SALTBURN TENNIS CLUB

                    SAFE RECRUITMENT Policy

Saltburn Tennis Club is committed to safeguarding children (anyone under 18) and adults at risk. As a result, STC complies with National Safe Recruitment Procedures and relevant legislation to ensure a consistent and thorough recruitment process. STC conducts Disclosure and Barring Service (DBS) checks on applicable positions as part of this process to ensure that no one should be put a risk.

The aim of the Safe Recruitment policy is to help deter people who might abuse children or adults at risk from applying for roles where they will have access to those vulnerable groups. This Policy shall be applied consistently in relation to all staff regardless of age, disability, gender reassignment, marital or civil partnership status, pregnancy or maternity status, race, religion or belief, sex, or sexual orientation.

RECRUITMENT PROCESS

If a role involves working with children (anyone under 18) or adults at risk, the role requirements will be carefully reviewed to determine if a DBS check is required. Vacant positions will be advertised and candidates will be assessed for suitability.

Candidates will be asked to self-disclose any unspent criminal offences or child protection investigations. If the role requires an enhanced DBS check, we will also ask applicants to disclose any unprotected spent offences. Where the information raises a safeguarding concern, details will be shared with the LTA Safeguarding Team.

We will take reasonable steps to confirm the applicants’ suitability for the role, including; verifying qualifications and professional memberships, assessing skills and relevant experience. Applicants will be asked to explain any significant gaps or repeated changes in employment history if reasons where no reasons haven’t been provided on their application. Interview questions may be structured to determine whether the candidate has the attitudes and values needed for working with children.

Applicants will be asked to give contact details of people willing to act as a referee. All conditional offers of employment or engagement are subject to satisfactory completion of all vetting processes including references.

The Club provides an induction programme for all new staff which includes our safeguarding policies and procedures. There will be an initial probationary period to ensure that their conduct, performance, behaviours and attendance meet the required standards.

DBS Checks

Any individual intending to work in Regulated Activity with children, young people or adults are required to complete an Enhanced DBS check and Barred List check before commencement of employment or engagement and at least every 3 years during their employment or engagement. Regulated activity is work that a barred person must not do. It is defined in the Safeguarding Vulnerable Groups Act 2006 (SVGA) which has been amended by the Protection of Freedoms Act 2012 (PoFA). Any individual intending to work in a role which involves work with children or adults at risk but is not defined as Regulated Activity will be required to complete an Enhanced DBS check before commencement of employment or engagement and at least every 3 years during their employment or engagement. Saltburn Tennis Club will regularly monitor the specific nature of roles and whether they are defined as Regulated Activity. All conditional offers of employment or engagement are subject to receipt of a satisfactory DBS check completed through the LTA, and an Overseas Criminal Record check if appropriate. In order to minimise risk, if a role is not defined as Regulated Activity but requires an Enhanced DBS check and this check takes much longer than anticipated, in exceptional circumstances where a delay in employment or engagement may cause significant operational difficulties the [Chair/Manager/Secretary] may authorise an individual to commence their work in a supervised capacity. However,  this does not apply to roles considered as working in Regulated activity. If we are not satisfied with the outcome of any of the above checks (DBS check or Overseas Criminal Record check) we may decide to withdraw a conditional offer of employment or engagement. We may also withdraw a conditional offer of employment or engagement if an applicant has failed to co-operate with this process or if the process has not been completed within reasonable timescales. Staff who begin performing additional duties or a different role that moves them into Regulated Activity will be asked to complete a new Enhanced DBS and Barred List check. All agency workers and contractors used by the [club/county] are required to comply with the Enhanced DBS and Barred List Check requirements at all times as outlined in this Policy. If new or adverse information emerges or appropriate checks have not been made by the Agency the [club/county] will require the Agency to withdraw the temporary worker immediately. Furthermore the [club/county] will consider the implications of these Policy requirements on the provision of service agreements for all contractors, including any additional vetting requirements for those roles engaged in Regulated Activity with children, young people or adults at risk

DBS CHECKS REVEALING CONTENT

A DBS check will disclose any spent convictions, cautions or reprimands that are not protected and been subject to filtering by the DBS. DBS checks may also disclose other relevant information based on the position applied for. The LTA will receive a notification when a DBS check has revealed content (i.e. an offence); however, the LTA will not know the details of the content. When the LTA receives a notification that a DBS check has revealed content, the applicant will be asked to provide the original DBS check for review. The LTA will then review the information to decide if any further information or action is required. If the DBS is not provided to the LTA for review, [club/county] may withdraw any conditional offer of employment or engagement and take appropriate steps to prevent the individual from working with children and adults at risk.

This policy is reviewed every two years (or earlier if there is a change in national legislation).

Chairperson: Richard Handford                                          Date: December  2023

Welfare Officer: Mary Walker                                              Date: December 2023
Date: November 2023