Involving Children and Young People in Recruitment and Selection - A Training Manual

7/31/2019 Involving Children and Young People in Recruitment and Selection - A Training Manual

1/36

bayc

InvolvingInvolvingInvolvingInvolving ChildrenChildrenChildrenChildren&&&&

Young PeopleYoung PeopleYoung PeopleYoung PeopleInInInIn

Recruitment and SelectionRecruitment and SelectionRecruitment and SelectionRecruitment and Selection

Training Manual made with Children &Young People for Children & Young People


2/36

2

Written and published by Tammy BallardWritten and published by Tammy BallardWritten and published by Tammy BallardWritten and published by Tammy Ballard

Based upon training producBased upon training producBased upon training producBased upon training produced by Young Peopleed by Young Peopleed by Young Peopleed by Young Peoplefrom WAYC & baycfrom WAYC & baycfrom WAYC & baycfrom WAYC & bayc

WAYCWAYCWAYCWAYCJubilee HouseJubilee HouseJubilee HouseJubilee House

Westlea RdWestlea RdWestlea RdWestlea Rd

WarwickshireWarwickshireWarwickshireWarwickshireCV31 3JECV31 3JECV31 3JECV31 3JE

01926 45015601926 45015601926 45015601926 450156www.wayc.org.ukwww.wayc.org.ukwww.wayc.org.ukwww.wayc.org.uk

Inspiring Young PeopleInspiring Young PeopleInspiring Young PeopleInspiring Young People


3/36

3

Comments from ParticipantsComments from ParticipantsComments from ParticipantsComments from Participants

I like it because it is serious business but theI like it because it is serious business but theI like it because it is serious business but theI like it because it is serious business but thegames break it upgames break it upgames break it upgames break it up I enjoyed it!I enjoyed it!I enjoyed it!I enjoyed it!

I really understand recruitment nowI really understand recruitment nowI really understand recruitment nowI really understand recruitment now it will helpit will helpit will helpit will helpme inme inme inme in the futurethe futurethe futurethe future

It helped mIt helped mIt helped mIt helped meeee know what an interview will be likeknow what an interview will be likeknow what an interview will be likeknow what an interview will be like

It let me experience interviews so that I can beIt let me experience interviews so that I can beIt let me experience interviews so that I can beIt let me experience interviews so that I can beready when neededready when neededready when neededready when needed especially the role playespecially the role playespecially the role playespecially the role play


4/36

4

ContentsContentsContentsContents

BackgroundBackgroundBackgroundBackground 5555Thank youThank youThank youThank you 6666

Findings & recommendationsFindings & recommendationsFindings & recommendationsFindings & recommendations 7777Outline of trainingOutline of trainingOutline of trainingOutline of training 8888ActivitiesActivitiesActivitiesActivities 9999AppendicesAppendicesAppendicesAppendices 19191919


5/36

5

BackgroundBackgroundBackgroundBackground

United Nations Convention on theUnited Nations Convention on theUnited Nations Convention on theUnited Nations Convention on the RRRRights ofights ofights ofights of TTTThehehehe CCCChild 1989hild 1989hild 1989hild 1989

Article 12: Children have the right to say what they think should happen,when adults are making decisions that affect them, and to have theiropinions taken into account.

Every Child MattersEvery Child MattersEvery Child MattersEvery Child Matters

There are five outcomes to measure Children and Young Peoples ServicesBe Healthy

Stay Safe

Enjoy and Achieve

Make a Positive Contribution

Achieve Economic Wellbeing

The Childrens Act 2004The Childrens Act 2004The Childrens Act 2004The Childrens Act 2004

There is a strong focus on participation and consultation with Childrenand Young People


6/36

6

Thank youThank youThank youThank youA big shout out to everyone at WAYC, bayc andCWDC who supported this project.

Thanks to Sophie, Ian, James, Chloe, Ashley,Lisa, Sarah, Rob, Kieran and Abi who were

involved in developing this training

Also a huge thank you to all the children &young people who attended the training andsupported all the children and young people

involved.

Finally a personal thank you to Lynne & Mel


7/36

7

Findings & recommendationsFindings & recommendationsFindings & recommendationsFindings & recommendations

Facilitators should be trained and be experienced inRecruitment and Selection

Training is more relevant for participants who are part ofa group or organisations that are presently recruiting

Trying to create a pool of trained Children & Young People is

difficult to achieve

Training Children & Young People to be peer educators takeslots of time

It is fun, challenging and creative

Participants learn so much more than just how to appointthe right person


8/36

8

Outline of the trainingOutline of the trainingOutline of the trainingOutline of the training

We would recommend that the training is delivered in oneof three ways:

1: A whole day split into two parts2: Two x 2 hour sessions3: Split into smaller activities over a longer period of time

For the purpose of the manual we have planned theactivities to work over one whole day or two x 2 hoursessions.

Most of the activities can be adapted to meet the groupsneeds. We found that reading materials aloud to the wholegroup worked well to clarify understanding.


9/36

9

Activity 1: Icebreaker

Approximate time

15 minutes

Purpose

For the group to get to know each others namesFor the group to be ready to engage in learning

What do you need?

Balls orSomething you can throw and catch like bean bags or rubber rings

Method

Get each person to say their name out loud while going round the circle.

After this, 1 person in the group start with a ball in their hands and throws a ball

to another person, they have to shout their name before they throw it to the next

person.

This process repeats itself until its been round every member of the group.

When everyone has thrown the ball to someone else then it must be repeated

but thrown to a different person.

Alternatives

Get people to introduce themselves and say the name of an animal that begins with the sameletter if you cant remember the name you will the animal.

Throw the ball to a different individual until you return to the original person who threw the ball this will form a sequence. Keep the sequence going by throwing the ball in the same order,then start adding additional balls (these should be thrown in the same order) stop the activity

once the balls have been thrown on several consecutive attempts without dropping. This willhelp warm the brain cells!!!


10/36

10

Activity 2: CD

Approximate time

15 minutes

Shaping Service Involving Young People

Purpose

To introduce the theme of Recruitment and Selection to the group

What do you need

CD from Islington Childrens Active Involvement ServicesSharon GoldmanCAIS Manager

[email protected] 7527 8694

TV/DVD playerLaptop/ Projector

Method

You can either show the whole film, or split the film into segments it would be

useful to watch beforehand to plan when you will pause the film. You may decide

to only select elements of the film. Although focused at organisations it has

proved to be a useful introduction.

We found that with groups who find it hard to concentrate that splitting the film

up works best.

Alternatives

There are many organisations that have produced a range of resources that you could use asan introduction

Check out:

www.cwdcouncil.org.ukwww.nya.org.ukwww.participationworks.org.uk


11/36

11

Activity 3: Hopes and Fears & Introduction

Approximate time

20 minutes

Purpose

Introduction

To measure where you group is at

Opportunity for facilitators to set the scene

Explore hopes and fears the group may have

Eg:

I hope that the group feel comfortable to ask questions if they dont understandI fear that people may not enjoy the workshops

Evaluation

What do you need?

Flip chartSticky notesPens

Method

Introduce the outline of the training discuss the policy and procedures forrecruitment

On a flip chart ask someone to draw a tree on flip chart

Discuss hopes and fears about the workshops.

Ensure facilitators are included

Each person will write down 1 hope and fear on a sticky note

Read aloud while sticking notes to the tree on the flip chart

Alternatives

Provide a set of questions to ask and ask the participants to give a show of hands

Make a multiple choice questionnaire

Answers can be yes/ no or maybe alternatively use symbols such as faces

Activity 4: What do you know?


12/36

12

Approximate time

20 minutes

Purpose

To measure the participants knowledge

To get across main pointers in relation to recruitment and selection

What do you need?

Flip ChartPens

Method

Split your participants into small groups

On a flip chart storm what participants think recruitment and selection is Play Recruit ball: throw ball, when someone catches the ball, they have to share

something they know about recruitment and selection

Once you have played ask the group to share all the points on their flip chart

At this stage of the programme ensure the following points are raised:

Interviews

Presentations

Tests

Short listing

Confidentiality

Equal Opportunities

References

Activity 5 Who is the right person for the job?

Approximate time


13/36

13

50 minutes

Purpose

To understand the short listing stage of recruitment and selection

What do you need?

Appendix 1: Short listing and Equal Opportunities GuidanceAppendix 2: Basic Youth Worker Job DescriptionAppendix 3: Basic Youth Worker Job ApplicationAppendix 3: Basic Youth Worker Short listing Form

Complete 3 sample Job applications

Method

Handout appendix 1 read through the main points

Job description read through

Go through each job application one by one ask each participant to mark them against

the criteria on the short listing form

Keep talking with the participants ask what they scored and why ensure that there is

evidence there sometimes decisions are made about what they feel about the

candidate rather than what is really written on the application form

After each application has been assessed ask each person to share their scores this is

an opportunity to illustrate that there are normally differences. So long as each

individual is consistent with how they mark this will have little impact on average

scores for all candidates

Ensure that there is constant and continual reflection time to ask the participants what

they thought and why

Alternatives

Instead of taking things step by step with the whole group:

List the instructions for the taskWork in small groupsAgree which candidates they would rate:1st, 2nd & 3rd

Activity 6: Icebreaker

Approximate time


14/36

14

15 minutes

Purpose

Re-energise the groupReiterate the recruitment theme

What do you need?

Appendix 5: Cut into strips and place in an envelope

Method

Each person randomly picks a question and answers it

Ensure that each participant answers a question Repeat as necessary

This activity illustrates that all the participants are answering questions this is what

happens in an interview in effect they are part of a mini interview!!

Alternatives

Make a set of pictures or symbols cards of things or items required for recruitment andselection.Each individual will pick a card and describe what is on their card for the rest of the group to

guess.

Activity 7: Difference of interviewer/ interviewee

Approximate time


15/36

15

30 minutes

Purpose

Understand the different roles of interviewers/ intervieweesUnderstand how to be a good interviewer

Be creative

What do you need?

Appendix 6: Sample idea of InterviewerAppendix 7: Sample idea of Interviewee

Method

Split participants into at least 2 groups

One group will be interviewees One group will be interviewers

Give each group a sheet of flip chart

Ask the group to put a line down the middle of the flip chart

One half of the flip chart is good, one half is bad

Each group now needs to draw either an interviewer/ interviewee

Use Appendix 6 and 7 to help the group understand the task

Encourage the creative use of symbolism

Reflect and share as a group

Activity 8: Bad Interview

Approximate time


16/36

16

30 minutes

Purpose

To use creativity on how not to do an interview

What do you need?

Space to act out interviewTables and chairsOther props as you consider necessaryAppendix 8Appendix 9Appendix 10

Method

Go through Appendix 8 with the group

Go through Appendix 10 with the group this will be used as the basis for what

questions will be asked

Split participants into groups of at least 4

Ask the group to rehearse a bad interview

Showcase the bad interview

Feedback what people have learnt from the activity

Alternatives

Use Appendix 9Make up their own QuestionsUse these to ask in a bad interview

Activity 9: Ideal interview

Approximate time


17/36

17

30 minutes

Purpose

To use role play on how to conduct an interview

What do you need?

Space to act out interviewTables & chairsOther props as you consider necessaryAppendix 9Appendix 10Appendix 11

Method

Go through Appendix 9 and 10 with the group

The group can use Appendix 10 as a guide to assist with answers

Appendix 9 can be used to mark the interviews

Split participants into groups of at least 4

Ask each group to rehearse a good interview

Showcase the good interview

Feedback what participants learnt from the activity

Ask the groups to plan and act out another interview based on suggestions madeafter the first interview

Alternatives

Use Appendix 9Agree own set of questions and answers

Activity 10: Evaluation

Approximate time


18/36

18

15 minutes

Purpose

To demonstrate what has been learntAssess where improvements can be made

Provide positive feedback

What do you need?

Hopes and Fears TreeAppendix 12Sticky NotesPens

Method

Go through all of the notes on the hopes and fears tree turn them into positives

Ask participants to write on a sticky note one thing they have learnt

Ask participants to draw on sticky note a face that symbolises how they feel about

the experience

Hand out evaluation forms for participants to complete

Thank everyone for their involvement

Alternatives

Use discussion and symbols or tick sheets to work out what people have learntMake a quiz


19/36

Appendix 1:

Short listing and Equal Opportunities Guidance

When short-listing, it is essential that the applicant is not discriminated against either indirectlyor directly, on the following grounds:

race or sex such discrimination is illegal, unless it can be said that it is aGenuine Occupational Qualificationfor the job holder to be of a particular race or sex

disabilities a disability should not rule out a candidate who meets therequirements of the person specification, provided that any building modifications orspecial equipment needed is reasonable

religion/ belief, sexual orientation or age The Employment EqualityRegulations December 2003 are now in force, and it is unlawful to discriminate onthe grounds of age, sexual orientation, religion or beliefs.

Potential Pitfalls

sickness record if this is to be used as a criterion, it must be factually collated in thesame manner for all candidates. It is illegal for pregnancy related sick leave to rule outa candidate as this amounts to sex discrimination.

home address candidates should not be excluded purely on the basis of theiraddress. If there is a business reason for avoiding a certain home location, and acandidate meets all other requirements, the candidate should be given the opportunityto discuss this point. There is potential for indirect racial discrimination, if excludedareas have a high proportion of ethnic minority residents.

standard of application form completionfor certain posts the ability to communicate

and present information well in English is an essential requirement of the post, in whichcase poor presentation may well exclude a candidate. If this is not the case, it shouldbe the content of the form and not the style on which decisions are based.

educational qualifications unless a given qualification requirement can be justifiedon the grounds of the safe and effective performance of the job, it is possible that it maylead to indirect racial discrimination if, for example:

o qualifications gained abroad are assumed not to be equivalent to British ones

o a candidate has had less opportunity to gain the qualification(s) due to previousdiscrimination.

o A candidate who is considerably more highly qualified than the requirementshould not necessarily be favoured over one who merely meets the requirement.The evidence provided by previous experience should influence such decisions.

references this is a risky area as you are taking into account the opinions, andtherefore possible prejudices of the referee. For this reason it is recommended that afactual reference be sought rather than a descriptive character reference.


20/36

Appendix 2

Basic Youth Work Job description

Job Purpose: To develop and promote high quality youth work in partnership with staffand young people within a Youth Work Curriculum. To supervise, direct

and co-ordinate the work of assistant youth workers and volunteers inconjunction with the local youth work manager

MAINDUTIESANDRESPONSIBILITIES:

1. To develop and maintain, through direct face to face work with young people, a youthwork programme which reflects the expressed needs and enthusiasms of the group. Tomanage a budget and apply for funding.

2. To facilitate the personal, social and educational development of all young people within

the group.

3. To work within the framework of the Youth Work curriculum.

4. To work within and promote policy and procedures framework at all times e.g. EqualOpportunities, Child Protection, Health and Safety etc.

5. To supervise, direct and co-ordinate the work of assistant youth workers and volunteers inconjunction with the youth work manager.

6. To attend team meetings and produce written materials as appropriate i.e. monitoring andevaluation forms.

7. To actively participate in relevant staff training and development opportunities; includinginduction, the Initial Training Programme, unit based training as appropriate.

8. To regularly monitor and review of the quality of the youth work provision.


21/36

21

Essential Desirable How Assessed

QualificationsNVQ 1,2,3 in Youth Work

Minibus Test

First Aid Certificate

App / Ref / Doc

App / Doc

App / Doc

ExperienceExperience of working with young people aged11+

Experience of working with young people in avariety of settings or with specific target groups

App / Int

App / Int

KnowledgeAwareness of issues affecting young people IntSkillsThe ability to talk to/mix with young people

Ability to identify and liaise with other relevantagencies

Int / ref

App

AttributesAn understanding of, and commitment to, EqualOpportunities and the ability to apply this tostrategic work and day-to-day situations

Enthusiasm for developing new work

Willingness to attend relevant training events

Int

App/ Ref

App / Ref

General CircumstancesReliable / TrustworthyTolerant / PatientCommitted to young peopleA flexible approach to working, including out-of-hours, and an ability and willingness to travel tovarious locations in a cost efficient wayAttendance - evidence of regular attendance atworkAn understanding of, and commitment to, EqualOpportunities, and the ability to apply this to

strategic work and day-to-day situations

Ref

Ref

Int / App

App / Int / DocApp / Ref /

Med

App / Int

Factors not already coveredMust be able to perform all duties and tasks withreasonable adjustment, where appropriate, inaccordance with the provisions of DisabilityDiscrimination Act 1995.

Int / App

App = Application Form, Test = Test, Int = Interview, Pre = Presentation, Med = Medical Questionnaire, Doc =

Documentary Evidence (E.g., Certificates), Ref = Reference


22/36

22

Appendix 3:Applicant number

Basic Youth Work Job ApplicationThe recruitment process is monitored to check that unfair discrimination is not taking place. To helpus in this, please complete the following by ticking the relevant boxes. As part of our equalopportunities policy Pages 1 and 2 will be detached from the rest of the application form beforeshort listing takes place.

PLEASE COMPLETE THIS FORM IN BLOCK CAPITALSHow would you describe your racial / ethnic background?Indian [ ] Chinese [ ] Bangladeshi [ ] Pakistani [ ] White [ ] Black African [ ] Black Other - pleasespecify .Other - please specify .My gender isFemale [ ] Male [ ]Date of Birth ..Are you aware of any medical condition which could affect your performance at work?Yes [ ] No [ ]If Yes: please let us know if there is any special help you may need to be able to attend theinterview or undertake the presentation.____________________________________________________________________________________________________________________________________________________________PERSONAL DETAILSMrs / Ms / Mr (delete as appropriate)First names __________________________________________________________________Family name / Surname __________________________________________________________Address ___________________________________________________________________________________________________________________________________________________________________________________Postcode_________________________Home Telephone _______________________Work Telephone ___________________Email address _________________________________________________________Can we ring you at work? Yes [ ] No [ ]

How did you hear about this vacancy? Charity job website [ ] College [ ] Job Centre [ ]Children and Young People Now [ ] Other [ ] Please State ___________________PLEASE DO NOT SEND A CV WITH THIS APPLICATION AS IT WILL BE IGNOREDVERIFICATION OF EMPLOYMENT, VOLUNTEER OR EDUCATION RECORD/REFERENCESNames and Addresses of two people to whom reference can be made. One of these should beyour current or previous employer or (if a student) your college tutor. You should not use membersof your family. (Please obtain their permission)Name ..................................................................................................................................Address ............ Post CodeOccupation ................................................................................................................

Telephone Number........................................................................................................Name ..........................................................................................................................Address ..................................................................................................................... Post CodeOccupation ................................................................................................................Telephone Number.......................................................................................................Can we contact your referees before the interview? Yes [ ] No [ ]REHABILITATION OF OFFENDERS ACTPlease complete this section since this post is exempt from the provisions of the Rehabilitation ofOffenders Act 1974.Have you ever been convicted of any criminal offence Yes [ ] No [ ]

If YES please give details of the conviction(s) and date(s)_________________________________________________________________________________________________________________________________________________________


23/36

23

The successful candidate will have to complete a Criminal Records Bureau enhanced check.DECLARATIONThe particulars on this application form are correct to the best of my knowledge and belief. Ideclare that to the best of my knowledge the information given in this application is correct and canbe treated as part of my subsequent contract of employment. I understand that if I am successful Ishall be asked to complete a Criminal Records Bureau check and Independent SafeguardingAuthority. By signing below I agree that I have no criminal convictions that would stop me taking up

this post.Signature . Date

PRESENT AND PREVIOUS APPOINTMENTSStarting with your present appointment, please list what you have done in the course of your career, inreverse chronological order.Please include any periods of full-time voluntary work / travel abroad / unemployment lasting 3 monthsor more.Present / previous employer ........................................................ Type of business .........................Address ........................................................................................ Starting Date........................................................................................................................................... Leaving Date.....................................Starting pay .................. per ...................Current / finishing pay ......................... per .........................

Job title ....................................................................................................................................................Describe your present appointment in terms of its responsibilities and relationship (if at College pleasedescribe your placements; if unemployed your previous job)(continue on separate sheet if required)Present / previous employer ........................................................ Type of business .........................Address ........................................................................................ Starting Date........................................................................................................................................... Leaving Date.....................................Starting pay .................. per ...................Current / finishing pay ......................... per .........................Job title ....................................................................................................................................................Describe your present appointment in terms of its responsibilities and relationship(continue on a separate sheet if required)Present / previous employer ........................................................ Type of business .........................

Address ........................................................................................ Starting Date........................................................................................................................................... Leaving Date.....................................Starting pay .................. per ...................Current / finishing pay ......................... per .........................Job title ....................................................................................................................................................Describe your present appointment in terms of its responsibilities and relationshipPresent / previous employer ........................................................ Type of business .........................Address ........................................................................................ Starting Date........................................................................................................................................... Leaving Date.....................................Starting pay .................. per ...................Current / finishing pay ......................... per .........................Job title ....................................................................................................................................................

What period of notice would you be required to give your present employer? (if you have one)..


24/36

24

Having read the Person Specification please specify why you want this position?(Remember to refer to each part of the person specification in your answer since we base ourinvitation to interview on the scoring against this) Please answer in no more than 4 sides(continue on separate sheet if required)


25/36

25

EDUCATION AND QUALIFICATIONS

Secondary Schools attendedFrom - To Details of subjects and examination results:

University/College(and other further education)

From - To Details of examination results and qualifications held:

Please give details of any courses undertaken, including short courses and in-service training, and/ or current studies.

Youth Work Qualification (or qualified teacher prior to December 1988):

Leisure interests, hobbies etc.

Membership of professional bodies

Do you: Own a car? Yes [ ] No [ ] Can you drive a minibus: Yes [ ] No [ ]

Have a current Driving License Provisional [ ] Full [ ] PSV [ ] HGV [ ] No [ ]Have you any current endorsements? Yes [ ] No [ ] If Yes please give details


26/36

Appendix 4

Basic Youth Worker short listing form

Candidates should be scored on a scale of 0 - 3. Score 0 where there is no reference to the issue up to 3 where e

CRITERIA FROM PERSONSPECIFICATION YOUTH WORKER

Candidate1

Candidate2

Candidate3

Candidate4

Candidate5

Ca

Running a Youth Club /youth workexperience

Curriculum or themed programmes

Equal opportunities issues

Working with Volunteers

Manage Part Time Staff

Fundraising for youth groups

Provide and attend trainingprogrammes

Provide accreditation/ certificates

Work on ones own and as part of ateam

To hold a current driving licence

Produce written reports

Qualified in Youth and CommunityWork / JNC=3 NVQ3=2 NVQ1=1

TOTALS


27/36

Appendix 5

The trouble with computers is

Global warming could be stopped if .

If I could travel in space I would like to go to..

The best thing about young people today is ..

If I had a time machine I would go back and see ..

The problem with young people today is

Crime would decrease if

If I was a piece of fruit I would be .

Technology is dreadful because ..

If I had a special power it would be .

I would love to be able to ..

What makes me smile is


28/36

28

If I was a character from the past I would like to be .

If I had 1m I would

The job of my dreams would be ..

I wish someone would invent

If I could speak to the American President I would tell them

Crime figures would go down if

Britains transport problems could be solved by

Technology is a wonderful thing because ..

The colour yellow reminds me of .

The best invention ever is .

I would like to have dinner with

World poverty could be solved by.

The furthest place I have visited is


29/36

29

Appendix 6

Big hands tobe helpful

Big nose to

smell outissues

Not friendly

Big feet to

walk overeo le

Interviewer

Good Bad


30/36

30

Appendix 7

Big mind

Roller skatesto get to

places ontime

Scruffy/doesnt

care

Interviewee

Good Bad


31/36

31

Appendix 8

Questions interviewers nearly always ask!

Why do you want this position?

Why do you think we should hire you?

Do you have any questions about our company/agency?

(Be prepared! Does your company/agency research beforehand!)

What is your greatest accomplishment?

Why do you want to work for our company/agency?

What is your greatest failure?

What are your weaknesses?

What are your strengths?

Tell us about your last major work project?

Could you explain your management style a little bit?

(For managers and supervisors!)

(Hint: never admit to a weakness other than e.g. "working until a task is completed" or"being a perfectionist."


32/36

32

Appendix 9Youth Worker Interview Questions Score Chart

Name of candidate:_______________________ Name of interviewer:_______________

Score nought to five, 0 is poor and 5 is good

Question Possible answers (tick ifmentioned)

Comments Score


33/36

33




Question Possible answers (tick ifmentioned) Comments Score

1: Tell us briefly about youryouth work experience.

Worked with Y.P aged 13+

Developed good relationships

Variety of Settings

Any Accreditation2: Tell us briefly about a pieceof work around informallearning

Learning using fun methods

Accreditation

Recorded learning3: What do you feel are thecurrent issues impacting uponyoung people in todayssociety?

Health& Sexual health

Money, debt, careers

Relationships, peer pressure

Education, employment

Family, parents

Careers

Drugs, alcohol, crime violence4: What is your responsibilityfor child protection?

Children protection policies

Be approachable

Listen but not get involved

Report to line manager

Look out for signs of achild/young person in danger

Awareness of behaviour ofstaff team members

Health and safety

Food hygiene Basic first aid

5: Please give an example ofwhen you have worked withyoung people in a way thatshows equality and diversity?

Sensitivity & awareness ofliving in a multi-faith, multi-cultural, diverse society.

Awareness of equality ofopportunity across sexuality,race, gender, age, disability

Language staff/young people

Behaviour staff/young people

Appropriate challenging staff young people

6: What jobs does a goodyouth work manager do?

Team work Supervision

Motivation

Training

Professional conduct/boundaries

Challenging stereotypes andassumptions

Programme development

Child Protection

Share workload


34/36

34




Question Possible answers (tick ifmentioned)

Comments Score

1: Tell us briefly about your

youth work experience. Worked with Y.P aged 13+

Developed good relationships

Variety of Settings

Any Accreditation

I have worked on summer

schemes and now volunteerat my local youth club. We

are doing Youth achievementAwards

2: Tell us briefly about a pieceof work around informallearning

Learning using fun methods

Accreditation

Recorded learning

I worked on a summerscheme and we did a projecton the environment we did

land art

3: What do you feel are thecurrent issues impacting uponyoung people in todayssociety?

Health& Sexual health

Money, debt, careers

Relationships, peer pressure

Education, employment

Family, parents Careers

Drugs, alcohol, crime violence

At the club I volunteer at theyoung people are very angry

with each other and theircommunity. The have saidthat they are unhappy that

they are judged because theywear hoods. I think as theyare not good at school theymay have problems gettinginto college or finding a job.

4: What is your responsibilityfor child protection?

Children protection policies

Be approachable

Listen but not get involved

Report to line manager

Look out for signs of achild/young person in danger

Awareness of behaviour of

staff team members Health and safety

Food hygiene, Basic first aid

I have been on childprotection training if I

suspect abuse I tell my linemanager. I never keep

secrets.

5: Please give an example ofwhen you have worked withyoung people in a way thatshows equality and diversity?

Sensitivity & awareness ofliving in a multi-faith, multi-cultural, diverse society.

Awareness of equality ofopportunity across sexuality,race, gender, age, disability

Language staff/young people

Behaviour staff/young people

Appropriate challenging staff

young people

We make sure at the summerscheme everyone is cateredfor by having lots of differentsnacks suitable for all dietsand religions. We made a

banner with our hand prints toshow that we are all the sameyet we are all different. It wasreally bright and colourful and

the children enjoyed doing itwhile making new friends.

6: What jobs does a goodyouth work manager do?

Team work

Supervision

Motivation

Training

Professional conduct/boundaries

Challenging stereotypes andassumptions

Programme development

Child Protection

Share workload

I think a good manager is firmbut fair. They would have

team meetings to share ideasand would act as a role

model. They would makesure everyone was safe andthat they had planned good

activities.


35/36

35

Appendix 12

Sample Evaluation Form

Needs Improving OK Very

Good

Material

Style (too much. Toofast, just right etc)

Trainer

Venue

1 Not very good over all 5 Excellent

Thoughts Feelings What I can take away

What did you learn that was new?

Any other comments?

Anything we can do to improve our work?

Thank you!!


36/36

Bayc

The Recruitment & Selection project has been funded by theChildren's Workforce Development Council. It builds on the views andexperiences of individual groups in the ChildrensWorkforce and should not be consideredendorsement by CWDC for activities, productsor initiatives.

InvolvingInvolvingInvolvingInvolving ChildrenChildrenChildrenChildren&&&&

Young PeYoung PeYoung PeYoung PeopleopleopleopleInInInIn

Recruitment and SelectionRecruitment and SelectionRecruitment and SelectionRecruitment and SelectionWAYCWAYCWAYCWAYC

Jubilee HouseJubilee HouseJubilee HouseJubilee HouseWestlea RdWestlea RdWestlea RdWestlea Rd

WarwickshireWarwickshireWarwickshireWarwickshire

CV31 3JECV31 3JECV31 3JECV31 3JE01926 45015601926 45015601926 45015601926 450156

Involving Children and Young People in Recruitment and Selection - A Training Manual

Documents

Transcript of Involving Children and Young People in Recruitment and Selection - A Training Manual