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                                                                                                 Hempsted Playgroup and Toddlers

                                                                                                       Safer Recruitment Policy


Hempsted Playgroup and Toddlers is committed to provide the best possible care for our children, young people, adults. Safeguarding the welfare of the child and young people is the paramount consideration in every situation.

All staff, committee, students and volunteers are expected to share this commitment.


The playgroup is also committed to providing a supportive working environment for everyone. To achieve these aims, it is vital that we attract, recruit and retain staff who share this commitment. We will follow a strict safeguarding procedure to protect all children and young people in our care and expect all staff, volunteers, committee and students to share this commitment. Candidates will be asked about safeguarding children at the interview.


An enhanced DBS check will be required, in accordance with the recommendations of the DFEs in “safeguarding children; safer recruitment and selection in education settings”.


  • An enhanced disclosure will contain details of all convictions on record including current and spent convictions (including those which are defined as “spent” under the rehabilitation of offenders Act 1974) together with any details of any cautions, reprimands or warning held on the Police National Computer. It may also contain non-conviction information from local police records which a chief police officer thinks may be relevant in connection with the matter in question.

  • If the individual is applying for a position working with children, it will also reveal whether he/she is barred from working with children by virtue of his/ her inclusion on the lists of those considered unsuitable to work with children maintained by the DFES and the department of health.


Advertising the vacancy


The advert will be placed on PATA website at

Information will include:

Our safeguarding commitment – job description – person specification start date- qualification level – pay rate – self-disclosure form – reference pro-forma -closing date for applications- contact details.


Recruitment Procedure


We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the vacancy, regardless of age, gender, culture, religious belief, ethnic origin, disability, gender reassignment, pregnancy and maternity, sexual orientation, marital status or civil partnerships. (Inclusion, Diversity and Equality policy) The same people will be involved in both the shortlisting and interviewing of candidates.  In addition, as part of the shortlisting process, schools and colleges should consider carrying out an outline search as part of their due diligence on the shortlisted candidates. This may help identify any incidents or issues that have happened and are publicly available online, which the school or college might want to explore with the applicant at interview. (KCSIE 2022 para 221).


References will be taken up after shortlisting has been completed and before the interview takes place. Two references will be obtained for each candidate. The most recent reference must be from the candidates current or most recent employer.

Proof of identity

  • A passport, driving licence or birth certificate.

  • Documentation showing their national insurance number (NI card, P45 or P60)

  • Documents confirming any educational or professional qualifications referred to in their application form.

  • Eligibility to work in the UK.

  • Their criminal history (disclosing anything that will show up on a DBS)




The interview will consist of at least two people and chairperson, with one interviewer being safer recruitment trained. Candidates will be asked in advance if they have any access requirements or any special arrangements, we will then be able to provide what is needed.

During the interview, detailed enquires will be made regarding any gaps in their employment and reason for leaving employment.




The interview panel should make a unanimous decision about which applicants are most suitable, they are then invited to attend a playgroup session to meet the staff and children.  Feedback will be competed on the most suitable applicant and a final decision will be made. Contact will be made to the applicant by the manager, to say they have been successful and reminded that it is dependent on their references. A confirmation letter will be sent by post and email.


Confirmation/welcome pack


Letter/email of confirmation, start date, DBS to be completed, two copies of a contract, three month probation period, request for an acceptance letter.



Inductions form an important part of safeguarding. New employees will undergo an induction period, during which time they will be asked to read the playgroups policies and procedures, given support and mentoring and complete all mandatory courses as appropriate.  Appraisals will be carried out throughout the year.

Safer working practice

All staff are given information to read about safer working practice (Guidance for safer working practice for adults who work with children and young people 2019). A copy of this document is kept at playgroup for reference.  Staff are responsible for notifying the manager, in person, if any circumstances arise that may affect their suitability to work with children, which includes any health concerns or incidents that have occurred outside the nursery.

The playgroups policy is to observe the guidance issued or supported by the DBS on the use of disclosure information.                                     In particular, the playgroup will, not retain disclosure information or any associated correspondence for longer than necessary. The playgroup will keep a record of the date of the disclosure and the disclosure number which will be recorded on the single central record.



Reviewed September 2023

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