Policy Statement

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AMBIT Youth Ltd is committed to a culture of safer recruitment and recognises its responsibility to safeguard and promote the welfare of children and young people. Robust recruitment and selection procedures are in place to help deter, reject, or identify individuals who may pose a risk of harm.

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This policy applies to all staff, volunteers, contractors, trustees, and anyone working in any capacity with children and young people within schools, community settings, or care environments.

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AMBIT Youth Ltd acts reasonably and proportionately when assessing the suitability of applicants, using a range of evidence including application information, interviews, references, Disclosure and Barring Service (DBS) checks, barred list checks, and other relevant vetting processes.

 

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Legal Framework and Guidance

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This policy is informed by and complies with relevant UK legislation and statutory guidance, including but not limited to:

• Keeping Children Safe in Education (latest version)

• Safeguarding Vulnerable Groups Act 2006

• Children Act 1989 and 2004

• Rehabilitation of Offenders Act 1974 (Exceptions Order)

• Data Protection Act 2018 and UK GDPR

 

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Safer Recruitment Principles

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AMBIT Youth Ltd will:

• Carry out safer recruitment practices for all roles, including voluntary positions

• Ensure no individual is permitted to start work until all required checks are satisfactorily completed

• Ensure recruitment decisions are consistent, transparent, and fair

• Promote safeguarding responsibilities clearly throughout the recruitment process

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All job advertisements, role descriptions, and application forms will clearly state that the role involves safeguarding responsibilities and that the successful applicant will be required to undergo DBS and other suitability checks.

 

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Roles and Responsibilities

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The Service Delivery Manager is responsible for:

• Ensuring safer recruitment procedures are implemented consistently

• Determining the level of checks required for each role

• Maintaining the Single Central Record (SCR)

• Ensuring compliance with statutory guidance and legislation

Staff involved in recruitment must ensure that original documentation is seen, verified, and recorded accurately.

 

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Pre-Employment Checks

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The organisation will carry out appropriate checks and enquiries for all staff and volunteers prior to appointment, including:

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Identity

• Verification of identity using a valid passport or photographic ID

• Confirmation of current address

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Right to Work in the UK

• Verification of the applicant’s legal right to work in the UK

• Only original documents will be accepted and checked in the presence of the applicant

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DBS Checks

• All staff employed by AMBIT Youth Ltd will be subject to an enhanced DBS check

• Where a role involves regulated activity, an enhanced DBS check including barred list information will be obtained

• Where appropriate and lawful, individuals may be required to subscribe to the DBS Update Service

 

No individual will commence work in a regulated activity until all required checks are completed. In exceptional circumstances, a barred list check must be completed prior to any supervised start.

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Health

• Enquiries will be made regarding physical and mental health only to the extent that it impacts an individual’s ability to carry out the role safely and effectively

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Record Keeping and the Single Central Record

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The Service Delivery Manager is responsible for maintaining an up-to-date Single Central Record (SCR), which will include details of:

• Identity checks

• Right to work checks

• DBS check type, reference number, and date

• Barred list check (where applicable)

• References

• Relevant certification including but not limited to Safeguarding and Food Safety and Hygiene 

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The organisation will retain copies or summaries of relevant documents in line with data protection requirements, including:

• Proof of identity

• Right to work documentation

• DBS certificate summaries (or copies where permitted)

• Relevant certification including but not limited to Safeguarding and Food Safety and Hygiene 

 

References

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• Applicants must provide a full employment history and at least two references

• References must be from senior individuals with authority to provide them; personal or colleague references are not acceptable

• References will be requested directly from referees prior to interview

• The most recent or current employer reference will always be obtained and verified

• At least one reference will be verified by telephone

• Any discrepancies or concerns arising from references will be followed up and resolved before appointment

 

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Regulated Activity and DBS Decision-Making

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Regulated activity is defined as close, regular, and unsupervised contact with children, including but not limited to:

• Delivering workshops or training

• Supervision of children or young people

• Providing care, guidance, or advice

• Driving children as part of programme delivery

• Providing personal or intimate care

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The Service Delivery Manager will determine whether a role constitutes regulated activity, taking into account:

• The age and vulnerability of the children

• The nature and frequency of contact

• The size of groups

• Level of supervision

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Allowing a barred individual to engage in regulated activity is a criminal offence and may result in imprisonment of up to five years.

 

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Ongoing Suitability and Existing Staff

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• DBS checks may be repeated if concerns arise regarding suitability

• New checks will be undertaken where an individual moves into a regulated activity role

• DBS status will be monitored where staff are registered with the Update Service

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Volunteers

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The Service Delivery Manager will ensure that:

• All volunteers undergo a recruitment process proportionate to their role

• Volunteers in regulated activity roles receive an enhanced DBS check including barred list information

• Volunteers with regular contact but not regulated activity receive an enhanced DBS check without barred list information where appropriate

• Risk assessments are completed for volunteers whose roles fall outside regulated activity

 

Volunteers will:

• Only be assigned duties appropriate to their experience and competence

• Be suitably supervised where required

• Receive a full induction, including safeguarding and relevant organisational policies

 

No volunteer will be left unsupervised in a regulated activity role without the appropriate DBS clearance.

 

Policy Review

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This policy will be reviewed regularly and updated in line with changes to legislation or statutory guidance.

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Last Review Date: September 2025