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Employment and Staffing Policy

Policy Statement

We provide a staffing ratio in line with the Welfare requirements of the Early Years Foundation Stage 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 DBS in accordance with statutory requirements. We have a zero tolerance of discrimination within the setting.

Procedures

Ratios

• To meet this aim we use the following ratios of adult to children:
• children aged three to seven years of age: 1 adult : 8 children.
• children aged eight and over: 1 adult : 10 children
• A minimum of two staff (aged 18+) are on duty at any one time.
• We use a key person approach to ensure that each child within the EYFS 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 holds two family consultation meetings each year to discuss their child’s progress. The key person is also available for discussions on request throughout the child’s time at the setting.
• 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.
• Staff working as apprentices in early education (aged 16 or over) may be included in the ratios, subject to a strict induction procedure, planned mentor support, regular supervision meetings, and that the management team are satisfied that they are competent and responsible. Risk assessments should be carried out wherever appropriate.

Vetting and staff selection

• We are committed to 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 and civil partnership status, pregnancy and maternity, age, gender, gender reassignment, race, religion or belief, disability or sexual orientation.  Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable.
• We follow safer recruitment guidance throughout the recruitment process, and ensure recruiters are trained effectively in safer recruitment practices.
• We use Ofsted guidance on obtaining references and enhanced criminal record checks through the DBS for staff (including managers) and volunteers who will have unsupervised access to children. This is in accordance with requirements under the Safeguarding Vulnerable Groups Act 2006 for the vetting and barring scheme.
• Staff will complete biannual suitability declarations. Suitability is also on the termly supervision agenda.
• Staff will have sufficient understanding and use of English to ensure the well-being of children. Staff will be able to keep records in English, to liaise with other agencies in English, to summon emergency help, and to understand instructions such as those for the safety of medicines or food hygiene.
• We keep all records relating to employment of staff and volunteers, in particular those demonstrating that checks have been done, including the date and number of the enhanced DBS check.
• All committee members are checked and declared suitable by Ofsted (form EY2) before taking up role. Ofsted are kept up to date with Committee members stepping down by the completion of form EY3.

Changes to staff

• We inform Ofsted of any changes in the person responsible for our setting.

Training and staff development

• Our settings leaders will hold Level 3 qualifications in Early Years Care and Education/Playwork, whichever is relevant to the setting in which they are employed. A minimum of half of our staff will hold Level 3 Certificates or higher qualification in Early Years Care and Education/Playwork with the aim of all staff holding a minimum relevant full level 3 qualification. There will be a minimum of 1 Level 3 qualified member of staff present at all times children are attending the setting.
• Managers of our settings are expected to hold or be working towards relevant level 4 qualifications as a minimum requirement.
• We provide regular in-service training to all staff – whether paid staff or volunteers – through local authority training and other external agencies.
• Our setting budget allocates resources to training.
• We provide staff induction training in the first 3 months of employment. This induction includes our Health and Safety Policy and Safeguarding Children and Child Protection Policy.  Other policies and procedures will be introduced within an induction plan.
• Coaching of staff to help them develop both specific professional skills and non-specific workplace skills remains ongoing and continuous
• We support the work of our staff by holding regular supervision meetings and appraisals.
• Staff are offered time and space to hold confidential discussions of sensitive issues.
• We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice.

Managing staff absences and contingency plans for emergencies

• Pre-school and Boddlers staff take their holiday breaks out of term time. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the manager with sufficient notice, i.e. 2 weeks.
• In the extended school provision, managers organise staff annual leave so that ratios are not compromised.
• Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios are maintained.
• Sick leave is monitored and action is taken where necessary in accordance with the contract of employment.
• We have contingency plans to cover staff absences. Boddlers will usually be cancelled first to facilitate staff moving to other parts of the setting where practicable. Further parts of the setting will be closed as necessary to be determined by staff availability, building availability and child numbers. or more of the other parts of the setting may be closed to be determined by staff availability. If one or more parts of the setting cannot operate safely, that part(s) of the setting will be closed.

Further guidance

This policy should be reviewed every 3 years, or sooner if there is a change to the running of the setting, or industry/government guidance on employment.