2.1 Staff Recruitment, Selection and Training

2.1 Staff Recruitment, Selection and Training

Staff recruitment processes minimise the risk of engaging anyone unsuitable to work with children and young people, these include:

• Two professional reference checks for all new Staff prior to them commencing work for WAGGGS, including from their most recent employer. Referees must confirm the suitability for the candidate to work for a child and youth focused organisation.
• All WAGGGS Staff roles are risk assessed at team level or within the team with an updated register to understand the level of contact with children and young people and where applicable roles are subject to advanced vetting (as below) and updated at a minimum every 3 years.
  - Those in the UK will complete a Disclosure and Barring Service police check and where WAGGGS Staff are based outside of the UK (for example at World Centres), equivalent criminal background/ police checks will be conducted.
  - In countries where criminal background/police checks are not available, or are knownto be unreliable, an additional verbal reference check should be carried out.
• Compliance with the WAGGGS Code of Conduct and this Safeguarding Policy is in all staff contracts.