2.1 Employment
(Including suitability, contingency plans, training and development)
Policy statement
At Thorpe Acre Preschool Playgroup, we meet the Safeguarding and Welfare requirements of the
Early Years Foundation Stage ensuring that our staff are appropriately qualified. We carry out enhanced checks for criminal and other records through the Disclosure and Barring service, in accordance
with statutory requirements.
Procedures
Vetting and staff selection
- We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and
selection.
- All staff have job descriptions which set out their staff roles and responsibilities.
- 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.
- We use Ofsted guidance on obtaining references and enhanced criminal record checks through the Disclosure and 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.
- 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 CRB/DBS check.
- Staff are expected to disclose any convictions, cautions, court orders, reprimands and warnings which may affect their
suitability to work with children – whether received before or at any time during their employment with us.
Disqualification
- Where we become aware of any relevant information which may lead to the disqualification of an employee, we will take
appropriate action to ensure the safety of children. In the event of disqualification, that person’s employment with us will be terminated.
Changes to staff
- We inform Ofsted of any changes in the person responsible for our setting.
Training and staff development
- Our setting leader holds the CACHE Level 5 Diploma in Pre-school Practice or an equivalent qualification and a minimum
of half of our staff hold the CACHE Level 3 Certificate in Children’s Care, Learning and Development or an equivalent or higher qualification.
- We provide regular in-service training to all staff - whether paid staff or volunteers.
- Our setting budget allocates resources to training.
- We provide staff induction training in the first week of employment. This induction includes our Health and Safety
Policy, Safeguarding Children and Child Protection Policy. Other policies and procedures will be introduced within an induction plan.
- We support the work of our staff by holding regular supervision meetings and appraisals.
- We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best
practice.
Staff taking medication/other substances
- If a member of staff is taking medication which may affect their ability to care for children, we ensure that they seek
further medical advice. Staff will only work directly with the children if medical advice confirms that the medication is unlikely to impair their ability to look after children
properly.
- Staff medication on the premises will be stored securely and kept out of reach of the children at all
times.
- If we have reason to believe that a member of staff is under the influence of alcohol or any other substance that may
affect their ability to care for children they will not be allowed to work directly with the children and further action will be taken.
Managing staff absences and contingency plans for emergencies
- Our staff take their holiday breaks when the setting is closed. 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.
- Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure
ratios are maintained.
- Sick leave is monitored and action is taken where necessary in accordance with their contract of
employment.
- We have contingency plans to cover staff absences, as follows:
Existing Staff will forgo their Keyperson/Office hours to cover for staff
absences. Lunch rotas are put in place to ensure that the lunch period ratio is covered.
This policy was adopted at a meeting of
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Thorpe Acre Playgroup
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(name of provider)
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Held on
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January 2020
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(date)
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Date to be reviewed
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January 2021
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(date)
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Signed on behalf of the management committee
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Name of signatory
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Role of signatory (e.g. chair/owner)
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Other useful Pre-school Learning Alliance publications
- Employee Handbook (2012)
- Recruiting and Managing Employees (2011)