Safer Recruitment Policy

Policy Statement

The safety and well-being of young people on our programmes is our top priority, and we take all reasonable and sensible measures to ensure they are kept safe from harm. We operate a Safer Recruitment policy which ensures that all our staff are committed to safeguarding and promoting the welfare of children.

Please also refer to our Offline and Online Safeguarding Policies.

Aims and Objectives

The aims of the Safer Recruitment Policy is to help deter, reject or identify people who might abuse children or are otherwiseunsuited to working with them by having appropriate procedures for appointing staff.

Advertising

  • All adverts state that an Enhanced DBS Check is required to become a Role Model and that the offer is subject to a check being satisfactorily completed
  • We will adopt a consistent, non-discriminatory approach to the advertising of vacancies.
  • We will not confine our recruitment to areas or media sources which provide only, or mainly, applicants of a particular group.

Selection Process

Selection techniques will vary and be determined by the nature and duties of the post, such as Assessment Days with team/leadership tasks, or delivering a presentation.

All vacancies require an interview of short-listed candidates. Interviews will always seek to explore their experience working with young people

All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.

Interview questions will be related to the requirements of the job and will not be of a discriminatory nature.

Candidates will be required to:

  • Explain any gaps in their employment history
  • Explain satisfactorily any anomalies or discrepancies in the information given
  • Declare any information that is likely to appear on a DBS disclosure
  • Demonstrate their ability to safeguard and protect the welfare of children and young people and their ability and willingness to promote fundamental Britishvalues

Employment Checks

When an employment offer is made, there will always be a reminder that an Enhanced DBS, received within the last 3 years, is required to fulfil the role. Role Models Life Skills uses Capita to process all DBS Checks. These are Enhanced Checks with a Barred List check. The Capita system asks for the applicants consent for DBS to share certificate information. We also inform of this during on- boarding.

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

  • Provide proof of identity
  • UK passport with details of issuing office or non-UK passport with work permit/visa
  • UK photo-card driving licence
  • Proof of home address and postcode in line with guidance from GOV.UK
  • Provide proof of eligibility to live and work in the UK if necessary
  • Complete an enhanced DBS application and receive satisfactory clearance
  • Complete an overseas police check for any individual who within the last five years has lived or worked outside the United Kingdom whether they are a British citizen or not
  • At least two references must be received that are deemed to be suitable (only one character statement can be accepted and the other must be from a previous employer)

Next Actions

  • All checks will be documented and retained on HR records
  • All checks will be followed up if they are unsatisfactory or if there are any discrepancies in the information received.
  • Employment will commence subject to all checks and procedures being satisfactorily completed.
  • Staff cannot commence residential work unless we they have their satisfactory DBS check

Dealing With Convictions

Where candidates have alerted us in advance to a criminal conviction, we will have asked for information on the type of conviction and when it was. If we are alerted through the DBS checking service, the conversation will be had at this time. If the conviction is considered to place the organisation, our partners, our clients, or our employees at risk, we reserve the right to withdraw our offer of employment.

Consideration will be given to the Rehabilitation of Offenders Act 1974 and also:

  • the nature, seriousness and relevance of the offence;
  • how long ago the offence occurred;
  • one-off or history of offences;
  • changes in circumstances, decriminalisation and remorse.

Induction

All staff and volunteers will receive information on the organisation's safeguarding policy and procedures. As well as guidance on safe working practices which would include guidance on acceptable conduct/behaviour. These expectations will form part of training.

DBS Renewals

2 years and 9 months after the date of an employee's DBS check, our systems will alert HR staff that the DBS is due to expire. This allows us time to ensure a new DBS check is submitted and returned before 3 years have passed since the employee's last DBS check. Employees with DBS checks dated more than 3 years ago will be considered to be un-checked.

When an employee is renewing their DBS with us, all documentation must be provided again (proof of identity and current address).

We are committed to reviewing our policy and procedures annually.