3.1.1 Staff Recruitment

Contents

1. Policy Statement
2. Procedure

1. Policy Statement

Continuum Care and Education has made a commitment to comply with all the National Minimum Care Standards.

There is also careful vetting and close monitoring of visitors to the home, this is to prevent Young People and/or children being exposed to potential abusers.

2. Procedure

In keeping with the business plan Continuum Care & Education will identify vacancies in line with the agreed staffing levels and needs of the individual Young Person.

These vacancies are identified by the Regional Managers and a time scale for recruitment will be formulated to meet the needs of the service.

This will include the following steps:

1. All posts are advertised locally and nationally if required.
2. A named person is designated to receive enquires and to distribute application forms and job descriptions.
3. Dates for interviews are arranged and an interview panel selected.  Wherever possible this will consist of a mixed gender panel and where appropriate Young People in Continuum Care & Education's care may be included in the process and that of interviewing.  This will be done with support and guidance given to the Young Person prior to the selection process.
4. The interview panel will then draw up a short-list of candidates using the job description as a guide to ensure that all applicants meet the acceptable standard.
5. If following interview, the candidate is suitable for employment within Continuum Care & Education, the following information must be provided:
   1. Any two of passport, birth certificate, marriage certificate or original birth certificate.  Proof of current address is also required.
   2. HR will verify whether the applicant has a right to work in the UK - see Directgov/permissiontowork website
   3. An Enhanced C.R.B. form completed in the presence of a member of the Continuum Care & Education team.  If at interview there is a declaration of prior convictions this will be explored at interview and if deemed necessary an additional interview may be called at a later stage during the recruitment process.  This will be done in line with Rehabilitation of Offenders Act 1974.  On completion of such an interview a risk assessment will be completed by the Registered Manager, Regional Manager and a representative from Human Resources.  The decisions are documented and sent to the Operations Director for final approval. A copy is placed on the applicants file.  This is in accordance with Schedule 2 point 7 of the Children's Home Regulations 2001 (Regulations 6,8 & 26). All references, wherever possible, will be verbally authenticated.
   4. From November 2010, if the person is applying for a Regulated Activity, s/he must also provide details of registration with The Independent Safeguarding Authority.
   5. Original Certificates for any relevant training, which may be photocopied and added to their personnel file.
   6. Two satisfactory references, one of which must be their current or most recent employer  As far as is practically possible a reference would be required from any position whereby an applicant has previously worked with children or vulnerable adults in accordance with Schedule 2, point 4 Children's Home Regulations 2001. (Regulations,6,8 & 26).
6. Staff will not be permitted to work with Young People without the above documentation.
7. All Enhanced CRB's will be renewed every three years.
8. Additional checks may be required for those whose employment will give access to 'Contact Point.'

End