We are also guided in our practice by Children Act Guidance and Regulations Vol.4, 1.34 }
“Young people should be protected from harm from staff in the home through careful selection and vetting of all staff including volunteers and regular visitors to the home.”
Surecare procedure includes:
- DBS “Enhanced Disclosure”.
The DBS process is completed online at the Stansted Office where original documentation is seen and checked during the process.
Induction may begin once the DBS process has been started, whilst awaiting the return of the DBS itself. The actual start date of an employee at the home, will never be before their DBS has been received. Once received, any candidates who do not have a clean DBS will be subject to a further interview where any convictions or warnings will be discussed and their comments noted. A report will be written stating how we will monitor the candidate if they are successful in obtaining a position.
- Medical Questionnaire filled in and signed off by a doctor if deemed necessary.
- Two independent references.
One must be from the current or most recent employer or and if the candidate has held any other jobs in the Care sector references will be obtained where possible. Phone calls will then be made to follow up references.
A candidate’s start date will never be before references are received.
- Where candidates hold a recognized professional qualification(s) original certificates will be seen and copied to be held on file.
- Proof of ID and address.
Original documentation will be seen and copied to be held on file.
Examples of which are:
- Driving License
- Birth Certificate
- Utility Bill no older than 3 months
- Driving Documentation
Candidates driving licenses will be seen and checked to enable them to be insured to drive the Home’s vehicles. Any staff using their own vehicles during the course of their employment to transport Young People, will be required to provide proof of current insurance, to include business use, MOT and Tax on their vehicle. Driving licenses will be checked 6 monthly and proof other documentation renewed as necessary.
All posts have agreed job descriptions, which outline the main duties of the post and ultimately form part of the employment contract along with the Employee handbook, for the successful candidate.
The recruitment process comprises of three stages:
- Candidates are assessed against the competencies on the basis of their written application and the person specification.
- They are then asked in to take part in an initial interview which is lead by the Director or senior manager and the Homes Manager. Successful candidates then go onto the final stage. Any gaps in C.V’s are explored at this time.
- The formal interview process. Shortlisted candidates are invited to attend an interview day comprising of group activities, written assessments, a formal interview and a Warner interview. Candidates are assessed via an interview panel of the Homes Psychologist and either the Homes manager or the Director of Operations. Group activities are observed and written work assessed and marked.
Successful candidates will be offered a position subject to final checks, receipt of suitable references and enhanced DBS disclosure.
Successful applicants will be issued with and sign for:
- Employee Handbook
- An ID Badge
- Code of Conduct
All staff, are subject to a probationary period of six months during which time further professional development will be undertaken and regular Management, Clinical and Peer supervision given. Staff are required within that period to demonstrate that they are able to meet the competencies for the job.