The Early Years Coach

Morning everyone 😊

There seem to be a lot of comments still regarding the ‘must’ and ‘should’ components of the EYFS. To clarify:

✅must is a definite goes without saying

✅should means you must have regard for it and ONLY deviate from it if you have very good reason to. It’s not a simple choice to simply disregard.

So if you decide not to follow a requirement because it says ‘should’ you will need to have crystal clear rationale for not following it and demonstrate how you meet the safety and welfare needs of children 🧐

The requirements are there first and foremost to keep children safe and this must be at the forefront of decision making. It’s there in black and white and by following the requirements you do what is best for children and remain compliant ⭐️

Feel free to reach out with any questions. Visit the website to find out more about how a membership including confidential advice can keep you up to date with changes and help you stay compliant 🩷

Leading a setting can be tough😏

Lots of unclear information ✔️
Change✔️
Worry ✔️

This is where The Early Years Coach can help 🧡
As a member you can benefit from:

⭐️up to the minute reliable support and guidance
⭐️regular webinars
⭐️team training modules
⭐️regulatory compliance helpline
⭐️safe community chat room safe from judgement
⭐️ lots more…

But it doesn’t end there 🧡
The Early Years Coach can help you with:

✅inspection readiness and recovery
✅registration preparation
✅quality audits that align with the new inspection framework (available from late Autumn)

But most importantly, The Early Years Coach can help you realise your vision and help give every child the best start in life 🩷
Interested?
Visit the website here to find out more. Membership applications open soon for a limited time. No risk trial period - Join in September for free!
Start making a difference today 🩷

Link in bio

Safeguarding training 💎
Paragraphs 3.30 - 3.32

Top tips for meeting the requirements⭐️


🧡Review your safeguarding policy and induction traiining to ensre they both reflect the changes to training requirements and content.
The changes make it clear that providers MUST ensure that staff are trained in line with the criteria set out in Annex C (This is a new addition). Check that your training provider or in-house training covers the required content.

🧡Consider how you demonstrate how you have supported staff to be confident in implementing your safeguarding policy and procedures. What do you do to make sure staff are clear about keeping children safe. This might be through induction, daily walk-arounds, supervision, ongoing training etc.

🧡Review your training plan to ensure training is renewed every 2 years. Consider how you will evaluate if any staff need additional training during any two-year period. You may establish this through your observation, ongoing discussions and supervision.

🧡As a provider, how will you remain up-to-date with any changes to safeguarding information and legislation and ensure that staff are updated accordingly.

Still feeling confused? Join me for a free webinar on 12th August @7:30pm to find out more 🧡 link in bio 👆🏼

New section 💎
References

Paragraphs 3.20 and 3.21
Significant additions to how providers are expected to manage references.

Top tips for meeting this requirement

🔔Review your safer recruitment policy and look at the last time safer recruitment training was attended, make sure all staff who make recruitment decisions have completed this

What you MUST do

🔔Obtain a reference for any staff before they are recruited. You can still interview as normal but you will not be able to confirm their appointment without references so no starting new staff under restricted duties 🧡

Review your processes and make sure you have included reference to the following:

🔔References are in response to a request from the provider and do not state ‘to whom it may concern’.
🔔Applicants are not expected to manage their references. This ensures that the communication remains between you as the provider and the referee. How you will check electronic references are from the same email the reference was requested from and are legitimate.
🔔Use your professional curiosity to be satisfied that the source is genuine. Cross check information in references with other information such as application and CV.
🔔 Ensure you are requesting references from a current employer, training provider or education setting. Are they from the most senior person and do they have authority to provide references. Has the most recent employment been verified if applicant is not currently working.
🔔How you will follow up any information with the referee if you are concerned. How will you check reasons for applicant leaving and how will you resolve any issues before their employment is confirmed ✅

🕑 Review how you will provide references for previous employees in a timely manner. Do you have a standard reference proforma that includes Information to confirm satisfaction with the applicants suitability to work with children. Are you using facts NOT opinions of any substantiated safeguarding concerns. How can you ensure you do not provide a malicious or false reference ⁉️

Still not sure? Join me for a free webinar on 12th August @7.30pm link In bio 🩷

Join me for an information filled 🆓 webinar all about the changes to the EYFS.

Don’t let the worry of changes cloud your holiday season. With this webinar you can figure it all out and get back to the summer you deserve ☀️🏖️

📅 Save the date - Tuesday 12th August 2025 @7:30pm

To register your place click the link in bio

Child absences


NEW section 🆕

Paragraphs 3.11 and 3.12


Top tips for meeting this requirement 💎


✅ Review your attendance policy and make sure it includes explicit guidance for all staff regarding the monitoring of children’s attendance. Make sure all staff are clear about the following:


⭐️ How to recognise usual attendance patterns for children in the setting. For example, If a child is known to be absent every other Monday because they spend the day with an absent parent, that is a pattern in their personal circumstances.


⭐️ What staff are expected to do if they are concerned about a child’s absence, including when and how to raise their concerns. Make sure that all staff can recognise a prolonged absence - what is their understanding of this? Who should they report their concerns to, when and how. Do you need to deliver some spotlight training?

⭐️ Are there any circumstances that mean the child/carers/family is vulnerable and therefore at increased risk? Do key staff know this and understand the implications of absences for a child.

✅ You must also ensure that there are sufficient emergency contacts that can be used in the event of a welfare concern for a child or their family.


✅ You will need to be clear in your policy the process for monitoring and recording absences, including timelines, expectation for parents/carers to notify you of planned and unplanned absences, how you document and evaluate absences for individual children, and the steps that will be taken to contact parents/carers when absences have not been notified. This must include how you will implement the settings safeguarding procedures, and how absences will be followed up including contacting parents/carers and emergency contacts.


✅ You will need to be clear about how to escalate concerns to children’s social care services and/or request a welfare check from the police. This process must be shared with parents.
✅ You may want to implement a flowchart within the attendance policy that includes important contact details such as your local safeguarding team and police.

Whistleblowing

⭐️NEW section ⭐️

Paragraphs 3.7 and 3.8

Top tips for meeting this requirement 💎

Review your safeguarding policy or whistleblowing policy if separate. Make sure it includes the following information:

✅ Clear information about how to raise concerns about poor or unsafe practice in the setting’s safeguarding provision (the everyday practices and procedures that keep children safe) You must be clear about who the information is for and include staff, students and volunteers.

3.7 - You must be able to demonstrate how this is part of your safeguarding culture - for example having clear information about whistleblowing available for everyone that is accessible to all through a range of channels.

Any policy must include details about:

⭐️ when staff should report concerns - how do staff know what is unsafe practice, how is this recognised. Do they understand the importance of swift action.

⭐️ How staff should report concerns - clear guidance for who staff should contact and the method to do this.

⭐️ What process will be followed after staff report concerns. This is your process for escalation and may include information about LADO. Ensure staff are clear about the steps that will be taken following a concern being raised. This may be in the form of a flowchart for example.

⭐️ How you will make all staff aware of the procedures for whistleblowing - this might be through posters, access to the policy at home, induction and supervisions.

⭐️ How you will ensure that all staff know how to promptly and confidently raise concerns and know that any concerns will be taken seriously. This might be through discussions, scenario based questions, quizzes, etc.

3.8 - you must be able to demonstrate how you have provided channels for staff to raise concerns when they feel they cannot do this with their employer or feel that genuine concerns have not been taken seriously. You should include a range of additional reporting channels for staff. This might include NSPCC, Ofsted, or other whistleblowing channels.

Visit The Early Years Coach website for templates. Link@in bio

Are you ready for the changes to the EYFS in September?
The Early Years Coach has you covered. Keep visiting for top tips and guidance on how to navigate the changes and stay compliant.

The website is finally here.
Check out the link in bio 🩷

New parent poster November 2024
https://www.gov.uk/government/publications/poster-for-parents-childcare?fbclid=IwY2xjawGZb4JleHRuA2FlbQIxMQABHUkYAwmNnzE9rVephrIzTkF31MRjMAMA-k_SSUmAFsGoP30oIggZ5hrxnw_aem_8QdEssBXly0MPgVx3OHTIg

Read that again… 🧡

The only true way to really help children to grow and develop is to understand their world. This can only be done through the wonder of observation 💛

“True Play is true learning and is the right of every child. True Play is also the foundation for children and teachers to learn side by side. When we step back and observe children‘s play, we discover children as they discover the world. Only then can a teacher, a parent, a community or a country truly support the growth of the child.”
- Cheng Xueqin, Anji Play Founder