Safer Recruitment

 

(Including vetting, contingency plans, training and development)

 

Success in recruiting and retaining the right staff is at the heart of improving the well-being of children and families-as well as being the key to a flourishing business. Recruiting the right staff, for the right roles, is fundamental to the success of our nursery and its ability to deliver quality childcare. Thus, the quality of our staff and the range of their skills, knowledge and qualifications can be taken as a direct indicator of the quality of the provision overall.

We provide a staffing ratio in line with the Welfare requirements of the Early Years Foundation Stage to ensure that children have sufficient individual attention and to guarantee care and education of a high quality.  Our staff including relief staff are appropriately qualified and we carry out checks for criminal and other records through the Disclosure Barring Service in accordance with statutory requirements.

 

Ratios

 

To meet this aim we use the following ratios of adult to children:

1. Children aged under two years of age: 1 adult: 3 children

2. Children aged two years of age: 1 adult : 4 children

3. Children aged three to five years of age: 1 adult : 8 children or with QTS/EYTS 1 adult : 13 children

4. A minimum of two staff or adults are on duty at any one time.

In addition the Manager and Senior Management of the nursery are supernumerary.

We use a key person approach to ensure that each child has a named member of staff with whom to form a relationship and who plans with parents for the child's well-being and development in the setting. The key person meets regularly with the family for discussion and consultation on their child's progress.

 

We hold regular staff meetings to undertake curriculum planning and to discuss children's progress, their achievements and any difficulties that may arise from time to time.

 

Vetting and staff selection

 

1. We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.

2. All staff have job descriptions which set out their staff roles and responsibilities.

3. We welcome applications from all sections of the community.  Applicants will be considered on the basis of their suitability for the post, regardless of marital status, age, gender, culture, religious belief, ethnic origin or sexual orientation.  Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable.

4. We use Ofsted guidance on obtaining references and enhanced criminal record checks through the Disclosure Barring Service for staff and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006 for the vetting and barring scheme.

5. We keep all records relating to employment of staff and volunteers, in particular those demonstrating that checks have been done, including the date and number of the enhanced DBS check.

6. DBS checks which have been acquired via the update service will continue to be checked at the time of supervisions and appraisals, or when deemed appropriate to do so.

 

Changes to staff

 

We inform Ofsted of any changes to the person responsible for our setting.

 

Training and staff development

 

1. Our setting Manager and Senior staff hold a minimum full and relevant f  Level 3 in Early Years Education,

2. A minimum of half of our staff hold a full and relevant Level 3 qualification or equivalent

3. We provide regular in-service training to all staff - whether paid staff or volunteers – through our internal Training Team, the Local Authority and online training provider Noodle Now

4. We provide staff induction training in the first three months of employment.  This induction includes an introduction to LTNS policies and the Staff Handbook, ensuring they complete statutory safeguarding training and an introduction to the Froebelian approach

5. We support the work of our staff by holding regular supervision meetings and appraisals.

6. We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice.

 

Managing staff absences and contingency plans for emergencies

 

1. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the manager with sufficient notice.

2. Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios and qualification requirements are maintained.

3. Sick leave is monitored using the Bradford Factor and action is taken where necessary in accordance with the contract of employment and LTNS Staff Handbook.

4. We have contingency plans to cover staff absences, and in all cases ensuring ratios and qualification requirements are maintained, this includes calling on staff from other LTNS sites, LTNS Bank staff and reliable external agencies

5. If the Nursery staff are sick or unable to come into work for any reason they telephone the Manager who organises cover

 

Induction of staff, volunteers and managers

 

We provide an induction for all staff, volunteers and managers in order to fully brief them about Linden Tree Nursery Schools and the families we serve, our policies and procedures, curriculum and daily practice.

We have an induction plan for all new staff, which includes the following:

1. Introductions to all staff and volunteers, including management members.

2. Familiarising with the building, health and safety and fire procedures.

3. Ensuring our policies and procedures have been read and are carried out.

4. Introduction to the Froebelian approach and the principles which underpin our practice

5. Introduction to parents, especially parents of allocated key children where appropriate.

6. Familiarising them with confidential information where applicable in relation to any key children.

7. Details of the tasks and daily routines to be completed.

8. During the induction period, the individual must demonstrate understanding of and compliance with policies, procedures, tasks and routines.

9. Successful completion of the induction forms part of the probationary period.

 

This also applies to bank staff or temporary educators.

 

Student placements

 

LTNS recognise that qualifications and training make an important contribution to the quality of care and education provided by nursery  settings and we offer placements to students undertaking early years‛ qualifications and training,.

We aim to provide students on placement with us experiences which contribute to the successful completion of their studies and which provide examples of quality practice in early years care and education.

1. We require students to meet the "suitable person" requirements of Ofsted.

2. We will not have anyone under the age of 17 have a placement in the nursery that is counted in the ratio.

3. We supervise students and do not allow them to have unsupervised access to the children.

4. Students placed in our nurseries on a short-term basis are not counted in our staffing ratios.  Students placed for longer periods (for example, a term) may be counted in our staffing ratios provided we consider them to be competent.

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

6. We require students to adhere to our Confidentiality Policy.

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

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

9. We communicate a positive message to students about the value of qualifications and training.

10. We make the needs of the children paramount by not admitting students in numbers which hinder the essential work of the nurseries.

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

 

Lone Working

 

We intend that no person should be working alone on site and will endeavour as far as is practicable to ensure that at least two persons are on site at any given time. However it is recognised that there could be occasions when lone working is unavoidable and therefore this policy and guidelines are written to reflect this eventuality. In line with this no staff members without completed DBS checks are to be left alone with children unsupervised. Visitors will always be accompanied in the building.

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Aim

To ensure persons who carry out lone working shall not face any additional degree of risk when doing so. The Health and Safety of employees who work alone shall be assured as far as is reasonably practicable as shall others who may be affected by the action of lone workers themselves.

 

Objectives

This document applies to all staff working alone in our Nursery Schools whereby the task or role undertaken:

1. Aim to be safe and without risk to health

2. Have proper facilities and arrangements for welfare and first aid

3. Follow safe systems of work to preserve the health and safety of employees and others who may be affected by such activities.

 

Roles and Responsibilities

 We are responsible for the health and safety of employees and to this end require that employees take regard of:

1. The appropriate health and safety measures in place as outlined in our policies and practice

2. Reasonable care is taken of their own health and safety and that of others who may be affected by what they do or do not do – there are no exceptions to this, every employee has this duty.

3. Co-operate and comply with management instructions regarding statutory health and safety duties.

4. It is the responsibility of all staff to raise any concerns they have with the Senior Management through the Manager.

5. Persons undertaking lone worker home visits must follow procedures for Home Visit “Buddy”

6. Arrangements. Home visits should not be arranged if there is no other member of staff in the setting

 

 Guidelines

A Lone Worker risk assessment must be completed & regularly reviewed.

1. All outer doors should be locked with the exception of the main entrance door. Workers should initially converse with visitors via the intercom and only open the door to people they feel safe with.

2. All doors and windows other than the persons working area should be shut and where applicable blinds in the closed position.

3. The person working must keep a work mobile with them at all times in case of emergency.

4. Workers should not arrange to see families in the nursery if there are no other staff on the premises unless in an emergency

5. Workers should not take any unnecessary risks e.g. climbing, maintenance etc.

6. Doors and windows must be locked when you vacate the building

7. The worker will be advised of a nominated person from the senior management team who will be the first point of contact for any issues.

8. In an emergency follow usual evacuation procedures and contact emergency services as well as a Senior Manager.

Persons who intend working on site outside normal working hours must inform the Manager or Senior Management.

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Updated July 2023