Safer Recruitment & DBS Policy
Document control | |
Policy reference | AU-POL-18 |
Version | 1.0 |
Approved by | Board of Directors, Apex Up CIC |
Date adopted | 4 June 2026 |
Last reviewed | 4 June 2026 |
Next review due | 4 June 2027 (or sooner if legislation or guidance changes) |
Policy owner | Director, Apex Up CIC |
Applies to | All directors, staff, sessional coaches, volunteers, students and anyone acting on behalf of Apex Up CIC |
Apex Up CIC Safer Recruitment & DBS Policy
1 Policy statement
Apex Up CIC is committed to safer recruitment as a key part of safeguarding. We want to attract and keep good people, while making sure that everyone who works or volunteers with children and adults at risk is suitable to do so. We apply the same care to paid staff, sessional coaches and volunteers.
2 Purpose and scope
This policy explains how we recruit and check staff and volunteers. It applies to everyone involved in recruiting on our behalf and to everyone being recruited into a role with us.
3 Our principles
We recruit fairly and on merit, in line with our Equality, Diversity & Inclusion Policy, while keeping the safety of children and adults at risk at the centre of every decision. We make clear in our recruitment that safeguarding is everyone’s responsibility, and we check suitability before anyone has unsupervised contact.
4 The recruitment process
For each role we use a clear description of the duties and the person we are looking for. We ask candidates to complete an application, we interview them, and we explore any gaps in their history. We take up references, verify identity and the right to work, and check relevant qualifications. We discuss safeguarding at interview to test attitudes as well as skills.
5 DBS checks
Everyone working in regulated activity must have an enhanced Disclosure and Barring Service (DBS) check, including the relevant barred list check, before they begin unsupervised work. We assess the suitability of anyone whose check shows relevant information, renew checks at appropriate intervals, and require staff and volunteers to tell us of any change in their circumstances that could affect their suitability.
6 Induction, records and ongoing suitability
New staff and volunteers receive an induction that includes our Safeguarding and Code of Conduct policies, and they work under supervision until checks and training are complete. We keep a central record of identity, references, DBS checks, qualifications and training, with renewal dates, and we continue to monitor suitability and act on any concern.
7 Review
This policy links to our Safeguarding, Volunteer and Code of Conduct policies and is reviewed at least annually, and sooner if guidance changes.
AU-POL-18 | Version 1.0 Page 2 of 3
Apex Up CIC Safer Recruitment & DBS Policy
Approval and adoption
This Safer Recruitment & DBS Policy has been approved and adopted by the Board of Directors of Apex Up CIC. It will be reviewed at least every twelve months, and sooner if there is a change in legislation, national or local guidance, or following any relevant incident or learning.
Policy reference | AU-POL-18 |
Version | 1.0 |
Date adopted | 4 June 2026 |
Next review due | 4 June 2027 |
Signed on behalf of the Board of Directors of Apex Up CIC:
Muhammed Zahir
Director, Apex Up CIC
Date: 4 June 2026