Safer Recruitment Policy

Goddard Veterinary Nursing College (GVNC) is committed to a culture of safe recruitment and, as part of that, adopts recruitment procedures that help deter, reject or identify people who might abuse children or deem to be unfit to practice.

The policy describes in detail those checks that are, or may be, required for any individual working in any capacity with learners. Organisations must act reasonably in making decisions about the suitability of any prospective employee based on checks and evidence including criminal record checks (DBS checks) where appropriate, right to work in the UK, RCVS registration, together with references and interview information. Veterinary defence society insurance is also included and does their own professional and criminal checks prior to agreement to insurance.

Goddard Veterinary Nursing College will follow the Keeping children safe in education guidance (DfE 2021, updated 2025).¹

The organisation will carry out extensive checks and enquiries on applicants for all positions, including statutory requirements.
No staff members or GVG volunteer will be allowed to take up posts until all checks and enquiries required for that position have been satisfactorily completed.
Checks with the Disclosure and Barring Service will be carried out at the level appropriate to the candidate’s role in the organisation. All staff employed at Goddard Veterinary College per our protocol will be required to be DBS checked and this being considered an enhanced check.
Staff responsible for carrying out recruitment checks should ensure they have a copy of any relevant documents or take relevant issue numbers from documents as proof that the document has been seen. This will be held on people HR and on the Training manager secure server file.
Checks will be taken out on existing staff where concerns arise regarding their suitability to work with learners.
As all Goddard Veterinary nursing college employees have to be registered with the RCVS, this professional registered body is required to conduct all criminal checks as otherwise registration is denied. Therefore, annual check of an employee’s RCVS status along with VDS registration all criminal and barred checks will be reviewed.

Checks to be taken out – the organisation will verify the following information for all new staff:

The applicant’s identity must be verified from their passport or other photographic ID and proof of address must be provided.
The applicant’s right to work in the UK must be evidenced through documentation. Only original documentation should be accepted, and its validity checked in the presence of the applicant.
Once the applicant has commenced employment an enhanced DBS check will be conducted.
Enquiries will be made regarding the applicant’s fitness to practice through references, CV gaps and interview questioning.
The organisation will keep copies of the following documents on staff personnel files:
- documents used as proof of identity such as passports or driving licences;
- Copy of the employee’s DBS certificate
- documents that prove the staff member’s right to work in the UK
- VDS cover

References

Applicants will be asked to provide a full employment history and details of at least two referees, including previous and recent employers, and who should be a senior member of staff with the authority to provide references. References from colleagues will not be acceptable.
All references will be taken up prior to employment and after a second interview has taken place.
References will be taken up from current employers only; if the applicant is not currently employed, verification will be sought from their previous work as to the dates the applicant was employed and the reasons for leaving the post.
Any information provided by applicants as part of an application process will be verified with independent sources and any reference received electronically will be checked to verify the originating source.
Any concerns regarding the source of a reference will be followed up via a telephone conversation.

DBS Checks

Enhanced check with be conducted once the employee commences employment, due to the nature of the learners being over 18 year of age. All tutors will be supervised by a member of staff with an enhanced DBS before being allowed to be left alone with any learners, until DBS number is received.

Responsibilities of Staff

To be familiar with the safeguarding policy and procedures, as well as any associated policies.
To take appropriate action in line with the policies of GVNC, including reporting any concerns to the designated person/deputy responsible for child protection.
Provide support or specific services as required by the child/adult protection plan as instructed by the designated responsible person/designated deputy.
To refer any learner of concern under early detection relating to mental health or wellbeing by completing the GVNC Mental Health and Wellbeing Early Detection Form. Anyone deemed to be at risk will be added to our list of learners that we keep for early detection purposes. The DSL and Deputy plus the Deputy Head of centre will be made aware of concerns and cohorts leads / personal tutors advised at monthly meetings that a learner has been flagged to monitor though will not be advised of the details. Early detection forms must be submitted via the safeguarding email address as well as any safeguarding referrals. Staff are advised to report / discuss concerns with the DSL or Deputy DSL prior to reporting via the submission forms to risk assess the situation.
To declare any relevant existing or subsequent convictions. Failure to do so will be regarded as gross misconduct, possibly resulting in dismissal.
All new employees must provide at least two written references from their previous last two employers. The applicant will need to confirm there is no reason why they are unable to work with children and/or adults and that they have no criminal convictions. They must state the reason they left their last employer, and a DBS check will be conducted within the first 3 months of employment and prior to being left alone with learners.
To support those who report abuse.
To follow Company policy regarding the confidentiality of information, including that information relating to child protection/protection of vulnerable adults.
A ‘looked after child’ – therefore by definition is a vulnerable child and will be monitored and GVNC will work with the allocated social worker, local authority and foster parents to ensure regular meetings are held and the welfare of the child paramount with a lower reporting threshold. Children and young adults within an abusive household not subject to abuse – we will consider this abuse by observation and the risk of any apprentice/ learner in this situation supported accordingly including low threshold reporting and inclusion of authorities as necessarily¹.
The Governance board will take an annual safeguarding quiz and all sign to say they have read the updated KCSIE in the September quarterly board meeting. SG / PREVENT policies reviewed, and any updates discussed.

Volunteers

All volunteers will be registered with the RCVS and only be considered employees of GVG and therefore all checks completed, which will be double checked by the training manager before commencement of any activity with learners.

Visiting activities

All outside visitors will be required to ‘sign in’ provide details of their activities and not be left alone with learners at any time. An employee of Goddard Veterinary Nursing College will be observing throughout the activity. Anyone left alone with learners if a more regular external tutor, an enhanced DBS would be obtained.

¹Part 2 of the ‘Keeping children safe in education’ will be reviewed annually and any updated incorporated into Governance Board meetings, staff and CS/Mentor training, manager training and protocols. All staff received annual SG / PREVENT training.