Recruitment Policy | Revolution Performing Arts
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Recruitment Policy

Revolution Performing Arts Ltd

Incorporating changes effective from 1 September 2026

Last reviewed: 29 July 2026

Next review: July 2027

1. Policy Statement

Revolution Performing Arts Ltd is an Equal Opportunities Employer and is committed to recruiting the best person for every post. We will ensure fair and equal opportunities for all potential and existing employees, freelancers, volunteers and trustees, regardless of gender, marital status, family status, age, disability, race, sexual orientation, membership of the Travelling Community, religious belief or any other protected characteristic.

Because our work brings staff, freelancers and volunteers into contact with children and young people, recruitment at Revolution Performing Arts Ltd will always be carried out in line with safer recruitment practice. This means that safeguarding and promoting the welfare of children is a central, explicit part of every recruitment decision — not an add-on — and applies equally to paid staff, freelance tutors and workshop leaders, and volunteers.

2. Legal Framework

This policy is underpinned by:

  • Keeping Children Safe in Education (statutory guidance, 2026 edition, effective 1 September 2026)
  • The Childcare Act (Early Years Services) Regulations
  • The Safeguarding Vulnerable Groups Act 2006
  • The Crime and Policing Act 2026, which removes the supervision exemption from regulated activity for volunteers with effect from 1 September 2026
  • The Employment Equality Acts
  • The Freedom of Information Act
  • Data protection law: the UK GDPR, the Data Protection Act 2018 and the Data (Use and Access) Act 2025

3. Rationale

Our safer recruitment policy outlines how Revolution Performing Arts Ltd will recruit and select the best, safest candidate for every role, whether paid or unpaid. A transparent, consistent process ensures we follow a lawful procedure, that job descriptions meet the needs of our service and our safeguarding responsibilities, that every candidate is assessed against consistent criteria, and that no one begins work with children until their suitability has been properly checked.

4. Scope

This policy applies to everyone recruited to work with, or in a role that gives them access to, children and young people at Revolution Performing Arts Ltd: permanent and casual employees, freelance tutors and workshop leaders, volunteers, and trustees/directors.

From 1 September 2026, the definition of who is treated as being in “regulated activity” changes. Previously, a volunteer who was properly supervised by someone already in regulated activity could fall outside that definition. That supervision exemption is removed from 1 September 2026. This policy has been updated to reflect that change — see section 5.7 below.

5. Recruitment Procedure

This policy specifies the procedure we follow when recruiting employees, freelancers, volunteers and trustees.

5.1 Job Description and Person Specification

The job description explains the role, including main duties, and states clearly where the role involves responsibility for safeguarding and promoting the welfare of children. The person specification describes the qualifications, experience and characteristics required. All candidates are given a copy of both in advance of interview.

5.2 Advertise

Every advertisement, internal or external, states Revolution Performing Arts Ltd’s commitment to safeguarding and makes clear that any offer is subject to satisfactory references and the relevant DBS check. We decide, on a role-by-role basis, whether a vacancy is advertised internally, externally, or both, and ensure staff on leave are made aware of vacancies. The advertisement specifies how to apply and confirms that a completed application form — not a CV alone — is required.

5.3 Application

Candidates complete a full application form covering their complete employment history, with any gaps explained. Applicants are asked to self-declare any relevant convictions, cautions or ongoing investigations, in line with our safeguarding responsibilities.

5.4 Shortlist

  • A scoring sheet is developed based on the criteria set out in the job description and person specification.
  • A shortlisting panel, consisting of the owner and manager, selects candidates using these criteria and follows up on any unexplained gaps in employment history.

5.5 Interview

  • A suitable interview panel is convened, with more than one person wherever possible, to help ensure a balanced outcome. Where possible, the panel represents both sexes.
  • Candidates’ identity is confirmed against photo ID at interview.
  • Questions assess the competencies, skills and experience set out in the job description and person specification, and explore the candidate’s understanding of, and attitude towards, safeguarding children.
  • A scoring sheet and detailed notes are maintained for every candidate, showing how marks were allocated and how any gaps or discrepancies were explored.
  • Candidates confirm they are happy for Revolution Performing Arts Ltd to contact the two references named in their application.

5.6 Pre-Appointment Checks

No individual — paid or unpaid — starts work in a role involving contact with children until the following checks have been satisfactorily completed and verified directly by Revolution Performing Arts Ltd:

  • An enhanced DBS check, including a children’s barred list check where the role is in regulated activity (see 5.7 below).
  • Proof of identity.
  • Right to work in the UK.
  • Verification of relevant qualifications.
  • At least two satisfactory references, one of which must be from the most recent employer or, for volunteers, an appropriate character/safeguarding reference. References are obtained and scrutinised directly by us, not supplied by the candidate, and must address suitability to work with children.
  • Where a candidate has lived or worked outside the UK, appropriate overseas checks and criminal record information, in line with current statutory guidance.
  • Where relevant to the role, a check against the Teacher Regulation Agency prohibition list.

Where we use a freelancer, tutor or agency worker, we obtain written assurance from the individual or agency that the equivalent checks have been carried out, and retain evidence of that assurance.

5.7 Volunteers and Regulated Activity — Change Effective 1 September 2026

Until 31 August 2026, a volunteer who was properly supervised by a person already in regulated activity could, in some circumstances, fall outside the definition of regulated activity and therefore not require a children’s barred list check. From 1 September 2026, that supervision exemption no longer applies.

From 1 September 2026, a volunteer will be treated as being in regulated activity — regardless of supervision — if they teach, train, instruct, care for or supervise children and either:

  • they do so frequently; or
  • they meet the “period condition”: carrying out the activity on more than 3 days in any 30-day period, or overnight.

Any volunteer meeting this threshold must have an enhanced DBS check with children’s barred list information before starting, and before continuing in the role if they are already volunteering with us. DBS checks for volunteers remain free of charge. Occasional, one-off helpers (for example, a parent assisting at a single non-residential event) are not automatically caught, but we will keep this under review, since an occasional helper can become a regular volunteer over time.

Ahead of 1 September 2026, we will audit all current volunteer roles, record how often each volunteer attends, and put the appropriate DBS check in place in good time — not left until the start of the new academic year.

5.8 Single Central Record

Revolution Performing Arts Ltd maintains a Single Central Record of the recruitment checks completed for every member of staff, freelancer, volunteer and trustee who works with children.

The record covers identity checks, right to work, qualifications, DBS/barred list checks (including the date and disclosure number), references, and, where applicable, overseas checks. The record is reviewed regularly for accuracy and kept up to date, in line with the increased emphasis on Single Central Record oversight in the 2026 statutory guidance.

5.9 Induction

All new starters — whether employed, freelance or volunteering — receive an induction covering our Safeguarding and Child Protection Policy, our Code of Conduct, and our Whistleblowing Policy, and sign to confirm they have read and understood these before starting unsupervised work with children.

5.10 Ongoing Suitability

  • Staff and regular volunteers are encouraged to join the DBS Update Service, so checks can be kept current.
  • DBS and barred list checks are refreshed in line with our Safeguarding Policy and any statutory requirements.
  • All staff, freelancers and volunteers complete safeguarding training appropriate to their role, with regular refreshers.
  • The Code of Conduct is reviewed and re-signed annually.

6. Records and Data Protection

Records of shortlisting, interviews and all recruitment and vetting checks are retained securely for a minimum of 12 months, or longer where required for safeguarding, employment or legal purposes, in line with our Data Protection Policy and current data protection law (UK GDPR, Data Protection Act 2018 and Data (Use and Access) Act 2025).

7. Review

This policy was last updated on 29 July 2026 to reflect the safer recruitment changes taking effect from 1 September 2026 under Keeping Children Safe in Education (2026) and the Crime and Policing Act 2026. It will be reviewed annually, or sooner if there is a relevant change in legislation or statutory guidance.