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Buckinghamshire County Council Procedures for Recruitment Managers & organisations working in partnership with BCC children’s workforce safer recruitment toolkit Version 1 March 2009 Safeguarding children through robust employment practices
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BuckinghamshireCounty Council
Procedures for Recruitment Managers & organisationsworking in partnership with BCC
children’s workforcesafer recruitment toolkit
Version 1 March 2009
Safeguarding children through robust employment practices
Children’s Workforce Safer Recruitment Toolkit Procedures for managers working in Buckinghamshire County Council and organisations working in partnership with Buckinghamshire County Council
Contents
Introduction 1 Who this toolkit is for
Section One 3 Statutory Safe Recruitment Requirements for people working with children and young people
Section Two 5 BCC Safe Recruitment Minimum Standards
Section Three 13 Recruitment Process Overview
Section Four 15 Preparation for Safe recruitment – Job Descriptions and Shortlisting
Section Five 21 References and Templates
Section Six 25 Interviews and Templates
Section Seven 49 CRBs and Vetting & Barring
Section Eight 53 Risk Assessments
Section Nine 56 Disqualification from Caring for Children Regulations
Section Ten 59 Sensitive Data Handlers - including Contact Point
Section Eleven 61 Safe Working Practices and Codes of Conduct
Section Twelve 67 Appendices - National Minimum Standards for Vetting of Staff and Visitors in Children’s Homes
- National Minimum Standards for checking, managing, supporting and training staff and foster carers
- BCC Policy for the Recruitment of Ex-Offenders
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1
Introduction
Who this toolkit is for
Section 11 of the Children Act states that organisations that provide services or work with children and young people must have
‘effective recruitment and human resources procedures, including checking all new staff and volunteers to make sure they are safe to work with children and young people’.
This pack outlines various stages of the recruitment process from a safeguarding perspective and gives tools and templates to help recruitment managers select the safest people to work with children in Buckinghamshire County Council.
It also sets out the minimum safe recruitment standards expected from recruitment agencies and other third party providers, including voluntary organisations who deliver services for children and young people in partnership with Buckinghamshire County Council.
The toolkit is designed for all parts of the children’s workforce (those people working and volunteering with children and young people and information relating to them) with the exception of schools and the services that primarily support schools. Schools have their own individually tailored Safer Recruitment Toolkit based on DCSF guidance for Safeguarding Children and Safer Recruitment in Education.
All other managers recruiting people to work with children or young people (either as employees or volunteers) should follow the guidance set out in this document. The guidance not only applies to people working directly with children and young people but also those with access to sensitive data concerning children and young people – for example though regulated social services data bases and Contact Point.
Buckinghamshire County Council People Strategy
These guidelines also complement the Council’s People Strategy, to identify and recruit the best people into the organisation (Bringing in Additional Talent). An important objective within this strategy is to ensure that vulnerable clients are safeguarded through safe employment practices. Recruitment and selection should also be fair and transparent and compliant with the Councils Diversity Policy and Policy for the recruitment of ex offenders. Further details are included in the Appendices.
Buckinghamshire Safeguarding Children Board
This document has been endorsed by the Buckinghamshire Safeguarding Children Board (BSCB).
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Section One
Statutory Safe Recruitment Requirements for the Children’s Workforce
Under the Children’s Act 2004 all roles with children and young people must satisfy safe recruitment standards including appropriate checks on new staff and volunteers.
The Protection of Children Act 1999 and the Criminal Justice and Court Services Act 2002 specify that certain people are banned from working with children. CRB Disclosures provide information about a person’s criminal history (if they have one) and will show whether or not a person is banned from working with children. It is a requirement that all people working regularly with children and/or young people have satisfactory CRB clearance.
From October 2009, new statutory requirements for work with vulnerable groups are being introduced as part of the Independent Safeguarding Authority (ISA) Vetting and Barring Scheme. Further information on this is available in section seven. However from November 2010 it will become a legal requirement that all new members of the children’s workforce, working regularly with children and young people including volunteers, have first registered with the ISA.
Buckinghamshire County Council has brought together the statutory requirements and set out its own minimum safe recruitment standards to provide a framework that is easy to follow. These have been agreed by the Council’s Extended Management Team (EMT) and are set out in section two. They include the full set of considerations and records which need to be met in order to satisfy inspection criteria which relate to the children’s workforce.
These standards should also be met by recruitment agencies and other third party operators providing services to children and young people on behalf of Buckinghamshire County Council. It is important that these expectations are set out clearly in the commissioning process and incorporated into arrangements for monitoring service delivery.
Ofsted requirements
The new Ofsted – the Office for Standards in Education, Children’s Services and Skills – came into being on 1 April 2007. It brings together the wide experience of four formerly separate inspectorates. It will inspect and regulate care for children and young people, and inspect education and training for learners of all ages. Certain children’s settings have very specific inspection requirements.
National Minimum Standards - Residential children’s settings:
The National Minimum Standards (NMS) for care in residential settings make it clear that a person may not start work until a CRB disclosure is obtained. The NMS permit, exceptionally, that a person may start work without other checks being in place, subject to the same principles set out under the section covering non-residential settings below. However, the NMS is clear that this rule does not apply to the CRB disclosure. For residential settings, in every case the appropriate CRB disclosure must have been obtained before the person starts work. This applies to all residential settings, including boarding schools and fostering and adoption settings. Further details of the NMS for Care homes and Foster Care are detailed in the appendices.
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Non Residential children’s settings:
In certain exceptional circumstances, people in non residential children’s settings may be permitted to start work before their CRB disclosure is obtained. Ofsted apply some strict principles in relation to this policy, as follows:
• Starting work before a CRB disclosure is received is an exceptional arrangement.
• These exceptional arrangements only apply where the CRB disclosure has been applied for - if no application has been made, the person may not start work.
• Any unchecked person must never be left in unsupervised contact with children, and all children must always be within sight and hearing of a checked person.
• The emphasis is on the employer (where an employment relationship exists) to demonstrate to Ofsted’s satisfaction that there are robust recruitment and employment practices in place, including evidence of a CRB disclosure on staff members.
Disqualification from Caring for Children Regulations 2002.
The Disqualification from Caring for Children Regulations apply to people working (either permanently or through employment agencies) in the following settings:
• children’s residential care homes
• private foster care
• early years and childcare
There are certain disqualifying offences and circumstances. Permission is required from Ofsted before engaging anyone who has previously been disqualified under the regulations. Further details are outlined in Section nine.
Safeguarding Vulnerable Groups Act 2006 and Independent Safeguarding Authority (ISA)
The Safeguarding Vulnerable Groups Act 2006, has introduced a new Vetting and Barring Scheme and Independent Safeguarding Authority (ISA). At the time of writing this document, the full details of how the new scheme will operate are still under discussion, but from October 2009 new requirements will come into force for barring provisions under the Act. From November 2010 individual registration with the ISA will be a legal requirement for all people who are newly appointed into roles with children and young people, including volunteers.
Contact Point Users:
Contact Point is a new national data base holding core information about children and young people from 2009. Certain specified users will have access to this data base. There are specific recruitment requirements relating to Contact Point users:
• There is a mandatory training and accreditation process which all users must have successfully completed.
• Individuals cannot commence training prior to the completion of an enhanced CRB disclosure and full CRB clearance.
• It is a mandatory requirement that all Contact Point users have a repeat CRB check every three years.
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Section Two
Buckinghamshire County Council Safe Recruitment Standards
The minimum standards for the safe recruitment of employees working with children, young people and vulnerable adults in Buckinghamshire County Council were signed off by the Council’s Extended Management Team (EMT) in December 2007 and have been subsequently been revised and updated in accordance with statutory requirements and HR recruitment policy.
It is expected that recruitment agencies and other external third party providers delivering services to children and young people on behalf of Buckinghamshire County Council (including voluntary organisations), also meet the same standards set out below.
1. Safe Recruitment Pre-Employment Checks
CRB checks
• Enhanced CRB check for all people (including volunteers) working directly with vulnerable groups (children, young people, vulnerable adults).
• Evidence of an individual’s copy of a CRB disclosure cannot be accepted as CRB clearance. CRB clearance must be given by the registered body providing the CRB service. For BCC this is the Safeguarding in Employment team in People and Policy.
• Any positive disclosures must be dealt with as outlined in paragraph 4 and 5 of this section.
• No commencement of work prior to CRB clearance without the appropriate authorisation & completion of risk assessment outlined in paragraph 4a.
• No commencement of work under any circumstances prior to CRB clearance in children’s residential or fostering and adoption settings.
• Where new role requires different degree of contact or contact with a different group, (i.e. change to working with children or with adults) new CRB check required.
• Repeat CRB check every 3 years for those staying in same role. Repeat CRB checks for breaks in service of 3 months or more.
• Where overseas certificates of good conduct required, repeat CRB checks annually for next 3 years.
• CRB clearance recorded on HR recruitment file.
Overseas checks• Overseas certificates of good conduct required for all applicants who have lived abroad within the last 5 years – to the same standards as for CRB checks.
Independent Safeguarding Authority (ISA) RegistrationAs part of the new Vetting and Barring Scheme, from November 2010 individual registration with the ISA will be a legal requirement for all new appointments, for people wanting to work with children and young people or vulnerable adults, including volunteers.
Qualifications• Where professional or minimum qualifications are required, original certificates must be witnessed, photocopied and signed as evidenced. Registration with professional bodies should be confirmed. Evidence must be forwarded to HR and kept on HR recruitment file.
Identity• Recruiting managers must provide HR with confirmation that identity checks have been carried out so they can be recorded on HR file (original documentation witnessed, photocopied and signed as evidenced).
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Right to work in the UK/Asylum and Immigration Checks
• Evidence of right to work in the UK must be photocopied and signed as evidenced & forwarded to HR for retention on HR recruitment file. Legal requirement for all employees.
References
• A minimum of two written references including existing employer, covering a minimum period of 5 continuous years for all roles. References to be sought directly from the referee and received prior to interview wherever possible. This is particularly emphasised for roles in children’s social care.
• All references will be requested unless permission is expressly refused.
• References for people working in children’s residential settings including fostering and adoption should be verified directly with the referee.
• References should be obtained for internal candidates in the same way as for external candidates.
• Referees must be asked to state any known reason why the applicant should not be suitable to work with children, for details of any concerns or allegations made against them and any disciplinary records on file. These are contained within the agreed template for safeguarding reference requests in section five.
Interviews
• Separate safeguarding personal interview for all agreed roles in Children and Young People Services, including residential care homes, residential special schools. At the time of writing this includes:
All roles in residential settings including residential special schools.
All team mangers, operations managers, senior practitioners, social workers and personal advisors in Children’s Social Care.
All full time, face to face youth workers and senior practitioners in Community and Youth Engagement.
• Safeguarding structured interview questions to be incorporated into main interview for all other services areas.
• Full records of all interview notes held on HR recruitment file.
2. Contract of Employment
• Contractual requirement for CRB check at outset of employment and at any subsequent stage as deemed necessary.
• Requirement for people in CRB roles to notify line manager, who must then notify the Head of Service/ Divisional Director of any criminal matters arising whilst in employment.
3. HR Records & Personal files
• Files must contain confirmation of all pre-employment checks detailed above. References, application form and interview notes plus a copy of a risk assessment, if appropriate, to be held on individual HR recruitment file.
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4a Commencing employment prior to receipt of CRB disclosure
• Where a CRB disclosure has not been returned from the CRB and a reasoned business case is made for the applicant to commence work prior to receipt, a risk assessment (see templates in section eight) must be completed and authorised by Head of Service, Divisional Manager or Divisional Director as appropriate. There is no exception to commencing employment in a children’s residential setting, including fostering and adoption settings prior to enhanced CRB clearance in any circumstance.
• A CRB application must have been sent to the safeguarding in employment team and have been submitted to the CRB.
• Copy of the risk assessment form must be submitted to the recruitment operations team and recorded on HR recruitment file.
4b Positive CRB Disclosures
• Senior officer in safeguarding in employment team will contact the Head of Service, Divisional Manager or Divisional Director as appropriate, to make the recruitment decision.
• Notes of conversation without detailing conviction/disclosure information held by Safeguarding in Employment team.
• Safeguarding in Employment team issue letter confirming the outcome of the CRB recruitment decision. This letter must be recorded on HR recruitment file.
4c Complex Positive CRB Disclosures
• Where the content of the CRB disclosure presents particular difficulties, the case is discussed with the Head of Service, Divisional Manager or Divisional Director as appropriate and a decision taken as to whether it needs to be forwarded to the special panel for dealing with complex positive disclosures.
• Safeguarding in Employment team issue clearance or otherwise based on outcome of discussion.
5 Complex Safe Recruitment Decisions arising amongst existing staff
• Refer to Head of Service, Divisional Director or Divisional Manager who will then discuss and sign off with manager or senior officer in Safeguarding in employment team. In very difficult circumstances, refer to the special panel for dealing with complex positive disclosures/recruitment decisions.
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Special Panel Process for Complex Positive Disclosures & Complex Safe Recruitment Decisions
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CRB positive disclosure received/complex recruitment decision arises
and a potential problem is identified
Special Panel Disclosure Assessment Meeting held with following members
• Senior member of the recruitment panel or senior representative in charge of recruitment for that service area (ie the Head of Service/Divisional Manager/Divisional Director)
• The relevant Social Care Service Manager (or a senior delegate) for which the recruit is being considered (i.e. Children’s Care, Older People, Learning Disability, Finance, Legal)
• Manager or senior officer from the Safeguarding in Employment team
Throughout the entire process reference should be made to national frameworks or decision making processes in other authorities/agencies to ensure we have external consistency
Initial discussion between safeguarding in employment team and Divisional Director/Divisional Manager/Head of Service resolves the process to follow
Problem is more complex & need to be referred to members of special panel (either by special panel assessment meeting or equivalent telephone conversations)
Discussion held. Agreement on how to proceed reached. Appropriate records kept (in line with CRB/data protection guidance). Minimum details of date, people present, recruitment outcome
Problems not resolved should be referred to relevant Service Director or equivalent who would make final recommendation.
Appropriate records kept (in line with CRB/data protection guidance). Minimum details of date, people present, recruitment outcome
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Section Three
Safer Recruitment and Selection Checklist
Activity/Process Who’s Responsible
Done Where to get further information
Job Evaluation (new or re-graded role).
Carry out Job Evaluation. New role will be created on SAP
Recruiting Manager
HR Job Evaluation
Advisory Business Team
HR Consultancy Team
Organisational Management – HR Systems Team [email protected]
Vacancy Notification (for new and vacant roles). Complete Vacancy Challenge Form and obtain Divisional Manager sign off
Recruiting Manager
Divisional Manager
Intranet – Notice Board, Forms, HR Forms, Vacancy Challenge and Recruitment Control Form
Redeployment Register
Establish whether there are any suitable applicants on the Redeployment Register
Recruiting Manager
Redeployment
Co-ordinator
Recruitment Planning
Job description, Person Specification and other documents updated to include Safeguarding responsibilities and behaviours as necessary, together with Code of Conduct relating to protection of client information. Position on CRB checks, references and how and when these will be requested is clear
Interview Panel is agreed (see interview arrangements below). Assessment methods and timetable agreed
Recruiting Manager BCC Framework for Managing People
Advertising
Check with Recruitment Team re available advert dates
Compile wording for advert. Make clear reference to safeguarding children, referencing process, CRB and other Safeguarding checks. Include name of contact for applicant enquiries. Proof, check and approve advert and costs
HR Recruitment Recruiting Manager
Cost Centre Manager
Section 6 of Safer Recruitment Toolkit
• Interview Pre-Employment Checklist
Applications
Any discrepancies/anomalies/gaps in employment noted and to be explored and accounted for at interview and within references. Check to see if form and criminal history sections are signed. To avoid unfair discrimination, do not open any sealed information provided about criminal history until after shortlisting.
HR Recruitment
Recruiting Manager
Shortlisting
Job description and person specification used as shortlisting criteria. Use Shortlisting Template and make notes to support decisions to shortlist.
Make notes of questions you want to raise if invited to interview. Do not refer to criminal history during shortlisting stage as it may be discriminatory.
Complete shortlisting form detailing applicants to invite to interview, details of interview
Recruiting Manager Section 4 of SR Toolkit
• Shortlisting Template
• Shortlisting Form
References
Where at all possible, two written references (one from existing or most recent employer) sought directly from referees on shortlisted candidates, prior to interview.
Use template in section 5. Be clear about required timescales. Attach job description.
HR Recruitment
Recruiting Manager
Section 5 of SR Toolkit
• Reference Template
References received
Check information provided against application. Check there are no reservations about working with children. Any discrepancies/issues should be taken up with applicant at interview or otherwise in a separate conversation
HR Recruitment
Recruiting Manager
References not received
Attempt to obtain verbal references using the reference template in section 5 & followed up in writing.
References should be completed prior to interview for Personal Safeguarding Interviews and forwarded to the referee for agreement as an accurate record.
Recruiting Manager Section 5 of SR Toolkit
• Reference Template
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Activity/Process Who’s Responsible
Done Where to get further information
Invitation to interview
Provide details of interview as appropriate. Requirement for applicants to bring with them original documents (Proof of Identification/Asylum and Immigration, Eligibility evidence of right to work in UK, Proof of Registration, original copies of necessary qualifications, the right level of photo identity).
Recruiting Manager to advise applicants (where applicable) that they need to obtain Non-EEA Passport Pack (Web info). If post is covered by UKBA Points Based System BCC will issue Certificate of Sponsorship if not residing in UK.
Applicants to complete CRB application and bring with them to interview along with necessary documents
Recruiting Manager Adoption, Fostering and Residential Establishments regulations (DCSF/Ofsted)
Section 6 of SR Toolkit
• Interview Pre-Employment Checklist
• Non-EEA Passport Pack
• CRB Application Pack
Interview Preparation
Safeguarding children questions included in the initial interview if there isn’t going to be a separate PSI.
Discuss special assessment requirements with HR.
Plan how you will follow up on any areas of concern with candidate – gaps in employment, areas you want to explore further, criminal disclosures from application form, issues from references if they exist
Recruiting Manager
Interview
Panel has at least two interviewers, one to be trained in Safer Recruitment/PSI as appropriate.
Assessment method to record ratings against job criteria.
Explore candidate’s suitability to work with children and young people as well as other technical competencies and requirements. Must be measured alongside other criteria (PSI, if applicable).
Any gaps in employment to be explored and accounted for at interview and within references. Criminal disclosures to be explored either at interview or separately.
Recruiting Manager BCC Framework for Managing People
Safer Recruitment Training
Sections 6 of SR Toolkit
• Suggested questions for Safeguarding
Checks at Interview
Original documents checked copied, signed, dated and retained for all interviewees, including CRB application.
For successful applicants only, copies of all interview documents sent to HR. Remainder retained for 6 months then securely disposed of
Recruiting Manager Sections 6 of SR Toolkit
• Interview Pre-Employment Checklist
Decision making
For successful candidates, notes from interview, assessment and referencing used to determine required standard has been met, and from this the best candidate for the job selected, sent to HR. Remainder retained for 6 months then securely disposed of
Recruiting Manager
Conditional Job Offer (may be verbal) can be made subject to satisfactory completion of pre-employment checks. Where satisfactory CRB disclosure has not been received before start date (where applicable) Safer Recruitment Risk Assessment to completed and sent to Divisional Manager for approval. Once CRB disclosure notification is received from CRB, HR will send verification slip to Recruiting Manager and worker
Recruiting Manager BCC Framework for Managing People
Sections 6, 7, 8 and 9 of SR Toolkit
• Interview Pre-Employment Checklist
• Safer Recruitment Risk Assessment
Confirmation of Offer and Start
Contract will be issued subject to full satisfactory pre employment checks. All Pre-Employment check documents (where applicable) must be received BEFORE start date
HR Recruitment
Notify Unsuccessful Candidates by phone and follow up in writing
BCC Framework for Managing People – Template letter
New Starter Process and Welcome Pack
Sap New Starter form to be completed. Welcome Pack to be prepared and sent to worker prior to start date. Manager’s New Starter Checklist to be completed
Recruiting Manager Intranet: New Starter Form – Notice Board, Forms; Welcome Pack and Checklist – Framework for Managing People
Induction and Development Portfolio started Recruiting Manager Intranet
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Section Four
Preparation for Safe Recruitment
Job Descriptions and Person Specifications:These are the building blocks for the recruitment process and outline what is expected from the job holder in terms of
• Responsibilities
• Professional knowledge, skills and experience
• Competencies
• Personal qualities
Job descriptions and person specifications form the basis for the job advert and outline the selection criteria for the recruitment and assessment process. The criteria therefore need to accurately reflect the role holder requirements in the broadest sense. Personal qualities and behaviours are particularly important in the context of safeguarding children and these must be clearly outlined up front. The job description must also emphasise the requirements for compliance and client confidentiality.
Job descriptions and person specifications will also influence how an individual responds to a job vacancy and how they complete the application form. Being clear about what you want in terms of all the qualities for the role will help you to shortlist more effectively.
Sample templates for job descriptions and person specifications - including suggestions for how to capture the personal qualities for safeguarding, are included in this section.
It is strongly recommended that job descriptions and person specifications are regularly reviewed to make sure they make specific reference to safeguarding criteria.
Application forms• Application forms should always be used. CVs alone are not acceptable.
• The Council’s CRB application form should be used for people working in roles requiring CRB checks.
• Application forms must be checked to ensure they have been fully completed and signed at the back.
• Any gaps in employment history must be fully accounted for.
• Any information provided about criminal history should be set to one side until after the shortisting process, to avoid discrimination. This information should however be considered at interview.
• Reference details should wherever possible come from previous employers and cover the last 5 years employment as a minimum.
Shortlisting A template to help structure the shortlisting process and include safeguarding criteria is attached in this section.
Criminal HistoryAll applicants applying to work directly with children and young people, will be expected to undergo an enhanced CRB check. From October 2009 applicants will also be legally required to register with the ISA as part of the new Vetting and Barring Scheme.
The Council has a policy on the recruitment of ex offenders. A copy is available in the appendices.
If an applicant has disclosed on their application that they have previous criminal convictions, or a conviction pending, this should not be used as part of the shortlisting process as it may result in unfair discrimination. If the applicant meets all the other job requirements they should be invited to interview and the details considered there.
False statements about criminal history may result in a job offer being withdrawn.
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Job description template
Job Title:
Service Area:
Grade:
Responsible to:
Primary purpose:
Main Duties and Responsibilities:
• Overall aim of the role
• Who the role holder reports to
• Whether the role holder has anyone reporting to them
• Key duties
• Level of contact and responsibility for children
• Requirements for compliance and client confidentiality
Date
Who completed the form
16 17
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12
Person specification template
Essential Desirable
Qualifications
•
•
Professional Knowledge & Skills Ability to:
•
•
Disposition/Attitudes
Ability to:
•
•
Experience
•
•
Competencies – including safeguarding
•
•
Other Personal Qualities
• For example – values & behaviours suitable for working with children & young people. (interview panel to agree in advance what they mean by this)
18 19
Shortlisting template
Candidate name Met Partially met Not met
Can’t say because
information is missing or incomplete
Qualifications
•
•
Professional Knowledge Skills & Experience
•
•
Disposition/Attitudes
•
•
Competencies
•
•
Other Personal Qualities
• values & behaviours making them suitable to work with children & young people
Overall comments / Further areas to explore from application
Proceed to interview Yes No
Signed
Date
18 19
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12
Safeguarding Competency
The ability to protect and provide individual care for children and young people/or vulnerable adults.
LEVEL 1
• Demonstrates a basic understanding of safeguarding principles
• Has a realistic expectation of working with children and young people or vulnerable adults
• Is able to ask for assistance or support when required
• Demonstrates an ability to follow safeguarding policies and procedures
LEVEL 2
• Prepared to raise concerns with appropriate people. Demonstrates a good understanding of safeguarding issues
• Seeks appropriate advice and support on safeguarding issues
• Acts in a consistent manner under pressure
• Has control over own emotions
• Challenges and questions appropriately
LEVEL 3
• Takes personal responsibility for improving safeguarding
• Prepared to tackle difficult issues
• Aware of safeguarding developments and best practice
• Successfully employs coping mechanisms to overcome causes or symptoms of stress
LEVEL 4
• Is able to step back from stressful situations and take action to control /resolve causes of stress or emotions for others
• Takes responsibility for improving safeguarding in their service area or organisation
• Leads the way in setting best practice for other organisations
Under performance - here are some examples of behaviours falling short of all the levels (this is not an exhaustive list);
• Treats all children & young people/vulnerable adults as a group and shows no understanding of individual needs.
• Fails to seek advice when appropriate.
• Fails to protect children, young people/vulnerable adults.
21
Section Five References
References for people working with children and young people or sensitive data relating to children and young people
• National Minimum Standards require a minimum of two written references including the most recent employer.
• All referees must be asked to state any known reason why the person should not be employed to work with children. They should also be asked to confirm that there has been no mis-statement or omission relevant to the suitability of the applicant.
• Wherever possible, written references should be obtained prior to interview. (The HR recruitment team will request written references). It is strongly recommended that the reference template in this section is used to ensure all areas are covered.
• Permission should be received from the applicant before contacting their current employer for a reference.
• For work in children’s social care it is expected that applicants will understand the need for, and therefore give permission to contact a current employer for a reference prior to interview. Applicants not giving permission should be asked again if shortlisted and invited to interview.
• Where written references have not been received prior to interview, every effort should be made to obtain a verbal reference using the reference template as a structure. This must be subsequently confirmed in writing by the referee. Verbal references will usually be obtained and recorded by the recruiting manager.
• References should be obtained for internal applicants in the same way as external applicants.
Reference Templates
• It is strongly recommended that reference templates are used to ensure appropriate questions are asked about an applicant’s suitability to work with, or handle data relating to children and young people.
• Copies of job Descriptions and Person Specifications should be sent out with reference templates.
• A reference templates is provided in this section.
Interpretation• On receipt, references should be checked to ensure all sections have been completed and are satisfactory.
• Questions which are incomplete, or vague should be followed up with a telephone call.
• References should be checked for consistency with the application form.
• Discrepancies or areas of concern should be discussed with the applicant at interview.
• Information about past disciplinary actions, or investigations into conduct, should be considered in the circumstances of the particular case including the outcome of the enquiry, the views and level of concern expressed by the professionals handling the case.
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22 23
Buckinghamshire County Council Reference Form Strictly Private & Confidential
Candidate’s name:
Position applied for:
Name of Referee:
Telephone:
How long have you known the candidate and in what capacity?
Candidate’s job title?
Present salary or salary upon leaving the post?
Please state start and end dates of employment
From: DD/MM/YY
To: DD/MM/YY
Has the applicant had any breaks in employment? If yes, please give dates:
From: DD/MM/YY
To: DD/MM/YY
From: DD/MM/YY
To: DD/MM/YY
If the applicant has left your employment, please give the reason:
Using the enclosed Job Description and person specification please comment on whether you are satisfied with the candidate’s suitability for the post in question? Is there anything else you would like to add in support of this reference?
Does the candidate have a current/expired disciplinary warning on file? If the candidate has left your employment, did they have a disciplinary warning on file at the date of leaving? YES/NO
If YES, then please give details
Has the candidate been the subject of any allegations/concerns or any disciplinary procedures (include those which may have expired) involving issues related to the Health & Safety and the welfare of children or young people? YES/NO
If YES, then please give details
Would you re-employ the candidate? YES/NO
If NO, then please give details
Please indicate the number of days the candidate has been absent from work due to ill health and the number of occasions in the last two years
Days
Occasions
Please indicate the number of days the candidate has taken, if any, as Parental Leave in the last year
Days
22 23
Buckinghamshire County Council Reference Form Strictly Private & Confidential
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Do you have any other comments on the applicant’s performance history and conduct?
Optional Question – include if post involves handling Money either manually or electronically
Part of the job involves handling money either manually or electronically. Do you have any concerns about us employing the candidate to carry out this type of work? YES/NO
If YES, then please give details
This question must be included for all roles working with children, young people or vulnerable adults.
This job involves working with children & young people or vulnerable adults (delete as appropriate). Are you completely satisfied about the candidate’s suitability to work in such a role? If not please specify your concerns and the reasons why this may make them unsuitable. YES/NO
If NO, then please give details
I confirm this reference is an accurate and factual account and does not contain any material misstatement or omission.
I understand that if requested the content of this reference may be disclosed to the subject concerned.
FOR REFEREE USE ONLY
SIGNED
DATE
PLEASE PRINT NAME
POSITION IN ORGANISATION
CONTACT TELEPHONE NUMBER
FOR MANAGER USE ONLY I confirm that I find this reference satisfactory
SIGNED
PRINT NAME
DATE
JOB TITLE
FOR HR USE ONLY
DATE REFERENCE RECEIVED AND CHECKED
DATE REFERENCE FORWARDED TO MANAGER (where applicable)
PRINT NAME
DATE
JOB TITLE
25
Section Six
Interviews and Interview Training
Safe Recruitment Training
It is recommended that all managers recruiting people to work or volunteer with children and young people should receive training in Safer Recruitment Training. The minimum standard is the NCSL (National College for Schools Leadership) Safer Recruitment workshop, introduced following the Bichard Inquiry and endorsed by the DCSF for the whole of the children’s workforce. Attendance at a one day workshop results in a Safer Recruitment Accreditation. This training is available for organisations that work in partnership with BCC through the Buckinghamshire Safeguarding Children Board. For further details see www.bucks-lscb.org.uk
Certain roles in the children’s workforce require a dedicated Personal Safeguarding Interview (PSI). In some cases this is referred to as a Warner Interview. The PSI is rigorous stand-alone interview to look at individual suitability to work with children and young people. It is most appropriate for selecting people who will work with our most vulnerable children and young people. Recruitment managers involved in Personal Safeguarding Interviews (PSIs) should complete specialist training before they conduct PSI interviews or, as an absolute minimum, be accompanied by a professionally trained and experienced PSI practitioner.
Safeguarding QuestionsAll applicants for work with children and young people must be asked questions at interview to test their suitability to work with children and young people (including internal applicants already working with children). Questions about personal qualities and behaviours are often the most relevant. Some key areas include
• Motivations for wanting to work with children or young people – Do they want to work for the best interests of the child or do they have a personal agenda?
• Emotional maturity and resilience – have they got experience and a realistic understanding about the emotional demands of working with children and young people? How do they react when their authority is challenged? Do they understand the need for boundaries and have positive examples of managing these?
• Values and standards – Do they listen to and believe what children say? Do they understand the safeguarding agenda and the need for protocols? Are they someone who will follow procedures in the best interests of children?
Some suggested Safeguarding questions have been prepared in this section. These can be used either as interview questions or to prompt a presentation or group discussion. Although similar lines of questioning should be asked of all applicants, questions to follow up and probe answers will vary depending on individual responses.
Certain service areas will incorporate questions like these into the ‘main’ interview. In other areas they will be part of a dedicated Personal Safeguarding Interview (PSI). Further details on the PSI and the additional standards required are set out later in this section.
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26 27
Interviews and Interview Training
Other safeguarding considerations at interview
Questions must link to the Job Description and Person Specification• It is important that any qualities or behaviours being measured are mentioned in the Job Description and Person Specification for the role. The job description must also emphasise the requirements for compliance and client confidentiality.
Employment History• Gaps in employment history must be fully explored and accounted for.
References• Points raised in references should be further explored at interview to help reach a balanced conclusion about suitability.
Criminal History• All applicants should be asked whether they have understood the question about previous criminal history and whether they have anything they need to disclose. Remind them that if they are successful at interview, all previous criminal records including cautions and reprimands will be disclosed as part of the CRB check.
Evaluation & Feedback• Decisions following the selection process should be properly recorded and notes made to provide a rationale for selection or rejection. Decisions should be based on the criteria for the role as set out in the job description and person specification. This should form the basis for candidate feedback.
Involving children and young people in the selection processMany services involve children and young people in the selection process to very positive effect. The views and insights of children and young people can often be very informative.
The recommended question template for young people’s panels is attached later in this section. For those who have not received training, an optional generic template is also attached to help children and young people structure and feedback their views on an applicant.
Care should be given to not allowing children and young people inappropriate access to an applicant’s confidential personal information as part of the selection process.
For further information and guidance on involving children and young people in staff recruitment please contact [email protected]
Personal Safeguarding Interviews (Warner Interviews)Certain roles in the children’s workforce require a dedicated Personal Safeguarding Interview (PSI). In some cases this is referred to as a Warner Interview. The PSI is rigorous stand-alone interview, which looks purely at a persons suitability to work with children and young people. It is most appropriate for selecting people who will work with our most vulnerable children and young people. Recruitment managers involved in Personal Safeguarding Interviews (PSIs) should complete specialist training before they conduct PSI interviews or, as an absolute minimum, be accompanied by a professionally trained and experienced PSI practitioner.
Where a PSI is required, this should be made clear to the applicant at the outset of the selection process. If the PSI interview is conducted at a separate ‘stage’ to the first interview, it should be made clear that the outcome of both interviews will be considered before making a final decision. Candidates should not be told that they have been ‘successful’ so far, or that the PSI is a final formality. Candidates should be told that the PSI is an essential part of the overall selection process and that the final decision will be based on the overall selection data.
26 27
Interviews and Interview Training
In Buckinghamshire County Council it has been agreed that the following role holders require a PSI, however this list may be reviewed and be subject to change.
Children’s Social Care
• Operations Managers
• Team Managers
• Senior Practitioners
• Assistant Team Managers
• Social Workers
• Social Work Assistants
• Accommodation Workers
• Personal Advisers
• Head of Home
• All employees and residential workers in Children’s Care Homes
• All employees in Residential Special Schools
Community and Youth Engagement
• Currently all full time face to face Youth Workers and Senior Practitioners (working to extend PSIs to other workers in Community and Youth Engagement in future)
Summary of standards relating to PSIs:• There should be a minimum of two recruitment managers conducting a PSI. Ideally both should be trained, but as an absolute minimum at least one member of the panel must be an experienced and professionally trained PSI practitioner.
• Applicants should be told in advance about the nature of the interview, why it is being conducted and what it entails.
• Every possible effort should have been made to obtain employment references relating to the applicant prior to this interview.
• Internal applicants should be required to complete a PSI if they have not completed one within BCC in the last 3 years.
• A recommended PSI template is attached in this section. Notes from the interview and outcomes from the PSI should be fully recorded.
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29
S
afer
Rec
ruit
men
t A
nd S
elec
tio
n –
Inte
rvie
w P
re-E
mp
loym
ent
Che
cklis
t
The
follo
win
g is
to b
e co
mpl
eted
at i
nter
view
for
each
can
dida
te a
nd r
etur
ned
to
the
HR
Rec
ruitm
ent
Team
imm
edia
tely
aft
er in
terv
iew
to
get
her
with
the
co
pie
s o
f d
ocu
men
ts s
een
and
ver
ified
. Th
ese
will
be re
tain
ed in
the
inte
rvie
w/p
erso
nal fi
le o
f the
suc
cess
ful c
andi
date
and
with
the
inte
rvie
w p
aper
s of
uns
ucce
ssfu
l app
lican
ts.
The
Rec
ruitm
ent T
eam
are
una
ble
to p
roce
ss a
con
trac
t of e
mpl
oym
ent u
ntil
all p
aper
wor
k ha
s be
en re
turn
ed to
them
. A
pro
visi
ona
l sta
rt d
ate
sho
uld
no
t b
e o
ffer
ed t
o a
nyo
ne le
ss t
han
one
mo
nth
in a
dva
nce.
Po
st t
itle
Po
st R
efer
ence
Dat
e o
f In
terv
iew
Nam
e o
f C
and
idat
e
Nam
e o
f R
ecru
iting
Man
ager
Dat
e C
heck
list
sent
to
HR
Pre
-Em
plo
ymen
t C
heck
Acc
epta
ble
do
cum
ents
/Co
mm
ents
Del
ete
as a
pp
rop
riat
e
Applicable
Not Applicable
Seen
Not Seen
Sent to HR
(if applic)
Sig
ned
1P
roof
of I
dent
ifica
tion/
A
sylu
m &
Imm
igra
tion
Sta
tus
Birt
h C
ertifi
cate
/Pas
spor
t/D
rivin
g Li
cenc
e/O
ther
aga
inst
and
orig
inal
pho
to
docu
men
t
2W
ork
Per
mit
(if a
pplic
able
)If
requ
ired,
spe
ak to
Rec
ruitm
ent T
eam
for
furt
her
guid
ance
3C
ertifi
cate
of G
ood
Con
duct
(if
app
licab
le)
Req
uire
d fo
r ap
plic
ants
who
hav
e liv
ed a
broa
d in
last
5 y
ears
4P
roof
of R
egis
trat
ion
with
Pro
fess
iona
l B
ody
(if a
pplic
able
)G
SC
C/G
TC/L
aw S
ocie
ty R
egis
trat
ion
docu
men
t
5Q
ualifi
catio
ns (i
f app
licab
le)
6R
efer
ence
sTw
o w
ritte
n em
ploy
er’s
refe
renc
e re
quire
d be
fore
a v
erba
l offe
r ca
n be
mad
e
7C
RB
Dis
clos
ure
App
licat
ion
App
licat
ion
verifi
ed b
y R
ecru
iting
Man
ager
at i
nter
view
. Fo
rm fo
rwar
ded
to
HR
for
Cou
nter
sign
ing
8S
afer
Rec
ruitm
ent R
isk
Ass
essm
ent
(if a
pplic
able
)S
igne
d by
Div
isio
nal M
anag
er
9D
isqu
alifi
catio
n fro
m C
arin
g fo
r C
hild
ren
Dis
clos
ure
(if a
pplic
able
)Fo
r ca
ndid
ates
who
will
be w
orki
ng in
resi
dent
ial c
are
hom
e, p
rivat
e fo
ster
ca
re, e
arly
yea
rs a
nd c
hild
car
e
10S
afeg
uard
ing
Per
sona
l Int
ervi
ew n
otes
(if
app
licab
le)
Mus
t hav
e tw
o w
ritte
n re
fere
nces
prio
r to
(SP
I)
11In
terv
iew
not
esA
sses
smen
t not
es a
nd te
sts
outc
omes
for
succ
essf
ul c
andi
date
to b
e fo
rwar
ded
to H
R
1
2
3
4
5
6
7
8
9
10
11
12
31
1
2
3
4
5
6
7
8
9
10
11
12
S
afeg
uard
ing
in E
mp
loym
ent
- S
ugg
este
d C
om
pet
ency
Inte
rvie
w Q
uest
ions
Po
sitiv
e in
dic
ato
rsP
erso
nal C
om
pet
enci
esN
egat
ive
ind
icat
ors
Con
vinc
ing
resp
onse
s ba
sed
on b
alan
ced
unde
rsta
ndin
g of
sel
f & c
ircum
stan
ce.
Has
,a re
alis
tic k
now
ledg
e of
per
sona
l st
reng
ths
& w
eakn
esse
s.
Exa
mpl
es o
f hav
ing
cons
ider
ed/t
ried
othe
r op
tions
& a
ltern
ativ
es.
A re
alis
tic a
ppre
ciat
ion
of th
e ch
alle
nges
in
volv
ed in
wor
king
with
chi
ldre
n.E
vide
nce
of o
ther
s ha
ving
sup
port
ed a
nd
enco
urag
ed b
ased
on
obse
rvat
ion
of
pers
onal
tale
nt.
1.
Mo
tivat
ions
fo
r w
ork
ing
with
chi
ldre
nS
elf a
war
enes
s/kn
owle
dge
& u
nder
stan
ding
of s
elf,
inte
rcon
nect
ion
betw
een
self
& p
rofe
ssio
nal r
ole:
Exa
mpl
e qu
estio
ns:
• W
hat d
o yo
u fe
el a
re th
e m
ain
driv
ers
whi
ch le
d yo
u to
wan
t to
wor
k w
ith c
hild
ren?
• H
ow d
o yo
u m
otiv
ate
youn
g pe
ople
?
• W
hat h
as w
orki
ng w
ith y
oung
peo
ple
to d
ate,
taug
ht y
ou a
bout
you
rsel
f?
Unc
onvi
ncin
g re
spon
ses
base
d on
w
him
sica
l exa
mpl
es.
Not
sel
f aw
are,
don
’t se
e th
emse
lves
as
othe
rs d
o.D
riven
by
pers
onal
nee
ds n
ot n
eeds
of
othe
rs.
Not
real
istic
abo
ut p
erso
nal s
tren
gths
&
wea
knes
ses.
Unr
ealis
tic im
pres
sion
of w
hat w
orki
ng
with
chi
ldre
n is
like
.Fa
ilure
to c
onsi
der
othe
r al
tern
ativ
es.
Pus
hed
by o
ther
s, o
r fo
rced
by
circ
umst
ance
to d
o so
met
hing
they
do
n’t a
ppea
r to
hav
e pe
rson
ally
thou
ght
thro
ugh.
Beh
aves
con
sist
ently
& a
ppro
pria
tely
un
der
pres
sure
or
in a
pos
ition
of
auth
ority
.
Has
con
trol
ove
r em
otio
ns w
ith a
dults
&
with
chi
ldre
n.
Und
erst
ands
pos
ition
, pow
er &
how
to
man
age
boun
darie
s.
Kno
ws
whe
n &
how
to s
eek
help
in
diffi
cult
circ
umst
ance
s.
2. E
mo
tiona
l Mat
urity
& R
esili
ence
Con
sist
ency
und
er p
ress
ure,
abi
lity
to u
se a
utho
rity
& re
spon
d ap
prop
riate
ly, a
bilit
y to
see
k as
sist
ance
/su
ppor
t whe
re n
eces
sary
:•
Tell
me
abou
t a ti
me
whe
n yo
u ha
ve b
een
wor
king
with
chi
ldre
n w
hen
your
aut
horit
y w
as s
erio
usly
ch
alle
nged
. How
did
you
reac
t? W
hat s
trat
egie
s di
d yo
u em
ploy
to b
ring
thin
gs b
ack
on c
ours
e?
How
com
fort
able
wer
e yo
u in
this
situ
atio
n?
• Te
ll m
e ab
out a
per
son
you
have
had
par
ticul
ar d
ifficu
lty d
ealin
g w
ith. W
hat m
ade
it di
fficu
lt?
How
did
you
man
age
the
situ
atio
n?
Inap
prop
riate
resp
onse
s w
hen
unde
r pr
essu
re o
r w
hen
in a
pos
ition
of p
ower
.In
cons
iste
nt re
spon
ses.
Han
dles
con
flict
bad
ly.Fa
ils to
con
trol
tem
per/
emot
ions
with
ch
ildre
n &
or
adul
ts.
Doe
sn’t
seek
hel
p w
hen
need
ed.
Fails
to g
o to
oth
ers
for
advi
ce.
Dem
onst
rate
s a
bala
nced
und
erst
andi
ng
of r
ight
s an
d w
rong
s.P
uts
the
child
firs
t.A
live
to th
e re
aliti
es o
f abu
se.
Pre
pare
d to
bel
ieve
.S
how
s a
cont
empl
ativ
e ap
proa
ch,
draw
ing
on p
erso
nal e
xper
ienc
es &
le
sson
s fro
m o
ther
s.B
uild
s va
lues
& ju
dgem
ents
bas
ed o
n ne
w in
form
atio
n.S
how
s an
app
reci
atio
n of
Saf
egua
rdin
g is
sues
& a
n ab
ility
to c
ontr
ibut
e to
war
ds a
pr
otec
tive
envi
ronm
ent.
Sho
ws
resp
ect f
or o
ther
s’ fe
elin
gs, v
iew
s &
circ
umst
ance
s
3.
Valu
es &
Eth
ics
Abi
lity
to b
uild
& s
usta
in p
rofe
ssio
nal s
tand
ards
& re
latio
nshi
ps, a
bilit
y to
und
erst
and
& re
spec
t oth
er p
eopl
e’s
opin
ions
, abi
lity
to c
ontr
ibut
e to
war
ds c
reat
ing
a sa
fe &
pro
tect
ive
envi
ronm
ent:
• W
hat a
re y
our
attit
udes
to c
hild
pro
tect
ion?
How
hav
e th
ese
deve
lope
d ov
er ti
me?
• W
hat a
re y
our
feel
ings
abo
ut c
hild
ren
who
mak
e al
lega
tions
aga
inst
teac
hers
or
staf
f?
• H
ow d
o yo
u fe
el w
hen
som
eone
hol
ds a
n op
inio
n w
hich
diff
ers
to y
our
own?
H
ow d
o yo
u be
have
in th
is s
ituat
ion?
• H
ave
you
ever
had
con
cern
s ab
out a
col
leag
ue?
How
did
you
dea
l with
this
?
Ext
rem
e op
inio
ns w
hich
don
’t ac
coun
t for
th
e vi
ews/
feel
ings
of o
ther
s.D
oesn
’t sh
ow b
alan
ce in
opi
nion
.D
oesn
’t bu
ild o
n ne
w in
form
atio
n or
un
ders
tand
ing.
Opi
nion
s ha
rden
/bec
ome
dogg
ed.
Doe
sn’t
show
a fu
ll or
roun
ded
appr
ecia
tion
of S
afeg
uard
ing
issu
es.
Dis
mis
sive
of,
or u
nder
play
s th
e ris
ks.
Con
sist
ently
put
s th
e bl
ame
&
resp
onsi
bilit
y fo
r ch
ild p
rote
ctio
n el
sew
here
.Fa
ils to
bel
ieve
in s
uspi
cion
s/re
port
s
of a
buse
.
33
1
2
3
4
5
6
7
8
9
10
11
12
S
afeg
uard
ing
in E
mp
loym
ent
- S
ugg
este
d C
om
pet
ency
Inte
rvie
w Q
uest
ions
Po
sitiv
e in
dic
ato
rsS
amp
le q
uest
ions
to
tes
t fo
r sa
feg
uard
ing
kno
wle
dg
e &
und
erst
and
ing
(pic
k o
ne o
r tw
o –
no
t al
l)N
egat
ive
ind
icat
ors
Pro
activ
e &
has
per
sona
lly ta
ken
actio
ns
to im
prov
e sa
fegu
ardi
ng c
ultu
re.
Has
per
sona
l exp
erie
nce
of h
avin
g ap
prop
riate
ly d
ealt
with
a c
halle
ngin
g sa
fegu
ardi
ng is
sue.
Per
sona
lly c
omm
itted
tow
ards
mak
ing
impr
ovem
ents
. See
s it
as p
art o
f the
ir jo
b.
Pre
pare
d to
cha
lleng
e ot
hers
in
the
wor
kpla
ce to
mak
e ta
ngib
le
impr
ovem
ents
to s
afeg
uard
ing.
Pre
pare
d to
tack
le d
ifficu
lt is
sues
, co
nfro
nt in
divi
dual
s if
nece
ssar
y in
ord
er
to p
rom
ote
best
pra
ctic
e.
Sho
ws
a go
od u
nder
stan
ding
of t
he
issu
es. U
p to
dat
e w
ith e
vent
s &
le
gisl
atio
n. K
now
s ab
out t
est c
ases
.
• Te
ll us
abo
ut w
hat y
ou h
ave
done
in th
e la
st 1
2 m
onth
s to
act
ually
impr
ove
child
pro
tect
ion
in th
e
w
orkp
lace
. How
did
this
act
ion
aris
e?
o Fo
llow
up
with
: Who
did
you
talk
to?
Wha
t wer
e th
e re
sults
?
• W
hat i
s th
e S
afeg
uard
ing
polic
y in
you
r w
orkp
lace
?
o Fo
llow
up
with
: How
is it
mon
itore
d? W
hat s
teps
hav
e yo
u ta
ken
to im
prov
e th
ings
?
• G
ive
me
an e
xam
ple
of w
hen
you
have
had
saf
egua
rdin
g co
ncer
ns a
bout
a c
hild
.
o Fo
llow
up
with
: Wha
t did
you
do?
Who
did
you
invo
lve?
Wha
t was
the
outc
ome?
• Te
ll us
abo
ut a
situ
atio
n w
hich
you
felt
fell
shor
t of s
afeg
uard
ing
stan
dard
s.
o Fo
llow
up
with
: How
did
it a
rise?
Who
did
you
spe
ak to
? W
hat a
ctio
ns d
id y
ou ta
ke?
• H
ave
you
ever
had
to c
halle
nge
the
view
s of
som
eone
mor
e se
nior
than
you
rsel
f in
rela
tion
to
Saf
egua
rdin
g co
ncer
ns?
o Fo
llow
up
with
: Wha
t wer
e th
e ci
rcum
stan
ces?
How
did
you
go
abou
t it?
Wha
t was
the
outc
ome?
No
evid
ence
of h
avin
g ta
ken
step
s in
ow
n rig
ht to
mak
e im
prov
emen
ts.
Pas
sive
app
roac
h to
saf
egua
rdin
g is
sues
.
Rel
ucta
nce
to c
halle
nge
peop
le/s
yste
ms/
proc
esse
s to
mak
e th
ings
bet
ter.
No
real
exp
erie
nce
of h
andl
ing
safe
guar
ding
issu
es. N
aïve
app
roac
h.
See
s it
as s
omeo
ne e
lse’
s jo
b an
d/or
re
spon
sibi
lity.
Not
wel
l ver
sed
or c
lear
in u
nder
stan
ding
of
the
issu
es/s
ensi
tiviti
es.
Into
lera
nt o
f the
bur
eauc
racy
aro
und
safe
guar
ding
.
Sho
ws
a te
nden
cy t
o ta
ke in
appr
opria
te
chan
ces/
risks
in a
rea
of s
afeg
uard
ing.
Use
fo
rm t
o g
athe
r ev
iden
ce d
isp
laye
d a
t in
terv
iew
or
asse
ssm
ent.
Circ
le e
vid
ence
dis
pla
yed
on
left
and
rig
ht o
f ch
art.
Inse
rt o
ther
cri
teri
a
into
left
and
rig
ht o
f ch
art
as d
eem
ed r
elev
ant
(dep
end
ing
on
que
stio
ns u
sed
). U
se r
atin
gs
to g
ive
an o
vera
ll m
ark.
A E
vide
nce
exce
eds
the
stan
dard
set
B
Evi
denc
e m
eets
the
stan
dard
s se
t
C S
ome
evid
ence
, but
falls
sho
rt o
f sta
ndar
ds s
et
D N
o ev
iden
ce p
rovi
ded
or e
vide
nce
fall
com
plet
ely
shor
t of s
tand
ards
set
35
1
2
3
4
5
6
7
8
9
10
11
12
PE
RS
ON
AL
SA
FE
GU
AR
DIN
G IN
TE
RV
IEW
TE
MP
LAT
E
SE
RV
ICE
AR
EA
JOB
TIT
LE
CA
ND
IDAT
E N
AM
E
DAT
E
INT
ER
VIE
WE
RS
36 37
O
pen
ing
the
Inte
rvie
w
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Con
vinc
ing
desc
riptio
n of
sel
f, •
situ
atio
n, re
ason
s fo
r w
antin
g
next
role
Sho
ws
self
awar
enes
s•
Sho
ws
unde
rsta
ndin
g of
the
need
•
for
inte
rvie
w a
nd it
s re
quire
men
ts
Cle
ar c
omm
unic
atio
n, p
ositi
ve
• im
pact
, goo
d bo
dy la
ngua
ge
Rec
ord
no
tes
here
Lack
s co
nvic
tion
•
Poo
r se
lf aw
aren
ess
•
No
clea
r un
ders
tand
ing
of th
e ne
ed
• fo
r th
e in
terv
iew
or
its p
urpo
se
Poo
r/un
conv
inci
ng c
aree
r st
rate
gy•
Poo
r co
mm
unic
atio
n, im
pact
, •
body
lang
uage
Def
ensi
ve s
tanc
e in
the
inte
rvie
w•
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
Intr
od
ucti
ons
•W
elco
me
app
lican
t&
intr
od
uce
tho
sep
rese
nt
•E
xpla
int
hen
atur
eo
fth
eP
SIi
nter
view
•In
dic
ate
how
long
inte
rvie
wis
like
lyt
ola
st
•E
xpla
int
hat
som
eq
uest
ions
will
req
uire
sp
ecifi
cex
amp
les
•E
xpla
ina
bo
utn
ote
tak
ing
Po
ssib
le in
tro
duc
tory
que
stio
ns (p
leas
e in
sert
yo
ur o
wn
if p
refe
rred
).
•W
hat
has
mo
tivat
edy
ou
toa
pp
lyf
or
this
par
ticul
arp
ost
?
•W
hat
are
your
rea
sons
fo
rw
antin
gt
om
ove
on
fro
my
our
exi
stin
gr
ole
?(if
ap
pro
pri
ate)
•W
hat
do
yo
uco
nsid
ert
ob
eyo
urp
erso
nals
tren
gth
san
dw
eakn
esse
s?
36 37
1
2
3
4
5
6
7
8
9
10
11
12
M
oti
vati
on
for
wo
rkin
g w
ith
child
ren
S
elf a
war
enes
s/kn
owle
dge
& u
nder
stan
ding
of s
elf,
inte
rcon
nect
ion
betw
een
self
& p
rofe
ssio
nal r
ole
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Con
vinc
ing
resp
onse
s ba
sed
on
• ba
lanc
ed u
nder
stan
ding
of s
elf &
ci
rcum
stan
ce.
Has
a re
alis
tic k
now
ledg
e of
per
sona
l •
stre
ngth
s &
wea
knes
ses.
Exa
mpl
es o
f hav
ing
cons
ider
ed/t
ried
• ot
her
optio
ns &
alte
rnat
ives
.
A re
alis
tic a
ppre
ciat
ion
of th
e •
chal
leng
es in
volv
ed in
wor
king
w
ith c
hild
ren.
Cle
ar u
nder
stan
ding
of b
ound
arie
s •
whe
n w
orki
ng w
ith c
hild
ren/
youn
g pe
ople
.
Rec
ord
ans
wer
s he
reU
ncon
vinc
ing
resp
onse
s ba
sed
on
• w
him
sica
l exa
mpl
es.
Not
sel
f aw
are,
don
’t se
e th
emse
lves
•
as o
ther
s se
e th
em.
Not
real
istic
abo
ut p
erso
nal s
tren
gths
•
& w
eakn
esse
s.
Unr
ealis
tic im
pres
sion
of w
hat
• w
orki
ng w
ith c
hild
ren/
you
ng p
eopl
e is
real
ly li
ke.
Failu
re to
con
side
r/ex
plor
e ot
her
• w
ork
optio
ns o
r al
tern
ativ
es.
Wan
t the
role
to s
atis
fy o
wn
need
s •
rath
er th
an n
eeds
of c
hild
ren/
youn
g pe
ople
No
unde
rsta
ndin
g of
bou
ndar
ies
•
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
Po
ssib
le Q
uest
ions
(ple
ase
inse
rt y
our
ow
n if
pre
ferr
ed).
Ask
a s
elec
tio
n, n
ot
all.
Wha
t d
o y
ou
feel
are
the
mai
n d
rive
rs w
hich
led
yo
u to
wan
t to
wo
rk w
ith c
hild
ren?
•
Ho
w h
ave
key
peo
ple
or
even
ts in
yo
ur li
fe in
fluen
ced
yo
ur m
otiv
atio
n fo
r w
ork
ing
with
chi
ldre
n o
r yo
ung
peo
ple
?•
Ho
w d
o y
ou
mo
tivat
e yo
ung
peo
ple
?•
Wha
t ha
s w
ork
ing
with
yo
ung
peo
ple
to
dat
e, t
aug
ht y
ou
abo
ut y
our
self?
•
Ho
w h
ave
your
mo
tivat
ions
fo
r w
ork
ing
with
chi
ldre
n o
r yo
ung
peo
ple
cha
nged
ove
r tim
e? T
ell m
e ab
out
the
hig
hs a
nd lo
ws.
•
38 39
E
mo
tio
nal M
atur
ity
& R
esili
ence
C
onsi
sten
cy u
nder
pre
ssur
e, a
bilit
y to
use
aut
horit
y &
resp
ond
appr
opria
tely,
abi
lity
to s
eek
assi
stan
ce/s
uppo
rt w
here
nec
essa
ry
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Beh
aves
con
sist
ently
& a
ppro
pria
tely
•
unde
r pr
essu
re o
r in
a p
ositi
on
of a
utho
rity.
Has
con
trol
ove
r em
otio
ns w
ith
• ad
ults
& w
ith c
hild
ren/
youn
g pe
ople
Und
erst
ands
the
pow
er th
at c
omes
•
with
thei
r po
sitio
n &
how
this
mus
t be
man
aged
Und
erst
ands
how
to m
anag
e •
boun
darie
s.
Kno
ws
whe
n &
how
to s
eek
help
in
• di
fficu
lt ci
rcum
stan
ces.
Ope
n, p
repa
red
to b
e ch
alle
nged
, •
liste
ns to
the
view
s of
oth
ers
Rec
ord
no
tes
here
Inap
prop
riate
resp
onse
s w
hen
unde
r •
pres
sure
or
whe
n in
a p
ositi
on
of p
ower
.
Inco
nsis
tent
resp
onse
s.•
Han
dles
con
flict
bad
ly.•
Fails
to c
ontr
ol te
mpe
r/em
otio
ns
• w
ith c
hild
ren
& y
oung
peo
ple
or
adu
lts.
Doe
sn’t
seek
hel
p w
hen
need
ed.
•
See
s no
pot
entia
l dan
gers
in th
eir
• po
sitio
n of
aut
horit
y
Clo
sed,
def
ensi
ve w
hen
chal
leng
ed•
Not
pre
pare
d to
list
en o
r se
ek in
put
• fro
m o
ther
s
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
Po
ssib
le Q
uest
ions
(ple
ase
inse
rt y
our
ow
n if
pre
ferr
ed).
Ask
a s
elec
tio
n, n
ot
all.
Tell
me
abo
ut a
tim
e w
hen
you
have
bee
n w
ork
ing
with
chi
ldre
n w
hen
your
aut
hori
ty w
as s
erio
usly
cha
lleng
ed. H
ow
did
yo
u re
act?
Wha
t st
rate
gie
s d
id y
ou
emp
loy
to b
ring
thi
ngs
•b
ack
on
cour
se?
Ho
w c
om
fort
able
wer
e yo
u in
thi
s si
tuat
ion?
Tell
me
abo
ut a
per
son
you
have
had
par
ticul
ar d
ifficu
lty d
ealin
g w
ith. W
hat
mad
e it
diffi
cult?
Ho
w d
id y
ou
man
age
the
situ
atio
n?
•
Ho
w d
o y
ou
defi
ne b
oun
dar
ies
in y
our
wo
rk?
Tell
us a
bo
ut a
tim
e w
hen
you
have
fel
t at
ris
k o
f cr
oss
ing
bo
und
arie
s?•
Talk
ab
out
a t
ime
whe
n yo
u ha
ve h
ad t
o r
eso
lve
confl
ict
and
dea
l with
a c
halle
ngin
g s
ituat
ion?
Wha
t ha
ve y
ou
lear
nt f
rom
thi
s p
artic
ular
exa
mp
le?
•
Tell
me
abo
ut a
par
ticul
arly
str
essf
ul s
ituat
ion
you
have
dea
lt w
ith. H
ow
did
yo
u re
act
to t
his
situ
atio
n? W
hat
netw
ork
s d
id y
ou
have
fo
r su
pp
ort
?•
Ho
w h
as y
our
chi
ldho
od
exp
erie
nce
of
auth
ori
ty (a
t ho
me
and
/or
at s
cho
ol)
influ
ence
d t
he w
ay y
ou
have
dea
lt w
ith a
utho
rity
as
an a
dul
t –
at h
om
e an
d in
the
wo
rkp
lace
? •
38 39
1
2
3
4
5
6
7
8
9
10
11
12
Va
lues
& S
tand
ard
s
A
bilit
y to
bui
ld &
sus
tain
pro
fess
iona
l sta
ndar
ds &
rela
tions
hips
, und
erst
and
& re
spec
t oth
er p
eopl
e’s
opin
ions
, con
trib
ute
tow
ards
a s
afe
& p
rote
ctiv
e en
viro
nmen
t
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Dem
onst
rate
s a
bala
nced
•
unde
rsta
ndin
g of
rig
hts
and
wro
ngs.
Put
s th
e ch
ild fi
rst.
•
Aliv
e to
the
real
ities
of a
buse
.•
Pre
pare
d to
bel
ieve
.•
Sho
ws
a co
ntem
plat
ive
appr
oach
, •
draw
ing
on p
erso
nal e
xper
ienc
es &
le
sson
s fro
m o
ther
s.
Bui
lds
valu
es &
judg
emen
ts b
ased
•
on n
ew in
form
atio
n.
Mak
es c
hang
es fo
r im
prov
emen
t. •
Aw
are
of th
e da
nger
s of
co
mpl
acen
cy.
Sho
ws
resp
ect f
or o
ther
s’ fe
elin
gs,
• vi
ews
& c
ircum
stan
ces.
Rec
ord
no
tes
here
Ext
rem
e op
inio
ns w
hich
don
’t •
acco
unt f
or th
e vi
ews/
feel
ings
of
oth
ers.
Doe
sn’t
show
bal
ance
in o
pini
on.
•
Doe
sn’t
build
on
new
info
rmat
ion
•
or u
nder
stan
ding
.
Opi
nion
s ha
rden
/bec
ome
dogg
ed.
•
Doe
sn’t
show
a fu
ll or
roun
ded
• ap
prec
iatio
n of
Saf
egua
rdin
g is
sues
.
Dis
mis
sive
of,
or u
nder
play
s
• th
e ris
ks.
Con
sist
ently
put
s th
e bl
ame
• &
resp
onsi
bilit
y fo
r ch
ild
pro
tect
ion
else
whe
re.
Com
plac
ent
•
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
Po
ssib
le Q
uest
ions
(ple
ase
inse
rt y
our
ow
n if
pre
ferr
ed).
Ask
a s
elec
tio
n, n
ot
all.
Wha
t ar
e yo
ur a
ttitu
des
to
chi
ld p
rote
ctio
n? H
ow
hav
e th
ese
dev
elo
ped
ove
r tim
e?•
Wha
t fa
cto
rs in
yo
ur p
erso
nal b
ackg
roun
d (c
hild
hoo
d a
nd/o
r ad
ulth
oo
d) h
ave
shap
ed y
our
ow
n va
lues
and
bel
iefs
?•
Wha
t ar
e yo
ur f
eelin
gs
abo
ut c
hild
ren
or
youn
g p
eop
le w
ho m
ake
child
pro
tect
ion
alle
gat
ions
?•
Hav
e yo
u ev
er h
ad a
n al
leg
atio
n m
ade
agai
nst
you
by
a yo
ung
per
son,
or
have
chi
ld p
rote
ctio
n co
ncer
ns b
een
rais
ed a
gai
nst
you?
•
Ho
w d
o y
ou
feel
whe
n so
meo
ne h
old
s an
op
inio
n w
hich
diff
ers
to y
our
ow
n? H
ow
do
yo
u b
ehav
e in
thi
s si
tuat
ion?
Can
yo
u g
ive
an e
xam
ple
?•
Hav
e yo
u ev
er h
ad c
onc
erns
ab
out
a c
olle
ague
? H
ow
did
yo
u d
eal w
ith t
hese
?•
Wha
t ar
e yo
ur v
iew
s ab
out
the
way
chi
ldre
n ar
e p
erce
ived
in s
oci
ety?
•
40 41
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
S
afeg
uard
ing
kno
wle
dg
e &
und
erst
and
ing
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Pro
activ
e &
has
per
sona
lly
• ta
ken
actio
ns to
impr
ove
safe
guar
ding
cul
ture
.
Has
per
sona
l exp
erie
nce
of h
avin
g
• ap
prop
riate
ly d
ealt
with
a c
halle
ngin
g sa
fegu
ardi
ng is
sue.
Per
sona
lly c
omm
itted
tow
ards
•
mak
ing
impr
ovem
ents
. See
s it
as
part
of t
heir
job.
Pre
pare
d to
cha
lleng
e ot
hers
• in
the
wor
kpla
ce to
mak
e ta
ngib
le
impr
ovem
ents
to s
afeg
uard
ing.
Pre
pare
d to
tack
le d
ifficu
lt is
sues
, •
conf
ront
indi
vidu
als
if ne
cess
ary
in
orde
r to
pro
mot
e be
st p
ract
ice.
Rec
ord
no
tes
here
No
evid
ence
of h
avin
g ta
ken
step
s in
•
own
right
to m
ake
impr
ovem
ents
.
Pas
sive
app
roac
h to
saf
egua
rdin
g •
issu
es.
Rel
ucta
nce
to c
halle
nge
peop
le/
•
syst
ems/
proc
esse
s to
mak
e
thin
gs b
ette
r.
No
real
exp
erie
nce
of h
andl
ing
• sa
fegu
ardi
ng is
sues
. Naï
ve
appr
oach
.
See
s it
as s
omeo
ne e
lse’
s jo
b an
d/
• or
resp
onsi
bilit
y.
Not
wel
l ver
sed
or c
lear
in
• un
ders
tand
ing
of th
e
issu
es/
sens
itivi
ties.
Into
lera
nt o
f the
bur
eauc
racy
•
arou
nd s
afeg
uard
ing.
Po
ssib
le Q
uest
ions
(ple
ase
inse
rt y
our
ow
n if
pre
ferr
ed).
Ask
a s
elec
tio
n, n
ot
all.
•Te
llm
eab
out
wha
tyo
uha
ved
one
int
hela
st1
2m
ont
hst
oa
ctua
llyim
pro
vec
hild
pro
tect
ion
int
hew
ork
pla
ce.H
ow
did
thi
sac
tion
aris
e?
o
Fo
llow
up
with
: Who
did
yo
u ta
lk t
o?
Wha
t w
ere
the
resu
lts?
•W
hat
ist
heS
afeg
uard
ing
po
licy
iny
our
wo
rkp
lace
?
o
Fo
llow
up
with
: Ho
w is
it m
oni
tore
d?
Wha
t st
eps
have
yo
u ta
ken
to im
pro
ve t
hing
s?
•G
ive
me
ane
xam
ple
of
whe
nyo
uha
veh
ads
afeg
uard
ing
co
ncer
nsa
bo
uta
chi
ld.
o
Fo
llow
up
with
: Wha
t d
id y
ou
do
? W
ho d
id y
ou
invo
lve?
Wha
t w
as t
he o
utco
me?
•Te
llus
ab
out
as
ituat
ion
whi
chy
ou
felt
fell
sho
rto
fsa
feg
uard
ing
sta
ndar
ds.
o
Fo
llow
up
with
: Ho
w d
id it
ari
se?
Who
did
yo
u sp
eak
to?
Wha
t ac
tions
did
yo
u ta
ke?
•H
ave
you
ever
had
to
cha
lleng
eth
evi
ews
of
som
eone
mo
res
enio
rth
any
our
self
inr
elat
ion
toS
afeg
uard
ing
co
ncer
ns?
o
Fo
llow
up
with
: Wha
t w
ere
the
circ
umst
ance
s? H
ow
did
yo
u g
o a
bo
ut it
? W
hat
was
the
out
com
e?
40 41
1
2
3
4
5
6
7
8
9
10
11
12
R
egul
atio
n &
Co
mp
lianc
e Q
uest
ions
Po
sitiv
e B
ehav
iour
sN
egat
ive
Beh
avio
urs
Rec
ogni
ses
& u
nder
stan
ds th
e •
sign
ifica
nce
of c
ompl
ianc
e &
re
gula
tory
issu
es.
Is a
war
e of
, and
act
s on
hig
h le
vel
• co
ntro
ls &
repo
rtin
g pr
oces
ses.
Can
see
the
wid
er p
ictu
re.
•
Und
erst
ands
inte
rnal
and
•
exte
rnal
fact
ors.
Com
mun
icat
es &
cre
ates
a c
ultu
re
• w
hich
reco
gnis
es &
effe
ctiv
ely
man
ages
ris
k
Com
mun
icat
es &
cha
mpi
ons
need
•
for
stan
dard
s
Ope
n lin
es o
f com
mun
icat
ion
•
Sta
ys c
lose
to is
sues
•
Kno
ws
wha
t is
goin
g on
•
Mon
itors
& m
anag
es e
ffect
ivel
y•
Rep
orts
regu
larly
•
Doe
sn’t
wai
t for
pro
blem
s to
esc
alat
e•
Rec
ord
no
tes
here
Fails
to m
anag
e un
der
perfo
rman
ce•
Bla
mes
oth
ers
for
mis
take
s•
Fails
to b
e ac
coun
tabl
e•
Take
s na
rrow
vie
w o
f com
plia
nce
• re
gula
tory
issu
es
Fails
to s
ee b
igge
r pi
ctur
e•
Fails
to h
ighl
ight
pro
blem
s as
•
they
aris
e
Cov
ers
mis
take
s•
Poo
r co
mm
unic
ator
•
Doe
sn’t
know
whe
n th
ings
go
wro
ng
•
un
til it
s to
o la
te
AB
CD
Evi
denc
e ex
ceed
s th
e st
anda
rd s
etE
vide
nce
mee
ts &
som
etim
es e
xcee
ds th
e st
anda
rd s
etS
ome
evid
ence
, but
fall
shor
t or
requ
ires
furt
her
deve
lopm
ent a
gain
st th
e st
anda
rd s
etN
o ev
iden
ce o
r fa
lls c
ompl
etel
y sh
ort o
f the
st
anda
rd s
et
Sug
ges
ted
que
stio
ns t
o s
elec
t fr
om
:
•Te
llm
eab
out
the
saf
egua
rdin
gc
ont
rols
iny
our
exi
stin
gr
ole
.
•P
rovi
de
ane
xam
ple
of
asi
tuat
ion
whi
chp
rese
nted
yo
uw
itha
co
mp
lianc
ed
ilem
ma.
Ho
wd
idy
ou
iden
tify
this
?W
hat
wer
eth
eis
sues
?
•H
ow
do
yo
ub
alan
cet
hep
ress
ures
to
mee
tth
esa
feg
uard
ing
co
ntro
lsa
gai
nst
serv
ice
pre
ssur
es?
•W
hat
mea
sure
sha
vey
ou
take
nto
tra
in&
sup
po
rtt
hose
aro
und
yo
uo
nsa
feg
uard
ing
rel
ated
issu
es?
Can
yo
ug
ive
ane
xam
ple
of
whe
rea
coac
hing
inte
rven
tion
was
req
uire
d?
42 43
In
terv
iew
Sum
mar
y S
heet
CR
ITE
RIA
(ins
ert
as a
pp
rop
riat
e b
elo
w)
Co
mm
ents
Rat
ing
A-D
Reg
ulat
ion
& C
om
plia
nce
Oth
er In
form
atio
n
Fin
al R
eco
mm
end
atio
n
42 43
1
2
3
4
5
6
7
8
9
10
11
12
In
div
idua
l Fee
db
ack
It
is v
alua
ble
to tr
ansf
er fi
ndin
gs fr
om th
e se
lect
ion
proc
ess
to s
uppo
rt fe
edba
ck &
ong
oing
per
sona
l dev
elop
men
t
Nam
eD
ate
Ro
le A
pp
lied
Fo
r
OU
TC
OM
E: S
ucce
ssfu
l/U
nsuc
cess
ful
Ove
rall
Sum
mar
y O
f S
tren
gth
sO
vera
ll S
umm
ary
Of
Dev
elo
pm
ent
Nee
ds
45
Y
OU
NG
PE
OP
LE’S
INT
ER
VIE
W P
AN
EL
- Q
UE
ST
ION
FO
RM
INS
ER
T Q
UE
ST
ION
S
(and
det
ail e
vid
ence
req
uire
d)
AN
SW
ER
Sco
re o
ut o
f 5
Sco
ring
5 E
xcel
lent
wel
l dev
elo
ped
ans
wer
tha
t m
et o
r ex
ceed
all
evid
ence
req
uire
men
ts
4 Ve
ry g
oo
d c
om
pre
hens
ive
answ
er
3 G
oo
d c
om
pet
ent
answ
er b
ut n
ot
wel
l dev
elo
ped
2 A
deq
uate
ans
wer
but
lack
ed d
epth
and
und
erst
and
ing
1 P
oo
r no
und
erst
and
ing
sho
wn,
did
no
t m
eet
evid
ence
req
uire
men
ts
1
2
3
4
5
6
7
8
9
10
11
12
47
1
2
3
4
5
6
7
8
9
10
11
12
S
afer
Rec
ruit
men
t -
Gen
eric
inte
rvie
w t
emp
late
fo
r ch
ildre
n an
d y
oun
g p
eop
le in
rec
ruit
men
t p
roce
ss
Neg
ativ
e in
dic
ato
rsP
leas
e co
mp
lete
the
fo
llow
ing
cat
ego
ries
of
asse
ssm
ent.
Tic
k th
e p
oin
t o
n th
e sc
ale
whi
ch y
ou
feel
b
est
refle
cts
your
vie
ws.
Use
the
co
mm
ents
on
eith
er s
ide
of
the
bo
x to
hel
p y
ou
P
osi
tive
ind
icat
ors
How
did
they
com
e ac
ross
?
Did
n’t s
eem
inte
rest
ed/m
otiv
ated
.•
Did
n’t a
sk m
any
ques
tions
.•
Unp
rofe
ssio
nal.
• I d
idn’
t get
a v
ery
good
impr
essi
on.
• W
ithdr
awn/
dise
ngag
ed.
•
Ho
w d
id t
he c
and
idat
e p
rese
nt t
hem
selv
es g
ener
ally
?
Link
to c
ompe
tenc
ies
for
o Li
sten
ing
& C
omm
unic
atio
n an
d Te
amw
orki
ng &
Bui
ldin
g R
elat
ions
hips
How
did
they
com
e ac
ross
?
Very
inte
rest
ed/m
otiv
ated
.•
Very
pro
fess
iona
l.•
Ask
ed lo
ts o
f rel
evan
t que
stio
ns.
• Ve
ry e
ngag
ing.
• I g
ot a
goo
d im
pres
sion
.•
How
did
they
com
e ac
ross
?
They
did
n’t m
ake
me
feel
val
ued.
• Th
ey d
idn’
t see
m to
resp
ect m
e or
•
my
view
s.Th
ey d
idn’
t see
m to
list
en to
me
• pr
oper
ly.Th
ey d
idn’
t spe
ak to
me
at m
y
• ow
n le
vel.
I fel
t pat
roni
sed.
•
Ho
w d
id t
he c
and
idat
e re
late
to
me
per
sona
lly?
Link
to c
ompe
tenc
ies
for
o Li
sten
ing
& C
omm
unic
atio
n an
d Te
amw
orki
ng &
Bui
ldin
g R
elat
ions
hips
How
did
they
com
e ac
ross
?
They
mad
e m
e fe
el v
alue
d.•
They
see
med
to re
spec
t my
view
s.•
They
list
ened
to w
hat I
had
to s
ay.
• Th
ey s
poke
to m
e at
my
own
leve
l.•
How
did
they
com
e ac
ross
?
They
did
not
see
m to
und
erst
and
the
• jo
b w
ell.
They
had
not
foun
d ou
t abo
ut th
is
• w
orkp
lace
.Th
ey d
id n
ot u
nder
stan
d th
e vi
ews
of
• th
e yo
ung
peop
le.
They
sho
wed
no
unde
rsta
ndin
g of
•
the
rule
s an
d w
hy th
ey a
re re
quire
d.
Ho
w w
ell d
id y
ou
thin
k th
e ca
ndid
ate
wo
uld
fit
in t
o t
he w
ork
pla
ce?
(Lin
k to
com
pete
ncie
s fo
r Te
amw
orki
ng &
Bui
ldin
g R
elat
ions
hips
)
How
did
they
com
e ac
ross
?
They
see
med
to u
nder
stan
d th
e
• jo
b w
ell.
They
had
foun
d th
ings
out
abo
ut th
e •
wor
kpla
ce.
They
und
erst
ood
the
view
s of
•
youn
g pe
ople
.Th
ey s
how
ed a
n un
ders
tand
ing
of
• th
e ru
les
and
why
they
are
requ
ired.
1 no
t ver
y w
ell
23
4 ex
trem
ely
wel
l
1 no
t ver
y w
ell
23
4 ex
trem
ely
wel
l
1 no
t ver
y w
ell
23
4 ex
trem
ely
wel
l
48 49
How
did
they
com
e ac
ross
?
Un-
coop
erat
ive,
unw
illing
to s
uppo
rt
• ot
hers
or
syst
ems
in th
e w
orkp
lace
.Th
ey w
ould
not
eas
ily fo
ster
goo
d •
wor
king
rela
tions
hips
with
oth
ers.
They
wou
ld n
ot m
ake
a po
sitiv
e •
cont
ribut
ion
to th
e w
orkp
lace
.
Ho
w w
ell d
id y
ou
thin
k th
e ca
ndid
ate
wo
uld
fit
in t
o t
he w
ork
pla
ce?
(Lin
k to
com
pete
ncie
s fo
r Te
amw
orki
ng &
Bui
ldin
g R
elat
ions
hips
)
How
did
they
com
e ac
ross
?
Co-
oper
ativ
e, w
illing
to s
uppo
rt
• ot
hers
& s
yste
ms.
Wou
ld p
artic
ipat
e in
the
wor
kpla
ce
• an
d m
ake
posi
tive
chan
ges.
They
wou
ld d
evel
op g
ood
links
with
•
othe
rs a
nd w
ould
like
them
and
get
on
with
them
.Th
ey w
ould
mak
e a
posi
tive
• co
ntrib
utio
n to
the
wor
kpla
ce.
Any
thin
g el
se y
ou th
ough
t abo
ut
a) W
hy th
ey w
ould
be
good
for
the
job?
b) W
hy th
ey w
ould
n’t b
e go
od fo
r th
e jo
b?
1 no
t ver
y w
ell
23
4 ex
trem
ely
wel
l
No
te
Rec
ruitm
ent M
anag
ers
mus
t ens
ure
that
vie
ws
and
opin
ions
of c
hild
ren
and
youn
g pe
ople
do
not u
nfai
rly d
iscr
imin
ate
agai
nst a
can
dida
te –
fo
r ex
ampl
e by
way
of a
ge, s
ex, r
ace
or d
isab
ility.
48 49
How
did
they
com
e ac
ross
?
Un-
coop
erat
ive,
unw
illing
to s
uppo
rt
• ot
hers
or
syst
ems
in th
e w
orkp
lace
.Th
ey w
ould
not
eas
ily fo
ster
goo
d •
wor
king
rela
tions
hips
with
oth
ers.
They
wou
ld n
ot m
ake
a po
sitiv
e •
cont
ribut
ion
to th
e w
orkp
lace
.
Ho
w w
ell d
id y
ou
thin
k th
e ca
ndid
ate
wo
uld
fit
in t
o t
he w
ork
pla
ce?
(Lin
k to
com
pete
ncie
s fo
r Te
amw
orki
ng &
Bui
ldin
g R
elat
ions
hips
)
How
did
they
com
e ac
ross
?
Co-
oper
ativ
e, w
illing
to s
uppo
rt
• ot
hers
& s
yste
ms.
Wou
ld p
artic
ipat
e in
the
wor
kpla
ce
• an
d m
ake
posi
tive
chan
ges.
They
wou
ld d
evel
op g
ood
links
with
•
othe
rs a
nd w
ould
like
them
and
get
on
with
them
.Th
ey w
ould
mak
e a
posi
tive
• co
ntrib
utio
n to
the
wor
kpla
ce.
Any
thin
g el
se y
ou th
ough
t abo
ut
a) W
hy th
ey w
ould
be
good
for
the
job?
b) W
hy th
ey w
ould
n’t b
e go
od fo
r th
e jo
b?
1 no
t ver
y w
ell
23
4 ex
trem
ely
wel
l
No
te
Rec
ruitm
ent M
anag
ers
mus
t ens
ure
that
vie
ws
and
opin
ions
of c
hild
ren
and
youn
g pe
ople
do
not u
nfai
rly d
iscr
imin
ate
agai
nst a
can
dida
te –
fo
r ex
ampl
e by
way
of a
ge, s
ex, r
ace
or d
isab
ility.
Section Seven
CRB and Vetting and Barring
OverviewCRB checks are also known as CRB Disclosures and they provide information about a person’s criminal record (if they have one). The information includes all criminal history including cautions and reprimands. Checks are also made to see if a person is included on government held lists of people who are unsuitable to work with children or vulnerable adults.
From October 2009 a new Vetting and Barring Scheme is being introduced. Details of this are provided at the end of this section.
CRB Disclosures are required for people applying for jobs which are defined as ‘regulated positions’ by the Criminal Justice and Courts Act 2000. Regulated positions include those involving regular contact with children and young people and include employees and volunteers.
Roles requiring CRB checks are exempt from the Rehabilitation of Offenders Act 1974 which means that all criminal information is provided about an applicant, even if it would otherwise be ‘spent’. An enhanced CRB check for work with children may also include relevant information the police have on record even if it has not resulted in a caution or conviction (for example if allegations have been made and reported to the police).
Having a criminal conviction does not in itself bar a person from work with children or young people. If a CRB check discloses convictions or relevant information, the employer has to decide whether the person is suitable to be employed in the role concerned.
Buckinghamshire County Council has a policy for the Recruitment of ex offenders which aims to ensure that all applicants are given fair and transparent consideration for employment. A copy of this policy is available in the appendices.
The CRB process
ApplicationThe CRB application should be completed at the earliest possible stage once a selection decision has been made. It is recommended that all applicants bring completed CRB applications with them to interview so that details can be completed at the same time as other identity checks. Applicants should be made aware that only successful candidates will be CRB checked.
The CRB application must be checked and forwarded to the Safeguarding in Employment team. From here it will checked for accuracy, put on the Council CRB data base and then submitted to the CRB itself. The normal turnaround from the time of submission to the CRB is around 5 weeks but delays can often occur if there are errors in the application. Guidelines on the accurate completion of CRB applications include:
• Forms must be completed in black ink
• Capital letters must be used
• All names must be given including maiden names and all middle names
• There must be a full five years address history with no gaps
• National insurance numbers must be put on the form
• Correction fluid is not allowed
• Proof of ID must be in current name and address
• Exact job title must be given
• Forms must be signed and dated
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CRB and Vetting and Barring
CRB DisclosureOnce enquiries are complete, the CRB will issue a CRB Disclosure to the applicant and send an identical copy to the BCC CRB/Safeguarding in Employment team. This is NOT the end of the process and a receipt of the CRB disclosure in itself does not represent CRB clearance. Original copies of CRB disclosures direct from individuals cannot be accepted as CRB clearance.
CRB ClearanceThis is the formal stage when the CRB/Safeguarding in Employment team writes to the recruiting manager to confirm whether or not the applicant has been given CRB clearance to work. A copy of this letter must go on the individual’s HR file. The clearance letter does not contain any details about whether any criminal history has been disclosed.
If positive information has been received from the CRB then a recruitment decision will be made by the Head of Service, Divisional Manager or Divisional Director prior to issue of the clearance letter. Further details on what happens in this situation, is provided below. All applicants (both with and without a criminal history) must have a clearance letter from the CRB team as confirmation of individual CRB clearance.
Commencing employment prior to receipt of CRB disclosureWhere a CRB disclosure has not been returned from the CRB and a reasoned business case is made for the applicant to commence work prior to receipt, a risk assessment (see templates in section eight) must be completed and authorised by Head of Service, Divisional Manager or Divisional Director as appropriate.
In all cases a CRB application must have been sent to the safeguarding in employment team and have been submitted to the CRB and a copy of the risk assessment form must be submitted to the recruitment operations team and recorded on HR recruitment file.
There is no exception to commencing employment in a children’s residential setting, including fostering and adoption settings prior to enhanced CRB clearance in any circumstance.
Overseas Good Conduct CertificatesIf applicants have lived abroad for more than 6 months in the last 5 years an overseas good conduct certificate will be required in addition to a CRB check before issuing CRB clearance.
A certificate of good conduct (CGC) is confirmation from a country’s police authority/embassy of any criminal convictions or cautions that may have been committed whilst a person resided in that country. The Criminal Records Bureau (CRB) cannot currently access overseas criminal records or other relevant information as part of its Disclosure service. Therefore, a CRB check may not provide a complete picture of an employee’s criminal record that may or may not exist.
Details of how to obtain a CGC from most countries can be found on the CRB website, http://www.crb.gov.uk/overseas. Alternatively, a list of all foreign embassies in the United Kingdom contact details can be found on the Foreign & Commonwealth Office website, www.fco.gov.uk, which will provide the necessary information needed to obtain a certificate of good conduct.
Additional details on all aspects of the CRB process are available on the intranet – search under Human Resources and then click on Safeguarding in Employment in the a-z.
50 51
CRB and Vetting and Barring
Positive CRB DisclosuresWhere positive CRB information is received as part of a CRB disclosure, a Senior officer in safeguarding in employment team will contact the Head of Service, Divisional Manager or Divisional Director as appropriate, to make the recruitment decision. Following the decision the Safeguarding in Employment team will issue a letter confirming the outcome of the CRB recruitment decision. This letter must be recorded on HR recruitment file.
Where the content of the CRB disclosure presents particular difficulties, the case is discussed with the Head of Service, Divisional Manager or Divisional Director as appropriate and a decision taken as to whether it needs to be forwarded to the special panel for dealing with complex positive disclosures. The Safeguarding in Employment team issue clearance or otherwise based on the outcome of discussion.
Frequency of CRB re checksThe Council has a general policy to re check CRB disclosures every 3 years however certain roles require mandatory rechecks. Foster carers and Contact Point users must be rechecked every 3 years. Where a candidate has lived abroad and the only vetting information available is through an overseas good conduct certificate, Buckinghamshire County Council requires a repeat CRB check annually for the next 3 years.
Data Protection issues & retention of CRB DisclosuresPhotocopies of CRB disclosures are not allowed and information relating to CRB disclosures must not be shared beyond the parties for whom the data is intended. Copies of CRB disclosures, even if they are provided by the named individual, should not be retained on employees files
Buckinghamshire County Council will hold the applicants disclosure on secure file for 6 months. Under the data protection act the disclosures are then destroyed. Exceptions to this are where regulations require that disclosures must be held on file until the date of the next inspection. This is the case for CRB disclosures for Fostering and Adoption.
Independent Safeguarding Authority Vetting and Barring SchemeThe Vetting and Barring Scheme is a new scheme being introduced as a result of the Safeguarding Vulnerable Groups Act, 2006. The Independent Safeguarding Authority (ISA) will operate the scheme and will keep a list of people barred from working with children and young people, and people barred from working with vulnerable adults. The two lists will not be identical but some people will be on both.
Since January 2009, the ISA has been taking all barring decisions on new cases referred to it under the current barring provisions of POVA (Protection of Vulnerable Adults), PoCA (Protection of Children Act), and List 99 (a Government list of people barred from working in Education). This has replaced barring decisions by Government Ministers, with independent decision making by subject matter experts.
The new barring provisions under the Safeguarding Vulnerable Groups Act 2006 will be brought into effect from 12 October 2009. This will significantly extend the range of activities and workplaces from which individuals may be barred to include all regulated activities, as defined by the Act. The ISA will make independent barring decisions on cases referred to it, and bars will apply to paid employment and voluntary work in regulated activities. It will be an offence for any barred person to work in regulated activities, and for any employer to employ someone he knows to be barred, in either a paid or voluntary capacity. Requirements will also come into force for employers to refer relevant cases to the ISA in instances of harm to the vulnerable groups.
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CRB and Vetting and Barring
From July 2010 all new entrants to roles working with vulnerable groups and those switching jobs within these sectors will be able to register with the Vetting and Barring Scheme. From November 2010 individual registration (for the groups outlined above), and the requirement for employers to check registered status before taking up work (paid or voluntary) will become mandatory. Registration of other groups of workers involved in regulated activities as defined under the Act will be phased in over time.
The ISA will consider all cases referred to it and will be able to bar those considered unsuitable for such work. Registration will be a one off activity and will operate for life, unless an individual subsequently chooses to withdraw from the scheme, or is removed by the ISA. Registration will include employers being continuously informed of an employee’s suitability to work.
In summary, the new safeguards starting in October 2009 are:
• Reduction of red tape - two barring lists will be administered by a single organisation, the Independent Safeguarding Authority (ISA), rather than the three lists currently maintained by two different Government departments: Protection Of Children Act (POCA), Protection of Vulnerable Adults (PoVA) and List 99;
• The introduction of barring from ‘regulated activities’ – people included on the new barred lists by the ISA will be barred from a much wider range of jobs and activities than before, particularly in areas of work with vulnerable adults such as the NHS;
Enhanced CRB disclosures• - an extension of the criteria for those who are eligible for enhanced CRB checks to include all regulated positions
A new duty to share information• - employers, social services and professional regulators will have to notify the ISA of relevant information so individuals who pose a threat to vulnerable groups can be identified and barred from working with these groups; and
New criminal offences• – it will become a crime for a barred individual to seek or undertake work with vulnerable groups; and for employers to knowingly take them on.
The Scheme will not replace the need for robust safer recruitment practices and the continued need for CRB checks; but will remove those most at risk of doing harm from the workplace by making it an offence to employ/engage them in certain activities.
For more information please visit the Safeguarding In Employment intranet site under Human Resources or the ISA website www.isa-gov.org.
52 53
Section EightChildren and Young People Services Pre-CRB Employment
Risk Assessment Form
This form is only for use in exceptional cases, where the Service Manager wishes to consider appointing a member of staff to work with children/young people/vulnerable adults prior to receipt of a valid CRB Disclosure. The risk assessment must not be used as an alternative to submitting CRB forms at the earliest possible date. The form should be completed by the Service Manager and be retained on the employee’s personal file indefinitely.
The risk assessment cannot be completed in advance of a CRB disclosure in any residential care home or boarding school. National Minimum Standards do NOT allow any person to start work in children’s residential settings prior to full CRB clearance by Buckinghamshire County Council.
Name of candidate:
Post to be filled:
Date post became/becomes vacant:
Date of interview:
Date enhanced CRB form submitted to People and Policy (P&P):
Has Safe Employment Team checked progress with the CRB?
Name of current/last employer:
Length of service with current/last employer:
Have all breaks in employment been satisfactorily explained by the candidate?
Have at least 2 references been received including one from last employer?
Does at least one reference relate to work with children/young people?
Have the references been checked with the referees and any issues clarified? Please provide detail.
Has the candidate been asked to declare any previous cautions/convictions?
If cautions/convictions have been declared, have these been satisfactorily explained?
Has advice been sought from senior P&P colleagues if there are any concerns about the employee’s background?
Do the duties of the post involve unsupervised access to children and young people?
If so,
•aretheredutieswhichcanbeperformedwithout direct contact with children and young people?
•couldadditionalsupervisionbearrangedsothe person would not be alone with children or young people?
Alternative arrangements for covering the post if the candidate does not commence his/her duties:
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54 55
Children and Young People Services Pre-CRB Employment
Risk Assessment Form (Continued)
Manager’s Declaration:
• I confirm that this post is essential to the successful operation of the Service
• I confirm that a CRB application has already been satisfactorily dispatched to the CRB for clearance
• I confirm that I have obtained references a minimum of 2 references, including one from the last employer, with recent and relevant knowledge of the employee. I am satisfied that the referee has no reservations as to the applicant’s suitability to work with children and young people or vulnerable adults.
• I confirm that if the applicant is to work in a school setting, a List 99 check has been carried out and written confirmation received of a satisfactory outcome.
• I confirm that the applicant’s right to work in the UK, under the Asylum and Immigration Act has been properly evidenced.
• I confirm that medical clearance has been given for this appointment.
• I confirm that I will ensure appropriate levels of supervision and/or monitoring will be maintained at all times (for example, unplanned visits by senior staff to employee’s work area and avoiding the person working alone with individual children/young people/vulnerable adults).
• I confirm that the employee will not be given responsibility/take part in for high-risk activities e.g. residential trips until appropriate CRB clearance arrives.
• I confirm that the established safeguarding procedures, standards and ethos of this service provide clear expectations of all staff in matters of safeguarding children/young people/vulnerable adults.
• I confirm that as part of the employee’s induction, the above standards and expectations will be made clear.
• I have discussed the details of this appointment and assessed the potential risk(s) with my Head of Service.
Signed: Name:
Job Title: Service Area:
Date:
Authorisation Decision by Head of Service, Divisional Manager or Divisional Director: Signed: ……………………………………………… Date: ……………………..
54 55
Section Nine
Disqualification from Caring for Children Regulations 2002
This law disqualifies certain people from registering as a childminder or childcare provider, and prevents such people from being employed or involved in the provision of other childcare.
The law also disqualifies some people from carrying on or otherwise being concerned in the management of a children’s home; having any financial interest in a children’s home; being employed in a children’s home; or fostering a child privately.
The Disqualification from Caring for Children Regulations apply to people working (either permanently or through employment agencies) in the following settings:
• Children’s residential care homes
• Private foster care
• Early years and childcare
Permission is required from Ofsted before engaging anyone who has previously been disqualified under the regulations.
1. Disqualifying offences (these will be identified through an enhanced CRB check and as part of the forthcoming Vetting & Barring Scheme).
a. Offences against a child as specified in Schedule 4, Criminal Justice and Court Services Act, 2000
b. Additional offences specified in the Schedule to the Regulations
c. Any other offence involving bodily injury to a child
2. Disqualifying circumstances (these need to be checked independently through Ofsted and social services records) • Had a child removed from their care under a Children Act 1989, Children and Young Person’s Act 1969 or similar, order, • Been refused registration or had their registration to run a children’s home cancelled • Been refused registration or had their registration cancelled to provide nursery, day care or be a child minder • been prohibited from private fostering • living in in the same household as another person who is disqualified from caring form children, or living in a household where a disqualified person is employed
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Disqualification from Caring for Children (England) Regulations 2002
Safeguarding Requirements
The Disqualification from Caring for Children Regulations 2002 apply to anyone who works in a Children’s Home or a Residential School where children board for over 295 days a year.
These regulations mean that the following pre employment checks need to be carried out as part of the safe recruitment process:
- Self declaration that the applicant has not been disqualified
- Criminal Records Bureau (CRB) Check (including any appropriate overseas police checks)
- Check against Ofsted Records
- Check of the social services database
The table below highlights the person or persons responsible for carrying out each stage of the checking process.
Responsibility Checking Process
The Applicant • Complete the self declaration form
• Complete the CRB disclosure application form
The Recruiting Manager • To carry out a check of the individual against the social care database and advise the Safeguarding in Employment Team of the outcome
• Ensure that clearance is received from the Safeguarding in Employment team before the individual begins working
o Ofsted requires that a CRB check is completed before an individual begins working in this environment
The Safeguarding in Employment Team
• To process the CRB disclosure application form
• To check with Ofsted that the information provided on the declaration is correct
• To keep a record of the completed checks (including the social care database check)
• To issue an appropriate clearance advice once all checks are completed
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Declaration regarding the Disqualification from Caring For Children (England) Regulations 2002. Application to work in a children’s home.This form must be completed in addition to the Criminal Records Bureau Disclosure Application.
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Name, including all former names
Date of Birth
Address
Post Code Tel No (inc STD Code)
Have you ever: (Please tick appropriate ‘Yes’ or ‘No’ box) Yes No
1. been convicted of or cautioned for any offence against a child, as an adult or juvenile?
2. had any child removed from your care by the order of any court?
3. had registration for child minding or provision of a day care or nursery service refused or cancelled
4. been disqualified from acting as a private foster parent?
5. been refused an application to become a foster carer or had approval as a foster carer or day care provider withdrawn?
6. been disqualified or refused registration for running a private or voluntary children’s home?
To the best of your knowledge: (Please tick appropriate ‘Yes’ or ‘No’ box) Yes No
7. do you live in the same household as another person who is disqualified from caring from children, or live in a household where a disqualified person is employed?
If you have answered ‘Yes’ to any of the above questions, please provide details on the attached sheet. This form and any additional information (if appropriate), must be brought with you to interview and handed to the recruitment manager.
I give permission to Ofsted to share any information with BCC with regard to my registration or application to register as a childminder, day care or nursery provider. I also give permission for BCC to check its own records and Children’s Information Systems for any known involvements about me.
Signed……………………………………………………. Date……………………..
Note: Section 70(1)(a) of the Children Act 1989 provides that a person who makes any statement in this notice or information which s/he knows to be false or misleading, shall be guilty of an offence and liable on summary conviction to a fine not exceeding level 5.
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Declaration regarding the Disqualification from Caring For Children (England) Regulations 2002. Application to work in a children’s home.
(Personal data shown on this form may be held on computer files)
Additional information
If you have answered ‘Yes’ to any of the questions, please provide information on the circumstances and dates below.
Signed……………………………………………………. Date……………………..
58 59
Section Ten
Sensitive Data Handlers and Contact Point Users
Recruitment of people into roles with access to regulated social services data bases and the contact point data base should follow the general guidance set out in this document including adherence to the BCC minimum standards set out in section two.
In addition, role holders must clearly understand their responsibilities and the performance standards for handling sensitive data relating to children and young people, in line with the Data Protection Act, the Council’s IT Security Policy and the Council’s Conduct and Disciplinary Policy. These requirements should be made explicitly clear as part of the employee’s induction training.
Codes of Conduct and confidentiality clauses are recommended to set out requirements in writing. Employees should be asked to sign and return copies to show they have read and understood what is expected and agree to comply with them.
Contact Point Users
There are specific recruitment requirements relating to Contact Point users:
• There is a mandatory training and accreditation process which all users must have successfully completed.
• Individuals cannot commence training prior to the completion of an enhanced CRB disclosure and full CRB clearance.
• It is a mandatory requirement that all Contact Point users have a repeat CRB check every three years.
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Section Eleven
Safe Working Practices and Codes of Conduct
Codes of Conduct which set out the expectations of role holders are very important in helping to prevent safeguarding matters arising accidentally or through naivety. They also help to manage the individual performance of those who fall short of the expected standards.
For those working directly with children and young people
Safe Working Practice Guidance produced by the DCSF Allegation Management Advisors (AMA), sets out a range of advice for people working directly with children and young people. It is the recommended template to be followed by Council service managers, as well as by third party providers of services to children and young people on behalf of Buckinghamshire County Council. It is recommended that this document is tailored to individual work settings so it has direct relevance to role holders. The core document can be obtained at the following address:
www.everychildmatters.gov.uk/resources-and-practice click on Guidance for Safer Working Practice for Adults who Work with Children and Young People
Sensitive Data HandlersConfidentiality clauses and codes of conduct are also relevant for sensitive data handlers and versions have been drafted for Council employees dealing with regulated social services data bases and Contact Point.
Written Agreement In all cases employees should be asked to sign and return a copy of the relevant code of practice or confidentiality clause to show they have read and understood its requirements and agree to comply with them.
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Children & Young People’s Services
Draft Confidentiality Statement
This statement must be signed by all employees across Children and Young People’s Services including temporary, agency and permanent employees and must be reviewed and formally agreed on day one of the induction process and reviewed throughout the probationary period. After which it must be renewed on an annual basis in conjunction with the Appraisal process.
1 The Buckinghamshire County Council expects its staff to preserve confidentiality of information.
2 It is a legal requirement that the 8 principles of the Data Protection Act 1998 should be adhered to at all times: -
2.1 Data must be processed fairly and lawfully
2.2 Data must be collected and processed for specified purposes.
2.3 Data must be adequate for its purpose(s) but must not be excessive or irrelevant
2.4 Data must be accurate and where necessary, kept up to date
2.5 Data must not be kept longer than necessary
2.6 Data must be processed in accordance with the rights of the data subject
2.7 Data must be kept securely and guarded against accidental lost
2.8 Data must not be transferred outside the European Economic Area
NB With regard to 2.5 above please consult Bucks County Council guidance on Records Management.
3 Any misuse of information (breach of confidentiality) is a serious disciplinary offence (serious misconduct) and will be dealt with according to Buckinghamshire CC Conduct and Discipline procedures.
Electronic records can be and are monitored. Likewise access to service user files and changes made are audited.
If an employee discovers a breach of security, as described in Buckinghamshire CC IT policies, they must escalate details to their line manager or Senior HR Officer.
4 Any information in relation to service users / clients, employees, contracts, must only be disclosed to an authorised person. No data should be released until the rights of an enquirer to seek such information have been confirmed and recorded. If in doubt contact your line manager.
Information should only be shared by the team with relevant and delegated responsibility to share such information.
5 Under no circumstances must employees access any records unless they have a responsibility to do so as part of their contract of employment. If this involves accessing personal information about a family member, friend, acquaintance, then this must be agreed in advance, in writing, with your line manager.
If you become aware that you know a service user / client and/or family you must discuss this immediately with your line manager so that appropriate arrangements can be made to make these records confidential.
6 When recording information it must be clear whether it is factual or professional opinion and should be free of jargon. The file may be the main historic source of information about significant events, decisions and people in their lives. Individuals are entitled to request to see information recorded about them and records should always be written with this in mind. Where appropriate e.g. assessments, plans and reports, all parties views should be recorded.
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Children & Young People’s Services
Draft Confidentiality Statement
7 All conversations relating to confidential matters (service users, employees, contracts, etc) should take place in a private environment and not where they could be overheard e.g. in corridors, lifts, cafes, etc.
8 All confidential or personal paper documentation and electronic based equipment (e.g. Blackberries) should be securely put away or locked when not in use.
All printed documentation with service user, employee personal information or contract data should be disposed of as confidential waste. Electronic files should be deleted accordingly.
9 IT log on details will not be issued to individuals until this confidentiality statement has been discussed, understood and signed.
Passwords must not be shared. You are responsible for all transactions recorded under your logon. Likewise you need to be aware and take responsibility for anyone having visual access to your screen.
10 When working remotely, the above principles still apply. The Home Working policy must be adopted and implemented at all times.
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I have discussed and understood the above points with my line manager and I agree to comply with these requirements.
I understand that any misuse of information (breach of confidentiality) is a serious disciplinary offence and will be dealt with according to Bucks County Council HR procedures.
Name
Job Title
Signature
Line Manager Name
Job Title
Signature
Date
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Contact Point User – Draft Code of Conduct
This guidance for Contact Point users applies to permanent, temporary and agency staff working on behalf of Buckinghamshire County Council.
Data held on Contact Point is highly sensitive. Contact point users will therefore be subject to tight security controls and personal standards of behaviour. Breaches in security will be dealt with under the Council’s disciplinary proceedings. Serious breaches in security and conduct may result in dismissal and may also be investigated as a potential criminal matter.
Buckinghamshire County Council has a full IT Security policy which includes policies on the Use of Computers, Password Security and Monitoring. The Council’s Conduct and Discipline Policy also sets out the expected standards of behaviour and the processes which will be followed in the case of misconduct. Contact point Users must read and familiarise themselves with these policies at the earliest opportunity, as part of their induction.
In particular it should be noted:
Use of Computers and Password Security
• The misuse of your password, security details or Contact Point Token may allow someone else to have access to your account. You however retain responsibility for any subsequent misuse.
• Your computer user ID and password and your Contact Point user account details and Token must not be passed on to anyone else.
• If anyone asks you for your user ID or Contact Point account details you must report this to the monitoring officer or your line manager as soon as possible.
• You must not log on to another user’s account using their name or password.
• On leaving your role you must return all security equipment including your Contact Point Token to the nominated Manager.
Contact Point Data Base
• Information obtained from the Contact Point database must not be passed on to any unauthorised person. Doing so may be a potential criminal matter.
• If you have concerns about another persons use of the Contact Point database, you must report it immediately to either the monitoring officer or your line manager. There is also a Council Whistle Blowing Policy for reporting concerns.
• Attempts to use or access the Contact Point database are not allowed in the following circumstances:
Computer Monitoring• Your computer will be monitored by the Council to ensure compliance and proper use. Any breaches will be reported to your line manager and may result in an investigation under the Conduct and Discipline procedure.
Misuse of System and Penalties for Misuse• Misuse of the Council’s computer systems including Contact Point will result in an investigation and application of the Conduct & Discipline policy. Records of investigations and Disciplinary records will be held for a period of 6 years after conclusion.
• The outcomes of investigations and disciplinary warnings may be passed on in references to future employers.
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Contact Point User – Draft Code of Conduct
Matters arising during the course of employment
• For the purposes of safeguarding Contact Point users and providing you with appropriate support, it is essential that you immediately inform your line manager if you become the subject of any criminal matter or child protection investigation or enquiries.
Any questions relating to this guidance should be raised with your line manager.
Please sign and date this document to show that you have read and understood the content. Retain one copy for your own records and return one copy to your line manager.
I have read and understood the Contact point user Code of Conduct and discussed any points I was not clear about with my line manager and agree to comply with these requirements
Name: .............................................................................................................................................
Signed: ...........................................................................................................................................
Dated: .............................................................................................................................................
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Section 12 Appendices
National Minimum Standards for Vetting of Staff and Visitors in Children’s Homes
Outcome
There is careful selection and vetting of all staff and volunteers working with children in the home and there is monitoring of visitors to prevent children being exposed to potential abusers.
Standard 27 27.1 There is a written record of the recruitment process which is followed in respect of all staff (including ancillary staff and those on a contractual/sessional basis) and volunteers who work with children in the home, including evidence that all requirements of Schedule 2 of the SI 2001 No. 3967 have been met in every case.
27.2 The registered person’s system for recruiting staff (including ancillary staff and those on a contractual/sessional basis) and volunteers who work with children in the home includes an effective system to decide on appointment, or refusal of appointment, of staff or others likely to have regular contact with children at the home, in the light of any criminal convictions or other concerns about suitability that are declared or discovered through the recruitment process.
27.3 The registered person ensures that any staff provided through an agency who work with the children in the home have successfully passed the checks that are required in the Children’s Homes Regulations 2001 within the previous 12 months. There must be evidence of this, which is placed on their file. The check will be at enhanced level for staff and volunteers involved in regularly caring for, supervising, training or being in sole charge of children, and at the ‘standard’ level for all others working as paid staff or volunteers on the premises of the home or school.
27.4 The registered person has taken reasonably practicable steps to ensure that where children are driven in taxis arranged by the home, they are either accompanied by staff or other arrangements have been made to ensure that their welfare is safeguarded on the journey.
27.5 Staff members and others subject to the above checks do not normally start work at the home until all the checks required in the Children’s Homes Regulations 2001 are completed. Exceptionally, a member of staff may be allowed to do so while the outcome of some checks are awaited, but, once the Criminal Records Bureau is operational, in every case the appropriate check via the Criminal Records Bureau must have been completed before the person starts work. In such circumstances, the registered person must ensure that:
• the individual is directly supervised at all times at a level that prevents them having unsupervised contact with children in the home
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National Minimum Standards for Checking, Managing,
Supporting and Training Staff and Foster Carers
Outcome
The people who work in or for the fostering service are suitable to work with children and young people and they are managed, trained and supported in such a way as to ensure the best possible outcomes for children in foster care. The number of staff and carers and their range of qualifications and experience are sufficient to achieve the purposes and functions of the organisation.
Standard 15 Suitability to work with children
15.1 Any people working in or for the fostering service are suitable people to work with children and young people and to safeguard and promote their welfare.
15.2 There are clear written recruitment and selection procedures for appointing staff which follow good practice in safeguarding children and young people. All personnel responsible for recruitment and selection of staff are trained in, understand and operate these.
15.3 All people working in or for the fostering service are interviewed as part of the selection process and have references checked to assess suitability before taking on responsibilities. Telephone enquiries are made as well as obtaining written references.
15.4 Records are kept of checks and references that have been obtained and their outcomes. Police checks are renewed every three years.
15.5 All social work staff have an appropriate qualification, or are in the course of obtaining a suitable professional qualification, to work with children and young people, their families and foster carers, and have a good understanding of foster care. They have appropriate knowledge and skills. These include: _ understanding of the Children Act, the Children Act regulations and guidance, relevant current policies and procedures, Working Together and associated child protection guidance, the Framework for the Assessment of Children in Need and their Families, the regulatory requirements under the Care Standards Act 2000 and adoption law
• knowledge of the growth and development of children and an ability to communicate with children and young people
• understanding the importance of a complaints procedure
• an ability to promote equality, diversity and the rights of individuals and groups
• knowledge of the roles of other agencies, in particular health and education.
15.6 Any social work staff involved in assessment and approval of foster carers are qualified social workers, have experience of foster care and family placement work and are trained in assessment. Students and others who do not meet this requirement carry out assessments and approvals under the supervision of someone who does, who takes responsibility for the assessments and approvals.
15.7 All educationalists, psychologists, therapists and other professional staff are professionally qualified and appropriately trained to work with children and young people, their families and foster carers, and have a good understanding of foster care.
15.8 Where unqualified staff carry out social work functions they do so under the direct supervision of qualified social workers, who are accountable for their work.
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Policy for the Recruitment of Ex-Offenders
• As an organisation using the Criminal Records Bureau [CRB] Disclosure service to assess applicants’ suitability for positions of trust [positions where jobholders / volunteers are required to have access to children or vulnerable adults or are provided with access to sensitive Council information], Buckinghamshire County Council complies fully with the CRB Code of Practice [a copy of which is available on request] and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a CRB Disclosure [a document containing information held by the police and government departments] on the basis of conviction or other information revealed.
• This written policy on the recruitment of ex-offenders is made available to all applicants at the outset of the recruitment process.
• The Council promotes equality of opportunity for all with the right mix of talent, skills and potential and welcomes applications from a wide range of candidates, including those with criminal records.
• A Disclosure is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a Disclosure is required, all application forms and recruitment briefs will contain a statement that a Disclosure will be requested in the event of the individual being offered the position.
• Where a Disclosure is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is provided under separate, confidential cover to a designated person [either a Senior HR Officer or Chairman of the Interview Panel] within Buckinghamshire County Council and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
• Questions are asked at the application stage about criminal records to identify information relevant to the role. Recruiting managers consider both the rights of the applicant and the protection of individuals prior to making the selection decision.
• Discrimination either in favour of or against any persons currently in employment who have disclosed their criminal record is not permissible [unless the offence debars them from continued employment] and such information is strictly confidential.
• Unless the nature of the position allows Buckinghamshire County Council to ask questions about your entire criminal record we only ask about “unspent” convictions as defined in the Rehabilitation of Offenders Act 1974.
• Managers who are involved in the recruitment process have been provided with training to identify and assess the relevance and circumstances of offences with the guidance of Senior HR Officers This training will include the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974.
• At interview, or in a separate discussion, an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment or voluntary work.
• The Council undertakes to discuss any matter revealed in a Disclosure with the person seeking the position before withdrawing a conditional offer of employment or voluntary work.
Buckinghamshire County Council is committed to the fair treatment of its employees, volunteers, potential employees, potential volunteers or users of its services, regardless of race, gender, religion, sexual orientation, ethnic origin, economic class, language, nationality, education, family/marital status, social background, those with HIV positive status, age, physical and mental ability.
Having a criminal record will not necessarily bar you from working with us.
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