Before a member of staff can start employment with the company there are processes they must go through. A successful application form is followed by a through interview. During the interview an application for a criminal records bureau (crb) check is made once it has been deemed that the applicant has completed the criteria for employment the crb application is sent off. Once the check is returned the successful applicant may start work. This is called a safer recruitment process. Once the new worker has started working in its new role they will receive support from senior and management staff and receive regular supervisions where they can discuss their progress in their work role.
Criminal Records Bureau check.
(Now known as Section 142 of the Education Act 2002)
List 99 is maintained by the Department for Children, Schools & Families (DCSF) and contains the details of teachers who are considered unsuitable or banned from working with children in education.
A List 99 check is done to ensure your applicant does not appear on the sex offenders register and confirms if they are barred from working with children
The Protection of Vulnerable Adult list is managed by the Department for Children, Schools & Families (DCSF) on behalf of the Department of Health (DH), of people banned from working with vulnerable adults.
A POVA check is done as part of the Protection of Vulnerable Adults to confirm your applicant is not barred.
The Protection of Children Act list is managed by the Department for Children, Schools & Families (DCSF) on behalf of the Department of Health (DH), of people banned from working with children.
A POCA check is done as part of the Protection of Children Act to confirm your applicant is not barred from working with children.
POVA First checks are available in only very exceptional circumstances as described in Department of Health (DH) guidance, where a care worker may be allowed to start work in a care home, for a domiciliary care agency, or as an adult placement carer before a criminal records check has been issued.
Such cases are permissible only where it is necessary to take such action because of a real danger that staffing levels will otherwise fall below numbers required to meet statutory obligations.
Arrangements are in place for all staff employed by Phoenix Learning and Care Ltd to receive regular supervision sessions. Supervision is one to one time spent with the relevant Line Manager to discuss a range of topics related to the job including safeguarding and implementing this into practice. It must be thought of as a two way process. Staff should prepare for supervision session, by having their own agenda. The Line Manager has a company agenda which covers all area’s relating to Standard 19 of Children’s Homes National Minimum Standards. During the probation period staff will receive supervision fortnightly, thereafter monthly. Each session must be at least one and a half hours in duration. Staff will also receive an appraisal one year after their start date. The relevant Line Manager will arrange this. Safeguarding Issues
Any safeguarding issues that may have happened or there is any suspicion of MUST not wait until the “booked” supervision and MUST be reported to the relevant person immediately. Informal Supervision
Senior Staff should be available at any time when on duty to discuss and deal with matters that may be affecting a member of staff which cannot be held onto until the next supervision session. Staff must realise that it is OK to ask when they feel unsure or unclear about any matter. Impromptu Supervision
Senior Staff should be aware of staff needs particularly following a stressful event. It is important that time is set aside to talk...