Regulation 9 in Roscommon
Management and Recruitment: 7 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.
10 July 2026
Frenchpark and Districts Childcare CLG, Frenchpark · Regulation 9 — Management and recruitment
- (a) One staff members references were not accepted as they were not signed by the referee and there was no evidence of validation of the two references. One staff member had two references on file with no evidence of validation. Two staff members had only one reference on file when two were required and no evidence was provided of validation of these references. One staff member had no references on file when two were required. (d) It could not be ascertained if police vetting were required for three staff members as there were gaps in their cv. The police vetting on file for one staff member was not accepted as it was a basic disclosure from the U.K. and not an enhanced disclosure. (4) There was no evidence of a qualification on file for one staff member
Provider's corrective action:
- The manager of the service submitted a written response to the office of the early year’s inspectorate to advise
- (a) the references for one staff member have been signed and validated. The references for the second staff member have been validated, and two references have been obtained and validated. Two references have been obtained for the fifth staff member, and these have been validated. 4. Evidence of qualification was submitted for one staff member
25 March 2026
Nurtures Best Creche CLG, Tarmonbarry · Regulation 9 — Management and recruitment
- The following vetting information was unavailable for inspection: (2) (a) A second reference from a past employer was required for one adult. There was no evidence of the validation of references for one adult. Evidence of the validation of a reference from their most recent employer was unavailable for another adult. (c) Garda vetting documents were unavailable for one adult. An Immediate Action notice was issued to the service in relation to this. It is acknowledged on 30th of March the manager advised that this staff member is placed on study leave and will have no access to children until the garda vetting is processed. (d) The information in relation to employment histories for four staff members was incomplete. (4) The information available on file regarding the qualifications for two staff members did not clearly demonstrate that the qualification met the regulatory requirements
Provider's corrective action:
- (2)(a) The person in charge submitted a written response to the office of the early years inspectorate to state A second reference was obtained for one adult and evidence of validation of references was submitted for two adults and the manager and administrator will check that two references are obtained and validated for all future employments. (c) Garda vetting has been obtained for the adult. The manager and administrator will ensure the garda vetting is complete before an employee starts in the service. (d)the employment histories have been updated for four staff members, and the manager and administrator will check the employment histories before an employee starts. (4) Qualifications for all staff will be checked on dcediy early years recognised qualifications
5 March 2026
St. John's Pre-School Ltd, Knockcroghery · Regulation 9 — Management and recruitment
- (7) The registered provider did not demonstrate that they had taken all reasonable measures to ensure that all employees and unpaid workers were provided with supervision and appropriate information. On discussion with the person in charge, it was stated that regular meetings take place however, no record of these meetings were documented
Provider's corrective action:
- The registered provider submitted a written response to state that the service has reviewed the staff support and supervision policy. This includes the service approach to implementing a support and supervision policy and procedure. The update has been shared with the staff team. This will be reviewed on a yearly basis. The staff handbook will reflect the support and supervision policy and procedure of the service. The voluntary management committee and service manager will ensure that reviewing the policies, procedures and statements is implemented to ensure the service is being well governed. This will include the following: ● Documented evidence of the staff supervision policy being implemented. ● Relevant staff know the requirements and have a clear understanding of their roles and responsibilities in relation to the staff supervision policy. ● Relevant staff have received in service training and are familiar with the staff supervision policy. ● Regular staff meetings are being held and recorded in the staff meeting book. ● Staff have completed a staff support document and will continue to do this on a regular basis to cover all issues and concerns
9 January 2026
St. Fidelma's Childcare Centre, Tulsk · Regulation 9 — Management and recruitment
- (2) (a)&(b)There were no references on file for one adult and evidence of validation of references was not available for one adult. (c) A garda vetting disclosure was not available for one adult who was working with the children. It is acknowledged that the manager of the service advised the office of the early year’s inspectorate on 13th of January that this person is no longer working in the service
Provider's corrective action:
- The manager of the service submitted a written response to the office of the early years inspectorate to advise two references have been obtained for the adult, and these have been validated. As manager of the service, two references will be obtained and validated prior to a person been appointed in the service
7 January 2026
Willow Outdoor Preschool, Roscommon · Regulation 9 — Management and recruitment
- (2)(d) One staff member had resided outside the jurisdiction for a period in excess of 6 months while over the age of 18 years and did not have the required two police vetting’s for the two countries
Provider's corrective action:
- The registered provider submitted a written response to state the staff member applied for and received a basic clearance from UK not realising that what was required was International Child Protection Certificate (ICPC). The staff member will apply for this immediately. The staff member is still awaiting her second clearance to be processed also
27 November 2025
Croghan Fairy Bush Ltd, Boyle · Regulation 9 — Management and recruitment
- (2) The following vetting documents were unavailable for inspection: (a) Two written validated references from past employers were required for each of two staff members. A second written, validated reference from their most recent past employer was required for one staff member. A second written validated reference from a previous employer was required for another staff member and evidence of the validation by the service of their first reference available on file was required. (d) The employment history on file for two staff members contained insufficient detail to confirm if international police vetting was required for this person
Provider's corrective action:
- The manager of the service submitted a written response to state (2)(a) The written references have been obtained and validated. (2)(d) Employment histories have been updated and no police vetting is required for these two staff members. The recruitment policy has been updated to ensure all references are updated in a timely manner
21 May 2025
Juniper Tree Autism Services Ltd., Athlone · Regulation 9 — Management and recruitment
- (1)(a) There is a named designated person in charge however, on both days of the inspection, this person was not in attendance and the inspector was advised that the classroom manager was the deputy designated person in charge. The service did not advise the agency or have this information on display to advise the parents/guardians of the children attending of the deputy designated person in charge of operating the preschool service. (1)(b)(c) There is no clear management structure in the service that identified the lines of authority and accountability in the service and the specific roles and responsibilities of each employee. The management structure did not clearly identify the details of the designated deputy person in charge in event of the absence of the named person in charge during the hours of operation of the preschool service. (2) The registered providers file was not available for inspection. (2)(d) It could not be ascertained if one adult required police vetting as there were gaps in their employment history. (4) The qualification details were not available for inspection for the five adults working directly with the children
Provider's corrective action:
- The person in charge submitted a written response to advise Corrective Action (1)(a) A list of people in charge has been displayed on the notice board in entrance hall. (1)(b)(c) The management structure has been displayed on the notice board in entrance hall. (2) The registered providers file was in the filing cabinet on the day of the inspection. The designated deputy person in charge omitted to give it to the inspector as the registered provider is not a member of staff. (2)(d) One staff member was requested to revise the cv.to advise of the gaps. (4) Qualifications for all staff are on the premises . Preventive Action (1)(a) Management to ensure the list is up to date and displayed. (1)(b)(c) Management to ensure the list is up to date and displayed. (2) Management to ensure the designated deputy in charge is properly trained Re: regulations etc. (2)(d) Management to ensure C.V.’s from potential staff are up to date with no gaps in employment history (4) Management to ensure all staff files have a copy staff qualification