Policy & Procedure No.29
1. It is a requirement that any member of staff or member of the Committee of Millfield Pre-school (MPS) have the checks indicated below before they take their role at MPS.
2. It is the Chairperson, Secretary and Treasurer’s role to adhere to the Recruitment Policies and Procedures to ensure they believe the appointed person is right for the position available and they have checked the candidate’s references and qualifications.
3. How MPS ensures the appointed person is suitable for the position applied for:
All persons involved in the selection and recruitment process are trustworthy and able to act in confidence at all times.
a. When applying for a position, each candidate completes a MPS Application Form and returns it to MPS before the closing date, along with copies of qualifications.
b. With the application form, the candidate will receive a job description stating the qualifications and skills that are both essential and desirable to ensure job effectiveness.
c. From the application forms, the Lead Practitioner/Manager with assistance from the Committee will complete a matrix of requirements for the post, allowing a fair process of comparing like-for-like.
d. The Chairperson will contact candidate(s) and inform them of the interview arrangements. The Chairperson will also inform the remaining candidates who were unsuccessful at this stage that they were not selected for interview on this occasion.
e. The Chairperson will contact as many references as possible for the selected candidates.
f. The interview panel will consist of the Chairperson, Lead Practitioner/Manager and one other appropriate person.
g. Please see Interview Questions (stored at MPS).
h. We ask each candidate applying for a practitioner’s position to spend a working session at MPS with the children and staff. While in the setting, the Lead Practitioner/Manager or Senior Assistant will observe the candidate.
i. The interview panel’s decision(s) will be made objectively using evidence gained at the interview and the matrix.
j. Candidates will be informed of their success or failure as soon as possible.
k. All interview records will be kept for a minimum of 3 months as this is the time in which any appeals on grounds of discrimination are normally considered.
l. The most suitable candidate will be offered a temporary 3 month contract. Written references will be required (as at 3.e. above). The candidate will be informed that a permanent position depends on their performance during this period and the approval of their references.
m. Once the candidate has agreed to the position and the Committee feel it has completed the references and checks fully, the Chairperson or Lead Practitioner/Manager will contact Capita Online for a Disclosure and Barring Service (DBS) check. This will be forwarded to the candidate to complete and return.
n. The Committee may ask the candidate to contact their doctor for a medical form (MPS will pay any costs involved).
o. The candidate will be told that the position offered is subject to satisfactory references and DBS check. The Committee can withdraw the offer if the checks are not satisfactory.
p. The candidate will not be left alone with the children until the DBS check has been returned.
q. The Lead Practitioner/Manager will ensure that all Enhanced Disclosure Numbers are recorded in the appropriate file.
r. Every member of the Committee will complete an EY2 form once selected. This will then trigger the DBS check process. These forms will be issued by the Lead Practitioner/Manager.
s. The Lead Practitioner/Manager will notify Ofsted of any offences or orders against a member of staff or Committee (please see Disciplinary Policy and Procedure No.30).
t. All information gained throughout these procedures is treated as confidential.