Statement of Intent

We provide a staffing ratio in line with the requirements of the EYFS 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 Criminal Records Bureau in accordance with statutory requirements

To ensure that children below school age and their parents are offered high quality early years care and education.

• To meet this aim we use the follow ratios of adult to child:

o Children aged 0-4 : 1 adult: 3 children
o Children aged 5-8 : 1 adult : 3 children

• We use a keyworker system to ensure that each child has a named member of staff with whom to form a relationship and who plans with parents for the child’s well-being and development in the setting. The key person meets regularly with the family for discussion and consultation on their child’s progress.
• We hold regular staff meetings to undertake curriculum planning and to discuss children’s progress, their achievements and any difficulties that may arise from time to time.
• We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.
• All staff have 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.
• Our setting budget allocated resources to training. Staff induction includes Health and Safety and Safeguarding Policy.
• We support the work of our staff by holding regular supervision meetings and appraisals.
• We are committed to recruiting staff in accordance with all relevant legislation and best practice.
• We use Ofsted guidance on obtaining references and criminal record checks through the Criminal Records Bureau for staff and volunteers who will have substantial access to children.

Safer Recruitment:

We are committed to safeguarding and promoting the welfare of all attending children and expects all its staff, volunteers and guest visitors to share this commitment.

We will safeguard and promote the welfare of all attending children in compliance with

DCSF Guidance ‘Safeguarding Children and Safer Recruitment in Education’.

For all staff appointments we will:

• ensure that the details of the position make reference to the responsibility for safeguarding and promoting the welfare of children.

• provide a job description that clearly states the main duties and responsibilities of the post

and the individual’s responsibility for promoting and safeguarding the welfare of children

• provide a person specification that describes the competences and qualities that the applicant should have in addition to qualifications and experience relevant to the position.

• ensure that the application form states that the successful applicant will be required to provide an enhanced DBS check. All positions are subject to enhanced DBS checks.

• obtain a full CV in addition to completed Application Form.

• scrutinise the applicant’s employment record looking for any gaps in employment, anomalies or discrepancies and question these should the applicant be invited to attend for interview.

• Check previous employment history and experience – telephone stated previous employer/s to check authenticity of information.

• organise and conduct face to face interviews with suitable applicants for the position.

• check the applicant’s identity and right to work in the UK, and keep a record of this.

• require proof of the successful candidate’s qualifications, academic and vocational, as claimed on the application form.

• state clearly verbally, and in writing that any offer made is subject to satisfactory references, and enhanced DBS check.