HEAVITREE COMMUNITY PRE-SCHOOL
RECRUITMENT & SELECTION POLICY
Heavitree Community Pre-school will evaluate and review every vacancy. We are committed to equality of opportunity and non-discrimination in our recruitment and employment practices. We aim to ensure that employment and progression within our organisation is determined solely by application of objective criteria and personal merit.
We actively promote equality of opportunity for all with the right mix of talent, skills and potential. 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 us imposing conditions or requirements which are not justifiable.
If appropriate checks reveal that a person has a previous conviction, we will comply with the DBS Code of Practice when receiving such information. We will consider all of the circumstances before making a recruitment decision including our duties under the Criminal Justice and Court Services Act 2000 and the Rehabilitation of Offenders Act 1974, The Education Act 2002, and the Race Relations Act 1976 (amended) Regulation 2003 and the Employment Equality Regulations 2003.
In the interests of Equal Opportunities we will ensure that all job vacancies are advertised in a wide variety of places to attract applicants from all of the community. Wording of the advert will communicate clearly our specific requirements and not use discriminatory language or unnecessary jargon. Job adverts will state that all successful candidates will need to complete an enhanced DBS check and will be subject to references.
A job description, which details the roles and responsibilities of the post, as well as the qualifications and experience required, will be drawn up. This information is made available to prospective applicants, along with a job application form and details about our setting.
We will shortlist candidates against the job Description, inviting them to attend for an interview. We will do all in our power to provide any special facilities at the interview requested by a candidate, prior to that date, to prevent any discrimination. We will avoid making biased judgements and select the best candidate for the job, based on the recommendations from the interview panel.
Parents who are committee members are encouraged to participate in the employment of staff. Only members of the interview panel will shortlist applicants.
Unsuccessful applicants will be informed of the reasons for their non-appointment.
One member of the interview panel will have undertaken the Safer Recruitment training.
Employing Staff
A health questionnaire will be required from all new members of staff, and a contract of employment will be drawn up.
We will instigate checks and references, notifying Ofsted about staff appointments and prepare an induction package.
All staff members will receive a copy of the pre-school policies and will be provided with an employee code of practice hand book.
Reviewing the policy
Recruitment, selection, employment procedures and practice will be kept under review annually to ensure that individuals are recruited, selected, trained and promoted on the basis of their abilities, merits and the requirements of the job.
Recruitment and Selection Procedure
Step 1 – review the post:
Step 2 – advertise the post:
Step 3 – shortlist applicants:
: Step 4 – interview
Step 5 – job offer:
Step 6 – employment:
RECRUITMENT & SELECTION POLICY
Heavitree Community Pre-school will evaluate and review every vacancy. We are committed to equality of opportunity and non-discrimination in our recruitment and employment practices. We aim to ensure that employment and progression within our organisation is determined solely by application of objective criteria and personal merit.
We actively promote equality of opportunity for all with the right mix of talent, skills and potential. 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 us imposing conditions or requirements which are not justifiable.
If appropriate checks reveal that a person has a previous conviction, we will comply with the DBS Code of Practice when receiving such information. We will consider all of the circumstances before making a recruitment decision including our duties under the Criminal Justice and Court Services Act 2000 and the Rehabilitation of Offenders Act 1974, The Education Act 2002, and the Race Relations Act 1976 (amended) Regulation 2003 and the Employment Equality Regulations 2003.
In the interests of Equal Opportunities we will ensure that all job vacancies are advertised in a wide variety of places to attract applicants from all of the community. Wording of the advert will communicate clearly our specific requirements and not use discriminatory language or unnecessary jargon. Job adverts will state that all successful candidates will need to complete an enhanced DBS check and will be subject to references.
A job description, which details the roles and responsibilities of the post, as well as the qualifications and experience required, will be drawn up. This information is made available to prospective applicants, along with a job application form and details about our setting.
We will shortlist candidates against the job Description, inviting them to attend for an interview. We will do all in our power to provide any special facilities at the interview requested by a candidate, prior to that date, to prevent any discrimination. We will avoid making biased judgements and select the best candidate for the job, based on the recommendations from the interview panel.
Parents who are committee members are encouraged to participate in the employment of staff. Only members of the interview panel will shortlist applicants.
Unsuccessful applicants will be informed of the reasons for their non-appointment.
One member of the interview panel will have undertaken the Safer Recruitment training.
Employing Staff
A health questionnaire will be required from all new members of staff, and a contract of employment will be drawn up.
We will instigate checks and references, notifying Ofsted about staff appointments and prepare an induction package.
All staff members will receive a copy of the pre-school policies and will be provided with an employee code of practice hand book.
Reviewing the policy
Recruitment, selection, employment procedures and practice will be kept under review annually to ensure that individuals are recruited, selected, trained and promoted on the basis of their abilities, merits and the requirements of the job.
Recruitment and Selection Procedure
Step 1 – review the post:
- Review our current staff structure to define the position and skills we require.
- Review and amend job title, job description and person specification.
Step 2 – advertise the post:
- DISC job vacancies. Other advertising methods will be used if appropriate.
- An application form, job description will be sent out.
Step 3 – shortlist applicants:
- Applicants will be short listed to the criteria of the job title, job description and person specification.
- Short listed applicants will be offered an interview and invited for a visit.
- Candidates will be asked to provide references at application stage, however they should not wish to have these taken up at that stage, references for the successful candidate will be sought immediately after the job offer. A minimum of 2 references are required, which can account for the last 2 years, at least one of which must be from a recent employer.
- Character references must not be obtained from family members or close personal friends, but preferably from someone who has known the individual in a professional capacity.
- Authenticity may be verified by phoning the person who has signed the reference.
: Step 4 – interview
- Interviews will be conducted by Manager, Play-leader and or Committee Member. At least 1 Committee member must be present for positions of Play leader and Manager.
- One member of the interview panel will have undertaken the safe recruitment training.
- Questions to be agreed in advance.
- All applicants to be asked the same questions, and their responses scored to criteria defined from the job description and person specification requirements.
- Taking into account the role and responsibilities of the post, applicant’s knowledge and understanding of the requirements of the Early Years Foundation Stage will be checked.
- Candidates will be given opportunities to ask questions.
- Candidates will be observed within the playroom.
- All candidates to be asked to bring their original qualification certificates and personal portfolio to interview, as well as proof of identity (eg birth certificate, driving license or passport).
- All candidates will be expected to confirm that they are eligible to work in the UK by providing the necessary documents.
Step 5 – job offer:
- The successful candidate will be informed initially by phone, and then issued a written contract (subject to suitable references and DBS check).
- All applicants will be contacted with outcome
- Apply for Disclosure and Baring (DBS) checks obtaining an enhanced disclosure check from our chosen umbrella organisation TMG group.
- Ensure that the applicant or anyone living in the same household as the applicant is not disqualified from working with children. If we think that someone we are considering employing has a conviction that may disqualify them, then we will call the Ofsted helpline on 08456 404040. The person concerned can apply to Ofsted to have the disqualification waived.
- Employees will be required to complete a health declaration form and will be provided with an employee handbook and contract.
Step 6 – employment:
- All new employees will be offered a 12 month probationary period.
- At the end of the 12 month probationary period, the employment will be reviewed by employer and employee, and either
- A contract of employment commences
- An additional probationary period will be set, with specific action plans agreed
- The employer decides not to offer a permanent contract, or the employee decides s/he does not wish to continue working at the pre-school.