To ensure the safeguarding of children, young people and vulnerable people in our care, it is vital that The Budding Chef’s Club adopts recruitment and selection processes to help reject, deter, or identify people who may abuse, or who are, in any way, unsuitable to work with children, young people or adults.

We believe that safeguarding and promoting welfare, is an essential part of creating safe environments in which our chefs can move from budding to blooming.

This document sets out how we will recruit staff who share our commitment to providing a safe, secure and fun environment for all. 

 

We recognise that children are likely to perceive adults to be safe and trustworthy, and the likelihood of this increases when a child sees an adult regularly in familiar settings, whether or not they have direct contact with the children.

The Budding Chef’s Club will not, therefore, allow any person, access of any kind to any child without doing the following;  

 

When we advertise for a position paid or otherwise within The Budding Chef’s Club, we will;

 

  • Ensure that the job description makes reference to the responsibility for safeguarding and promoting welfare of children

  • Ensure that the person specification includes specific reference to suitability to work with children

  • Ensure that any application forms provide us with comprehensive information from applicants that will enable us to make an informed decision about the suitability of the applicant

  • Verify any gaps in employment history

  • Obtain at least one employment reference and at least one character reference that answer specific questions pertaining to the suitability of the applicant to work with children

  • Have a face-to-face interview with the applicant to explore further the applicant’s suitability to work with children

  • Verify the identity of any applicant successful so far in the recruitment process

  • Check that the applicant has evidence of any relevant qualifications, academic or vocational as claimed in the application

  • Verify that the applicant has the right to work in the United Kingdom

  • Make an application to the Disclosure and Barring Service for confirmation that the applicant is not barred from working with children

 

Once we are satisfied we have selected a suitable candidate, we will invite the applicant to sign an Employment Contract, that will specify the hours, pay, holiday entitlement, probation period, notice period and any other information relevant to our business.

 

As part of the applicant’s induction, s/he will be expected to undertake safeguarding and child protection training, and any other training relevant to the role – first aid, fire safety etc.

 

We will undertake regular reviews to ensure all relevant certificates are valid, and that each member of staff accesses appropriate Continuing Professional Development (CPD) courses as and when required to keep abreast of changes to legislation and advice specifically concerning child protection and safeguarding of children.