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Safe Recruitment Policy

Golden Rose Sewing School uses safe recruitment practices to ensure that all people working with the children in our care are suitable, safe, and appropriately qualified. When recruiting paid staff or volunteers, we follow the procedures set out below.


Advertising the Vacancy

All vacancies will be advertised appropriately. Every job advertisement will include a clear statement of our commitment to safeguarding children.


Initial Enquiry

When a potential candidate enquires about a vacancy, we will provide:

  • A job description

  • A person specification

  • An application form

  • A copy of the Club’s Safeguarding Policy and information about our Safe Recruitment processes

The application form includes:

  • A declaration that all information provided is accurate

  • A section asking whether the candidate will submit a self‑declaration under the Rehabilitation of Offenders Act

  • A request for the contact details of two referees, one of whom should be the most recent employer (or, for first‑time applicants, a course tutor or three character references)

All applicants must submit a completed application form by the closing date. CVs will only be accepted if accompanied by our standard application form.


Self‑Disclosure Form

The self‑disclosure form allows candidates to confidentially share any relevant criminal convictions, child protection investigations, or disciplinary sanctions. We only request information we are legally entitled to know.

Forms must be submitted in a separate sealed envelope marked Confidential or via a secure online system. These forms are opened only for candidates who are successful at interview.

The self‑disclosure form does not replace the need for appropriate background checks.


Interview Procedure

Candidates selected for interview will be notified by email. All candidates must bring:

  • Proof of identity (passport, driving licence, or birth certificate)

  • Proof of address (recent utility bill or bank statement)

  • Proof of qualifications (original certificates)

  • For non‑British nationals, proof of the right to work in the UK

Interviews will be conducted by at least two interviewers. All candidates will be asked the same core questions, followed by additional questions relating to their application, including any gaps in employment history.

Candidates will also be asked to participate in a supervised session with the children for approximately one hour so that their interaction with children and staff can be observed.

After all interviews and observations are complete, we will make our final selection.


Online Checks

Golden Rose Sewing School carries out online searches of shortlisted candidates to identify any publicly available information relevant to their suitability to work with children.

Applicants will be informed in advance that an online search will be conducted if they are shortlisted.


Appointing a New Member of Staff

When a candidate is selected, we will:

  • Send a written offer of employment, clearly stating that it is subject to suitable references, appropriate background checks, and written confirmation that the candidate is not disqualified from working with children

  • Contact referees directly, including asking whether they have any safeguarding concerns about the candidate

  • Ask the candidate to complete a health questionnaire

  • Notify unsuccessful candidates


References

References must be obtained from the applicant’s current employer or training provider before employment begins. References must:

  • Be provided directly to us

  • Confirm the referee’s view of the applicant’s suitability to work with children

  • Not be open references or references from family members

We will verify electronic references to ensure they originate from a legitimate source. Any discrepancies between the reference and the application form will be followed up with both the candidate and the referee.

We will photocopy qualification certificates and record details of identity checks and vetting processes. All recruitment documentation will be kept on file.

When a new member of staff starts work, we will provide:

  • Terms and conditions of employment, with a signed copy kept on file

  • All Club policies, with a signed confirmation form kept on file

A full induction will be carried out in line with our Staff Induction Policy.


Disqualification

The Club cannot employ staff or volunteers who are disqualified under the Childcare Act 2006. All new staff must sign a declaration confirming they are not disqualified, and existing staff must sign annually to confirm their status has not changed.

If a staff member becomes disqualified during employment, their employment will be terminated, Ofsted will be notified, and a referral will be made to the relevant barring authority.


DBS and Background Checks

As a small, non‑registered educational setting, Golden Rose Sewing School cannot obtain Enhanced

DBS checks. Therefore:

  • We require all staff and volunteers to provide a Basic DBS check, renewed every three years

  • We will verify identity and right‑to‑work documentation

  • We will request additional overseas criminal record checks for anyone who has lived abroad

  • Staff will not have unsupervised access to children until all checks are complete

If a Basic DBS check contains information of concern, we will:

  • Review the information carefully

  • Consider whether the offence is relevant to safeguarding or integrity

  • Seek advice from NACRO or UNLOCK where appropriate

  • Conduct a written risk assessment

  • Discuss the information with the applicant before making a final decision

If the information indicates a risk to children, the offer of employment will be withdrawn.


Immigration Status

We comply with the Asylum and Immigration Act and check the eligibility of all new staff to work in the UK. Candidates must provide appropriate documentation such as a passport, driving licence, and National Insurance number.


Equality Act 2010

Golden Rose Sewing School complies fully with the Equality Act 2010 throughout the recruitment process to ensure fair and equal treatment of all applicants.


Related Policies

  • Safeguarding Policy

  • Staff Induction Policy

  • Mobile Phone, Tablet Computers and Wearable Technology Policy


Contact Information

Implemented By:

Sarah Hamblett

Owner

Implemented date:
Review due:
17 January 2026
17 January 2027
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