INTRODUCTION

At Ballon Dor Football Academy, we prioritise the safety and well-being of our young players above all else. It is paramount to create a positive and secure environment where children can learn, develop their skills, and enjoy the beautiful game. This commitment extends to recruiting all staff and volunteers to interact with our players.

This "Safer Recruitment Policy" outlines the rigorous procedures we follow to ensure all individuals involved with Ballon Dor are suitable to work with children. We adhere to all relevant legislation and best practices to minimise risks and foster a safe space for young players.

We adhere to recent frameworks and regulations, including the Children Act 2004, Safeguarding Children and Safer Recruitment in Education Guidance DfES/04217/2006, The Independent Schools Standards Regulations 2009 (Standards 4, 4A, 4B, 4C), the Safeguarding Vulnerable Groups Act 2006, and the Keeping Children Safe in Education, 2020. This policy reflects our commitment to a thorough, consistent approach to safer recruitment.

AIMS AND OBJECTIVES: BUILDING A SAFE ENVIRONMENT AT BALLON DOR

Ballon Dor Football Academy's Safer Recruitment Policy key objectives are:

  • Safeguarding Children: We aim to deter, reject, or identify individuals who might pose a risk to our young players by implementing robust procedures for appointing staff and volunteers.
  • Merit-Based Selection: Despite the emphasis on safeguarding, we remain committed to open and fair competition during recruitment. The best applicant for the job will be selected based on their qualifications, experience, and suitability for the role, as measured against the job description and person specification.

Furthermore, our recruitment process adheres to the following principles:

  • Professionalism & Efficiency: All recruitment will be conducted in a professional, timely, and responsible manner, complying with current employment legislation.
  • Conflict of Interest: Any staff member involved in the recruitment process who has a close personal or familial relationship with an applicant must declare this immediately. We will then exclude them from any decision-making related to that applicant's selection.

These aims and objectives ensure we operate a consistent and thorough safer recruitment process while gathering and evaluating information necessary to select the best individuals to work with our players at Ballon Dor Football Academy.

ROLES AND RESPONSIBILITIES: SAFEGUARDING AT BALLON DOR

Board of Directors:

  • Policy Development: Ballon Dor's Board ensures effective policies and procedures exist for recruiting staff and volunteers. These policies must comply with all legal and regulatory requirements.
  • Compliance Monitoring: The Board will oversee the Club's adherence to these established safer recruitment policies and procedures.

Staff Involved in Recruitment:

  • Safeguarding Measures: Staff engaged in the recruitment process are responsible for ensuring the Club operates safe recruitment practices, including verifying that we conduct all necessary checks on all staff and volunteers working with young players.
  • Contractor and Agency Oversight: Staff involved in recruitment must monitor the compliance with this policy of any contractors or agencies the Club uses.
  • Welfare Champion: Promoting the well-being of children and young people throughout every stage of the recruitment process is a crucial responsibility for all recruitment staff.

Delegation of Authority:

The Board delegates responsibility for leading all appointments to a designated Ballon Dor staff member. While Board members may participate in the recruitment process, the final decision on staff appointments rests with the Club's Chief Executive Officer.

RECRUITMENT AND SELECTION: FINDING THE RIGHT FIT FOR BALLON DOR

Job Descriptions and Person Specifications

At Ballon Dor, we prioritise clear and accurate communication throughout recruitment. We start with the job description, a key document outlining the duties and responsibilities of the position, and finalise it before any other recruitment steps begin.

The person specification complements the job description and informs the selection process. It details the essential skills, experience, qualifications, and expertise required to excel in the role. This specification explicitly mentions the importance of suitability for working with children and vulnerable adults.

Advertising for Diverse Talent

Ballon Dor is committed to promoting equality of opportunity. To attract a wide range of qualified applicants, we strive to advertise all open positions externally, typically on relevant platforms.

All job advertisements for Ballon Dor positions will clearly state the Club's commitment to safeguarding and promoting the welfare of children. This transparency ensures candidates understand the importance of creating a safe and positive environment for our young players.

Ballon Dor Football Academy is committed to protecting the privacy of all applicants. We treat all documentation received during recruitment confidentially and handle it according to relevant data protection legislation.

Our recruitment and promotion processes are based on merit, utilising objective criteria that avoid discrimination. We identify the candidates with the skills and experience necessary to excel in their roles while fostering a diverse and inclusive environment.

Application Forms:

When applying for positions at Ballon Dor Football Academy, candidates may be required to complete an application form. This form will typically request details about the applicant's:

  • Academic Background: Educational qualifications and achievements relevant to the role.
  • Employment History: A complete work history, including past positions and responsibilities. We ask candidates to explain any gaps or discrepancies in their employment timeline.
  • Suitability for the Role: Questions will assess the applicant's skills, experience, and overall fit.

The application form will include a section for applicants to declare any criminal convictions, particularly those related to working with children. The form will clarify that the post is exempt from the provisions of the Rehabilitation of Offenders Act 1974.
We emphasise honesty and transparency throughout the application process. We inform applicants that submitting false information constitutes an offence and could result in:

  • Rejection of the application.
  • Summary dismissal if the applicant is selected but has provided false information.
  • Potential referral to law enforcement or relevant professional bodies.

By maintaining transparency and requiring complete disclosure, Ballon Dor safeguards the well-being of our young players and promotes a culture of trust within the academy.

Structured Interviews

Ballon Dor prioritises fair and thorough evaluation of all candidates. Whenever possible, we will conduct face-to-face interviews. The same interview panel will assess all applicants for the vacant position to ensure consistency.

The interview process will delve into the applicant's ability to fulfil the job description and align with the person's specifications. The panel will explore any anomalies or gaps identified in the application to ensure the chosen candidate meets all safeguarding criteria.

While technical skills are essential, evaluating an applicant's attitude and commitment to child welfare is equally crucial. The interview will allow candidates to share experiences and demonstrate how they've handled situations relevant to child safety or how they would approach such situations.

During the interview, we will discuss and consider any information regarding past disciplinary actions, allegations, cautions, or convictions within the context of the specific case.

At least one interview panel member will have completed safer recruitment or relevant refresher training, ensuring a deep understanding of safeguarding best practices throughout the interview process.

Applicants invited for interviews must bring documentation verifying their identity, address, and qualifications. This verification helps ensure the accuracy of the information provided.

Ballon Dor Football Academy requires applicants to present original documents verifying their identity, address, and qualifications during the interview. Acceptable documents include passports, driving licences, or national identification cards. We will make photocopies of these originals for our records and securely destroy documents from unsuccessful applicants.

Interview Requirements

To ensure a smooth interview process, please bring the following documents:

  • Proof of Identity: Original passport, birth certificate, or driving licence.
  • Right to Work in the UK: Documentation confirming your legal eligibility to work in the UK.
  • Qualifications: Original or certified copies of any academic or vocational qualifications listed in your application (if applicable).

Doing so allows us to verify your eligibility and qualifications for the position.

References at Ballon Dor Football Academy

Following the shortlisting process, we will contact references for shortlisted candidates. The only exception is if you've explicitly requested on your application that your current employer not be contacted initially. In such cases, we'll wait until after the interview to obtain that reference before any job offer.

We seek two professional or character references. These references are obtained directly from the individuals you provide, aiming to gather objective and factual information relevant to your suitability for the role. We will investigate any inconsistencies further.

We strive to verify references directly with the referees through phone calls or face-to-face meetings whenever possible.

Ballon Dor does not accept open references, testimonials, or references from relatives.

Making Recruitment Decisions at Ballon Dor

Ballon Dor considers all available information during the decision-making process to ensure we select the best candidate for each role, including:

  • Application Materials: We carefully review your application form and supporting documents.
  • Identity Verification: Confirmation of your identity through original documents.
  • Reference Checks: Feedback obtained from your provided professional or character references.
  • DBS Checks (if applicable): Enhanced background checks conducted in line with UK regulations.
  • Interview Performance: We assess your performance and suitability during the interview.

WELCOME ABOARD

Congratulations! If you receive a job offer from Ballon Dor Football Academy, your official appointment will be contingent on completing a few critical steps:

  • Background Check (if applicable): We might require an enhanced DBS check by UK regulations.
  • Reference Verification: We will follow up with your professional or character references.
  • Medical Check (if applicable): A medical check might be necessary, depending on the role.
  • Qualification and Work Permit Verification: We will confirm your qualifications and employment eligibility in the UK.

To ensure a smooth onboarding experience, we'll utilise a personal file checklist. This checklist helps us track and verify all required paperwork in line with NCSL Safer Recruitment Training guidelines. We will retain the completed checklist in your confidential personnel file.

The Rehabilitation of Offenders Act 1974

Ballon Dor Football Academy positions involve working with children or vulnerable adults. Therefore, unlike some positions, the Rehabilitation of Offenders Act 1974 does not apply, meaning all applicants must declare any criminal convictions and cautions, regardless of when they occurred.

We understand this may be sensitive information. Ballon Dor is committed to safeguarding children and vulnerable adults; transparency is crucial.

DBS Checks

Background Checks for Certain Roles:

Some positions at Ballon Dor Football Academy involve "regulated activity", as UK regulations define it. An enhanced DBS check is mandatory for these roles before a new employee can begin work.

All Ballon Dor staff members must inform their manager of any new cautions or convictions between DBS checks.

DBS Check Copy

The FA DBS check service is now online and no longer issues physical certificates to employers. If your role requires a DBS check, you must provide one as soon as possible before starting work or any project involving regulated activity with children or vulnerable adults.

DBS Checks and Convictions

The Club takes a fair and lawful approach to reviewing DBS certificates with criminal record details. We consider:

  • The offence: We assess the seriousness, nature, and how relevant it is to the position.
  • Time passed: We consider how long ago the offence occurred.
  • Offence history: We view a single incident differently than a repeated pattern.
  • Change and explanation: We look for evidence of positive change and consider any explanation offered.

If necessary, we will meet face-to-face with a manager to discuss the details, which may be part of the interview. After this meeting, we will make a final decision.

Ensuring Wellbeing: Physical and Mental Fitness

For roles involving regular contact with children, we prioritise the well-being of all. Therefore, before confirming an appointment, we ensure successful candidates possess the physical and mental fitness to fulfil the role's requirements effectively.

Induction Programme

Our comprehensive induction program equips you with everything you need to thrive at the Club. You'll understand our policies and procedures clearly, focusing on safeguarding protocols. We'll also outline expectations and codes of conduct, ensuring you feel confident and empowered to fulfil your role effectively.

Safeguarding Our Community: Centralised Vetting Records

To ensure the safety of everyone at the Club, we maintain a central record of recruitment and vetting checks for all staff and volunteers, complying with EFL/FA requirements. This centralised register, managed by the Safeguarding team, ensures all necessary checks are up-to-date and easily accessible.

The Academy DSO will regularly audit the register and report any findings to the Club as required.

Keeping Information Safe: Record Retention and Data Protection

We take data protection seriously. Interview notes for all applicants are securely stored for six months, allowing us to respond to potential data access requests, recruitment complaints, or inquiries from Employment Tribunals. After this period, we securely shred notes.

Employee information is kept centrally in a secure, locked cabinet, ensuring confidentiality.

Ongoing Training and Support

The Club understands that safeguarding goes beyond the initial hiring process. We're committed to your ongoing development by providing training and support tailored to your role, identified through annual reviews, which ensures you have the knowledge and skills to create a safe and positive environment for everyone.

Reporting Concerns

We are committed to fostering a safe environment for everyone. Should allegations of abuse against children or vulnerable adults arise, we will follow the Club's strict Disciplinary Policy if the allegations involve an employee's behaviour (physical, sexual, emotional abuse, or neglect).

In cases of dismissal or resignation due to such behaviour, the Club will report the circumstances to the Children's FA Safeguarding Unit, following our legal obligations.

Continuous Improvement

The Club Safeguarding Senior Manager champions this policy's ongoing effectiveness. As part of our annual policy review process, we regularly evaluate its implementation throughout the Club, ensuring our safeguarding practices remain robust and reflect best practices.