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04 Other Considerations
Data Protection
103. Employers should also give regard to the requirements of the Data Protection Act. Guidance, including an Employment Practices Code is available from the Information Commissioner's Office: http://www.ico.gov.uk/ This covers relevant considerations including the need to retain records securely, the principle that personal data shall be adequate, relevant and not excessive in relation to the purpose or purposes for which they are processed and that an applicant's permission is needed before his/her personal data is disclosed to a third party.
Post-Selection Considerations
104. Safer recruitment and selection is not of course the only element of safeguarding and promoting the welfare of vulnerable people. Induction, training and ongoing discussions, for example, offer opportunities to make staff aware of various matters including:
- Policies and procedures in relation to safeguarding and promoting welfare, e.g. child/vulnerable adult protection, physical intervention/restraint, intimate care
- Safe practice and the standards of conduct and behaviour expected of staff
- How and with whom any concerns about those issues should be raised
- Other relevant personnel procedures, e.g. disciplinary, whistle-blowing.
105. Monitoring of the recruitment process, induction arrangements and staff movement will allow for future recruitment practices to be better informed. It may cover:
- staff turnover and reasons for leaving;
- exit interviews;
- attendance of new recruits at child protection training.
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