Safer Organisations Checklist (73Kb)

Safer Recruitment and Safe Organisations Checklist (Schools should use the checklist provided on the Schools’ HR Intranet))

Organisation: Department/Work Area:

Name of Staff Name of Manager Member/Volunteer: completing checklist: Date of completion: Review date:

Preparation for post Y/N Date Notes Post advertised has statement on safeguarding and whether the role is working in “regulated activity” Job description includes a statement about safeguarding responsibilities Job specification includes statement regarding the need for enhanced DBS disclosure (if “regulated activity”) Applications Applications scrutinised for gaps in employment history Applications scrutinised for any safeguarding knowledge/concerns Applications not completed as per requirement discarded Short listing Agree shortlisting panel and appoint panel chair. Panels should always consist of a minimum of 2 people. If a panel member knows an applicant they must declare this Panel members should be trained in safer recruitment practices.

Updated August 2013 Page 1 of 5 Short listing continued .... Y/N Date Notes Short listed candidates are sent information outlining requirements re safer recruitment checks including enhanced DBS disclosures, Right to Work in the UK and the requirement to bring original documentation Interview panel agree any additional questions regarding individuals employment history, experience, attitude toward safeguarding etc Interview Interviewees asked questions relevant to safeguarding as agreed and any additional as a result of answers given to explore attitudes etc Any disclosure re criminal activity to be explored, even if spent conviction, or soft information Original documents to be checked, copies taken and kept on confidential staff file. Permission should be sought from the applicant to keep a copy of their DBS Certificate and assurance give that this will be kept on a confidential personnel file. Appointment Prior to start, candidates’ referee/s spoken to and confirmation of detail of reference verified and properly recorded on staff file. Check referee has answered all questions and there are no vague or ambiguous statements Check there are no safeguarding concerns - e.g. disciplinary action taken or pending or that the resignation was not as a result of a compromise agreement If an applicant already has an Enhanced DBS Certificate from a previous role in regulated activity, then an on line check should be carried out to ensure it is up to date. This is done through the DBS Update Service and the

Updated August 2013 Page 2 of 5 individual’s permission must be sought prior to any check. If a new Enhanced DBS check is required then this should be applied for in the normal way and the individual should not work in regulated activity unless supervised at all times. A risk assessment should also be carried out. It should be noted that the employer will no longer receive a separate copy of the DBS check and the employee will have to provide a copy to the employer. A copy should be retained on the personnel file. Where a DBS check reveals soft information or a concern about suitability, this to be discussed as per Allegation Management procedures. Where any convictions are revealed, there are to be discussed with Senior Manager (in addition to any internal agreement) and LADO informed via Senior Manager. Induction Y/N Date Notes Staff member to receive agreed induction pack which includes;  Statement of values and expectations of the organisation in relation to staff and children/young people/vulnerable adults  Copy of guidance on safe working practices  Copy of/reference to whistle blowing policy  Information about South West Safeguarding and Child Protection procedures  Information about the Allegations Management process  Expectation of and information re attendance child protection training  Copy of ‘what to do if you’re worried a child is being abused’  Information on the Common Assessment Framework and Lead Professional role and links with the

Updated August 2013 Page 3 of 5 safeguarding arena

Induction Continued Y/N Date Notes  Information on 1bigdatabase  Information about ContactPoint  Information about the LSCB and its subgroups  Copy of information sharing guidance (pocketbook available)  Info on E-safety strategy  List of KEY CONTACTS within the organisation for dealing with the various areas, outlined above Ongoing Each staff member has an opportunity to review and reflect on their work with individual children/young people and families via regular supervision arrangements Where in place, probationary review will consider with the individual safeguarding issues, relating to behaviour, understanding and any further required support Annual performance reviews are undertaken that focus on performance, skills development, including any required training or additional support, in addition to review of safeguarding issues/practice Where concerns are raised in relation to individuals behaviour that give rise to safeguarding concerns, this is channelled appropriately through the Allegation Management procedures. A full employment history is available on file for every member of staff, any gaps in employment are checked and accounted for and qualifications are checked Staff in the children’s workforce are signposted and supported as appropriate to undertake training in the Common Core of Skills and Knowledge.

Updated August 2013 Page 4 of 5 Updated August 2013 Page 5 of 5