Rockingham Colliery Cricket Club

Leading cricket within the local community since 1874

Recruitment and Appointment Policy

Introduction

Rockingham Colliery Cricket Club has adopted the Recruitment Policy outlined in ‘Safe Hands’. This includes their guidance on planning, application forms, interviews, references, vetting procedures, recruitment decisions and post recruitment support.
When recruiting new volunteers or paid staff we aim to undertake all reasonable steps to ensure unsuitable people are prevented from working with children. We are committed to providing a safe environment for children to learn the game of cricket and by adopting the points outlined in this policy we are putting in place the best current practice to protect children.
We also aim to be consistent and fair at all times during the recruitment process.

This policy describes the process of appointing volunteers or paid staff who will oversee or work with anyone under the age of 18 years (young people), on a regular basis and on behalf of Rockingham Colliery Cricket Club Cricket Club.

The Policy

Planning
The first of any recruitment process involves planning. Club officials should draw up a profile that highlights the main areas of an identified voluntary role. They should also decide upon the skills and experience that an individual would need to fulfil the requirements of a job and draw up a person specification.

Application Forms
If determined by the committee an applicant should fill in a Rockingham Colliery Cricket Club application form which will be looked at by minimum of two club officials. At this stage the club will look to confirm the identity of the applicant (passport or driving license).

Meeting/Interview
Rockingham Colliery Cricket Club will try to meet at least once with any applicant and ideally with two or more club officials present. Questions should be prepared in advance and the applicant must be given the opportunity to recount previous experiences and give examples of how they would have handled, or would handle, situations. Whilst it is important to gain information regarding the applicants technical capabilities that are relevant to the post, it is also necessary to explore attitudes and commitment to child welfare. Ideally the Club Welfare Officer should be involved with this process.

References
At least two references should be requested from individuals not related to the applicant. One reference should be related to the applicant’s place of work and if possible one that demonstrates his or her previous involvement with sport or children. Both references should contain a statement relating to the referees’ awareness of the responsibilities the post applied for requires. If the references raise concerns then the ECB Child Protection Team can be contacted for advice.

Vetting Procedures
If the post involves the person coming in to regular and direct contact with children or unsupervised access to children then a Disclosure and Barring Service (DBS) check will be obtained. The Club Welfare Officer will be involved in this process. The Club Welfare Officer will also ensure the DBS, if relevant is repeated every three years. Individuals should not commence their role until the County Cricket Board or the ECB Child Protection Team confirms an outcome of the DBS application process. If the applicant claims to already have an ECB DBS check then the Club Welfare Officer will seek confirmation of this.

Recruitment Decisions
Rockingham Colliery Cricket Club will consider all the information received via the application form, confirmation of identity, the outcome of the take up of references as well as the outcome of the ECB DBS check. This information will then be considered alongside the outcome of the meeting/interview to make an informed decision as to whether or not to accept the applicant into the club.

Post Recruitment
It is advisable that once a new volunteer has been recruited some follow up action may be required. For example, any qualifications should be substantiated (request photocopies of coaching certificates). Also, new volunteers should be made aware of and signed up to Rockingham’s appropriate policies.

As a Club we will endeavour to support our new staff and volunteers by providing them with the relevant training and offering ongoing training (Coaching courses, first aid courses, scorers and umpire courses etc).We will also offer a period of supervision/observation or mentoring if required.

Revised November 2017

%d bloggers like this: