This policy includes suitability, contingency plans, training and development.
We meet the Safeguarding and Welfare Requirements of the Early Years Foundation Stage, ensuring that our staff are appropriately qualified, and we carry out checks for criminal and other records through the criminal Records Bureau in accordance with statutory requirements.
Vetting and staff selection
(See safer recruitment policy.)
- We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.
- All staff have job descriptions which set out their job roles and responsibilities.
- We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of disability, gender reassignment, pregnancy and maternity, race, religion or belief, sexual orientation, sex, age, marriage or civil partnership. Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justified.
- We use Ofsted guidance on obtaining references and enhanced criminal record checks through the Criminal Records Bureau for staff and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act (2006) for the vetting and barring scheme.
- We keep all records relating to employment of staff and volunteers, in particular those demonstrating that checks have been done, including the date and number of the enhanced DBS check.
- Staff are expected to disclose any convictions, cautions, court order, reprimands and warnings which may affect their suitability to work with children – whether received before, or at any time during their employment with us.
Disqualification
- Where we become aware of any relevant information which may lead to the disqualification of an employee, we will take appropriate action to ensure the safety of children. In the event of disqualification, that person’s employment with us will be terminated.
Changes to staff
- We inform Ofsted of any changes to the person responsible for our setting.
Training and staff development
- The Nursery Manager has a Bachelor of Education (Early Childhood Education) qualification.
- The Deputy Manager, who is a key person has a CACHE level 3 diploma qualification for the children and young people’s workforce.
- The Senior Practitioner, who is a key person has a Foundation Degree (early childhood studies).
- A Nursery Practitioner, Qualified Early Years Teacher Status (currently on maternity leave).
- A Nursery Practitioner, who is key person has a CACHE level 3 diploma qualification for the children and young people’s workforce (currently on maternity leave).
- A Nursery Practitioner, who is a key person has a Bachelor of Childhood Education (early childhood studies).
- A Nursery Practitioner, who is a key person has a CACHE level 3 diploma qualification for the children and young people’s workforce.
- We support staff with attaining higher qualifications.
- We provide regular in-service training to all our staff.
- Our setting budget allocates resources to training.
- We provide staff induction training in the first two weeks of employment. This induction includes our Health and Safety Policy and Safeguarding Children and Child Protection Policy. Other policies and procedures will be introduced within an induction plan.
- We support the work of our staff by holding regular supervision meeting every eight weeks and an annual appraisal.
- We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice.
Staff taking medication/other substances
- If a member of staff is taking medication which may affect their ability to care for children, we ensue that they seek further medical advice. Staff will only work directly with the children if medical advice confirms that the medication is unlikely to impair their ability to look after children properly.
- Staff medication on the premises will be stored securely and kept out of reach of the children at all times.
- If we have reason to believe that a member of staff is under the influence of alcohol or any other substance that may affect their ability to care for children, they will not be allowed to work directly with the children and further action will be taken.
Managing staff absences and contingency plans for emergencies
- Staff take all but 7 days of their holiday entitlement during the nurseries closed periods, at Easter, Christmas and during August.
- Managers organise staff annual leave so that ratios are not compromised.
- Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios are maintained. This is usually provided by the nursery manager who is supernumerary or by the part time lunch assistant working longer hours.
- 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 as follow:
- In the first instance the manager or part time assistant will provide cover.
- During the period needed for cover, if the manager cannot adequately maintain staff:child ratios, a staff sickness continues for several days, or more than one staff member is absent, we will call on agency cover through Completely Care.
In exceptional circumstance when there is multiple staff sickness and the Agency are unable to provide cover, the person in charge will telephone parents and ask them to volunteer to keep children at home. Parents will be re-reimbursed fees accordingly.
19 November 2024