Date initiated: 3rd January 2022

Full review: annually

Policy Aims

The aim of the policy is to help deter, reject or identify people who might abuse pupils or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.

The recruitment procedures aim to:

• to ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position;

• to ensure that all job applicants are considered equally and consistently;

• to ensure that no job applicant is treated unfairly on any grounds including race, colour, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age;

• to ensure compliance with all relevant legislation, recommendations and guidance

Recruitment and Selection 

Advertising

Any advertisement will make clear the commitment to safeguarding and promoting the welfare of children. All documentation relating to applicants will be treated confidentially in accordance with the Data Protection Act (DPA18).

Application Forms

Sporting Chance uses an online application process form and all applicants for employment will be required to complete an application form containing questions about their academic and full employment history and their suitability for the role.

Job Descriptions and Person Specifications

A job description is a key document in the recruitment process, and must be finalised prior to taking any other steps in the process. It will clearly and accurately set out the duties and responsibilities of the job role. The person specification is of equal importance and informs the selection decision. It details the skills, experience, abilities and expertise that are required to do the job. The person specification will include a specific reference to suitability to work with children in a boarding environment.

Interviews

There will be a face-to-face interview wherever possible, and a minimum of two interviewers will see the applicants for the vacant position. The interview process will explore the applicant’s ability to carry out the job description and meet the person specification. It will enable the panel to explore any anomalies or gaps which have been identified in order to satisfy themselves that the chosen applicant can meet the safeguarding criteria

• verification of the applicant's right to work in the UK

• ID checks

• Enhanced DBS check through the update service

• 2 references - at least one from working with children in the last 2 years

• any further checks which are necessary as a result of thevapplicant having lived or worked outside of the UK

• verification of professional qualifications

• Safeguarding, Child Protection, and First aid training up tovdate

References

All offers of employment will be subject to the receipt of a minimum of two references which are considered satisfactory. One of the references must be from the applicant's current or most recent employer. If the current/most recent employment does/did not involve work with children, then the second reference should be from the employer with whom the applicant most recently worked with children. References will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions.

Portability of DBS Certificates Checks

Staff are required to join the DBS Update Service if they are likely to require another check in the future. Applicants sign up to this service for a fee of £16 per annum, which is payable by the company.

The Update check would identify and advise whether there has been any change to the information recorded, since the initial Certificate was issued. Applicants will be able to see a full list of those organisations that have carried out a status check on their account.

Proof of identity, Right to Work in the UK & Verification of Qualifications and/or professional status

All applicants invited to attend an interview will be required to bring their identification documentation such as passport, birth certificate, driving licence etc. with them as proof of identity/eligibility to work in UK in accordance with the Immigration, Asylum and Nationality Act 2006 and DBS identity checking guidelines.

Induction Programme

All new employees will be given an induction programme which will clearly identify policies and procedures, including the

Safeguarding and Child Protection Policy, Prevent Duty, the Staff Code of Conduct, and Keeping Children Safe in Education, and make clear the expectations which will govern how staff carry out their roles and responsibilities.

Volunteers

We will request an enhanced DBS disclosure and Barred List check information on all volunteers undertaking regulated activity with children on behalf of Sporting Chance (the definition of regulated activity set out above will be applied to all volunteers). Under no circumstances will we permit an unchecked volunteer to have unsupervised contact with children.

Initiated and passed by Spencer Davies, DSL, CPO, and Company Director

3rd January 2026