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 Link to SRPM guidance | 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 Link to SRPM guidance | All roles within scope must have a role description and person specification. |
| 4.3 | Advertise Link to SRPM guidance | 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 Link to SRPM guidance | A standardised application form must be used Any gaps in chronology must be identified and further discussed with applicant |
| 4.5 | Confidential Declaration Link to SRPM guidance | Form must be completed for all roles requiring a DBS check |
| 4.6 | Shortlisting Link to SRPM guidance | Must be undertaken by the responsible person and one other |
| 4.7 | Interview Link to SRPM guidance | 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 Link to SRPM guidance | No one must commence in role until all the pre appointment checks have been returned and are satisfactory |
| 4.9 (i) | DBS Checks Link to SRPM guidance | DBS must be applied for and certificate received before person commences in role |
| 4.9 (ii) | Risk Assessing Criminal Record Information Link to SRPM guidance | Local procedures for blemished DBS checks must be followed |
| 4.10 | Appointment Link to SRPM guidance | All appointments are subject to a satisfactory probation period (determined locally at outset) Volunteers must be given a volunteer agreement |
| 4.11 | Induction Link to SRPM guidance | 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 Link to SRPM guidance | 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 Link to SRPM guidance | 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 Link to SRPM guidance | 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 Link to SRPM guidance | Records of all pre-appointment checks must be retained and a record of ongoing support maintained |