.

Procedures

• We require students on qualification courses to have DBS checks carried out.

• We interview pupils who wish to work here as a placement to ensure that they are suitable before confirming their placement.

• Students undertaking qualification courses who are placed in our setting on a short-term basis are not counted in our staffing ratios.

• Trainee staff employed by the setting may be included in the ratios if they are deemed competent e.g. apprentices.

• We take out employers' liability insurance and public liability insurance, which covers both trainees and voluntary helpers.

• We require students to keep to our confidentiality policy.

• We co-operate with students' tutors in order to help students to fulfil the requirements of their course of study.

• We provide students, at the first session of their placement, with a short induction on how our setting is managed, how our sessions are organised and our policies and procedures.

• We ensure that trainees and students placed with us are engaged in bona fide training, which provides the necessary background understanding of children's development and activities.

Risk Assessment

We conduct risk assessments which are reviewed and actualised regularly. To ensure that we protect the health and ensure the welfare of all employees, volunteers, children and visitors to the nursery. The risk assessment process is a key element of ensuring all appropriate measures are identified to assist the achievement of this aim.

We believe that the health and safety of children is of absolute importance. We work to make our setting a safe and healthy place for children, parents, staff and volunteers by assessing and minimising the hazards and risks to enable the children to thrive in a healthy and safe environment.

• We carry out detailed risk assessments on all areas of possible risk and explain the procedures and the type of risk it causes.

• Every day before children arrive, the premises are checked to make sure they are safe for the children to play and work in. The staff will work through the opening checklist, making note of any concerns along the way. They then complete a risk assessment checklist, in the morning and again after lunch. They will complete the daily closing checklist to work through checking everywhere is clean and tidy and safe.

Our in-depth risk assessments will:

• Identify risk: Where is it and what is it?

• Who is at risk: Childcare staff, children, parents, cooks, cleaners etc.

• Assessment as to the level of risk as high, medium, low. This is both the risk of the likelihood of it happening, as well as the possible impact if it did.

• Control measures to reduce/eliminate risk: What do we need to do, or ensure others will do, in order to reduce that risk?

• Monitoring and review: How do you know if what you have said is working, or is thorough enough? If it is not working, it will need to be amended, or maybe there is a better solution.

• Risk assessment also takes place off-site, such as going to the park, etc. We do our best to be prepared in advance for any unforeseen event that will put children and staff at risk; however certain, this may not always be possible.

• All risk assessments are printed and stored in the risk assessment folder; parents are allowed to view them at any time upon request.

Staff are asked to sign each risk assessment once they have read it and they understand them.

Responsibility

The Manager will have the responsibility for ensuring that there are suitable and sufficient risk assessments for the areas they are responsible for. They may delegate the task of carrying out the assessment to “competent” staff. Competency for the purpose of carrying out a risk assessment means: An understanding of the work activity and best practice;

• An understanding of the regulations they are complying with;

• The ability to be objective and remain impartial.

Employees will be expected to comply with preventative measures identified by risk assessments. Failure to do so may put themselves or others at risk and as such failure to follow these measures will be dealt with under the disciplinary procedure.