Telephone Number:- 02380 864 228 Calmore Infant School Calmore Drive  Calmore, Totton SO40 - 2ZZ AT CALMORE Registered Charity Number:- 1062510
© Caterpillars Pre-school 2018
Employment & Staffing
At Caterpillars we provide a staffing ratio in line with the Welfare requirements of the Early Years Foundation Stage to ensure that children have sufficient individual attention and to guarantee care and education of a high quality. Our staff are appropriately qualified and we carry out checks for criminal and other records through the Disclosure and Barring Service in accordance with statutory requirements. Procedures Ratios: To meet this aim we use the following ratios of adult to children: Children aged 2 years  of age: 1 adult: 4 children Children aged 3 to 7 years of age: 1 adult : 8 children A minimum of four staff/adults are on duty at any one time. We use a keyworker approach to ensure that each child has a named member of staff with whom to form a relationship and who plans with parents for the child’s well-being and development in the setting.  The key person meets regularly with the family for discussion and consultation on their child’s progress. We hold regular staff meetings to undertake curriculum planning and to discuss children’s progress, their achievements and any difficulties that may arise from time to time. Vetting & Staff Selection We work towards offering equality of opportunity by using non-discriminatory procedures for staff recruitment and selection. All staff have job descriptions which set out their staff roles and responsibilities. We welcome applications from all sections of the community.  Applicants will be considered on the basis of their suitability for the post, regardless of marital status, age, gender, culture, religious belief, ethnic origin or sexual orientation. We keep all records relating to employment of staff volunteers, in particular those demonstrating that checks have been done, including the date and number of the enhanced CRB/DBS check. The pre-school will pay the costs of DBS check for new employees, unless they leave within 6 months, when the cost will be repayable to the setting.  New staff will be required to join the update service. Training & Staff development Our setting Manager, Supervisor and Deputy hold a minimum Level 3 qualification, and a minimum of half the remaining staff must hold the Level 3 qualification. When setting budgets each year we allocate money for training. We are committed to recruiting, appointing and employing staff in accordance with all relevant legislation and best practice. Managing staff absences & contingency plans for emergencies Our staff are expected to take their holiday breaks when we are closed.  Where staff may need to take time off for any reason other than sick leave or training, this is agreed with the Manager with sufficient notice. Where staff are unwell and take sick leave in accordance with their contract of employment, we organise cover to ensure ratios are maintained. Sick leave is monitored and action is taken where necessary in accordance with the contract of employment. We have contingency plans to cover staff absences. References to other relevant policies: Safeguarding Children & Child Protection, Confidentiality & Client Access to records, Information Sharing, Valuing Diversity & Promoting Equality , Achieving Positive Behaviour, The Role of the Key Person, Children’s Records Policy Monitoring and Evaluation Information This policy will be monitored and evaluated as per our rolling programme at staff meetings. It will be reviewed annually by the Chairperson in conjunction with the staff team and Committee unless new legislation or an incident occurs which requires an immediate review of the policy    This policy was adopted on: July 2017