Policy statement

Balham Community Centre provides a staffing ratio in line with Ofsted requirements to ensure that children have sufficient individual attention and to guarantee care of a high quality.  Our staff are appropriately qualified and we carry out checks for criminal and other records through the Disclosure & Barring Service (DBS) in accordance with statutory requirements.

Procedures

Ratios

• To meet this aim we use the following ratio of adult to children:

o   children aged three to seven years of age: 1 adult : 8 children.

o   children aged eight to eleven years of age:1 adult : 10 children.

• A minimum of two staff/adults are on duty at any one time.

• The manager deploys staff to give adequate supervision of indoor and outdoor areas, ensuring that children are usually within sight and hearing of staff.

• All staff are deployed according to the needs of the setting and the children attending

• We hold regular staff meetings to undertake planning and to discuss children, and any difficulties that may arise from time to time.

Vetting and staff selection

• We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection.

• All staff members 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 status, age, gender, culture, religious belief, ethnic origin or sexual orientation.  Applicants will not be placed at a disadvantage by our imposing conditions or requirements that are not justifiable.

• We use Ofsted guidance on obtaining references and enhanced criminal record checks through the DBS for 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 and 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.

Changes to staff

• We inform Ofsted of any changes to our managers of the clubs

• All staff are deployed according to the need of the setting and the children attending.

Training and staff development

• Our Schools Out Club Managers and deputy hold a NVQ in Play-worker/childcare Level 3 or an equivalent qualification and a minimum of half of our staff hold a NVQ in Play-worker/childcare Level 2 Certificate or an equivalent or higher qualification.

• We provide regular in-service training to all staff - whether paid staff or volunteers - through Wandsworth Borough Council Early Years and external agencies.

• Our budget allocates resources to training.

• We provide staff induction training in the first week 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.

• We support the work of our staff by holding regular supervision meetings.

• 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

• In term time only clubs, our staff take their holiday breaks when the club is closed. Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the club manager with sufficient notice.

• In all year round clubs, 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.