Safer Recruitment

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Safer Recruitment 18th March 2009
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The Regulators Requirements
NMDS Guidance Notes Safe and Sound?
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OUTCOME The well-being, health and security of
service users is protected by the agencys
policies and procedures on recruitment and
selection of staff
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Care Homes Older People
STANDARD 29 29.1 The registered person operates
a thorough recruitment procedure based on equal
opportunities and ensuring the protection of
service users. 29.2 Two written references are
obtained before appointing a member of staff, and
any gaps in employment records are
explored. 29.3 New staff are confirmed in post
only following completion of a satisfactory
police check, and satisfactory check of the
Protection of Children and Vulnerable Adults and
NMC registers. 29.4 Staff are employed in
accordance with the code of conduct and practice
set by the GSCC and are given copies of the
code. 29.5 All staff receive statements of terms
and conditions. 29.6 The recruitment and
selection process for any volunteers involved in
the home is thorough and includes police checks.
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CARE HOMES FOR ADULTS (18-65)
STANDARD 34 34.1 The registered person operates a
thorough recruitment procedure based on equal
opportunities and ensuring the protection of
service users. 34.2 Two written references are
obtained before making an appointment and any
gaps in the employment record explored. 34.3 New
staff are confirmed in post only following
completion of a satisfactory police check,
satisfactory check of the Protection of Children
and Vulnerable Adults and UKCC registers. 34.4
Service users are actively supported to be
involved in staff selection, and are supported
through the processes of joining and departure of
staff. 34.5 Staff are employed in accordance
with, and are given copies of, the codes of
conduct and practice set by the GSCC. 34.6 All
staff receive statements of terms and
conditions. 34.7 All staff appointments are
subject to a minimum three-month probationary
period and service users are involved in their
review. 34.8 The recruitment and selection of
volunteers is thorough and includes police
and POVA/POCA checks.
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Domiciliary Care National Minimum Standards
Recruitment and selection STANDARD 17 (See
regulations 15 and 16) 17.1 There is a rigorous
recruitment and selection procedure which meets
the requirements of legislation, equal
opportunities and anti discriminatory practice
and ensures the protection of service users and
their relatives. 17.2 Face to face selection
interviews are undertaken on premises which are
secure and private, for all staff (including
volunteers) who are shortlisted and may be
engaged. 17.3 Two written references are
obtained before making an appointment, one of
whom should normally be the immediate past
employer and are followed up by a telephone call
prior to confirmation of employment. Any gaps in
the employment record are explored. 17.4 New
staff and volunteers are confirmed in post only
following completion of satisfactory
checks. These checks include verification of
identity POCA list (where the post applied for
is a regulated position work permit (if
appropriate) driving licence (if appropriate)
certificates of training and qualifications
claimed declaration of physical and mental
fitness confirmation service check by UKCC (if
holding a nursing, midwifery or health
visitor qualification) sex offenders register
General Social Care Council Register
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17.5 Checks on the suitability of temporary staff
may be undertaken by an employment or recruitment
agency on behalf of the provider agency, provided
that the checks comply with the requirements of
these standards. 17.6 New staff, including
temporary workers and volunteers, are provided
with a written contract specifying the terms and
conditions under which they are engaged,
including the need to comply with the agencies
Staff Handbook for staff. (See Standard 25) 17.7
Staff are employed in accordance with the code of
conduct and practice set by the General Social
Care Council and are given copies of the
code. 17.8 The registered person complies with
any Code of Practice published by the General
Social Care Council setting out standards
expected of persons employing social care
workers, insofar as the code is relevant to the
management of domiciliary care. 17.9 Staff are
required to provide a statement that they have no
criminal convictions, or to provide a statement
of any criminal convictions that they do have.
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Nurses Agencies National Minimum Standards
Introduction to Section 3 (Standards 3 to
6) This section deals with the process of
recruiting nurses to be supplied by agencies,
including the checks to be made to ensure the
proper identification of nurses and that they are
appropriately qualified and competent for the
tasks they may perform. The Regulations make
requirements about the fitness of nurses supplied
by an agency, and specific requirements in
respect of nurses supplied directly to patients.
The Regulations also set out statutory
requirements for information which must be
available in respect of nurses to be supplied by
an agency. Standards 4 and 5 go into more detail
about the checks that need to be carried out. The
Regulations also specify that the selection of
individual nurses, and their placement with
particular clients, must be made by or under the
supervision of a registered nurse.
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Recruitment STANDARD 3 3.1 The recruitment
process operates in line with equal opportunities
and is non-discriminatory. 3.2 A person who is a
registered nurse (with a current NMC
registration) undertakes interviews for the
recruitment of all grades of agency nurses. This
registered nurse has relevant experience to
enable the assessment, selection and placement of
nurses with clients according to their
qualifications, competencies and skills. The
nurse undertaking interviews need not be the same
person who is responsible for the placement of
nurses with particular clients (see introduction
to section 3). OUTCOME The process for
recruitment and selection of nurses meets all the
requirements of legislation and employment law
including that related to equal opportunities and
anti discriminatory practice.
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Checks on nurses STANDARD 4 4.1 All necessary
and appropriate checks are undertaken on the
nurse supplied or to be supplied, prior to
commencing employment. 4.2 If a nurse is
included on the list maintained by the Secretary
of State for Health of individuals who are
considered unsuitable to work with vulnerable
adults (when the POVA list is operational), or
the list maintained by the Secretary of State for
Health of individuals who are considered
unsuitable to work with children, or the Sex
Offenders Register, and the agency believes that
there are mitigating factors (e.g. a person who
is on the list of individuals considered
unsuitable to work with children, whose duties
will not bring them into contact with children),
the agency seeks agreement in writing from the
NCSC before engaging or supplying that
person. 4.3 The applicants health record is
checked, including obtaining a copy of the
applicants immunisation record and current
status showing that the necessary immunisations
for practice are current in line with the
recommendations in the UK Health Departments
publication Immunisation Against Infectious
Disease. A nurse is not engaged or supplied by
the agency if she has a history of illness that
would make her unsuitable for duties to which she
may be assigned. In cases of doubt the agency
seeks agreement in writing from the NCSC before
engaging or supplying that person.
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Identification and qualifications STANDARD 5 5.1
The agency keeps all necessary records in respect
of each nurse supplied or to be supplied by the
agency. 5.2 Nurses supplied by the agency have a
current registration with the Nursing and
Midwifery Council (NMC) The agency obtains a
caller code from the NMC and obtains confirmation
of registration of new and existing registered
nurses via the NMCs Employers Confirmation
Service. The agency checks notifications of
registered nurses who have been removed or
suspended from the register. All nurses work
within the NMC Code of Professional
Conduct. OUTCOME The agency has documentary
evidence demonstrating the personal
identification, registration, ongoing eligibility
to be employed as a nurse, and relevant
qualifications of each nurse to be
supplied. OUTCOME Services users are confident
that nurses supplied by the agency will provide
good quality care and will not jeopardise the
safety of patients. 5.3 The following
information is recorded Record of any formal
interview to a consistent and adequate
procedure Details of next of kin, together
with an emergency contact telephone number A
copy of the individuals immigration status, if
appropriate (see Home Office guidance
on Prevention of Illegal Working) A copy of
the driving licence, if necessary for the duties
to be carried out. Details of other employment
(if any) including current employment by other
agencies Details of any unspent convictions,
subject to the Rehabilitation of Offenders Act
(1974) and Rehabilitation of Offenders
(Exceptions) Order 1975.
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Competence STANDARD 6 6.1 Where the agency is an
employment business, there is a written and
formal induction process that is completed by
every new nurse to be supplied. The induction
process covers, as fully as possible, the
responsibilities that the nurse supplied will
have. 6.2 The agency shall supply details of
qualifications and experience of the person being
supplied to the service user. 6.3 The agency
shall assure itself, by confirming current
registration and examining such other
certificates as indicate specialist or advanced
knowledge and skills, that nurses supplied to
service users have been trained to work in the
field of practice to which they are being
assigned. 6.4 The assessment of service users
needs for home nursing will be carried out only
by a registered nurse. The collection of
information on service users needs will be
carried out by or under the supervision of a
registered nurse, who takes professional
responsibility for the updating, accuracy and
sufficiency of the information. 6.5 The person
carrying out the assessment of home nursing needs
is responsible for obtaining the patients
informed consent to assessment, treatment and
care . OUTCOME Nurses supplied by the agency
are competent and trained to undertake the
activities for which they are employed and
responsible.
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NATIONAL MINIMUM STANDARDS FOR ADULT PLACEMENT
SCHEMES
4. Selecting and Training Adult Placement Carers
The selection and training of AP Carers is
crucial to the success of adult placement, and
must be carried out carefully and sensitively in
accordance with the AP Schemes written policy
and procedures. The key documents, required by
regulation, for achieving this aim are the AP
Carer Agreement (Regulation 17) and the AP
Carer Handbook (Regulation 19). The key process
set out in National Minimum Standards for
achieving this aim is selection and training
of AP carers. Selection and training OUTCOME
Each person knows they will be supported by a
trained, responsible and competent AP Carer.
STANDARD 8 The AP Schemes selection procedure
and training programme ensures that AP Carers
have the competencies and qualities to carry out
the tasks required to meet the persons needs.
8.1 The AP Scheme's selection process is open,
equal opportunities- and user- focused and
includes (see Annex 4) a pre-application
meeting completion of an AP Carer application
form satisfactory completion of references and
checks as set out in the Adult Placement
Schemes (England) Regulations 2004.
demonstration of AP Carers skills, knowledge and
abilities to support service users (Annex 5)
completion of the Schemes pre-placement learning
and assessment programmes, and approval by an
independent Approval Panel.
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8.2 The members of the Approval Panel are
suitably qualified and experienced and
independent of the assessment process, and have
clear terms of reference and written procedures
covering the roles, responsibilities, powers and
operation of the Panel (see Annex 6). 8.3
Prospective AP Carers are given a copy of the AP
Schemes written guidelines for the approval
process and for the independent appeal procedure.
8.4 AP Carers receive training to meet TOPSS
Induction and Foundation Standards, and any
National Occupational Standards for AP Carers,
linked to Learning Disability Awards Framework
(LDAF) requirements if the person has learning
disabilities. 8.5 Training and development
opportunities are planned and delivered based on
an individual training needs analysis and ongoing
supervision, to ensure the AP Carers continuing
competence to meet the persons changing needs.
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(No Transcript)
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Safe and Sound June 2006
Described as capturing the commissions
understanding of recruitment check processes in
regulated social care services

• How was it developed?
• Identified key themes in literature best
  practice principles
• Analysed providers meeting the standards by
  service type
• - Nationally across the board
• Detailed look at 150 of the lowest rated what
  wasnt happening?
• Consultation with stakeholders

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The recruitment and vetting of care staff is one
of the poorest areas of performance against the
National Minimum Standards in regulated social
care services in England. Registered persons
(employers) could do more to carry out thorough
pre-employment checks and adopt robust
recruitment practices.
All employers are responsible for verifying the
safety, competence, integrity and skills of
potential candidates before they are employed as
a new member of staff. Once recruited, employers
are responsible for ensuring that staff are well
trained and well supported to deliver good
quality care.
Why so important?
First and foremost, to protect children and
adults by ensuring that the people who provide
their care are suitable to do so and treat them
with dignity and respect and Secondly, to
protect the rights of applicants to be considered
equally for vacant posts.
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Bichard Inquiry Soham Led to government review
of recruitment/vetting of staff
Vetting Barring Scheme
It makes the point that recruitment is only one
component Refers to relationship with Ongoing
supervision/training of staff Open culture
safety to challenge poor practice
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Evidence the key findings from adult services
Domiciliary care agencies were the poorest
performing adult service as at 31 March 2005,
with 53 of agencies meeting the standard.
voluntary providers (61 met the standard)
performed considerably better than private
providers and local councils (53 and 49
respectively). Performance against the
recruitment and vetting standard has improved for
adult care homes overall. Older peoples care
homes (overall) 59 Younger adults care homes
(overall) 61 As at 31 March 2005, voluntary
providers of adult services performed better than
those services provided by private organisations
and local councils. The only exceptions to this
trend were younger adults care homes with
nursing and older peoples care homes with
nursing.
No current figures available that I could find
Anecdotal evidence would suggest that it is still
a common area where Requirements are made
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Reasons why the poorest performing services fail
to meet the standard
Verifying the suitability of staff by carrying
out thorough pre-employment checks and references
The staff members personnel file does not
contain evidence that the employer has obtained
the appropriate level of CRB disclosure and two
written references. Robust, written
recruitment policies and procedure The policies
and procedures are insufficient and not
adequately implemented. Application and
interview process There is insufficient evidence
to show that the application and interview
process is fair.
Employment history The staff members
personnel file does not contain their employment
history and provide reasons for any gaps in
employment.
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(No Transcript)
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What Should Be Done?
1. Verifying suitability/vetting of new care
staff Later sessions
2. Robust, written policies procedures Which
provide a transparent code of conduct which
managers and staff must abide
3. The Application and Interview Process
Employers must record evidence that they have
adopted sound recruitment principles
Promotion of Equal Opportunities all treated
fairly/openly transparent methods All
candidates same process and checks
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4. Employment History
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Staff Files
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Key Steps in Meeting the Standard

• Vacant posts for care roles are advertised in a
  manner that ensures equal opportunities to all
  prospective candidates.
• The employer has a job description for the post
  which outlines the responsibilities of the
  vacancy. This means that both employer and
  candidate are clear on the expectations of the
  role.
• All necessary CRB disclosures and references are
  received and verified, and a decision made that
  these are satisfactory, before a candidate is
  offered a post. The level of disclosure requested
  should reflect the nature of the duties. Where a
  PoVAFirst check is required, this must have been
  applied for, and the new member of staff fully
  supervised by another carer until the full
  disclosure is available.
• Gaps in a candidates employment history should
  be fully explored and evidence kept of the
  findings on the personnel file.
• All staff have a full understanding of their
  terms and conditions.
• All staff receive a copy of the General Social
  Care Councils code of practice.
• All personnel folders are properly maintained and
  contain all necessary and relevant information,
  such as equal opportunities monitoring forms,
  training agreement, confidentiality statement and
  terms and conditions of employment.
• The registered person and all staff understand
  the function of the PoCA and PoVA lists and are
  aware of any actions that may require a referral
  to these lists.
• Proof of registration, for example all registered
  nurses and other health professionals need their
  PIN numbers and qualifications verified prior to
  being accepted for employment.