Recruitment and staffing

Transcription

1 1: Recruitment and Satffing C/o Newlands Primary School Windermere Avenue SO16 9QX Recruitment and staffing Stickyfingerspreschool.net C/o Redbridge Primary school Studland Road SO16 9BB C/o Mansel Park Pavilion MP3 Evenlode road SO16 9RS c/o All Saints Church Centre Pointout Road Southampton SO16 7DL (Including vetting, contingency plans and retirement) Policy Statement We provide a staffing ratio in line with the Safeguarding and Welfare requirements of the Early Years Foundation Stage to ensure that children have sufficient individual attention and to guarantee care and education of a high quality. Our staff are appropriately qualified and we carry out checks for criminal and other records through the Disclosure and Barring System (Previously known as CRB) in accordance with statutory requirements. 1 EYFS key themes and commitments A Unique Child Positive Relationships Enabling Environments Learning and Development 1.3 Keeping safe 2.4 Key person 3.4 The wider context Procedures To meet this aim we use the following ratios of adult to children: *children aged two years of age: 1 adult : 4 children; and *Children aged three to seven years of age: 1 adult : 8 children. 2 A minimum of two staff/adults are on duty at any one time. We use a key person 3 approach to ensure that each child has a named member of staff with whom to form a relationship and who plans with parents for the child's well-being and development in the setting. The key person meets regularly with the family for discussion and consultation on their child's progress and sends home termly reports. We hold regular staff meetings to undertake curriculum planning and to discuss children's progress, their achievements and any difficulties that may arise from time to time. All staff have job descriptions which set out their staff roles and responsibilities. We use Ofsted guidance on obtaining references and enhanced disclosure checks for all staff and volunteers. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006 for the vetting and barring scheme. 1 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Suitable people. 2 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Staff: Child ratio 3 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Key Person

2 2: Recruitment and Satffing We keep all records relating to employment of staff and volunteers 4, in particular those demonstrating that checks have been done, including the date, number and who obtained the enhanced disclosure check. Training and staff development 5 SF@ Redbridge SF@MP3 SF@ All Saints The setting Leader: Sarah The setting Leader: Diane Acting Lead: Donna Acting Lead: Lucy Saw Hooper holds an Early Bramley-Hill holds an Early Collett holds a level 3 holds a level 3 qualification Years Foundation Degree. Years Foundation Degree. qualification. and team leader certificate. The Deputy: Louise The deputy: Stacey Room Leader: Sophie Deputy: Lesley Strange: Spanner: Holds a level 3 Williams: Holds a level 3 Blake: holds a level 3 Holds a level 4 qualification qualification in childcare. qualification and team Qualification. leader. A minimum of half of our staff hold the CACHE Level 2 Certificate in childcare or an equivalent or higher qualification. We provide regular in-service training to all staff through the Pre-school Learning Alliance and external agencies. Our setting budget allocates resources to training. We provide staff induction training that includes our Health and Safety Policy and Safeguarding and promoting the welfare of children and child protection. Other policies and procedures will be introduced. We support the work of our staff by holding regular meetings and appraisals. We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice. Vetting and staff selection The following procedures relate to the appointment of permanent and long term temporary positions within the Pre-School. When a position becomes vacant, the Pre-School will review the position and the Pre- School s requirements. The review considers the particular role, responsibilities, qualifications and/or skills required, position within the Pre-School staffing structures and if the Pre-School s requirements can be met in a different way. Vacant positions are advertised externally in order to gain a wide pool of suitable applicants from which to select a new staff member. Internal applications follow the formal recruitment process (as outlined below) to ensure that 4 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Information and records 5 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Staff qualifications, training, support and skills.

3 3: Recruitment and Satffing positions are filled without bias advantage/disadvantage to all applicants. Advertising the position Depending on the position vacant, advertising for the position will be via an internal notice within the staff room or, if external, via newspaper (local and/or regional, national) the internet, or through a recruitment agency. The advertisement can reflect the Pre-School s philosophy or focus, it will include the Position Description; selection criteria including the qualifications and experience needed; information or documentation required of the applicant, including showing a sufficient understanding of English 6, closing date; contact person for further information; address and details. External advertisements will include the words Only successful applicants for an interview will be contacted. When applicants make contact about the position, the following information will be sent to them: An application form including all information needed to cover the advertised position and a job description of the advertised position. They will be required to fill the application form out by hand to support their understanding and use of English and to complete and enclose a disclosure form 7 which will only be viewed if the applicant reaches the interview stage. Sorting of application forms. When the dead line for the applications has arrived the Chair of the trustees and the manager will sort through the application forms, recording each one on a matrix of suitability for the role advertised. Care needs to be taken during this process not to exclude applicant/s: We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of marital status, age, gender, culture, religious belief, ethnic origin or sexual orientation. Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable. with overseas qualifications before the qualifications have been checked for acceptability. with work experience which, while unusual, may be relevant on the basis of assumptions about physical attributes or any other discriminatory factors which have no bearing on the performance of tasks required. Interview Panel For all positions (except for Manager) the panel usually consists of - Chair of the trustees. - Sticky Fingers Area Manager and/or - Trustees representative or Lead Practitioner For the manager position, the panel will usually consist of - Chair of the trustees - Members of Trustees 6 Ofsted Statutory Requirement: Section 3: The safeguarding and welfare requirements: Staff qualifications 7 Ofsted Statutory Requirement: Section 3: The safeguarding and welfare requirements: Suitable person

4 4: Recruitment and Satffing Interview Progress All applicants are asked the same questions.( There are standard questions for each position within the Pre-School) Each applicant/s receives a tour of the Pre-School followed by their interview. They will also spend time within the setting interacting with children and staff and given the opportunity to complete an observation on a child. The staff will rate each applicant on set criteria which will be used towards the final decision. Applicants will be asked to write an observation during this time and feedback to the panel. Interviews can be stressful and the panel should make each applicant feel as comfortable as possible during the process. After the interviews The interview panel discusses all applicants and enters them into a matrix to get a fair decision on the best applicant. Consideration is given to a second choice for the position in the event that the preferred applicant declines the position. The applicant is made aware of the offer of employment. References are requested and the applicant is bought in to complete a DBS form 8. They will have a meeting to discuss the terms and conditions of their contract. Including a clear or suitable DBS and two references. From this the induction procedures will take place Unsuccessful applicants Unsuccessful applicants are advised in writing. However, this process is not undertaken until the chosen applicant has accepted the position. As a professional courtesy, notifying unsuccessful applicants is done in a timely manner following the interview. Consideration is given to providing feedback to unsuccessful applicant/s, should they request this. Changes to staff We inform Ofsted of any changes in the person responsible for our setting. 9 Managing staff absences and contingency plans for emergencies As a term time only settings, our staff take their holiday breaks when the setting is closed. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the Chair of Trustees with sufficient notice. Where staff are unwell and take sick leave in accordance with their contract of employment and the Sickness and absence policy, we organise cover to ensure ratios are maintained. 8 Ofsted Statutory Requirement: Section 3: The safeguarding and welfare requirements: Suitable person 9 Ofsted statutory requirement: Section 3: Safeguarding and Welfare: Changes that must to notified to Ofsted.

5 5: Recruitment and Satffing Sick leave is monitored and action is taken where necessary in accordance with the contract of employment. We have contingency plans to cover staff absences including supply cover employed by Sticky Fingers or we have contracts with childcare agencies who supply us with emergency cover, all of these will hold enhanced disclosures and vetted by the company with whom they are employed. Retirement Policy The Retirement Policy aims to clarify the obligations that the setting and its employees have in relation to retirement. This policy details some options employees have available to them when considering retirement. This policy incorporates the statutes relating to the Employment Equality (Age) Regulations Procedures does not operate retirement age for it s employees. Retirement policy Sticky Fingers Pre-school is committed to equality and diversity and recognises the contributions of a diverse workforce, including the skills and experience of older employees. It believes that employees should, wherever possible, be permitted to continue working for as long as they wish to do so. Sticky Fingers Pre-school operates a flexible retirement policy and employees may voluntarily retire at a time of their choosing. If an employee has decided that he/she wishes to retire, he/she should inform Claire Tobin (Area Manager) in writing as far in advance as possible and, in any event, in accordance with his/her notice period as set out in his/her contract of employment. This will assist the setting with its succession planning. Sticky Fingers Pre-school will write to the employee acknowledging the employee s notice to retire and will arrange a meeting with the employee to discuss arrangements for retirement, including the intended retirement date, handover plans and pension details, if applicable. Policy Amended: May 2016 Chair Signature: Manager s Signature: Sticky Redbridge Sticky Newlands