SAFER RECRUITMENT POLICY DECEMBER 2023

Somerset Tennis is committed to safeguarding children (anyone under 18) and adults at risk through complying with National Safer Recruitment Procedures and relevant legislation to ensure a consistent and thorough recruitment process. We will conduct Disclosure and Barring Service (DBS) checks where it is required.

The aim of this 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. Individuals involved in the recruitment and selection of staff are responsible for familiarising themselves with and complying with the provisions of this policy. This Policy shall be applied consistently in relation to all staff, including those contracted to deliver our events and training programmes and volunteers 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. We will advertise for any vacant positions and any adverts and/or job descriptions will refer to any requirements to complete the appropriate DBS check. All applicants are required to follow a standard application form to ensure they have all the information they need, including the advertised role and to ensure we can assess their suitability for the role. This process will provide us with essential information such as employment history (either paid or voluntary), further education background, academic or vocational qualifications. During the application process applicants are asked to confidentially 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. We will take reasonable steps to confirm the applicants’ suitability for the role, including; verifying qualifications and professional memberships, assessing skills and relevant experience. All applicants will be asked to provide an explanation for any significant gaps or repeated changes in employment history where no reasons have been provided on their application. We may also ask interview questions which are designed to allow candidates to demonstrate the attitudes and values that people working with children need to have. Applicants will be asked to provide contact details of people willing to act as a referee during the application process. References are normally sought after a conditional offer of employment or engagement has been made, however there may be occasions when we ask applicants for their consent to contact a referee before an offer of employment or engagement has been made. All conditional offers of employment or engagement are subject to satisfactory completion of all vetting processes including references.

We will provide an induction programme for all new staff which includes our safeguarding policies and procedures. As part of the induction process all new staff will be required to complete 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 is 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. 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. 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/CSO 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 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, we will require the Agency to withdraw the temporary worker immediately. Furthermore we 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 have been subject to filtering by the DBS. DBS checks may also disclose other relevant information based on the position applied for. We will receive a notification when a DBS check has revealed content (i.e. an offence); but will not know the details of the content. When Somerset Tennis receives a notification that a DBS check has revealed content, the applicant will be asked to provide the original DBS check for review. Somerset Tennis will then review the information to decide if any further information or action is required. If the DBS is not provided for review, then we 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 and Code of Conduct is reviewed every three years (or earlier if there is a change in National Legislation.