Staffing Policy

RECRUITMENT POLICY Whytebeams Nursery has a non-discriminatory policy in employing staff. We aim to reflect the diversity of the local community in the composition of the staff. Whytebeams will appoint the best person for the job and treat fairly all applicants and employees. As part of our safeguarding duties strict and safer recruitment procedures take place. Job vacancies are advertised in a variety of ways including on our website, in the parish magazine, recruitment websites and in the local press. Applicants are interviewed and selected by the management team and will be required to provide proof of address, identification and certificates where relevant at their interview. Unsuccessful applicants will be informed and given feedback should they request it. Successful applicants will be informed, in writing, and are required to provide two written references which will be followed up on and checked before employment commences. Employment is subject to a satisfactory enhanced DBS check. New employees will have a probationary period and be provided with an induction and policy pack. All staff have a written contract and terms of employment which will be honoured. Enhanced DBS checks will be gained before new staff members have unsupervised contact with children or take them to the toilet. Staff will be recruited and employed under the conditions of inclusion, equality and diversity policy. Every effort will be made to include staff with special needs and to provide everyone with an equal opportunity during recruitment, selection, support and training opportunities. We expect all staff to declare to the management team ANY convictions and/or cautions; as well as court orders which may disqualify them from working with children or affect their suitability to do so. Resigning staff will be required to put their notice in writing, then the management team will confirm their leaving date and holiday or pay due. The nursery manager or deputy will conduct an exit interview with them before they leave. STAFF INDUCTION POLICY 84 WHYTEBEAMS NURSERY Whytebeams know the importance of giving a new member of staff need time to become familiar with the setting, procedures and policies. After the staff appointment has been made the new staff member will have a probationary period 6 months. Staff will Be given our full policy pack by email before they start and key polices which should be read before they start. On day one, have a tour, introductions and start their induction with the manager or deputy, with day one tasks to be completed such as safeguarding brief and emergency evacuation procedures and manual handling. Understand it is vital that they understand the principles that underpin the setting’s policies and will be required to sign to say that they have read and understood the information. Be made fully aware of the vital part they play in underpinning children’s learning, children’s safety, and their need for physical and emotional care. Be assigned a buddy and shadow a qualified member of staff during key roles below until they feel confident in carrying out procedures for themselves. The new staff member will then be shadowed and observed carrying out key tasks. Be observed during the induction period informally and formally via ‘supervision.’ Discuss their readiness and competency to begin carrying out roles unsupervised with the management team at induction reviews. If more time or training is needed this will be arranged. This will be checked off on the induction checklist. 3 reviews will take place between the staff member and management team before the final review which decides if the staff member has passed the probationary period. Key Procedures Daily Routine Home time, pick up times, sending home learning and work, snack and lunch Register Emergency Evacuation practice – day 1 Daily Checks, Health & Safety Lost child Accident/Incident/Behaviour/Medication forms Injuries outside setting Health and Hygiene Keyworker responsibilities EYFS File Keeping All new staff Will be made aware of manual handling and the health implications when lifting, over reaching or moving large and/or heavy pieces of equipment and lifting children. They will be shown how to safely lift large, heavy or awkward pieces of equipment and how to use trolleys and wheeled bases. They will be advised to risk assess for themselves where needed and decide when two or more people should lift equipment. 85 WHYTEBEAMS NURSERY Will be introduced to the paperwork, files and online systems they will be required to use by the manager or deputy. This will include background information and permission forms, methods of observation, planning and assessment via TAPESTRY and the Early Years Foundation Stage Curriculum. Will not have sole charge of children, be left unsupervised or take children to the toilet until they have received a clear, enhanced DBS. Will complete training courses on safeguarding children as a priority during induction and observation and assessment training as soon as possible. Further training needs and wants will be assessed during supervision. SUPERVISION All staff have supervision agreements which they and the manager sign as part of their induction and as necessary. Staff will be supervised regularly by the management team as part of our safeguarding procedures and duties. This is a two way process where staff are regularly and directly observed by the manager or deputy to assess their suitability and performance. The staff member has the opportunity to self-assess and discuss their performance in the observation along with any other issues. The management team will provide feedback and general comments and follow a set procedure to assess the staff members performance, suitability and wellbeing. Staff are asked directly during supervision if they have any safeguarding concerns or if they have anything to disclose. Each supervision is recorded in writing and the account is signed by both the manager and staff member. STAFF TRAINING - CONTINUAL PROFESSIONAL DEVELOPMENT Training is vital to promote an understanding of best practice and learning opportunities for children as well as keep up to date with the latest techniques and advice. Training builds staff knowledge and assists staff in their continued professional and personal development. Training is discussed at the staff meetings, inset days and during supervision and 1:1 annual appraisals. Training takes place in person, online, individually and in group sessions. After completing the standard and mandatory training courses as a new staff member, staff are kept informed of courses offered by the local authority and external sources and can asked to be booked on. Wishes will be granted where possible. The manager will inform staff when they are to complete refresher courses such as first aid, safeguarding, prevent and FGM. Courses are paid for by Whytebeams and staff are paid for their attendance of the course. Staff development is actively implemented and encouraged and staff are encouraged to bring any information gained on a course into the work setting. As part of their development staff are made aware of the Early Years Foundation Stage and should read the appropriate guidance. Staff are kept informed of changes, updates and new ideas. We also have in house training from outside professionals which all staff are encouraged to attend again funded by Whytebeams. STAFF PROVISION and WELLBEING 86 WHYTEBEAMS NURSERY Staff will be welcomed, treated fairly and with respect, in compliance with our inclusion, equality and diversity policy. Whytebeams aims to provide a safe working environment where physical safety and wellbeing are paramount. Staff wellbeing is highly valued, closely monitored and discussed during regular supervision. Managers ensure staff workload and work life balance is discussed in supervision and as necessary. Regular social events and inset days build team spirit and ensure staff are well cared for. Our caring ethos ensures that staff look out for each other and are mindful of each other’s needs. Staff wages are tiered in accordance with their level of responsibility and qualifications. Wages are reviewed by the company directors every year. Staff are allocated breaks in accordance with the law. Staff may store their personal effects in the kitchen. We do not have a staff room or lockers in our pack away setting and Whytebeams cannot be held responsible for any loss, damage or theft. Items or valuables are bought in at staff’s own risk Staff are encouraged to attend regular meetings and inset days and are kept up to date and informed via staff notice board and email updates. Staff are always encouraged to contribute their ideas. Staff have allocated time each week to work on their key children’s records via TAPESTRY and to ensure their paperwork is up to date. Staff Holidays during term time Whytebeams operates for 39 weeks a year which usually fall in line with the local authority term dates. Staff are encouraged to take any holidays during the 13 week school holiday periods and these are set well in advance. To promote a good work life balance, staff may request additional unpaid leave for a holiday, special occasion or a child’s school event by speaking to the manager. The manager will consider anything already booked, the needs of the nursery at that time and let the staff member know if their leave can be granted. Staff may only book holidays or confirm arrangements once leave has been granted. Requests will be dealt with on a first come first served basis and staff should be reasonable with any requests made. Staff are asked to avoid seeking additional leave at key operational times where possible and always at the very start and end of the academic year. Only one member of staff at a time should usually be off during term time, although if sufficient and suitable cover can be arranged, this may be granted. All unpaid extra time off granted must be covered and it is the responsibility of the staff member seeking leave to arrange this and notify the manager or deputy. All dates and cover must be put in the diary once granted. ANNUAL APPRAISALS The manager conducts appraisals for all staff members every year. The deputy may do this in their absence. The purpose of the appraisal is to assess performance, praise success and identify points for development whilst assessing the years’ work. The manager will provide staff with a self evaluation form and staff are asked to reflect and complete the assessment before the actual 87 WHYTEBEAMS NURSERY appraisal. There is an opportunity to identify any gaps in the setting’s training and development plan as well as identify individual’s need for development. Appraisals also provide an opportunity for an open and confidential two way discussion between the manager and each staff member where staff can discuss their role within the setting, providing the chance for any issues to be aired and resolved. Appraisals are written and kept on the staff members HR file. Staff may have copies upon request. STAFF CONDUCT At all times staff, paid or voluntary, are expected to: Promote safeguarding, welfare, inclusion, diversity and equality. Behave appropriately and in accordance with our ‘Behaviour Code.’ Fulfil their job role as written in their contracts and job description. Complete any task that is reasonably asked of them within the setting. Behave appropriately and as a role model to the children and parents. Adhere to and act within the bounds of all our policies and procedures. Support and uphold the nurseries ethos and vision Not to do anything to that would damage the reputation of the nursery. Maintain confidentiality at all times Disclose any event that might make them unsuitable to work with children. Question anything they are unsure of. CLOTHING & APPEARANCE We ask our staff both paid and voluntary to: Maintain a casual, professional appearance suited to working with young children. Wear clean and tidy clothing with no rips or tears. Ensure clothing is not too revealing. Wear safe footwear. Wear supplied safety name badges. Tie back long hair. Keep jewellery safe and minimal. Keep nails a suitable length STAFF ILLNESS If a staff member is unable to come to work, they should inform the manager or deputy manager by phone as soon as possible to ensure that the correct child to adult ratio can be maintained. Staff may not work if they are deemed unfit for work and may be sent home, if necessary, after assessment by the management team. Staff may not work if they have had vomiting or diarrhoea and must not return to work until 48 hours from their last bought. All members of staff are responsible for notifying the manager or deputy manager of any changes to their health, which may affect their ability to work in the setting. Guidance will then be asked from the appropriate agency. Staff are able to approach the manager, deputy manager or owner freely.