Information about who has completed first aid training (listing names and dates) is displayed on the settings entrance board for all to view. This is kept up-to-date by the settings manager. As a provider we assess and make our decisions based on the number of children, staff and the layout of the premises to ensure that paediatric first aiders are able to respond quickly in emergencies.
Our setting aims for all employees working directly with children to gain a paediatric first aid (PFA) certificate and keep it in date. As part of our interview and selection process, a candidate is asked the question if they are happy to attend, pay for and keep in-date the PFA award. If successful a new employees recognises and acknowledges that at the point of their PFA expiring, employees are giving a 3 month grace period to ensure they can gain this award again. As a setting, we provide training opportunities to gain a Paediatric First Aid award. As this is a transferable award the cost is met by the employee. There is no requirement for the employee to attend one of our training days however, they must ensure the award is in-line with Ofsted and statutory framework.
If a candidate is successful we obtain references and enhanced criminal record checks through the DBS (Disclosure Baring Service) for all staff 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. 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 CRB check.
The setting can perform checks randomly at any point in time. It is the employees responsibility to pay for the disclosure and the ‘update service’. Staff are expected to disclose any convictions, cautions, court orders, reprimands and warnings which may affect their suitability to work with children – whether received before or at any time during their employment with us.
Disqualification Disqualification is challenge as part of the initial interview and induction stage. Where we become aware of any relevant information which may lead to the disqualification of an employee, we will take appropriate action to ensure the safety of children. In the event of disqualification, that person’s employment with us will be terminated.
Our workforce overview:
Our setting leader ‘Nursery Manager’ and ‘Deputy Manager’ must hold a minimum of a Level 3 Diploma in Early Years Childcare in-line with the EYFS Statutory Guidance and Early Years qualifications checklist.
‘Nursery Nurse’ practitioners must hold a minimum of a Level 3 diploma in Early Years Childcare or an equivalent qualification or higher qualification.
The setting may choose to employ ‘Nursery Assistant’ practitioners that hold the Level 2 Certificate in Early Years Childcare or an equivalent.
Staff must again a grade ‘C’ or above in GCSE Maths or English or alternatively pass their Level 2 ‘Key Skills’ prior to being employed.
We provide regular in-service training to all staff - whether paid staff or volunteers - led by the settings manager and/ or through external agencies. Our setting budget allocates resources to training.
We provide every employee induction training in the first week of employment. This induction is continuous throughout their probationary period. Each employee must complete, read and acknowledge each document, checklist and training relevant to their position and job role. Certain training is mandatory.
We support the work of our staff by holding regular supervision meetings and appraisals.
We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice.