3.1 Recruitment, Supervision and Training of Staff

AMENDMENT

This chapter was updated in July 2010 to include references to the role of the Independent Safeguarding Authority.

General Recruitment Process
Choice of Candidate
Criminal Record Bureau (CRB) Checks
Induction and Review
Supervision and Support
General Training
Equality and Diversity Training
Reporting Systems for Unsuitable Staff
Whistle Blowing

1. General Recruitment Process

So as to minimise the risk of employing or engaging an individual who poses a predictable risk to them, all agencies should consider, with respect to candidates who will be working with children (either in a paid or unpaid capacity):

Methodically applying techniques which are accepted as helpful in identifying unsuitable individuals
Analysing rigorously all the information which is available about the candidate and, whenever possible, verifying through references, information which is provided by the candidate

To ensure that those involved in selecting staff are able to successfully test the candidates’ ability and experience against a clearly defined person specification each agency must offer them:

Specific training
Supervised / supported experience of recruitment
Periodic evaluation of performance

Any agency commissioned to provide services to children must be required as part of the commissioning process to comply with the safe recruitment procedures set out in this chapter.

All Head Teachers and a governor for each school are required to undertake the training, and Head teachers can register themselves, their governor, and other staff members at National College for School Leadership (Safer Recruitment) website to complete the on line safer recruitment training, or attend one of the courses being run by the SSCB which will also give the same qualification if the test is taken.

Other managers recruiting staff or volunteers to work with children can do the SSCB course, and take the assessment test if they wish.

2. Choice of Candidate

Quality of Job Description & Person Specification

Agencies should develop detailed internal procedures which clarify allocation of ‘human resource’ tasks outlined below.

Job advertisements, application forms, job descriptions and person specifications should reflect professional practice requirements and refer to the need to be committed to safeguarding and promoting the welfare of children.

Application forms will specifically require an applicant to disclose any previous allegations made against them both in relation to their personal and professional life.

All stated requirements must be expressed in terms sufficiently explicit to allow a candidates experience, achievements or capabilities to be evidenced.

CV’s and References From Previous Substantive Employers

CVs should not be accepted. A format for application should be used requiring each candidate to give names of educational establishments and work places attended with dates, and explanations sought for any gaps in an applicants work history.

References should not be accepted except where they have been sought directly from a previous employer in the manner outlined below.

A previous employer who is asked for a reference should be advised in the request sent, to take all reasonable care to ensure that her/his statement:

Is reliable and comprehensive - e.g. accurate dates of employment, CRB checks, any periods of sick leave
Is based upon an accurate assessment of an individuals qualities (any disciplinary action, known convictions, other grounds for disquiet)
Focuses on the key criteria for effective performance in the specified post and
Offers a full and frank disclosure of all matters considered relevant by the author - e.g. candidates reason for planning to or actually leaving her/his post, the existence of any previous or current concerns or disciplinary action in relation to allegations of a child protection nature

An employer reference should also be obtained in respect of internal candidates for posts involving direct contact with children.

So that information of comparable weight is obtained for all candidates, references on all short-listed candidates should wherever possible be obtained prior to final selection.

All agencies committed to these procedures should have explicit arrangements for provision within reasonable time-scales, of properly structured references which should ordinarily be issued in the name of the head of service (though they may be drafted by a more junior member of staff who has the necessary knowledge and experience).

References With Respect to Agency Staff

Given the proportion of staff currently engaged via specialist employment agencies, it is important that there are systems in place to ensure that only those which can offer safe selection processes are used by those organisations committed to these procedures.

References from any previous substantive employers should be sought as described above and requests to employment agencies should seek confirmation:

That the individual was registered with the agency in the period/s claimed
Of all assignments including dates, roles and name and address of all work places
Of the quantity and pattern of any absences from their assignments
Of any cause for concern within the agency including any request by a client for the person to be withdrawn from an assignment which upon investigation was found to be justified

The employment agency should also be asked to confirm:

That it carries out appraisals of its workers and be invited to describe the most recent relevant to the role which is to be filled
The date of the last Criminal Records Bureau (CRB) check it sought on the individual in question, its result, and to forward a copy of it
From which previous employers references were obtained and whether or not these expressed any reservations about the individual in question
if its overall selection procedure complies with the recommendations made in the Warner report ‘Choosing with Care’

Selection Methods

Interviews may usefully be underpinned by practical exercises, which simulate the working environment e.g. anonymous real-life situation (with precautions taken to ensure no unfair advantage to internal candidates).

Such practical exercises may include:

‘A situation exercise’ which tests declared responses to events relevant to the post in question
‘Submission of a prepared written exercise’ to allow a panel to prepare and deliver questions at an interview
A ‘presentation exercise’ to test an individuals ability to research, prepare and present a topic relevant to the post in question
‘Psychometric tests’ - e.g. personality and/or skills based
A group exercise which simulates a relevant forum and allows observation of interaction

Final interview panels should be balanced wherever possible by gender and race and may benefit from the inclusion of independent person/s as well as immediate line managers and more senior staff. At least one member of the interview panel should have had specific training in safe recruitment methods.

3. Criminal Record Bureau (CRB) Checks

The CRB now provides two sorts of certificates which are of relevance to employers (standard and enhanced disclosures), and one or other must be sought with respect to all candidates who seek to work with children.

Any concerns raised as a result of CRB checks must be followed up.

Standard Disclosure

A standard disclosure is available for posts involving regular contact with children (and vulnerable adults), certain professions in health, pharmacy and the law.

Standard disclosures indicate if there is nothing on record or show details drawn from the police national computer of:

Spent and unspent convictions
Cautions
Formal reprimands and
Final warnings

Standard disclosures are issued to the individual and copied to the body registered to seek them.

Enhanced Disclosures

The enhanced disclosure in addition to the information provided by a standard disclosure may contain non-conviction information from local police records, which a chief police officer thinks, may be relevant to the position sought.

The enhanced disclosure is available for positions involving regular caring for, training, supervision or being in sole charge of children (or vulnerable adults).

Persons Prohibited From Working or Seeking Work With Children

Both standard and enhanced disclosures will show whether under schedule 4 Criminal Justice and Courts Act 2000, the person is prohibited from working or seeking work with children.

If a disclosure reveals that a person is prohibited, it is an offence to employ him or her and both the Independent Safeguarding Authority and the Police must be informed immediately of the individual's attempt to seek employment.

Limitations of Disclosures

Disclosures may not provide information on people convicted abroad and with respect to individuals who have had a limited period of residence in the UK, caution must be exercised.

The CRB may be able to advise about criminal record checking overseas.

Occasionally, an enhanced disclosure check may result in the local police disclosing non-conviction information to the registered body only and not to the applicant e.g. a current investigation about the individual. Such information must not be passed on to her/him.

4. Induction and Review

For all staff working with children, including locum and agency staff, their induction should include child protection induction as outlined in the Safeguarding Children Board Training Strategy.

Where appropriate, supplementary induction, supervision training and appraisal with respect to their new role should be provided. Information gleaned from the selection process should be used to inform such personalised induction and support.

Regular review meetings between the appointee and responsible manager should be convened by the manger throughout the induction period to address areas where further support, guidance and training may be required.

5. Supervision and Support

Senior managers in all agencies for which this manual is relevant have a duty to ensure the provision of:

Adequate training
Clear and up to date procedures to follow
Ready access to advice, expertise and management support (including recognition of need for additional support in particular cases or circumstances)
Systems to protect staff from violence, bullying and harassment including racial harassment
Systems to recognise and respond to poor practice e.g. regular audits of cases which involve children, including those in adult and mental health teams
Complaints and whistle-blowing procedures to allow service users and staff to highlight issues for consideration and resolution
Collated information for the Safeguarding Children Board about issues arising from local operational experience of child protection

Within all agencies which have operational responsibility for safeguarding children and child protection services, there should be an agency policy, which defines minimum levels of formal supervision of those staff who are accountable for child protection cases.

Such supervision must ensure that all child protection cases are regularly discussed in supervision.

On some occasions - e.g. enquiries about complex abuse or allegations against colleagues, agencies should consider the provision of additional individual or group staff support.

Managers should develop local policies and systems to maximise staff safety and remain alert to the possibility that some staff may be anxious about personal safety yet reluctant to acknowledge their concern.

6. General Training

All professionals including staff in the private and voluntary sectors, require a general awareness of known indicators and predisposing factors of abuse as well as (role specific) detailed knowledge of agreed policies and procedures.

All front line staff must be trained to pass calls about the safety of children to the appropriate professional staff.

The Surrey Safeguarding Children Board (SSCB) training strategy for staff engaged in child protection work includes:

Basic and advanced inputs on all forms of abuse and neglect
Targeted joint training - e.g. Achieving Best Evidence
For staff working with adults, sufficient training to inform and enable recognition of concerns about any dependent children which require referral to Children’s Social Care Services or the Police Public Protection Unit

The SSCB is accountable for:

Provision of sufficient general and specialised training
Monitoring of the take-up rate amongst those offered those training opportunities and
Routine evaluation of the perceived effectiveness of the training received

All members of staff who have any contact with children must be included in their agencies training programme on child protection at basic or more advanced level according to their role.

The SSCB Training Strategy and Programme are available through the web site.

7. Equality and Diversity Training

All operational staff must routinely be provided with opportunities for basic and comprehensive anti-discriminatory training.

Such training must be rooted in recognition of the diversity of families and communities in Surrey and respect for the differing approaches to child care that this diversity represents.

Such training must also ensure that respect for difference is not confused with acceptance of any form of abuse or neglect.

Equality and diversity issues must be integrated within all child protection training provided to staff.

8. Reporting Systems for Unsuitable Staff

Each agency must have a nominated 'human resource' or service manager whose responsibilities include reporting, to the Independent Safeguarding Authority / relevant professional body, any member of staff who (following an enquiry) it concludes to be unsuitable to work with children.

9. Whistle Blowing

Staff, through fears about repercussions, may find it difficult to raise child protection concerns about colleagues or managers.

Each agency should ensure the provision of a well-publicised ‘whistle blowing’ or ‘speak out’ procedure using a direct specialist telephone line, that provides alternative methods of reporting concerns relating to conduct which is in breach of the law, compromises health and safety provision or falls below established standards of child care practice.

A leaflet should be available to publicise the whistle blowing procedure. This should provide information about ‘Public Concern At Work’, an independent charity whose lawyers can give free confidential advice about how to raise a concern about malpractice at work.

End