The Safer Recruitment and People Management Code of Practice (updated June 2026) must be followed for all appointments and recruitment to both voluntary and paid roles
Below is a reference summary for the recruitment of volunteers.
For recruitment of paid staff please see Section 3: Employees
For appointment of Elected Members please see Section 5: Elected Members
|
Section |
Stage |
Key features of stage (Code of Practice must be read for full information) |
|
4.1 |
Responsibilities |
A responsible person must be identified for each role recruited to that is within scope. Responsible person must have been safely recruited themselves and undertaken Safer Recruitment & People Management training in the last 3 years |
|
4.2 |
Role Description and Person Specification |
All roles within scope must have a role description and person specification. |
|
4.3 |
Advertise |
The ‘personal approach’ must only be used if there is no other option Other safer recruitment requirements must still be followed |
|
4.4 |
Application Process |
A standardised application form must be used Any gaps in chronology must be identified and further discussed with applicant |
|
4.5 |
Confidential Declaration |
Form must be completed for all roles requiring a DBS check |
|
4.6 |
Shortlisting |
Must be undertaken by the responsible person and one other
|
|
4.7 |
Interview |
There must be an interview even if only one applicant Interview panel must consist of a minimum of two people, one of whom has undertaken Safer Recruitment & People Management training in last 3 years Interviews must be face to face |
|
4.8 |
Pre appointment checks, including References |
No one must commence in role until all the pre appointment checks have been returned and are satisfactory |
|
4.9 (i) |
DBS Checks |
DBS must be applied for and certificate received before person commences in role |
|
4.9 (ii) |
Risk Assessing Criminal Record Information |
Local procedures for blemished DBS checks must be followed |
|
4.10 |
Appointment |
All appointments are subject to a satisfactory probation period (determined locally at outset) Volunteers must be given a volunteer agreement |
|
4.11 |
Induction |
Training requirements must be discussed along with who to report safeguarding concerns to. 1:1 meetings must be held with the person the new appointee reports to |
|
4.12 |
Settling in Process |
There must be regular meetings during the probation and settling in period For employees the grounds for extending probation or terminating contract at end of probation must be clearly explained |
|
4.13 |
Ongoing support, accountability, oversight and supervision |
The nature and form of ongoing support must be agreed at the end of a successful period of probation, and ideally face to face meetings should be held regularly |
|
4.14 |
Learning and Development |
In line with the Safeguarding Learning & Development Framework, learning and development for all roles that fall within the scope of this guidance is mandatory Note: Basic and foundation training must be completed within the probation period See Training for further details |
|
Section 1 of Code |
Data Protection, Record Keeping and Information Sharing |
Records of all pre-appointment checks must be retained and a record of ongoing support maintained |