Safe recruitment in toddler groups

Toddler group leaders and helpers are employed (whether in a paid or voluntary capacity) to work with children and are likely to be seen by the children as a safe and trusted adult. Because of this, even if they are never technically responsible for the children, or left alone with them, they should be included in a Child Protection policy and only appointed following a 'safe recruitment' procedure.

Safe recruitment includes the completion of a job application form, an interview, taking up references and a criminal records check as well as the applicant's agreement to abide by the toddler group's safeguarding policy.

No-one has an automatic right to work with children. Operating a safe recruitment policy sends a powerful message to parents and children, as well as those intent on harm, that safeguarding children is taken seriously in your group.

The following should be considered by your toddler group in seeking to fill a position (whether paid or voluntary):

• The role: A clear and up-to-date job description (duties, role and responsibilities), a person specification (experience and/or qualifications required), as well as details of any support and training available, should be provided.
• Application form: An application form should always be used because it's easy to hide important information on a CV or be selective about the information divulged.
• Self-declaration form: A self-declaration form should also be completed, asking if the applicant has any criminal history.
• Interview: Once the application and self-declaration forms have been completed, applicants should undergo a short interview, including a discussion of safeguarding issues.
• References: Obtaining references is an important part of gathering information about the applicant and can provide useful insights into their experience and character.

Taking into account all the information you have, you can then make the decision on whether to appoint or not. Once a decision has been made, checks should then be carried out.

Criminal Records Bureau (CRB) checks:

The CRB check will reveal any information held on central police databases such as cautions, convictions, reprimands and warnings. An enhanced CRB check will also disclose data from local police databases if it is relevant to the role for which the person has applied. So it's important to be specific in the job description given and not use checks made by other organisations or for other roles.

Vetting and Barring Scheme (VBS):

Although the government has halted the introduction of the ISA registration part of this scheme, pending a review, the VBS regulations brought in in October 2009 do still apply. These make it a criminal offence

1. To work, even in a voluntary capacity, with children or vulnerable adults if you are barred from doing so.
2. To knowingly employ someone to work with children or vulnerable adults if they are barred from doing so.
3. To stop someone from working with children or vulnerable adults due to safeguarding concerns without informing the Independent Safeguarding Authority (ISA).

The CRB check should reveal whether an applicant is barred.

Before starting in the group, each new leader should be given a copy of the toddler group's safeguarding policy and know how to report concerns.

Do the same standards apply for volunteers and for those who are paid?

Every parent or carer has the right to expect the same standards of recruitment and professionalism regardless of whether an individual is paid or works voluntarily. A potential volunteer's willingness to complete all the necessary forms, undertake interviews etc. shows they are valued both as a person and for the role for which they are volunteering. Generally people will not be put off by paperwork where its importance can be shown.

For further information on appointing leaders read the CCPAS booklet: Help… I want to recruit workers safely or contact CCPAS, an independent Christian safeguarding charity, at PO Box 133, Swanley, Kent BR8 7UQ. Tel: 0845 120 4550 Email: This e-mail address is being protected from spambots. You need JavaScript enabled to view it Web: www.ccpas.co.uk

Written by Simon Bass, Deputy CEO, CCPAS April 2010

Last Updated 02 July 2010