SAFER RECRUITMENT GUIDANCE NOTES

Working together with Essex County Council Passenger Transport

The latest edition of the government’s guidance Working Together to Safeguard Children (HM Government 2006) states that “ALL Agencies and Individuals” should aim to proactively safeguard and promote the welfare of children so that the need for action to protect children from harm is reduced”

Essex County Council Passenger Transport safeguarding policy requires all organisations/contractors that work with children and vulnerable adults share their commitment to safeguard and promote the welfare of all and that all organisations/contractors that provide services/work with children/young people and vulnerable adults should have in their organisation/business:-

  • Senior managers that are committed to children/vulnerable adults well being and safety.
  • Be clear about those employed by their company of their responsibilities to safeguard and promote children’s/vulnerable adults welfare
  • Have effective recruitment and HR procedures including checking all new staff and volunteers to make sure they are safe to work with children/vulnerable adults
  • Have procedures in place for dealing with allegations of abuse against a memberof staff /volunteers
  • Make sure staff have appropriate training that helps them perform their job well
  • Have procedures about how to safeguard and promote the welfare of children/vulnerable adults in addition to the statutory duty to safeguard and promote the welfare of children/vulnerable adults.

SAFER RECRUITMENT PROCESS – JOB ROLE

Have a clear job role and person specification, setting down the boundaries and expectations of the role including a statement of responsibility and requirements for safeguarding.

A statement about commitment to safeguarding and the requirement for an enhanced DBS check should be incorporated in any job advert.

Use an application form (not a CV) see example

Obtain references before interview wherever possible, include specific enquiries about the applicant’s background in relation to safeguarding and ensure references are given proper weight and consideration in the selection process.

The selection process should involve a face-to-face interview. Use probing questions into motives attitudes and behaviours not just skill and experience questions must cover issues as well as other role related areas. The number of years a person has held a clean driving licence is not proof that they are safe to be responsible for the transport of children/vulnerable adults.

CRIMINAL BACKGROUND & SELF DISCLOSURE

In addition to DBS checking self disclosures can play a vital role in selecting the right applicant as it gives candidates an opportunity to share relevant information at an early stage which can be discussed at interview and/or considered prior to the DBS check.

Include a self disclosure form with an application this helps deter unsuitable people from applying for the post.

As it is only too possible to lie in a self disclosure Essex County Council Passenger Transport always requires an enhancedDBS check to be undertaken before a person may work on their contracts. The two disclosures should be compared against each other to highlight any issues.

REFERENCE

If an applicant has work with children/vulnerable adults previously whether paid or voluntary at least one reference should be obtained from the person or organisation that employed the applicant.

All request for references should enclose a copy of the job description and person specification, the referee’s opinion should be sought about how the person meets the requirements and his/hers capacity to carry out the duties in the job description.

Every request should ask the referee to state whether they are aware of anything that might give rise for concern about the person’s suitability to work with children/vulnerable adults. These questions are in addition to a person’s salary, sick record; duties etc., those who have previously worked with children/vulnerable adults should ask if the person has been the subject of allegations about their behaviour towards children/vulnerable adults.

See examples of reference requests.

Pre-Interview

Interview – Explores applicants suitability for working with children and vulnerable adults as well as for the post (i.e. driver/passenger assistant)

Note – Identity and relevant documentation (including permission to work in UK if required) verified on day of interview by checking of appropriate original documents: - copies of documents taken and placed on file: where appropriate applicant completes a DBS disclosure application.

Health is the candidate medically and physically fit to undertake the role.

Conditional offer of appointment: offer of appointment is made conditional on satisfactory completion of checks and a probationary period.