TLC Space Ltd is committed to safeguarding and promoting the welfare of children, young people, and adults at risk.
We expect all staff, contractors, and volunteers to share this commitment and uphold the highest standards of professional conduct.
All recruitment decisions will be made with safeguarding as a primary consideration.
1. Purpose and Scope
The purpose of this policy is to ensure that TLC Space Ltd recruits and selects individuals who are suitable to work with children, young people, and vulnerable adults.
This policy applies to all individuals engaged by TLC Space Ltd, including:
- Employees (permanent, temporary, and part-time)
- Self-employed associates and contractors
- Volunteers and students on placement
- Anyone representing the organisation in a professional capacity
This policy is informed by and complies with:
- The Children Act 1989 & 2004
- Working Together to Safeguard Children (2018, updated 2023)
- The Care Act 2014
- Rehabilitation of Offenders Act 1974 (Exceptions Order 1975)
- Safeguarding Vulnerable Groups Act 2006
- Data Protection Act 2018 and UK GDPR
- Health and Care Professions Council (HCPC) Standards of Conduct, Performance and Ethics
2. Recruitment and Selection Procedures
TLC Space Ltd clearly outlines the roles, responsibilities, and safeguarding expectations for all positions within the organisation within Job Descriptions and Person Specifications.
All job advertisements will include a statement about the clinic’s commitment to safeguarding and the requirement for successful candidates to undergo an enhanced DBS check.
Within the recruitment process, Directors/Managers are responsible for ensuring this policy is implemented and for overseeing all recruitment activity. The Designated Safeguarding Lead (DSL) provides guidance on safer recruitment and ensures safeguarding checks are in place and recruiting managers/interviewers must complete safer recruitment training and apply these principles throughout the process.
3. Application Process
Candidates must complete an application form that includes their full employment history, educational background, and explanations for any gaps in employment.
Candidates must declare any criminal convictions, cautions, or pending cases that might affect their suitability to work with children.
4. Shortlisting and Interviews
Shortlists of applications are assessed against the person specification of the job description, with at least two staff members involved in the shortlisting process.
Interviews are conducted with a focus on the candidate’s experience, competence, and suitability for working with children.
Specific questions to assess the candidate’s understanding of safeguarding issues and their commitment to child protection are used in the interview process and records maintained at all times.
The candidate’s identity and qualifications are verified.
5. Pre-Employment Checks
Upon offering a position TLC Space Ltd will obtain at least two references, including one from the most recent employer. References should include questions about the candidate’s suitability to work with children.
An enhanced Disclosure and Barring Service (DBS) check, including a check of the barred lists, must be completed for all staff, volunteers, and contractors.
A verification of the candidate’s right to work in the UK is obtained.
6. Conditional Offer of Employment
An offer of employment is made subject to satisfactory completion of all pre-employment checks.
A Contract of Employment is issued upon successful completion of all checks, and includes the requirement to adhere to the clinic’s safeguarding policies and procedures.
7. Managing Positive Disclosures
Where a DBS check or reference raises a concern, the Director or DSL will complete a risk assessment before deciding whether to proceed. Each case will be considered individually, taking into account:
- The nature and relevance of the information
- The role applied for
- The applicant’s explanation and history
8. Induction and Training
New staff undergo a comprehensive induction program that includes training on safeguarding, the clinic’s child protection policy, and professional conduct.
There are regular safeguarding training and updates for all staff to ensure awareness of current best practices and legal requirements.
9. Monitoring and Review
Staff are required to notify the organisation immediately of any change in their circumstances that may affect their suitability to work with children or vulnerable adults.
Periodic DBS updates or rechecks will be carried out as appropriate.
A specified probation period during which the new employee’s performance and suitability are closely monitored is set out in the contract.
Regular annual performance reviews take place that include an assessment of the staff member’s commitment to safeguarding and child protection.
10. Record Keeping
TLC Space Ltd maintains accurate records of the recruitment process for each staff member, including application forms, interview notes, references, and DBS checks. A single central record of all staff, volunteers, and contractors, documenting the checks carried out and their outcomes is maintained.
11. Procedure for Allegations
There are clear procedures for handling allegations of abuse against staff, including immediate suspension if necessary, investigation processes, and reporting to relevant authorities in the Staff Handbook.
12. Policy Review
This policy will be reviewed annually or when significant changes in legislation or guidance occur. Updates will be communicated to all relevant parties and incorporated into staff training programs.
TLC Space Ltd is committed to safeguarding and promoting the welfare of children and expects all staff and volunteers to share this commitment. For any questions or further information about this policy, please contact Samantha Pearce, Clinical Director as the Designated Safeguarding Lead samantha@tlcspace.com
Policy review date: November 2026 4