Regulation 9 in Kildare
Management and Recruitment: 57 non-compliance(s) in the latest reports we read.
An inspection records what inspectors saw on one day; services respond with corrective actions — how to read this.
9 June 2026
Tender Years Creche, Naas · Regulation 9 — Management and recruitment
- See Statutory Notice section in relation to Improvement Notice IN0944 served
18 May 2026
Little Legends, Naraghmore · Regulation 9 — Management and recruitment
- (a)(b) Two references in respect of two adults were not accepted as they were not from a recognised reputable source
- (c) See Statutory Notice section in relation to Immediate Action Notice IAN1764 served. (d) See Statutory Notice section in relation to Immediate Action Notice IAN1764 served
Provider's corrective action:
- A recruitment and onboarding checklist will be created to include mandatory Garda Vetting verification step before any staff member can commence work. The Preschool Manager will verify and sign off on all vetting documentation before a start date is confirmed. A staff file checklist will be completed and verified before employment commences to ensure all required documents, including Police Clearance Certificates where applicable, are obtained and filed
14 May 2026
Bright Beginnings Brownstown, Curragh · Regulation 9 — Management and recruitment
- See Statutory Notice section in relation to Improvement Notice IAN1762 served
14 May 2026
Cookies' Early Learning Centre Ltd, Cellbridge · Regulation 9 — Management and recruitment
- See Statutory Notice section in relation to Immediate Action Notice IAN0823 served
- Documentation reviewed evidenced that the procedures specified above under 9(2) had not been carried out for all adults prior to commencing employment in the service, as detailed above under regulation 9(2) and as follows. - Garda vetting available for two adults was dated after the adult’s commenced employment. One adult commenced employment on 11 September 2023 and Garda vetting was obtained on 03 October 2023. One adult commenced employment on 09 September 2024 and Garda vetting was obtained on 28 October 2024. - References for one adult were sought and validated after the adult commenced employment. The adult commenced employment on 09 September 2024. The first reference was dated 22 October 2024 and had been validated on 01 November 2024. The second reference was dated 12 November 2024 and had been validated on 13 November 2024. This regulation was non-compliant on the last inspection on 14 January 2026. The corrective and preventive actions submitted by the registered provider did not prevent recurrence of this non-compliance
- There was no evidence available to demonstrate that one adult who was employed to work directly with the children in the service held a relevant major award in Early Childhood Care and Education on the National Framework of Qualifications or equivalent
- Whilst it was acknowledged that there was an induction process and training in place, inspectors found that the registered provider did not demonstrate that they had taken all reasonable measures to ensure that all employees were appropriately supervised and provided with sufficient information and training to safeguard the health, safety and welfare of children attending the service and to comply with the regulations as follows. • The staff training policy in place stated that training needs are identified through support and supervision. Through a review of records and discussions with staff, it was evident that all staff had not received regular support and supervision. A sample of six staff supervision records were reviewed. There was no record of formal supervision available for one staff member and the most recent records of formal supervision for three other staff were dated 29 and 30 October 2025. This was at variance with the service staff supervision policy which stated that supervision meetings will occur every two months. • It was not evident that management and staff had received appropriate training and information from the registered provider regarding the risk assessments carried out in the service. Records of daily risk assessments were available and completed. However, the most recent monthly risk assessment for the service was dated March 2026. Inspectors observed a number of significant risks in the service which had been assessed as low or no risk in the daily and monthly risk assessments as detailed under regulation 23
Provider's corrective action:
- A full review of all personnel files was completed following the inspection to ensure that Garda Vetting, references, qualifications and all recruitment documentation are now in place and available for all staff members. The Registered Provider reviewed recruitment records and identified where recruitment procedures had not been fully completed prior to staff commencing employment. Personnel files have been updated and audited to ensure compliance with Regulation 9. The Registered Provider has implemented a revised Recruitment and Safer Recruitment Procedure to ensure that no adult will be appointed, assigned duties, commence employment, undertake induction, shadow staff or have access to children until all requirements under Regulation 9 have been fully completed. The following measures have been introduced: A Recruitment Compliance Checklist must be completed and signed by the Registered Provider before any start date is confirmed. A staff member's start date cannot be entered onto the rota until the Recruitment Compliance Checklist has been completed and authorised. A Recruitment Tracking Register has been introduced to monitor Garda Vetting, references, qualification verification and employment history checks for all new recruits. A monthly personnel file audit will be completed by management to ensure ongoing compliance with recruitment requirements. Management responsible for recruitment will receive refresher training on Tusla recruitment requirements and safer recruitment procedures. Evidence of Garda Vetting and validated references will be reviewed and signed off by the Registered Provider prior to issuing any contract of employment. Recruitment Procedure, Checklist and Recruitment Register implemented by June 2026. Monthly audits to commence from June 2026. A Pre-Employment Documentation Checklist has been developed and will be issued to all successful candidates at the offer stage. The checklist clearly outlines all documentation required prior to commencement of employment, including Garda Vetting, validated references, proof of qualifications, identification and any mandatory training certificates. Candidates are informed in writing that employment is conditional upon the satisfactory completion of all pre-employment checks and that no start date will be confirmed until all required documentation has been received, reviewed and approved by management
- Following the inspection, the Registered Provider conducted a review of all personnel files to verify that evidence of qualifications was available for all staff working directly with children. The staff member identified during the inspection was requested to provide evidence of their qualification. A copy of the qualification certificate and any relevant qualification recognition documentation has now been obtained and placed on the employee's personnel file. A full audit of staff qualification records was also completed to ensure that evidence of qualifications is available and accessible for all employees working directly with children. The Registered Provider has updated the Recruitment and Personnel File Procedure to ensure that evidence of qualifications is obtained, verified and recorded before any employee commences employment in the service. The following measures have been implemented: Qualification certificates must be submitted and verified prior to employment commencing. A Qualification Verification Checklist has been introduced as part of the recruitment process. A Qualifications Register has been established to record staff qualifications, verification dates and any qualification recognition requirements. Personnel files will be audited quarterly by management to ensure qualification records remain complete, current and readily available for inspection. No employee will be permitted to work directly with children unless evidence of a relevant qualification, or recognised equivalent qualification, has been received and verified by management. The Registered Provider will review qualification documentation during all future recruitment processes to ensure compliance with Regulation 9(4). A Qualifications Register has been created containing the qualification held by each employee, the date verified, the location of supporting evidence within the personnel file and, where applicable, confirmation of DCEDIY recognition. Qualification audit completed immediately. Qualification Verification Checklist and Qualifications Register implemented by 25/06/2026. Quarterly audits to commence from 25/07/2026
- • Following the inspection, the Registered Provider completed an immediate review of all staff supervision records. Formal supervision meetings were scheduled and completed for all employees where records were overdue or unavailable. Supervision records have been updated and placed on individual personnel files. To ensure that all employees receive regular support and supervision in accordance with the service Staff Supervision Policy, the following measures have been implemented: A Staff Supervision Schedule has been developed for all employees, ensuring that formal supervision meetings are conducted every two months as required by the service policy. A Supervision Monitoring Register has been introduced to record supervision dates, actions identified and future review dates. The Person in Charge will review the Supervision Register monthly to ensure all supervision meetings are completed within the required timeframe. Supervision compliance will form part of quarterly personnel file audits and will be reviewed during management meetings. Staff training needs identified during supervision meetings will be documented and incorporated into the annual training plan. Any missed supervision meetings will be rescheduled within two weeks and recorded accordingly. Supervision Schedule and Monitoring Register implemented and to begin on July 6th 2026. Monthly monitoring and quarterly audits ongoing thereafter. • The Registered Provider reviewed the service risk assessment procedures and completed a full review of existing risk assessments. Identified hazards and risk ratings were reassessed to ensure they accurately reflected the risks present within the service environment. Findings and required control measures were communicated to all staff. To ensure that management and staff have the knowledge and skills required to effectively identify, assess and manage risks within the service, the following measures have been implemented: Management and staff will receive refresher training on risk identification, risk assessment, hazard reporting and implementation of control measures. Management have submitted a Better Start application for Quality Practice Development- whole setting approach- to last 12 months with a better start specialist. Awaiting first visit from Better Start specialist. A Risk Assessment Review Checklist has been developed to support consistency when evaluating hazards and assigning risk ratings. Monthly risk assessments will be reviewed by management to ensure that identified hazards accurately reflect the environment and activities within the service. Risk assessments will be discussed during staff meetings and supervision sessions to ensure all staff understand identified risks, required control measures and their responsibilities in maintaining a safe environment. Significant hazards identified through daily observations, incidents, accidents, complaints or inspections will be reviewed immediately and risk assessments updated where required. A quarterly audit of risk assessments will be completed by the Registered Provider to ensure risk ratings remain accurate and that appropriate control measures are in place. Risk assessment refresher training and Risk Assessment Review Checklist implemented by July 2026. Monthly reviews and quarterly audits ongoing thereafter. Meeting will take place with KCCC on June 25th to plan the topics and dates for whole staff training and extra additional training for particular individual staff
12 May 2026
Cocoon Childcare- Celbridge, Celbridge · Regulation 9 — Management and recruitment
- The registered provider did not demonstrate that they had taken all reasonable measures to ensure that all employees were provided with sufficient information and training to safeguard the health, safety and welfare of children attending the service and to comply with the regulations as follows. - There were no records available in the service to evidence that two staff members had read, understood, and would adhere to the policies and procedures in place. This non-compliance was found on the last inspection on 20 August 2025. The corrective and preventive actions as stated by the registered provider did not prevent recurrence of this non-compliance
Provider's corrective action:
- Staff inductions are completed throughout the first week of a new team members employment. Two of the new team members inductions were completed on their first day of employment which includes training on all policies and procedures throughout the process. Once completed, the staff member and Manager both sign off on the centre induction form to document the completion and adherence to all company policies and procedures. Each staff member also has an individualised training record, and this was completed for both employees to indicate that they had been trained on all centre policies and procedures on their commencement of employment. We have reviewed all induction forms for new team members to ensure that there is no oversight on the requirements of the induction. The Centre Manager will ensure that all of the staff induction documents are signed to support evidence that training is completed
27 April 2026
Enquiring Minds Childcare, Prosperous · Regulation 9 — Management and recruitment
- (c) See Statutory Notice section in relation to Immediate Action Notice IAN1763 served. (d) See Statutory Notice section in relation to Immediate Action Notice IAN1761 served
- There was no evidence that two adults who were working directly with the children had the required qualification or equivalent deemed by the Minister
Provider's corrective action:
- The staff member has received her DCDE confirmation that her degree is recognised to work in setting, the second person is not employed as cover and newly appointed staff will be made aware not to leave the room without checking who is their cover. Staff are informed via the daily plan post on the app every morning by 9am who is the covering staff member and any additional cover if required. Branch managers and deputy managers are then cover if there are more than three absences
23 April 2026
Oak Park Maap Childcare, Naas · Regulation 9 — Management and recruitment
- The registered providers did not take appropriate measures to ensure that all adults were suitable to work in an early years service prior to their commencement as follows. Police vetting available for one adult was dated after the adult commenced employment. The adult commenced employment on 11 February 2026 and police vetting was obtained on 16 February 2026
Provider's corrective action:
- Our Recruitment Policy and Procedure is that once the HR has received all of the new staff members files they will upload them to Tots portal and will report this to the Compliance manager to check the staff members file is fully compliant. This did not happen and the notification was sent straight to the service manager. The service Manager downloaded the staff’s file. Ticking off the items and missed out on the criminal clearance. There were a number of factors that went wrong here and we have communicated this throughout the H.R. department, the service managers and Area Managers. This policy outlines the steps in which to follow so we are compliant in our Recruitment, Staff files and Induction Training paperwork. The service manager has been given further training surrounding staff file processing and will now report to her area manager before starting a staff member in future
17 April 2026
The Learning Tree Early Education Limited, Clane · Regulation 9 — Management and recruitment
- 1. There was no evidence of the validation of three written references available in respect of two adults reviewed from a past employer or from a source other than a past employer. 2. There was no written reference available in respect of one adult reviewed from a past employer or from a source other than a past employer. (3) There was no evidence to indicate that procedures in respect (2)(a)(b) were carried out by the registered provider prior to the employment of two out of eight staff present on day 1 of inspection
- 1. An induction training checklist was not in place to demonstrate that the service had provided any training to staff on the policies, procedures and statements of the service specified in Schedule 5 beyond the staff signing to indicate that they had read and understood the policies and procedures of the service. 2. The staff training policy in reference to induction training stated that the “length of induction is tailored” and the availability of “an individual training record”. There was no evidence to indicate the length or duration of the induction process tailored to individual staff members. An individual training record was not available for review for staff members
- 3. In respect of the staff files reviewed there was no evidence of training undertaken in t he Child Care Act 1991 (Early Years Services) Regulations 2016 and Childcare Act 1991 (Early Years Services) (Amendment) Regulations 2016
Provider's corrective action:
- 1. The Manager reviewed the matter and confirmed that employment verification has now been completed for the employees concerned. 2. Management made all reasonable efforts to obtain outstanding references for this employee. The employee is no longer working in the service. Going forward, no employee will be permitted to commence work or have access to children until all required recruitment and vetting documents have been received, checked, verified where applicable, and recorded on the staff file. This includes, but is not limited to, Garda Vetting, proof of qualifications, identity documentation, and two verified written references. As a prevention the service has created a new recruitment checklist and introduced a strict “no start without a complete file” control. The Manager will complete and sign a Pre-Hire Checklist before any new staff member starts work. This checklist will confirm that all required documentation is in place before employment commences. Also, we created an Employment Verification Form that will be sent to verify references. 3. A full audit of current staff files has also been completed to ensure that all possible corrections were made. In addition, the service has introduced a Pre-Hire Checklist to ensure that all required recruitment, vetting and reference documents are obtained, checked and recorded before an employee commences work. 9(7)(a) 1. The service has developed a comprehensive Induction Checklist for all new employees. The checklist is divided into clear categories to ensure that all required induction areas are covered in a structured and consistent way. Each task must be confirmed by both the employee and the employer, with signatures and the date of completion recorded. This ensures that there is clear evidence that each part of the induction has been completed and understood. The induction process is detailed and may take more than a few days to complete, depending on the employee’s role, responsibilities, and training needs. The Manager, or a designated person, will be responsible for completing the Induction Checklist for all newly hired employees and, where required, existing employees. The structured format of the checklist will allow Management to track the progress of each employee’s induction and monitor the length and completion of the overall induction process. Each section will be signed and dated by the relevant parties to provide clear evidence that the required induction tasks have been completed. 2. The service has created a comprehensive Induction Checklist, which will be completed with all employees. The length of the induction process may vary depending on each employee’s previous experience, country of education, role, and individual capabilities. The induction process will therefore be adjusted to meet the needs of each employee and to ensure that a ll required areas are properly covered and understood. As different employees may require different amounts of time to complete the induction process, the flexible wording in the policy regarding the length of induction reflects this approach. The structured format of the checklist will allow Management to track the progress of each employee’s induction and monitor the length and completion of the overall induction process. Each section will be signed and dated by the relevant parties to provid e clear evidence that the required induction tasks have been completed
- 3. The service developed a specific training session on the Child Care Act. This individual training applies now to all employees. Completion of this training has been added as a required part of the Induction Checklist. Both the training sheet and the relevant section of the Induction Checklist must be signed and dated by the employee and the Manager as evidence that the training has been completed and understood
15 April 2026
Giraffe Childcare Celbridge, Celbridge · Regulation 9 — Management and recruitment
- Through a review of documentation and discussion with the manager it was evident that the registered provider had not sourced a past employer reference for one new staff member from their most recent employer
- Documentation reviewed evidenced that the procedures specified above under 9(2) had not been carried out prior to one adult commencing in their role in the service, as detailed above under regulation 9(2)(a)
Provider's corrective action:
- At the time of appointment, two references were obtained for the staff member in question, both of which were relevant and validated in line with our recruitment procedures. We made efforts to obtain a reference from the most recent employer; however, this was not available to us at that time despite follow-up attempts with the staff member. Since then, we have successfully secured a reference from the most recent employer, and this has now been added to the staff member’s file. We remain fully committed to maintaining full compliance with all regulatory requirements in relation to our recruitment procedures. We will ensure that references are actively requested, followed up, and secured from the most recent employers for all staff prior to commencement of employment, and that all documentation is fully verified and retained on file
- Our recruitment process requires that references are always requested and sourced from the most recent employer in the first instance. This is our standard procedure for all appointments. In this particular case, while a reference from the most recent employer could not be obtained despite reasonable efforts, we secured the next two available meaningful references. We always make reasonable and documented efforts to source references from the most recent employer prior to commencement of employment and will ensure we have these on file. We remain committed to full compliance with all regulatory requirements and to maintaining robust safeguarding and recruitment procedures
23 March 2026
Elsmore Creche, Naas · Regulation 9 — Management and recruitment
- A review of documentation and discussion with the person in charge evidenced that one written reference from a past employer in respect of one adult had not been validated by the registered providers prior to the adult commencing in their role
- Documentation reviewed evidenced that the procedures specified above under 9(2) had not been carried out prior to one adult commencing in their role in the service, as detailed above under regulation 9(2)
Provider's corrective action:
- The staff member in question was on a work experience placement, and the second reference has been completed and validated. The file checklist will be reviewed and signed off by HR before an employee or work experience starts their role
- The staff member in question was on a work experience placement, and the second reference has been completed and validated. The file checklist will be reviewed and signed off by HR before an employee or work experience starts their role
4 March 2026
Early Scholars, Athgarvan · Regulation 9 — Management and recruitment
- 1. There was no documentary evidence available that a system of regular structured team meetings was held with the staff. It is acknowledged that meetings had occurred in March and August 2025 however there was no meeting scheduled since 13 August 2025. 2. There was no evidence that individual staff supervision was completed between the person in charge and each staff member on a regular basis. 3. There was no documentary evidence available that service wide training had been undertaken in the policies and procedures for the service or evidence available that staff members had attended courses relating to professional practice and development to ensure their competencies aligned with the policies, procedures and statements of the service. (b), (c) 4. There was no evidence of service wide staff training undertaken in the Child Care Act 1991 (Early Years Services) Regulations 2016 and Childcare Act 1991 (Early Years Services) (Amendment) Regulations 2016
Provider's corrective action:
- Corrective Action 1. A staff meeting has been scheduled for the 16th of April 2026. 2. Individual Supervision and Support meetings have been commenced and will be completed by the 17/04/2026. 3. Policies will now be discussed monthly at staff meetings. 4. The Child Care Act 1991 (Early Years Services) Regulations 2016 has been disseminated to all staff. Preventive Action 1. An annual schedule of meetings has been created for all branches of our service. Managers will schedule monthly staff meetings and keep a record of the minutes in a “Training and Meetings” folder. 2. One to one Supervision and Support meetings will now take place every 6-8 weeks and a record confirming completion will be kept in the “Training and Meetings” folder and a copy in the staff member’s file. 3. The relevant policy will be issued to staff prior to the staff meeting and then discussed at the meeting. Staff will sign off on the new signature sheet for policies, kept in the policy book with the relevant policy. 4. The Child Care Act 1991 (Early Years Services) Regulations 2016 and any training requirements, will be discussed at the staff meeting on the 16/04/2026
27 January 2026
Elms Montessori Limited, Kilcullen · Regulation 9 — Management and recruitment
- Two written and verified past employer references or references from a reputable source other than a past employer, were not available in respect of one adult whose records were reviewed. (d) Police vetting was required for one adult who had lived in a state other than the State for a period of longer than 6 consecutive months
Provider's corrective action:
- Both references pertaining to this staff member have been obtained and verified. References will be obtained and verified prior to staff member commences employment. The police vetting application sent via courier and will take approximately 6 weeks to process and will be returned by courier to Ireland. This will be the same for any other Police clearance in future
27 January 2026
Little Toppers, Straffan · Regulation 9 — Management and recruitment
- The registered provider did not take appropriate measures to ensure that all adults were suitable to work in an early years service prior to their commencement as follows: • International Police vetting was not available for one adult who had lived outside the State for a period exceeding six months. • Garda vetting in respect of two adults had not been received or reviewed prior to them commencing work in the service. • Two references in respect of one adult had not been validated prior to them commencing in the service
Provider's corrective action:
- We have changed our procedure on recruitment to include criminal and sex offences for international police requests and made all management staff aware of these changes. We have changed on policy on recruitment to ensure that no new staff member will start working with children until Garda vetting, international police clearance and 2 written references have been received and that all these documents have been checked and verified prior to starting. We have made all relevant management staff aware of these changes
26 January 2026
Little Harvard Childcare Ltd, Naas · Regulation 9 — Management and recruitment
- (7)(a) The registered provider did not ensure that staff had appropriate information and training in the procedure for managing emergency medications outlined in the service’s medication administration policy. Further information is outlined under regulation 23 of this report
Provider's corrective action:
- All staff have now completed additional training in the administration of emergency medication, including auto- injector use and the management of anaphylaxis. A detailed, updated care plan has been developed and signed by the parents. A letter from the hospital and relevant medical documentation have been obtained from the parents and are securely stored on file. Local and Regional Management will monitor the situation closely going forward and ensure compliance with all aspects of regulation 9
13 January 2026
Caireen Early Years Ltd, Straffan · Regulation 9 — Management and recruitment
- There was only one reference available for two adults. Two written and validated references are required for each adult
- The registered provider did not ensure that the following procedures were carried out prior to nine adults commenced working in the service: • Twelve references were not validated prior to six adults commencing work in the service. • Seven Garda vetting disclosures in respect of seven adults were not received prior to the adult’s commencing employment in the service. • One international Police vetting disclosure was not received prior to one adult commencing work in the service
- An induction folder was available for all new staff members which included the policies and procedures of the service however, there was no written evidence that staff had completed full induction training. Staff stated they had received training on some of the policies and procedures however there was no evidence that staff had received an appropriate level of supervision or training in order to achieve compliance with the regulation
Provider's corrective action:
- (9)(2)(a)(b) The Registered Provider acknowledges the findings outlined in the inspection report and takes full responsibility for the identified gaps in recruitment and induction processes. The Registered Provider is committed to full compliance with regulatory requirements. The registered provider acknowledges that recruitment and induction processes did not meet regulatory requirements at the time of inspection. Once there was an awareness of non- compliance, immediate corrective actions were implemented. Systems are now in place to ensure that all outstanding second references have now been obtained for the two adults identified. All references previously unvalidated have now been formally verified, with documented evidence of validation retained on file. A full audit of all staff personnel files has been completed to ensure that each adult has two written and validated references in place. A revised Recruitment Checklist has been implemented and must be fully completed before any staff member commences employment. Responsibility for validating references has been formally assigned to the Manager
- A strict “No Vetting, No Start” policy has been formally implemented. Contracts of employment now clearly state that employment is conditional upon receipt of satisfactory Garda Vetting and, where applicable, international police clearance. The Person in Charge will verify receipt of all vetting documentation prior to confirming start dates. A recruitment compliance log will be maintained and reviewed monthly. Training has been provided to management on regulatory requirements relating to Schedule 2 documentation. (9)(7)(a) A formal Induction Record Form has now been developed. All existing staff have completed a documented induction review to ensure understanding of policies and procedures. Staff training records have been updated and centralised. Supervision meetings have been scheduled and documented for all staff. A structured Induction Programme has been implemented, including: 14/01/2026. Policy review and sign-off. Mandatory training completion, supervised shadowing signed off by the Person in Charge. Induction must now be completed and signed off within a defined probationary period. A Supervision Policy has been updated to ensure formal supervision sessions every 3 months (minimum), documented supervision records retained on file and an annual appraisal and performance review processes have been formalised. Governance and Oversight. To strengthen overall governance and prevent recurrence of non-compliance: A full audit of recruitment and HR systems has been completed. The CEO has initiated oversight to review recruitment practices effective February 2026. Monthly compliance reviews will be conducted by the CEO effective February 2026. The registered provider will oversee compliance reporting to ensure accountability effective February 2026
12 January 2026
Sticky Fingers Childcare Centre, Naas · Regulation 9 — Management and recruitment
- Through a review of documentation, it was evident that there was no second reference available in respect of one adult employed to work in the service
Provider's corrective action:
- We have followed up and received a second reference. In future we will ensure anyone carrying out reference checks is aware that they have two references/reference checks from two different workplaces. This will also be double checked by the manager on duty at the time
7 January 2026
Shining Stars Academy Ltd, Athy · Regulation 9 — Management and recruitment
- Police vetting was required for one adult who had lived in a state other than the State for a period of longer than 6 consecutive months
Provider's corrective action:
- Individual training with management on how to complete staff files and what are the documentation we required
8 December 2025
Maap Childcare T/A Tots Creche and Day Care, Newbridge · Regulation 9 — Management and recruitment
- Four references in respect of three staff members were not accepted due to them not being from a past employer or a reputable source. (d) International Police vetting in respect of two countries was not available for one staff member who had lived outside the State for a period exceeding 6 months as an adult
- The registered providers had not taken the required steps as outlined in Regulation 9(2)(a)(b) and (d)to ensure that staff were suitable and competent before allowing them access to children as follows: • Two references had no validation date so it could not be ascertained if these had been validated prior to two staff members commencing work in the service. • Four references were not accepted as they were not from a past employer or reputable source. • International Police vetting was not sought or reviewed in respect of one staff member prior to their commencement in the service
- There was no evidence that two staff members who were working directly with the children had the required qualification at a minimum Level 5 on the National Framework of Qualifications
Provider's corrective action:
- The four references have been updated and are from reputable sources. Our recruitment specialist gathers all of the required paperwork prior to a staff member being hired. We have this in place for all staff paperwork to be sought prior to the commencement of employment and the parameters of the paperwork has been outlined more rigorously since this policy was updated and training was given on the listed parameter changes. (d) All police vetting should be sought prior to a staff member starting in the company and must align with all countries the staff member has lived in for a period of 6 month or more after their 18th birthday. (3) (4) Our recruitment specialist gathers all of the required paperwork prior to a staff member being hired. We have the HR team check and validate all required paperwork, and an Area Manager and service manager sign off on the paperwork before a staff member comes in for their induction and training. We have this in place for all staff paperwork to be sought prior to the commencement of employment and the parameters of the paperwork has been outlined more rigorously since this policy was updated and training was given on the listed parameter changes
2 December 2025
Tiny Tots Pre-School, Athy · Regulation 9 — Management and recruitment
- International police vetting was required for one staff member who had resided outside the jurisdiction for a period greater than 6 months as an adult
Provider's corrective action:
- Corrective Action Staff member has contacted relevant services and the process has been started. Preventive Action Be more thorough on the interview process and reading of CVs, request information on durations of residence
1 December 2025
Scoil Bhride Pre-School, Kill · Regulation 9 — Management and recruitment
- (d) International police vetting was required for one staff member who had resided outside the jurisdiction for a period greater than 6 months as an adult
- There was no documentary evidence provided to state that one employed adult, working directly with children in the service, held at least a major award in Early Childhood Care and Education at Level 5 or equivalent on the National Framework of Qualifications
Provider's corrective action:
- The staff member has been moved to an ancillary role until qualifications can be verified by the DCDE. Police Vetting now in date and on file. We will ensure that any person who has lived outside the country has up to date international police vetting as well as garda vetting
1 December 2025
Tir na Nóg Early Years Care & Education Centre Ltd, Athy · Regulation 9 — Management and recruitment
- • Three reference validations did not have the date of validation recorded so it could not be determined if these had been validated prior to staff commencing employment in the service. • International Police vetting for one staff member was not sought or reviewed prior to their start date. (4) A staff member had a letter of eligibility to practice from the Department of Children Disability and Equality however, the date on this had expired. The staff members qualification could not be determined
Provider's corrective action:
- (9)(3) Dates for verified references will be added thoroughly going forward to show evidence reference checks were completed before staff start dates. International police clearance has now been sought. All records will be reviewed quarterly and signed off by a member of management
- Letter of eligibility has been applied for immediately. Strict organisational restructure of documentation for new staff/ child records. All records will be reviewed quarterly and signed off by a member of management
20 November 2025
Confey Montessori, Leixlip · Regulation 9 — Management and recruitment
- (a) & (b) One of the references available for a staff member employed since the previous inspection was not deemed appropriate. There was no address on the reference; it was not stated in what capacity the referee was known to the staff member and there was no information documented on the verification record. (d) Two out of seven adults required international police vetting. There were no international police vetting records available or records to show that any attempts had been made to source these. (3) The registered provider did not ensure that the procedures outlined in regulation (2)(a), (b) and (d) were always carried out prior to allowing staff access to children. (4) There was no documentation available to evidence that one of the adults employed to work with children since the previous inspection held the required qualification. This regulation was non-compliant on the previous inspection dated 9 November 2023. The actions submitted following that inspection had not prevented the issue from recurring
Provider's corrective action:
- (a) & (b) The staff member in question has not worked in Confey Montessori since 18th November 2025 and will not be returning. (d) One staff member has not worked in Confey Montessori since 18th November 2025 and will not be returning. The second staff member has applied for and received international police vetting. (3) A full and thorough review of all HR and recruitment polices has taken place. A new ‘Reference Validation’ form has been created and must be completed for all new recruits. Also, a new’ Staff File – Pre-Start checklist’ has been created to ensure nothing is missed prior to a new staff member starting. New staff members cannot start until the ‘Pre-Start Checklist’ is completed. (4) The staff member in question has not worked in Confey Montessori since 18th November 2025 and will not be returning
17 November 2025
MAAP Childcare Limited T/A Tots Creche and Daycare Nursery Ltd., Naas · Regulation 9 — Management and recruitment
- Through a review of documentation and discussion with the area manager it was evident that the registered providers had not sourced a past employer reference for one new staff member from their most recent employer
Provider's corrective action:
- On review of the staff files, this staff member had already two written references available. A third reference has now been added and updated from their most recent employer and added to their staff files. This was carried out and updated on the 19th November 2025. Speak with HR and ensure staff files are checked in detail by management before start dates. Also for the person in charge to review staff files also as needed
21 October 2025
Circle of Friends, Kill · Regulation 9 — Management and recruitment
- The registered providers did not take appropriate measures to ensure that all adults were suitable to work in an early years’ service prior to their commencement as follows: • Garda vetting disclosures for three adults were received after they commenced working in the service. • Two references for two adults were not validated prior to their commencement in the service
Provider's corrective action:
- The register provider will ensure that all new staff members are garda vetted and their references validated prior to their commencement
21 October 2025
The Montessori Children's Academy (Maynooth), Maynooth · Regulation 9 — Management and recruitment
- (a) & (b) There were no references made available for one adult. Please see regulation 33 for further information. (d) There were no records available to evidence that consideration was given to whether international police vetting was required for one adult employed since the previous inspection. Please see regulation 33 for further information. (4) There was no record made available for one adult (Adult A) to evidence they held the required qualification to work with children. Please see regulation 33 for further information
Provider's corrective action:
- (2)(a) & (b) The staff file was available on the day of inspection but not reviewed as we thought the staff member had joined before the last inspection date. We will ensure to check start dates versus last inspection date in the future. (2)(d) International police vetting submitted. (4) The file for staff member A was available on the date of the inspection. It was not reviewed as we thought she had started before the previous inspection date and been reviewed then. We will review new starts against last inspection date to avoid this confusion
13 October 2025
Tiddlywinks and Scallywags, Maynooth · Regulation 9 — Management and recruitment
- (7) (a) It is acknowledged that management held supervision meetings with staff. However, the records of the most recent meetings were dated June 2024. This was at variance with the services staff supervision policy which stated supervision meetings would be held every six weeks
Provider's corrective action:
- (7)(a) The staff supervision policy was amended to state a formal supervision meeting will be scheduled once a year. The amended staff supervision policy was discussed with staff at the staff meeting on 19 November 2025. Staff were informed a formal supervision meeting will take place once a year. When reviewing the service’s policies and procedures annually, management will do their utmost to ensure that the service’s policies and procedures align to the practices in the setting
3 October 2025
Jo's Playschool, Ardclough · Regulation 9 — Management and recruitment
- The registered provider did not take appropriate measures to ensure that all adults working directly with children were suitable and competent as outlined:
- (a) & (b) Appropriate consideration had not been given to references. The inspection focused on references for five adults (four staff members and one volunteer) who commenced working in the service since the previous inspection dated 19 October 2022. Adult A: There were no records to evidence any references had been considered. Adults B & C: There were no written references available. The records provided as reference verifications consisted of only a signature and date. They did not include any information to determine the suitability or competence of the adults. It was not documented how Adult C was known to their referees. Adult D: There was no address on one past employer reference. There was no record of verification for the second reference. Adult E: There was no address on one past employer reference. (c) A Garda vetting disclosure was not available for one adult (Adult A) who was working directly with the children contrary to the National Vetting Bureau (Children and Vulnerable Persons) Act 2012. An Immediate Action Notice was issued on 3 October 2025 due to the significant risk posed. A response was received on 6 October 2025 which was deemed to adequately address the risk. (d) International police vetting was required for one of the five adults (Adult D). The international police vetting record was not available and there was no record to show that any attempt had been made to obtain the record. (3) The procedures outlined under regulation (2)(a), (b), (c) and (d) above had not been appropriately followed prior to the registered provider allowing the adults have access to children
Provider's corrective action:
- (a) & (b) All outstanding references have been obtained and verifications carried out. A new reference check template is now being used to prevent the above happening in future. All new staff have been re-verified using this. (c) Garda vetting for the staff member has now been obtained. The service will ensure no person is allowed commence working in the setting before Garda vetting is obtained. (d) Adult D has now started the process of obtaining international police vetting. The service will ensure any staff members from other countries have vetting from their country. (3) All Garda Vetting is now up to date and provided for all staff working in the setting. Using the reference check form all references have been verified and appropriate questions documented. No staff member will be allowed work in the setting before vetting is received. The service will ensure international vetting is obtained for any staff member who has lived in another country
24 September 2025
Memory Lane Playschool, Celbridge · Regulation 9 — Management and recruitment
- There were no validated, written references from a past employer or a source other than a past employer available for the adult who had been employed since the last inspection
Provider's corrective action:
- References and have been acquired and contacted. Acquire the documents before any employee begins working in Memory Lane Preschool
10 September 2025
Hazelhatch Preschool and Afterschool, Celbridge · Regulation 9 — Management and recruitment
- (a)(b) There were no references on file for the student who was present on the day of inspection. (c) A mandatory Garda vetting disclosure was not available for one adult who was present in the service on 10 September 2025 contrary to the National Vetting Bureau (Children and Vulnerable Persons) Act 2012. An Immediate Action Notice was issued on the day of the inspection. The registered provider submitted a response on 11 September 2025 outlining the actions being taken to address this non-compliance. (d) Police vetting was not available for one adult who had lived outside the State for a period of longer than 6 consecutive months
Provider's corrective action:
- Two references have been received and validated by service by contacting the two people who wrote them. References will always be checked and filed before employment starts. (c) Student was not in service after inspection was carried out. She carried out her placement once Garda vetting was completed. (d) Adult asked to seek for police vetting and was in touch with embassy. Spoke to adult about police clearance and the need of proof of the registration. To ensure and/or contact college for vetting information for students that commence placement to ensure vetting is completed before placement
9 September 2025
Flowertots Preschool, Caragh · Regulation 9 — Management and recruitment
- (d) Police vetting was unavailable for one staff member who had lived outside the jurisdiction for a period of longer than 6 consecutive months
Provider's corrective action:
- Staff member has completed a manual form and sent by registered post. Upon reply the certificate will be forwarded to the inspector. The service will ensure all future employees have all police vetting documents present at their interview if they worked abroad with children
16 July 2025
Stepping Stones Montessori School, Newbridge · Regulation 9 — Management and recruitment
- (d) Police vetting was unavailable for one adult who had resided outside the state for a period of longer than 6 consecutive months whose record was reviewed
Provider's corrective action:
- Police vetting has been applied for one adult. Correct Police vetting will be obtained for all adults prior to employment in the future
10 July 2025
Enquiring Minds, Clane · Regulation 9 — Management and recruitment
- The registered provider did not take appropriate measures to ensure that all adults were suitable to work in an early years’ service prior to their commencement as follows: • There was no evidence available to demonstrate that seven references in respect of four adults had been validated by the registered provider before staff commenced working in the service. • The registered provider could not demonstrate that Garda vetting in respect of one adult had been sought and reviewed prior to them commencing employment in the service. • International Police vetting in respect of one adult had not been received or reviewed prior to the adult commencing work in the service
- There was no evidence available that one adult had the required minimum qualification
Provider's corrective action:
- This has now been corrected: all references back pages have been copied and are complete and clearly visible. Garda Vetting and international police vetting misplaced. We will continue to use our check sheets as all items are listed to ensure all references, vetting, and qualifications are received we will ensure that all pages are present for the TUSLA folder so that every document is immediately visible during inspection. A management cross-check is carried out on each staff file prior to commencement to confirm all required documentation is present and properly filed. Pre-inspection audits will be carried out to ensure that staff files are not only compliant but also inspection-ready, avoiding repetition of the filing issue noted
- A letter from the college was provided clarifying the qualification achieved. We will continue to follow our checklist before staff commences work with us
29 May 2025
Busy Fingers Creche, Newbridge · Regulation 9 — Management and recruitment
- (d) International Police vetting was not available for one adult who had lived outside the State for a period exceeding 6 months as an adult
- Eight references for four staff members were not checked prior to the staff commencing work in the service. Seven Garda vetting checks were not received or reviewed by the registered provider prior to the adults commencing work in the service
- There was no evidence available to demonstrate that one adult held the required qualification or an equivalent as deemed by the Minister
Provider's corrective action:
- The staff member has tried numerous times to get an appointment with the country’s embassy, they received confirmation that they got an appointment for 3rd July 2025 at 11am. Please note the staff member is not on the premises for the summer months. We have added a line to our interview questionnaire to remind us when interviewing to ask potential employee about international vetting if applicable
- Our normal procedure when educators commence in Busy Fingers, we induct the educators for training the week (not included in ratio of staff to children when been inducted) previous to the Educators actual commencement date to work in the rooms. Throughout the week the manager would usually check out the references and ensure the educators staff file is in order. We have added a mandatory step to the recruitment checklist, reference checks completed, date and signature. A designated compliance officer is now responsible for verifying completion of all staff files
- Required qualification was later found on file
14 May 2025
Parkview Creche, Maynooth · Regulation 9 — Management and recruitment
- (3) The Garda vetting disclosure for one adult had not been sourced and considered prior to the adult commencing work in the service. The adult commenced employment on 26 January 2025. The Garda vetting disclosure was dated 26 February 2025
Provider's corrective action:
- The adult was recruited by agency which completed all documents. The Garda vetting was in progress. The staff member was hired to work in office to facilitate administrative work only. At no point was the staff member working alone or directly with children. A revised recruitment checklist has been implemented. Garda Vetting clearance is now a mandatory item that must be ticked off and verified by the manager before an employment start date is confirmed. The service manager is to review and sign off on the vetting status of each new hire before they begin work. Enhanced tracking and documentation processes have been implemented to monitor the status of all vetting applications in progress
13 May 2025
Ballymore Eustace Community Playgroup, Ballymore Eustace · Regulation 9 — Management and recruitment
- Two references for one staff member were not available for inspection
Provider's corrective action:
- Staff member got two references from previous childminding jobs. The manager rang and verified both references. Make a checklist for staff folders to ensure all documents are present and up to date
6 May 2025
Fun Times Preschool, Athy · Regulation 9 — Management and recruitment
- Two written and verified references from a past employer or from a reputable source other than a past employer were not available in respect of one adult
Provider's corrective action:
- Corrective Action Two outstanding references have been received, verified and placed on file. Preventive Action Ensure that the references remain in the staff file and are filed in an easily accessible place
29 April 2025
Tots Creche & Daycare Nursery Limited, Prosperous · Regulation 9 — Management and recruitment
- One reference was not accepted as it was not from a past employer or reputable source. (3) The registered provider had not taken the required steps as outlined in Regulation 9(2)(a)(b) and (c) to ensure that new staff were suitable and competent before allowing them access to children as follows: • One Garda vetting disclosure had not been sought prior to one adult commencing work in the service. • Two references had not been validated prior to one staff member commencing work in the service. • One reference was not accepted as it was not from a past employer or reputable source
Provider's corrective action:
- A new reference was obtained for this staff member. The reference was checked and validated, and it is in line with the staff members recent C.V. We will ensure that all the required documents are checked and validated prior to the staff member being offered employment in line with the recruitment policy
- A reference check was completed for this staff member’s references. This was an oversight on the recruitment department. We have addressed this since January 2025, and the recruitment department operates in alignment with our recruitment policy. A new reference was obtained for this staff member and it has been checked and verified in line with the recruitment policy
16 April 2025
Cookies Early learning Centre, Clane · Regulation 9 — Management and recruitment
- (2)(a), (b) 1. Two written and verified past employer references or references from a reputable source in the absence of a past employer reference were not available in respect of one adult employed and one written and verified past employer reference or reference from a reputable source was not available in respect of two adults employed in the service whose records were reviewed. (c) 2. Garda vetting disclosures were unavailable for three adults employed by the service. A written immediate action notice was issued to the registered provider 16 April 2025. (d) 3. Police vetting was required for two adults who had lived in a state other than the State for a period of longer than 6 consecutive months
- 4. The procedures specified in paragraph (2) in relation to the mandatory Garda vetting and police vetting was not carried out in respect of three adults employed since the last inspection, prior to being appointed, assigned or allowed access to or contact with a child attending the pre-school service. This was a non-compliance on the last inspection 19 November 2024
- 5. There was no documentary evidence provided to state that one employed adult, working directly with children in the service, held at least a major award in Early Childhood Care and Education at Level 5 or equivalent on the National Framework of Qualifications
Provider's corrective action:
- 1. Every staff file on the premises of staff who are currently working for Cookies ELC were revaluated and updated with any missing documents. 2. The three adults were taken off the premises until Garda vetting was fully completed. Garda vetting disclosures were received and the documents were added to their files. 3/4. International police vetting has been received for two adults and placed on file. 5. The staff member will be helping in the office and cleaning within the building and will not be working directly with children until full award received. Preventive Action 1. We have updated our staff file check list to ensure that we have every document needed for their file. 2. Once the candidate obtains employment by Cookies ELC, we will ensure the Garda vetting process is completed prior to the successful candidate starting with us. 3/4. On our new staff file check list, we added international police vetting check. During hiring stages, in an interview we ask if the possible candidate has lived outside of the country for longer than 6 months. If they have, they must produce internation vetting prior to starting with Cookies ELC. 5. During hiring stage, we ask candidates to bring a copy of their major awards or equivalent certificates along with any other documents for interviews
14 April 2025
Tots Grey Abbey, Kildare Town · Regulation 9 — Management and recruitment
- One staff member who had lived and worked outside of the state for a period longer than six months did not have police vetting on file
Provider's corrective action:
- This staff member has re-applied for her police clearance. Our recruitment department follows our recruitment policy when hiring staff and follows the policy to avoid any missed steps
8 April 2025
Jonix Educational Services, Naas · Regulation 9 — Management and recruitment
- One staff member present and working directly with the children did not hold a major award or equivalent qualification in Early Childhood Care and Education as recognised on the National Qualifications Framework
Provider's corrective action:
- All our staff are registered with the teaching council in accordance with Department of Education criteria. The minister for Children, Equality, Disability Integration and Youth is aware of our current situation with regards to our dual qualification criteria. Our HR department continues to favour and screen for those with a qualification in Early Child Care and Education and recognition from the teaching council
1 April 2025
Maap Childcare Sallins Limited T/A Tots Creche and Day Care Nursery, Sallins · Regulation 9 — Management and recruitment
- One reference obtained in respect of one staff member from a source other than a past employer was not suitable as the source of the reference could not be considered independent or unbiased
- Police vetting was not available for one adult who had lived outside the State for a period of longer than 6 consecutive months
Provider's corrective action:
- One reference has been received and checked and verified. References must be from a reputable source and be independent or unbiased, checked and verified before a candidate is hired for employment
- We have made sure all parts of a candidates C.V. and experience is noted at the time of interview and reference check. All staff must obtain police clearance for any country they have lived in for a period of 6 consecutive months or longer
11 February 2025
Happy Days Community Childcare CLG, Athy · Regulation 9 — Management and recruitment
- (a)(b) Twenty references in respect of eleven adults were not available for inspection. A further twenty-six references for fifteen adults required verification. (d) International Police vetting was not available for two adults. A further Police vetting for one adult was available, however the disclosure could not be determined as it was not translated into English
- The procedures outlined above under Regulation 9(2) had not been carried out prior to all adults commencing employment in the service as outlined regulation (2)(a)(b)(d)
- A recognised qualification was not available for one adult who was working directly with the children
Provider's corrective action:
- (a)(b) Two adults have been assigned to collating this information before any staff member starts employment. (d) Both staff have applied for the International child protection certificate and are awaiting it to be sent to them. Evidence of the application has been submitted. We have received the other international vetting in English translation. We will have the international vetting done prior to the staff member starting in their role
28 January 2025
Bright Eyes Childcare, Monasterevin · Regulation 9 — Management and recruitment
- Three references in respect of two adults were not suitable as they were not from a past employer or a reputable source
- Fourteen references in respect of seven adults were not verified prior to the adult’s commencing employment in the service
Provider's corrective action:
- Corrective Action Three reputable/past employer references were added to the file. Recruitment and selection policy was reviewed and discussed by management, the procedure to check references before offering employment is included. Preventive Action Our induction checklist has been amended to expand on references required
27 January 2025
Inspire Child Development Centre, Naas · Regulation 9 — Management and recruitment
- 9(3) The registered provider did not take appropriate measures to ensure that all adults were suitable to work in an early years service prior to their commencement. Two references in respect of one adult were not validated prior to the adult commencing employment. The adult commenced working in the service on 9th September 2024 and both references had been validated on 17th September 2024. 9(4) On the day of inspection, there was no evidence available to show that one adult who was employed to work directly with the children in the service held a relevant major award in Early Childhood Care and Education on the National Framework of Qualifications. This non-compliance was present on the last inspection on 22nd January 2022. The corrective and preventive actions as stated by the registered provider did not prevent recurrence of this non-compliance
Provider's corrective action:
- 9(3) Since this was an error post the fact according to Regulation 9(3), no immediate corrective action could be taken. However, preventative measures will be put in place immediately. Once highlighted to the person in charge, immediate preventative measures were put in place in accordance with the service’s policies and procedures on recruitment. This was highlighted to the deputy manager too. In accordance with policies and procedures of the service, no staff member will commence without prior official validation of references. 9(4) The staff member has since left the service due to early maternity leave. She will not be returning. Preventative action has been maintained since the last report as no more staff have been employed unless they have a level 5 childcare/ equivalent to be able to work with children 0-5yrs in Ireland
27 January 2025
Newbridge Family Resource Center, Newbridge · Regulation 9 — Management and recruitment
- One reference for one adult was not available on file for inspection
Provider's corrective action:
- Have marked date for vetting to be renewed. Regular checks on file to be done at end of each term
21 January 2025
Tots Creche & Daycare Nursery Limited, Newbridge · Regulation 9 — Management and recruitment
- (a)(b) One reference was not accepted for one staff member. (d) International Police vetting for three adults were not translated to English. International Police vetting as not available for two adults
- Three references had not been validated prior to two adults commencing employment in the service. Garda vetting for one adult had not been sought or reviewed prior to one adult commencing employment in the service
Provider's corrective action:
- A new reference has been put in place for this staff member. A reference from a reputable source or past employer must be obtained and checked before a staff member is offered a position in the company. We have a recruitment specialist who hires all new staff and completes the staff files and uploads them onto our Tots Portal before notifying the Area Manager to carry out the induction and training process with the new staff member. (d) International Police Clearance have all been translated and placed into the staffs’ files. International Police Clearance has been sought for two adults. Police Clearance results must be translated into English before a staff member is employed by the company and a record kept in the staff’s file
- All references for all staff have been checked and validated and are in all staff files Garda vetting was in process for this staff member; however, this staff member was only supposed to be working in the office until the vetting came through. This was a complete miscommunication, and the manager was not aware of this at the time. This has been rectified with our new procedure with our recruitment specialist. All staff references are checked by our recruitment specialist before a staff member is employed with the company. We have put procedures in place that prevent this from happening again. Only when the recruitment department has checked qualifications is the candidate interviewed. When the candidate is interviewed, and their references and vetting has been checked and police clearance checked (if applicable) will the candidate be offered a position in the company
15 January 2025
The Children’s House, Sallins · Regulation 9 — Management and recruitment
- The registered provider did not take appropriate measures to ensure that all adults were suitable to work in an early years service prior to their commencement as outlined below: • The registered provider did not ensure that a Garda vetting disclosure was obtained for two adults prior to them commencing work in the service as follows; - One staff member commenced working in the service on the 9th January 2023 and Garda vetting was obtained on the 24th January 2023. - One staff member commenced working in the service on the 16th September 2024 and Garda vetting was obtained on the 5th November 2024. • Two references in respect of one adult were not validated prior to the adult commencing employment. The adult commenced working in the service on the 16th September 2024 and references had been validated on the 17th September 2024 and the 27th September 2024
Provider's corrective action:
- • Our Garda Vetting Policy has been updated to emphasise that Garda vetting must be obtained prior to commencement of employment. I have advised the rest of the staff of this; I apologise as I was sincerely under the impression that due to both staff having current Garda vetting from their previous employment, & both being classroom assistants - therefore not alone in the class with the children but always under supervision from the Lead Educator - that it was permissible to have them supervised in the setting until their next Garda vetting was received – otherwise we would not have been able to accommodate some of the children in the preschool, as there were delays in the vetting process. • We managed to make contact & validate the references within 2 weeks of the staff member starting with us. I have updated our Recruitment Policy to state that references must be validated prior to commencement of employment
14 January 2025
Churchtown Stepping Stones Preschool & After School, Athy · Regulation 9 — Management and recruitment
- (2)(a),(b) It is acknowledged that eight written past employer references or references from a reputable source, in the absence of a past employer, were available in respect of the four adults whose files were reviewed, however, there was no documentary or written evidence that these eight references had been verified
Provider's corrective action:
- All eight referees were contacted at the time of hiring; however the paperwork went astray, a second call was put in to verify. Going forward the registered providers’ state that they will ensure calls are made and a copy is kept on file to ensure back up
3 December 2024
Maap Childcare Ltd. T/A Tots Crèche and Daycare Nursery Ltd., Naas · Regulation 9 — Management and recruitment
- (d) It is acknowledged documentation was on file for four staff members who had lived in a state other than the State for a period of longer than 6 consecutive months, however, these documents had not been translated
- The qualification for one staff member could not be determined as a document on file was not translated and therefore could not be equated to a recognised qualification on the Department of Children, Equality, Disability Integration and Youth (DCEDIY) list of recognised qualifications
Provider's corrective action:
- Corrective Action (d) All documentation for staff that lived in another state have been translated and are on file in the service
- The officially translated qualification documents have been submitted to the Department of Children, Equality, Disability Integration and Youth (DCEDIY), in the interim, this staff member has been allocated to a kitchen as a cook in another service until the documents are verified. Preventive Action (d)(4) All documents are translated by an official translator before staff member has been employed. The recruitment specialist has been instructed that this is to be done before employment is offered and is now instructing future employees to do this before receiving a letter of offer
21 October 2024
Wigwam Playschool, Curragh · Regulation 9 — Management and recruitment
- (4) One staff member did not hold at least a major award in Early Childhood Care and Education at Level 5 on the National Framework of Qualifications or a qualification deemed equivalent by the Minister
Provider's corrective action:
- The staff member has eight modules completed at Level 5. This situation has been recognised. The service has had this issue for years and this is why the staff member’s position was not to be caring in the room. The staff member’s position is administration and cleaning. The third team member in that room was on unplanned leave and another staff member was on site to act as relief instead. The registered provider spoke to staff and it has been agreed that if this happens again there is adequate staff to cover without calling in administration or cleaning staff. Staff roles and responsibilities have been communicated to everyone
17 October 2024
Ali's Little Learners, Naas · Regulation 9 — Management and recruitment
- (2)(a)(b) There were no records to show that the references available for one staff member had been verified. (4) One adult did not hold at least a major award in Early Childhood Care and Education at Level 5 on the National Framework of Qualifications, or a qualification deemed equivalent by the Minister. The registered provider reported that this adult was providing temporary cover until she recruits a new staff member to replace a qualified adult who had left the service recently
Provider's corrective action:
- (2)(a)(b) Two references have been verified and the records are on file. In future all references will be verified. (4) No actions submitted
8 October 2024
The Purple Penguin Creche & Montessori, Celbridge · Regulation 9 — Management and recruitment
- (2)(d) International Police vetting was not available for one staff member who had lived in another State for more than six consecutive months as an adult
Provider's corrective action:
- (2)(d) The staff member in question applied for police vetting 08/10/2024 straight after our inspection. The police vetting has now been received and has been put on file. Moving forward management will make sure to thoroughly go through new staff’s CV and ask the question about if they ever lived abroad for more than 6 months. Following on from that we have introduced a staff induction checklist
30 September 2024
Early Learning Academy, Kilcock · Regulation 9 — Management and recruitment
- (2)(d) Police vetting was not available for one adult who had resided outside the state for a period of longer than 6 consecutive months whose records were reviewed
Provider's corrective action:
- (2)(d) Police vetting for one adult is now on file
28 August 2024
Ryevale Montessori & Daycare, Leixlip · Regulation 9 — Management and recruitment
- (2)(a)(b) Two written and verified past employer references or references from a reputable source other than a past employer was not available in respect of two adults whose records were reviewed
Provider's corrective action:
- (2) (a)(b) The two reference checks have been completed
11 June 2024
Naíonra Bhóín Dé Teoranta, An Currach · Regulation 9 — Management and recruitment
- Two written and verified past employer references or verified references from a reputable source other than a past employer were unavailable in respect of one adult whose records were reviewed. (d) Police vetting was unavailable for one adult who had lived in a state other than the State for a period of longer than 6 consecutive months
Provider's corrective action:
- Two references have been ratified and submitted and procedures have begun for one staff member who has lived in another state. Staff files will be kept on the premises at all times
8 May 2024
Cherish Childcare & Early Learning Centre, Castledermot · Regulation 9 — Management and recruitment
- (d) Police vetting was required for one adult who had lived in a state other than the State for a period of longer than 6 consecutive months
Provider's corrective action:
- Corrective Action An International Child Protection Certificate has now been applied for since 17th May 2024. Once received this will replace what we currently hold on file for this staff member which is, the Enhanced Criminal Record Certificate. Preventive Action Management will ensure during the recruitment process that the correct certificate is applied for and received from the relevant country
8 January 2024
Happy Years Childcare, Celbridge · Regulation 9 — Management and recruitment
- (4) One adult employed and working directly with children attending the service did not have documentation of a qualification deemed by the Minister to be equivalent
Provider's corrective action:
- All staff qualifications are in the correct folder, one staff qualification was in the wrong folder