9. Recruitment Policy

Recruitment Policy

As normal good practice and to prevent unsuitable people from working within cricket, Hartley Wintney Cricket Club will adopt a recruitment and selection policy for all volunteers to ensure that every applicant is treated in a fair and consistent manner.

The following provides the key steps to ensuring that the appropriate Adults are working with Young People in cricket.

Planning

Club officials should draw up a profile, highlighting the main areas of the identified role. They should decide upon the skills and experience an individual would need to fulfil the requirements of the role and draw up a person specification.

Application Forms

At least two officials should look at completed application forms to ensure that a fair and equitable scrutiny is completed. The club will ensure that identification documents are seen to confirm the identity of the applicant ie a passport or driving licence.

Meeting/Interview

Club officials should meet with all applicants prior to a recruitment decision being made. More than one official will be present. The meeting/interview will enable the club to further explore the information provided in the application form. The questions to be asked must be prepared in advance and must provide the applicant with the opportunity to recount previous experiences and give examples of how they have handled, or would handle situations.

The Club will explore attitudes and commitment to child welfare, seeking information about previous experience with children, enquiring whether there is anything the club should know about an individual’s suitability to work with children, and whether an individual has been refused work with children.

References

At least two references will be requested from individuals who are not related to the applicant. One reference will be associated with the applicant’s place of work and if possible, one that demonstrates the individual has been involved in sport, particularly children’s cricket previously. The Club will require a statement from both references relating to the referees awareness of the responsibilities of the post applied for. References will be followed up prior to any offer of appointment being made. If the references raise concerns, the club will contact the ECB Child Protection Team for advice and guidance.

Vetting Procedures

Where the identified role would bring the person into regular, direct, personal and possibly individual contact with children the CRB Disclosure Process will be used. If an applicant is from outside the UK or has lived outside the UK within the last five year, then alternative vetting procedures may be required (detailed later).

Once a person has been appointed, the CRB Disclosure Process should be used and the individual advised that he/she cannot take up the post until an outcome of the application is confirmed by the County Cricket Board or the ECB Child Protection Team. If an applicant claims to already have an ECB Enhanced Disclosure, the Club will seek confirmation of this from the County Cricket Board Development Manager, the County Welfare Officer or the ECB Child Protection Team.

Recruitment Decisions

The Club will consider all the information received via the application form, confirmation of identify, the outcome of the take up of references as well as the outcome of the ECB Enhanced Disclosure. This information will be considered alongside the outcome of the meeting/interview to make an informed decision as to whether or not to accept the applicant into their club.

Staff must receive an induction which includes verification of their qualifications as a Coach/Umpire, signing up to the ECB Code of Conduct, clarification of the roles and responsibilities of the job, an explanation of Welfare of Young People policies and procedures and an introduction to Club colleagues and members.

Post Recruitment

The club will take the following actions:

• qualification will be substantiated, eg requesting photocopies of coaching certificates
• new volunteers are made aware of and sign up to the club’s child protection policy and procedures, best practice guidelines and codes of conduct.
• any training needs are established and actioned
• a statement of the roles and responsibilities of the new volunteer is prepared
• a short period of supervision/observation or mentoring may be introduced to support the new volunteer.

Umpires and Scorers

Umpires and scorers are usually organised through a regional or league appointment panel. However, where the Club is appointing an Umpire and/or a Scorer, the club will ensure he/she has been through an appropriate recruitment process, has been through the vetting process with the ECB, and agrees to abide by the Code of Conduct for Members and Guests whilst umpiring/scoring.

Overseas Criminal Record Checks

The Club recognises that checks will need to be undertaken on post holders regardless of their nationality. Different countries have varying methods for providing background checks and not all countries are able to provide this service. The Club will check with the CRB website and/or the ECB Child Protection Team for guidance on applicable procedures.

Overseas checks will be undertaken on British passport holders who have lived abroad in the past 5 years. The Club has an Overseas Vetting Form (attached) which must accompany any overseas check submitted to the ECB. Overseas checks should normally be organised before the individual arrives in the UK whenever possible.

Reviewed April 2023. Next Review April 2025.