'Providers should regularly consider the training & development needs of all staff members to ensure they offer a quality learning experience for children that continually improves' (EYFS, 2012)
We firmly believe that it only possible to run an exceptional setting if we have exceptional staff. We want all our staff to develop and achieve their maximum potential.
The staff at the nursery all hold a full and relevant qualification as recognised by the Department of Education or they are working towards these.
The recruitment process is as follows;
- The job is advertised as widely as possible in the community and the surrounding areas.
- Application packs are sent out. These comprise an application form, a person specification, a job description, a safeguarding statement and an equalities statement.
- After the interviews, candidates are shortlisted to attend a 2nd interview.
- The management fill in a shortlisting grid and the successful candidate receives an offer letter in the post. (Subject to references and DBS clearance)
No candidate is discriminated against due to race, religion, colour, creed, marital status, age, sex, sexuality or disability as set out in our Valuing Diversity & Promoting Equality policy.
Our guidelines for staff recruitment are as follows;
- The best interests of the children.
- The Safeguarding & Welfare Requirements of the EYFS.
- The compatibility between all staff members to enable the staff to build a good team.
- The suitability of individual candidates to meet the needs of the setting and the children
Staff who are awaiting clearance are permitted to work in the nursery as long as they are supervised at all times. Un-registered staff are not to be left alone with the children at any time including nappy changing/toilet time.
The nursery managers carry out the following checks on all staff & managers.
- 3 x references are taken both over the phone & followed up with a letter / email.
- A Disclosure & Barring Service check (DBS) is carried out on all staff. No person is allowed unsupervised contact with the children until this has come through.
- Staff qualifications are checked and copies taken
- ID is checked and a copy kept on staff files
- Ofsted are informed of any changes in management
- A 3 month probation period is carried out by all staff before they become permanent staff members.
- The management team have completed the safer recruitment training and follow all the guidelines to safer recruitment.
- All practitioners receive a full induction with the manager. They have a 3-month probation period and during this time they are assigned a buddy who is a more experienced practitioner.
- During the induction they read the setting’s policies, practice the fire drill and meet parents & children.
- The new practitioner signs both an induction form & a policy checklist that is kept on staff files.
- All practitioners at the setting attend training in Paediatric First Aid & Child Protection. These are updated every 3 years.
- All permanent staff attend Basic Food Hygiene training. This is updated every 3 years.
- All supervisors attend Health & Safety at Work training. This is updated every 3 years.
- There are other chances for staff to attend other training throughout the year. This is done either as e-learning, In-house training or practitioners attend local council run courses.
- We support the staff to achieve higher qualifications.
Confidential staff records are stored in the office. They contain
- Application forms
- Job Description
- DBS number
- Interview questions
- Emergency contacts
- Details of holiday, sickness etc.
- Policy checklist
Other ways in which we aim to develop staff potential are
- Regular staff meetings
- Employee of the month scheme
- Annual appraisals
- 3 monthly supervision
- Regular fire drills
- Annual reviews & updates of polies & procedures.
- Supporting staff to achieve higher qualifications
- Staff training
- Visiting centres of excellence around the city
- Practitioner exchanges
- Regular Video Observations