Freeframe CIC | Author: Angela Jackson | July 2026

Trauma-aware, values-led, and mental-health focused

1. Purpose and Safeguarding Commitment

Freeframe CIC is committed to creating safe, growth-focused environments for people affected by trauma, mental-health challenges, and other vulnerabilities. Safeguarding is central to our mission and is embedded throughout recruitment, induction, supervision, and ongoing practice.

• Recruitment activity is designed to deter unsuitable applicants and promote safe working practices.
• Every job advertisement states Freeframe’s safeguarding commitment and explains that robust screening applies.
• Safer recruitment measures apply to staff, contractors, tutors, volunteers, office personnel, and anyone working on behalf of Freeframe, whether or not they have direct contact with vulnerable adults or children.
• Everyone involved in recruitment understands their responsibility to support safeguarding, fair assessment, and a safe learning environment.

2. Fair, Inclusive, and Transparent Recruitment

Freeframe recruits with fairness, consistency, and respect. Selection decisions are based on clear role criteria, relevant skills, safeguarding responsibilities, and alignment with Freeframe’s trauma-aware values.

• Inclusive access: Reasonable adjustments are offered for disability, neurodiversity, and mental-health needs.
• Clear criteria: Job descriptions identify essential competencies, safeguarding duties, and expected values.
• Open competition: Candidates are assessed on merit and their ability to meet the requirements of the role.
• Professional treatment: Internal and external applicants are treated consistently and respectfully.

3. Pre-Employment and Vetting Checks

No individual may begin work until all required checks have been completed, reviewed, and recorded. These checks apply to staff, tutors, volunteers, contractors, and anyone acting on behalf of Freeframe.

• DBS checks: Enhanced DBS checks are required for all staff and tutors. Barred list checks are completed where the role involves regulated activity. For staff registered with the DBS Update Service, an annual update check is completed; any change requires a new enhanced DBS check.
• PVG checks: PVG checks are completed where applicable to Scottish operations or roles.
• References: At least two independent written references are required. One must be from the most recent employer, and references must comment on the candidate’s suitability to work with vulnerable people. Open references are not accepted.
• Identity, right to work, and qualifications: Proof of identity, right to work in the UK, and original certificates for relevant qualifications are verified before appointment.
• Employment history: A full chronological employment history is required. Gaps, anomalies, or unclear information must be explored, explained, and documented.
• Overseas checks: Overseas police or conduct checks are obtained where relevant.

4. Application Review and Shortlisting

Applications are reviewed carefully to assess suitability for trauma-aware mental-health work and to identify any issues that need clarification before interview.

• Assess each application against the essential criteria for the role.
• Identify employment gaps, inconsistencies, or safeguarding-relevant concerns.
• Record points that should be explored during interview.
• Shortlist only candidates who meet the essential criteria, unless further clarification is required.

5. Competency and Values-Based Interviews

Interviews are conducted by a trained panel of at least two people. Questions are structured to assess professional judgement, safeguarding awareness, and the candidate’s ability to work safely in emotionally sensitive environments.

• Values-based questions explore empathy, boundaries, professionalism, and reflective capacity.
• Safeguarding scenarios test judgement, escalation, and awareness of risk.
• Trauma-aware practice questions assess relational safety, understanding of triggers, and the ability to maintain appropriate boundaries.
• Employment gaps, discrepancies, and DBS-related disclosures are clarified and recorded.

6. Mental Health and Fitness to Work

As a mental-health provider, Freeframe requires candidates to complete a confidential pre-employment health questionnaire. The purpose is to confirm fitness for the specific responsibilities of the role and to identify any reasonable adjustments required under the Equality Act.

• Information is handled sensitively, confidentially, and only by those who need access.
• Fitness-to-work decisions are made fairly and with regard to role requirements.
• Reasonable adjustments are considered and documented where appropriate.

7. Conditional Offers

All offers of employment are conditional until the required checks have been completed and the outcome has been assessed as satisfactory.

• DBS or PVG checks have been completed and reviewed.
• References have been received and verified.
• Identity, qualifications, and right to work in the UK have been confirmed.
• Employment history has been checked and any gaps explained.
• The health questionnaire has been reviewed where required.
• Mandatory induction has been completed.

Candidates should not resign from current employment until all appointment conditions have been met.

8. Data Protection and Ethical Information Handling

Freeframe processes recruitment information in accordance with UK GDPR, data protection law, and internal privacy policies. Personal and sensitive information is handled with care, confidentiality, and respect.

• Sensitive mental-health disclosures are handled confidentially.
• Recruitment data is stored securely with controlled access.
• Online checks are not carried out unless justified by exceptional safeguarding circumstances.
• Retention and deletion procedures are clear, proportionate, and consistently applied.

9. Induction, Training, and Ongoing Support

All new staff, volunteers, tutors, and contractors receive a structured induction, regardless of previous experience. Induction reinforces Freeframe’s safeguarding culture and supports safe practice from the start of the role.

• Safeguarding training and reporting procedures.
• Trauma-informed practice and relational safety.
• Data protection, confidentiality, and information handling.
• Review and sign-off of the Safeguarding Policy, Whistleblowing Policy, and Code of Conduct.
• Introduction to Freeframe systems, procedures, and supervision arrangements.
• Early monitoring of boundaries, professionalism, and safe working relationships.

The induction period gives new staff and volunteers time to ask questions, raise concerns, understand expectations, and receive support during probation.

10. Suitability for Mental-Health and Training Work

Freeframe roles require emotional maturity, reflective practice, and the ability to hold space safely. Suitability is assessed throughout recruitment, induction, supervision, and ongoing practice.

• Values alignment: Compassion, curiosity, anti-oppressive practice, professionalism, and strong boundaries.
• Trauma and mental-health awareness: Relevant experience is considered carefully, including lived experience where it is stable, supported, and appropriate to the role.
• Training competence: The ability to facilitate groups safely, manage triggers, and maintain psychological safety.

11. Governance, Responsibility, and Continuous Improvement

Recruitment is overseen by trained staff who understand safeguarding, trauma-aware practice, safer recruitment requirements, and Freeframe’s values.

• HR, safeguarding leads, and hiring managers are responsible for ensuring recruitment processes are safe, fair, and compliant.
• Freeframe follows applicable DBS, PVG, Equality Act, safeguarding, and data protection requirements.
• Contractors and external partners must meet Freeframe’s safer recruitment standards where relevant.
• Recruitment practices are reviewed regularly so policies remain current, trauma-aware, values-led, and aligned with legislation and sector guidance.