10. Letter of Appointment to Successful Candidate

Once a decision has been made and all checks satisfactorily completed and the offer of appointment confirmed, with agreed start dates, a letter of confirmation can be sent to the successful candidate.

The letter must be clear and state:

The conditions of the offer i.e. subject to a clear enhanced Disclosure and Barring (DSB) check, (see Appendix E for what to do if a compromised DBS check is received). Completion of all checks relating to identity, qualification verification and health declaration and the receipt of suitable references if not received prior to interview. Please note that individuals should not be asked any health questions before a provisional offer is made. Remember that the successful applicant should not start work until a clear enhanced DBS check is received. If it is necessary for the applicant to start before this is received they must not be allowed unsupervised access to children at any time. A detailed risk assessment form must be completed and held on the person's file. The successful applicant may not start work at all until a clear enhanced DBS check has been applied for
Conditions of employment
Details of the induction process
Details of the probationary period
What to bring on the first day e.g. proof of identity (e.g. passport, driving licence), original certificates, proof of eligibility to work in the UK, P45 if appropriate, and health declaration. These are required for photocopying to be held on the new employee's personal file
National Insurance and bank details

When working directly with children, practitioners must not be under the influence of alcohol or any other substance which may affect their ability to care for children. Providers must ensure that where practitioners are taking medication which may affect their ability to care for children, those practitioners should seek medical advice.

Providers must then ensure that those practitioners only work directly with children if medical advice confirms that the medication is unlikely to impair that staff member's ability to look after children properly. Staff medication on the premises must be securely stored, and out of reach of the children, at all times. (Section 3 - The safeguarding and welfare requirements - staff taking medication/other substances - Statutory Framework for Early Years Foundation Stage).

A health declaration should be provided to all new staff at the point of appointment and should be prior to the individual starting their role.

A letter inviting applicants to interview should be set out using the following format:

Dear <Applicant's name>,

<Main body of letter> (Including relevant information from the bullet points above)

Yours sincerely,