KEY SAFEGUARDING EMPLOYMENT STANDARDS

INTRODUCTION

The Key Employment Standards that follow are aimed at ensuring that children, young people and vulnerable adults, when placed in the care of others, are treated with respect, free from all forms of abuse or mistreatment.

It is vitally important that all organisations which employ people to work with children and the vulnerable adopt safe recruitment and selection procedures which help to deter, reject or identify people who might abuse the vulnerable.

However, policies and procedures themselves are unlikely to offer the necessary levels of protection. They must be accompanied by the creation and maintenance of a safe working culture within each organisation so that every worker understands their duty of care as well as which behaviours constitute safe practice and which should be avoided.

These standards have been developed as a minimum to be attained to assist managers to reach safer levels of recruitment, training and the management of staff. A commitment to safeguarding is the central focus at every stage of the recruitment process from the planning stages through placing an advert (which will have a clear commitment to safeguarding prominent within it) short-listing, obtaining references, providing information for candidates, conducting the interview itself, making appropriate checks of identity and qualifications as well as undertaking appropriate vetting.

Best practice at the point of recruitment will help to dissuade some unsuitable people from accepting a post and it will also help managers to identify some unsuitable candidates. However, thorough and careful recruitment procedures consistently applied will not completely eliminate the risk of appointing an abuser who is determined to gain employment which will give them access to children, young people and the vulnerable. It is imperative, therefore, that each organisation develops a respectful and open culture which is committed to safeguarding and promoting the welfare of those it cares for. The foundation of such a safe working environment is based on the development of clear, safe policies and procedures which make explicit the practice all employees are expected to adhere to. These are demonstrably embedded in daily practice and all employees see the policies as ‘living and breathing’ within each work place.

Key Employment Safeguarding Standards Self-Evaluation Checklist

The following check list can be used to evaluate the extent to which your organisation is meeting the KESS

Key Employment Safeguarding Standard	In place	Not in place	Working towards
Standard 1 Recruitment – Must also apply to agency, casual and temporary staff.
a) Adverts and all other publicity material includes commitment to SG
b) Information sent to candidates includes SG statement
c) All managers receive guidance about the need to focus on SG throughout the recruitment process
d) All managers receive specific guidance about the need to undertake personal(Warner) interviews
e) All managers are clear about disciplinary consequences for non-compliance with SG policy in relation to recruitment

Using rigorous and thorough recruitment and selection processes focused on making sure that only people who have appropriate knowledge and skills and who are suitable to provide social care/ services are allowed to enter the workforce.

Standard 2 Interviewing - Must also apply to agency, casual and temporary staff.	In place	Not in place	Working towards
a) All those involved in the recruitment and selection of staff have the relevant training
b) All interviews are face to face (even if there is only one candidate)
c) Notes are made and retained of the candidates’ responses at interview (to be destroyed after 6 months; successful candidate’s held indefinitely)
d) Interviews explore issues relating to the SG of children/YP/VA
• Gaps in employment are checked
• Concerns and/or discrepancies in information provided by candidate and/or referee are explored thoroughly

• Candidates are asked if they wish to declare anything in the light of the requirement for a CRB check
• Personal Interview questions form part of the interview

1Please note staff/employee means any adult having contact with children/Young People or Vulnerable Adults whether in a paid capacity or not

Checking criminal records, relevant registers and indexes and assessing whether people are capable of carrying out the duties of the job they have been selected for before confirming appointments.

Standard 3 References	In place	Not in place	Working towards
a) References are sought directly from the referee (who is a former employer and not a close relative)
b) Open-ended (‘to whom it may concern’ references) are never accepted
c) Written references are subject to verification and followed up verbally
d) For agency staff, references are checked by contacting the candidate’s last place of employment
e) Referees are asked specific questions in relation to:
• The referee’s perception of the candidate’s suitability to work with children/YP/VA
• Whether they have any concerns about the candidate working with the particular client group
• Whether they have any knowledge of the candidate having been personally investigated over safeguarding issues, even when the concerns may have not been evidenced

Standard 4 Employment	In place	Not in place	Working towards
a) Proof of identity is obtained by referring to *original* copies of appropriate documentation
b) The only documents used to evidence identity are: birth certificate, passport, driving licence or naturalisation certificate. No other documents are accepted
c) Records are made of the proof of identity check and kept on file
d) Enhanced CRB checks are made on all staff and volunteers who work directly or indirectly with children and young people including those who may have access to sensitive information such as that contained in the child index, CAF etc.
e) Any additional necessary checks are made appropriate to your organisation (e.g. List 99, PoVA)
f) Posts which involve the handling of information also carry a requirement for CRB checking, even when the post-holder has no direct contact with children/YP/VA
g) No newly appointed employee is permitted to work with children/YP/VA without documented evidence of a clear check or a documented risk assessment approved by an authorised manager while the outcome from a check is being awaited
h) Failure to receive an outcome from a check is rigorously pursued and the employee’s position is reviewed at regular intervals.

Giving staff clear information about their roles and responsibilities, relevant legislation and organisational policies and procedures they must follow in their work.

Standard 5 Post-employment

In place

Not in place

Working towards

a) Induction and probationary periods for employees are thoroughly utilised

to develop employee understanding and grounding in the SG policies, ethos

and culture

b) During the induction/probationary period the employee always works

under supervision

Standard 6 Training	In place	Not in place	Working towards
a) Training re: SG and child protection is mandatory for all staff who work with children/YP/VA
b) Additional training is provided for managers in relation to the recruitment of staff and is updated regularly
c) Relevant training is mandatory for employees who do not have direct contact with children/YP and VA, but who do have access to information systems containing details of these client groups.
d) All managers are accountable for evidencing that such training for themselves and their staff has been undertaken

Using established processes/ procedures to challenge and report dangerous, abusive, discriminatory or exploitative behaviour/ practice

Standard 7 Safe Working Culture	In place	Not in place	Working towards
a) A positive obligation for SG children/YP/VA is placed on all employees via the dissemination of clear policies and overtly by managers in their day to day management of staff
b) There is evidence that the needs of children/YP/VA are paramount, they are listened to and any concerns in relation to their welfare are acted upon promptly.
c) All employees are monitored by their line managers both in the probationary period and beyond to ensure that all expected behaviours and attitudes are complied with in relation to SG
d) There is evidence of such monitoring embedded in performance management and appraisal systems
e) The organisation has a clear policy and procedure regarding allegations against staff and volunteers which is compatible with LSCB procedure

Bringing to the attention of employer or appropriate authority resource or operational difficulties that may get in the way of delivery of safe care

Standard 8 Whistle-blowing and Complaints	In place	Not in place	Working towards
a) A rigorous whistle-blowing policy is in place
b) All reports about staff conduct are acted upon in a timely manner
c) Evidence is collected to demonstrate that the whistle-blowing procedure is being used appropriately to improve outcomes
d) An accessible complaints procedure is in place for service-users to raise concerns
e) There is evidence that complaints are fully investigated and outcomes are recorded accurately

Standard 9 Policies and Procedures

In place

Not in place

Working towards

a) Managers are accountable for assuring that all HR and safe employment

policies, procedures and practices are adhered to during the recruitment and

selection of staff

b) All staff are provided with clear codes of conduct/safe working practice

guidelines

c) Appropriate disciplinary procedures in line with HR policy are applied

where SG measures are not strictly adhered to

Standard 10 Monitoring Systems	In place	Not in place	Working towards
a) Formal audits of sufficient quality and quantity are conducted regularly
b) Ample time is allowed post-audit for improvements to be made
c) Results of audits/action plans/outcomes are recorded and reported effectively
d) Managers monitor the day to day work environment to ensure that a protective environment is being maintained
e) Employees demonstrate their commitment to providing a protective environment for children/YP/VAs:
• Children are appropriately supervised
• Physical contact with children/YP/VAs complies with good practice
• When transporting children/YP/Vas SG principles are adhered to and all relevant policies are rigorously enforced
• Managers ensure that drivers and escorts are appropriately vetted, including those provided under contract
• Guidance on safe working practices/codes of conduct are provided for each member of staff relevant to your organisational practices in relation to children/YP/VA

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