|
|
Staffing and Employment Policy
The pre-school endeavours to employ staff
that will maintain and enhance the standards set out by the pre-school
and Ofsted. They are required to hold the relevant qualification for
the pre-school to meet Ofsted's National Standards and where possible
work towards higher qualifications to ensure the setting will always
be able to achieve the Standards.
We will ensure:
All staff and committee members are checked
for criminal records through the Criminal Records Bureau (CRB).
Staff to child ratios are always maintained
as set out below:-
2 year olds 1 adult to 4 children
3 and 4 year olds 1 adult to 8 children
We consider applicants based on suitability
as well as age, gender, gender reassignment, culture, religious belief,
ethnic origin, marital status and sexual orientation.
We use relevant legislation and best practice
procedures when employing new staff and obtain references based on guidance
set out by Ofsted. All references will be followed up to ensure suitability
of applicant.
Staff hold relevant qualifications:
Supervisor- CACHE level 3 Diploma in Pre-School
Practice or equivalent.
50% of remaining staff hold CACHE level
2, the equivalent or will be working towards it.
Each member of staff works as a 'Key Worker'
and understands the importance of this role for both the child and the
parent. In this role they are available for parents to talk freely about
their child's development and any concerns they may have and work within
the guidelines set out in the confidentiality policy.
Staff meetings are held along with planning
meetings and in-house staff training days. These all ensure that staff
are able to communicate with each other freely, plan together the Pre-schools
activities and share any training or new thinkings and experiences gained
on external training courses.
All staff have the following:
Job description clearly detailing their
roles and responsibilities in the setting.
A contract setting out their terms and
conditions of employment.
A yearly review and appraisal.
The opportunity to attend training courses
to develop themselves within the setting and build on the knowledge
and experience the pre-school can offer to it's parents.
Recruitment Process
The procedures used when a position becomes
available at Pre-school, are as follows:
" Advertise the position, both locally
and in the local newspaper
" Clearly state a closing date for all applications in the advert
" Shortlist and conduct interviews with a panel of committee members
and a staff representative
" The selection process will nterviewing technique is a set of
questions produced in accordance with the position available, operating
a point system for the answers given
" On completion of the interviews, a decision is reached and offer
letter issued subject to references and CRB checked
" The appointment of the successful applicant will be subject to
the completion of a successful trial period
|
