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Staff Recruitment and Retention

1. Introduction

Turning Point Leeds (TPL) is committed to safeguarding and promoting the welfare of children and young people. Safer recruitment is a vital part of this commitment. This policy sets out the procedures we follow to ensure that all individuals working at or on behalf of TPL are safe, suitable, and committed to the safeguarding principles that underpin our practice.

This policy complies with:

  • Keeping Children Safe in Education (KCSIE)

  • The Education (Independent School Standards) Regulations 2014

  • The Rehabilitation of Offenders Act 1974 (Exceptions Order)

  • GDPR and data protection requirements

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2. Purpose

The purpose of this policy is to:

  • Ensure a fair, consistent, and transparent recruitment process.

  • Prevent unsuitable individuals from working with children and young people.

  • Uphold safeguarding principles at every stage of recruitment.

  • Ensure compliance with statutory requirements and best practice.

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3. Responsibilities

  • Directors: Overall accountability for ensuring safe recruitment procedures are followed.

  • Recruitment panels: At least one panel member must have completed safer recruitment training.

  • All staff: Have a duty to uphold safeguarding principles and report any concerns about recruitment practice.

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4. Recruitment Process

A. Advertising

  • All adverts will make TPL’s commitment to safeguarding clear.

  • Job descriptions and person specifications will include safeguarding responsibilities.

B. Application

  • Candidates must complete an application form; CVs alone are not accepted.

  • Gaps in employment must be explained and explored at interview.

C. Shortlisting

  • Applications will be reviewed against agreed criteria.

  • Any safeguarding concerns (e.g. repeated short employments, unexplained gaps) will be noted and addressed at interview.

D. Interview

  • Structured interviews will include:

    • Questions assessing safeguarding knowledge and values.

    • Exploration of candidates’ attitudes to working with children with SEMH needs.

  • Notes will be taken to support fair decision-making.

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5. Pre-Employment Checks

Before confirming an appointment, the following checks will be completed:

  • Identity check (verified against official documents)

  • Right to work in the UK

  • Enhanced DBS check (with barred list check if working in regulated activity)

  • Overseas checks (for individuals who have lived or worked abroad)

  • Prohibition from teaching check (where relevant)

  • References: At least two, including the most recent employer, verified by phone as well as in writing

  • Employment history: Full career history scrutinised and explained

  • Qualifications: Verified where relevant to the role

No individual may begin work at TPL until these checks are satisfactorily completed.

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6. Probation and Induction

  • All new staff will complete a structured induction programme, including safeguarding training, policies, and expectations.

  • A probationary period will be applied, during which suitability and safeguarding competence are monitored.

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7. Ongoing Safeguarding and Suitability

  • Staff are required to disclose any circumstances that may affect their ongoing suitability to work with children.

  • Regular updates to DBS checks will be undertaken where staff are signed up to the DBS Update Service.

  • Safeguarding refresher training is mandatory for all staff annually.

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8. Agency and Supply Staff

  • TPL will only use agencies that can provide written confirmation that all statutory safer recruitment checks have been completed.

  • Identity and suitability will be verified in-house on the first day of work.

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9. Volunteers

  • Volunteers who have regular contact with pupils will be subject to the same checks as staff, proportionate to their level of responsibility.

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10. Record Keeping

  • A Single Central Record (SCR) is maintained in line with statutory requirements.

  • The SCR includes all pre-employment checks carried out for staff, volunteers, and supply staff.

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11. Policy Review

This policy will be reviewed annually or sooner if statutory requirements change.

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12. Conclusion

By following this Safer Recruitment Policy, TPL ensures that every individual appointed to work with our pupils has been appropriately vetted, is committed to safeguarding, and contributes to a safe and supportive environment.

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Date of Policy: August 2025
Next Review: August 2026

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