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Safe Recruitment

Safe Recruitment

Recruitment, Employment and Deployment of Staff and Volunteers

Principles
All reasonable steps will be taken to ensure unsuitable people are prevented from working with young people and adults at risk. The same procedures will be applied whether recruiting paid or unpaid staff working full or part-time.

Links
This policy should be read in conjunction with the Safeguarding Policy and the Equality Policy.

Purpose
This policy sets out the minimum requirements of the recruitment process that aims to:
• Attract the best possible applicants to vacancies,
• Deter prospective applicants who are unsuitable for work with children, young people and adults at risk,
• Identify and reject applicants who are unsuitable for work with children, young people and adults at risk.

Pre-Recruitment Checks
The following pre-recruitment checks will always be carried out:

Advertising
All recruitment advertisements whether placed directly by BCC Ltd or via an Agency will reflect the:
• Aims of BCC Ltd, and the particular project involved e.g. Sport, Skills Factory,
• Statement and Overall Purpose of the role,
• Level of experience and/or qualifications required,
• Characteristics and attributes of the ideal candidate,
• Requirement to secure a Disclosure and Barring Service (DBS) if engaging in Regulated Activity.

Pre-Application Information
All applicants will be required to review on-line via the recruitment page of the www.the-blackcountry.com website prior to making an application either for a paid or unpaid (Volunteer) role, the relevant recruitment information pack containing;

• Background information about BCC Ltd,
• Contextual information relating to the role and its position within the staffing structure,
• A job description outlining the statement and overall purpose of the role and the key tasks and responsibilities,
• Detail regarding the level of experience and/or qualifications required for the role,
• A copy of the corporate Equality Policy.
• A copy of the corporate Safeguarding Policy.

Applications
CV’s will not be accepted from applicants for roles eligible for a DBS check.  All applicants for these eligible roles whether paid, voluntary, full or part time will complete an application form which will elicit the following information:

• Name, address and National Insurance Number (to confirm identity and right to work, a passport or other eligible document will be viewed at interview or prior to appointment)
• Relevant experience, qualifications and training undertaken (original copies of qualification certificates will be viewed at interview or prior to appointment)
• Career history (to confirm experience and identify any gaps)
• Completion of form DBS1.  This document must be completed fully and signed by the applicant in person at the start of their employment.
• The names of at least three people (not relatives) willing to provide written references that comment on the applicant’s previous experience of, and suitability for the post, with at least one reference confirming the candidates suitability to work with children, young people and adults at risk where appropriate.  One reference to be from the current/previous employer.  References will be obtained prior to a confirmed offer of employment being made. References or testimonials provided by the candidate will never be accepted.

At Interview
At the commencement of the interview process all applicants will be advised of the requirement to secure a DBS check and seek their verbal consent to the check in the event they are the successful candidate.

All interview candidates will be advised that they will be required to abide by the BCC Ltd Code of Conduct and Ethics as found here.

All interviews will be face-to-face unless there are exceptional circumstances that require a phone/Skype interview.  In any case, a face to face meeting will take place with the candidate before a conditional offer is made.

Candidates will always be required to:
• Explain satisfactorily any gaps in employment;
• Explain satisfactorily any anomalies or discrepancies in the information available to recruiters;
• Declare any information that is likely to appear on a DBS disclosure;
• Demonstrate their capacity to safeguard and protect the welfare of children, young people and adults at risk.

Disclosure and Barring Service Checks
All Disclosure and Barring Service (DBS) checks will be organised and paid for by Black Country Consortium Ltd via the DBS Umbrella Organisation, Sandwell Metropolitan Borough Council.

Successful candidates will be asked to complete the DBS application form by the HR Manager who will verify all supporting documentation accompanying the application. The online DBS check status facility will only be sued where the DBS clearance has been secured in the last three months. Any conditional offer of employment will make clear that a confirmed offer is subject to a satisfactory DBS check being received and in the event that it is not, the conditional offer will be withdrawn.

In the event that there is a delay in receiving a DBS check the successful applicant may be appointed to the role subject to there being no access to children, young people or adults at risk until the DBS check has been received.  A risk assessment will be completed and the successful applicant will be asked to comply with it in its totality or face dismissal. For the avoidance of doubt, the confirmed offer of employment clearly states that in the event a satisfactory DBS has not been received the employment will be terminated.

Recruiting Overseas Staff
Individuals who have lived or worked outside the UK must undergo the same checks as all other applicants.  In addition, the HR Manager may consider further checks necessary based on factors such as the amount of information disclosed in the DBS check, and the length of time the individual has been in the UK so that any relevant events that occurred outside the UK can be considered.  In such cases, the HR Manager will ask the applicant from overseas to get a criminal record check or "Certificate of Good Character” [also known as "Certificate of Good conduct”], from their country of origin.

Appointment and Induction
Following the offer of a position all successful applicants are required to:

• Evidence their eligibility to live and work in the UK,
• Provide proof of identity,
• Complete a DBS application form and form DBS1,
• Provide actual certificates of qualifications,
• Complete a confidential health questionnaire.

Each new starter will be asked to sign a contract of employment and confirmed appointment letter prior to starting.

Each new starter will be allocated an existing team member as their Induction Buddy who will oversee the delivery of a four week induction programme that incorporates the Safeguarding Procedures and Policy, completion of the 3 hour on-line NSPCC Safeguarding Awareness course (for those working with children, young people and adults at risk) and to secure sign up to the corporate Internet Misuse Policy and Email Usage Policy. All new staff will be subject to an eight week probation period.

Staff Records    
All personal files will be held by the HR Manager and will include file copies of all the pre-employment checks undertaken.

Recruiting Volunteers and Non-Executive Directors
We believe that BCC Ltd benefits greatly from the roles of Non-Executive Director and volunteers. 

Procedure for Application
Candidates make a formal application using an Expression of Interest Form initially.

Each candidate attends a formal face to face interview.

Any offer is subject to obtaining two references.

All Non-Executive Directors for the BeActive Board only are asked to sign up to the Corporate Safeguarding Policy and Equality Policy before commencing their role and at the time that their directorship is extended.

Safeguarding Training
All identified training needs for BCC Ltd staff and volunteers will be included on the new starters Personal Development Plan held on the Performance@BCC online performance management system.   Appropriate training will be sourced to suit the requirements of the job role and ensure that team members understand and recognise their responsibilities with regard to their own good practice and the reporting of suspected poor practice/concerns of possible abuse.  Safeguarding Training will be carried out as part of the induction process. In addition to this all team members will be required to attend mandatory Safeguarding Awareness training at regular intervals.

Policy Statement on the Recruitment of Ex-offenders
As an organisation using the Disclosure and Barring Service to assess applicants’ suitability for positions of trust, BCC Ltd complies fully with its corporate policy on the recruitment of ex-offenders and undertakes to treat all applicants for positions fairly.  It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.

BCC Ltd is committed to the fair treatment of its staff, potential staff or users of its services, in accordance with the Equality Act 2010.

Monitoring and Appraisal
At supervision meetings, formal appraisal and project close down, all staff or volunteers will be given feedback on their Safeguarding compliance.  This will ensure any new training needs are identified and new goals for performance are set.

Complaints Procedure
BCC Ltd’s Complaints procedure will be used to deal with all formal complaints. BCC Ltd will ensure that parents, young people and adults at risk are aware of the existence of this procedure.

BCC Ltd’s disciplinary procedures will be followed if complaints against a member of staff require it.

Monitoring and Review
BCC Ltd will review this policy on an annual basis.  The HR Manager will ensure that this policy reflects the latest Statutory Guidance.