Policy Statement

We provide a staffing ratio in line with the Welfare requirements of the Early Years Foundation Stage to ensure that children have sufficient individual attention and to guarantee care and education of a high quality. Our staff are appropriately qualified and we carry out checks for criminal and other records through the Disclosure & Barring Service in accordance with statutory requirements.

Vetting and staff selection

We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection. All practitioners are given job descriptions which set out their staff roles and responsibilities. We welcome applications from all sections of the community. Applicants will be considered on the basis of their suitability for the post, regardless of marital status, age, gender, culture, religious belief, ethnic origin or sexual orientation. Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable. We use Ofsted guidance on obtaining references and enhanced criminal record checks through the Criminal Records Bureau for staff and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006 for the vetting and barring scheme.

We keep all records relating to employment of staff and volunteers, in particular those demonstrating that checks have been done, including the date and number of the enhanced DBS check.

Changes to staff We inform Ofsted of any changes in the person responsible for our setting.

Training and staff development

Our setting manager, leader holds at least Level 3 qualifications in Early Years Practice however we currently have Ros Barnes with a level 5 and Vicki Parker with a level 4. Half of our staff hold a minimum of Level 2 qualifications in Early Years practice or higher qualification. All staff are offered support to achieve higher levels of qualifications.

We provide regular in-service training to all staff. Our setting budget allocates resources to training.

Induction Training

All staff receive induction training to help them understand their roles and responsibilities. Induction training includes information about emergency evacuation procedures, safeguarding, child protection, the equality policy, and health and safety issues.

We support the work of our staff by holding regular supervision meetings and appraisals. This is completed with the support of a senior staff member working as a mentor to the new employee within a time period of fifteen sessions. Please see attached induction checklist.

Managing staff absences and contingency plans for emergencies

Our staff take their holiday breaks when the setting is closed. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the manager with sufficient notice.

Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios are maintained.

Sick leave is monitored and action is taken where necessary in accordance with the contract of employment.

We have contingency plans to cover staff absences and a list of permanent supply staff who are vetted through the setting.