Discover how implementing safer employment practices can enable you to create fairer, safer, and more inclusive workplace cultures for people who draw on care and support, and for staff and volunteers to work in.
There are strong links between values-based recruitment and safer recruitment and employment. At the heart of each approach is the aim to attract and retain people with the right behaviours and attitude to work in our sector whilst effectively identifying and managing any concerns relating to their conduct.
Safer employment guide
This guide supports employers to think about safer employment processes from recruitment to retention to managing leavers. It gives an overview of the PRISIM model of safer employment and signposts to resources and tools to enable you to develop safer employment practices and a safer employment culture in the workplace.
The PRISIM model highlights the six stages of the safer employment journey.
Planning to recruit
Applying a safeguarding mindset when planning your recruitment to ensure all recruitment materials (e.g. job descriptions, adverts and person specifications) reflect your values and are clear on the safeguarding responsibilities and required conduct, values and behaviours of the role.
Recruitment and vetting
Ensuring you apply curiosity and a safeguarding mindset as you carry out all required pre-employment checks (e.g. application forms, criminal record checks, detailed references) and gather relevant information about candidates from as many sources as possible throughout the recruitment process.
Induction and probation
Sharing your code of conduct, setting clear expectations of conduct, attitude and behaviour, and explaining safeguarding policies and raising concerns processes throughout the induction and probation period. Applying a safeguarding mindset to identifying and managing any early concerns.
Supervision and management
Prioritising time to supervise, manage and meet with staff to have regular, supportive, reflective, and developmental values-based conversations, looking out for any challenges or concerns which need support or addressing.
Identifying and managing concerns
Having an open culture where safeguarding and conduct concerns are shared, and staff and managers in all roles are supported and trained to respond and manage concerns confidently and effectively.
Managing leavers and referring information
Courageously, fairly, and compassionately managing people who leave, applying a safeguarding mindset to the referring and sharing of safeguarding and conduct information with others, including employers, local authorities and the DBS where required.