Voluntary and community early years sector
How to set up a voluntary or community run 'non for profit' early years business.
Committee run organisations
A voluntary management committee is a committed group of people who manage a community service. The committee is the employer of staff who work at the provision and is legally and financially responsible for the business.
Childcare established on a charitable basis has to have a voluntary management committee that ensures the objectives and aims of the setting are met on a "not for profit" basis.
This means:
- the outcomes for children and young people are the main focus
- any profit is reinvested back into the setting
Setting up a new early years and childcare group
If you're thinking about setting up a new early years and childcare group, find links below to help you understand the process - from choosing a legal structure and writing a constitution, to opening a back account and allocating roles and responsibilities.
Go to the Resource Centre website to find information on:
Managing finance
Managing the group's finances is a whole group's responsibility. The group will run smoothly if finances are managed well.
Find tools and practical tips on budgeting and planning for the future. A set of basic financial rules will help your group be consistent in how you handle money and keep records.
Go to the Resource Centre website to find information on:
Safer recruitment and management of staff
In a committee-run setting, the committee as a whole are legally responsible for employing staff, recruiting new committee members and all employment matters. As employment law changes regularly, it's essential to know the Safer recruitment 12 steps checklist.
Safer recruitment 12 steps checklist
Follow the 12 steps to safer recruitment so only the most suitable candidates are recruited to work with children and young people.
Before you release the post
Step 1. Make sure you have an up to date recruitment and selection policy that describes the process and roles before you begin.
Step 2. Make sure your organisation has a safeguarding policy and that a safeguarding statement about the organisation’s commitment to safeguarding is included in all recruitment and selection materials.
Step 3 . Make sure you have an up to date job description and person specification for the role(s) you wish to recruit to, that have been agreed with the recruiting manager.
Step 4. Make sure you have an appropriate advertisement prepared that contains all necessary information about the role, timetable for recruitment and your commitment to safeguarding.
Step 5. Make sure you have compiled a suitable job application information pack containing all the required information about the organisation, role, recruitment timetable, safeguarding policy or statement and application form.
Before you interview
Step 6. Make sure that each application received is scrutinised in a systematic way by the shortlisting panel in order to agree your shortlist before sending invitations to interview.
Step 7. Make sure all appropriate pre-employment checks will be undertaken.
Step 8. Make sure that all shortlisted candidates receive the same letter of invitation to interview, supplying them with all necessary information
Before you select your preferred candidate
Step 9. Make sure that a face-to-face interview is conducted for all shortlisted candidates based on an objective assessment of the candidate’s ability to meet the person specification and job description.
Step 10. Make sure all specific questions designed to gain required information about each candidate’s suitability have been asked, including those needed to address any gaps in information supplied in the application form.
Before you formally appoint
Step 11. Make sure that you are able to make a confident selection of a preferred candidate based upon their demonstration of suitability for the role.
Step 12. Make sure that your preferred candidate is informed that the offer of employment (including volunteer positions) is conditional on receiving satisfactory information from all necessary checks.
Make sure you're advertising and paying your staff correctly.
National Minimum Wage (NMW) is a minimum amount per hour that most workers in the UK are entitled to be paid and includes apprentices.
DBS check
All staff and volunteers must have a DBS (Disclosure Barring Service) check completed prior to starting work.
Becoming a Charitable Incorporated Organisation (CIO)
More useful links
Find useful information on the following websites:
- Safety Net is "working with communities to keep children safe", Safety Net works to improve safety and well-being for children, young people and families at home, school and in their communities
- Resource Centre is "a really useful place for community groups", Resource Centre provides an information service, equipment to hire and a self-service print and design service
- Community Works "gives community groups and voluntary organisations the support and the platform they need to make as big a difference as possible to local lives and issues"
- Charity Commission is the government organisation that registers and regulates charities in England and Wales
- ACAS (Advisory, Conciliation and Arbitration Service) "supports good relationships between employers and employees which underpin business success and when things go wrong we help by providing conciliation to resolve workplace problems", ACAS provides free and impartial information and advice to employers and employees on all aspects of workplace relations and employment law