BS 8406:2020 pdf free download – Event stewarding一Code of practice.
Copies of records relating to the contractual agreement between the client and the organization should be retained in a client file.
Records relating to the following should be maintained for seven years:
a) contracts;
b) staffing levels;
c) policies, e.g. health and safety policy, crowd safety policy;
d) risk assessments;
e) training;
fJ minutes of client and organization meetings;
g) operational plan/method statement;
h) details of any incidents and accident reports;
i) complaints; and
j) event logs.
Insurance schedules should be retained for a minimum of six years. NOTE 2 Records can be maintained either in hard copy or electronically.
4.7 Sale of services
The organization should follow the recommendations given in BS 10800:2020, 8.3 and 8.7.
NOTE BS 10800:2020, 8.3 has five sub-clauses which cover contacting potential clients, the type of information that is to be supplied to potential clients, conducting a pre-quotation survey, producing quotations, and contracts. BS 10800:2020, 8.7 covers the use of sub-contra ctors and bought-in-labour.
5 Staffing and resourcing
5.1 Selection
The organization should implement a risk-based selection process which includes an interview. Individuals should be assessed for their:
a) ability to carry out the services required;
b) aptitude and demeanour;
c) communication skills; and
d) relevant experience and qualifications.
5.2 Screening
Personal documentation, including right to work checks (selected from originals of birth certificate, driving licence, passport, service records, utility bills), should be examined to establish authenticity and confirm identity and permanent address.
The organization should inform individuals undergoing pre-employment enquiries that any documents presented to establish identity and proof of residence might be checked to detect and deter identity theft and fraud.
The organization should also inform the individual that any identity documents that appear to be forgeries will be reported to the relevant authority.
NOTE 1 It is widely accepted that events stewarding is a wide-ranging discipline and can encompass types of events that can range from relatively small community-based events to highly complex events that command attention from a global audience.
The organization should decide the level(s) of screening to be applied to the individual for the event.
NOTE 2 In accordance with BS 10800:20211. 7.1, organizations can apply a derogation from the requirements of BS 7858 and use a tiered approach to screening.
NOTE 3 For further information regarding right to work, see www.gov. uk/check-job-applicant-right-to-work and www.gov. uk/government/publications/acceptable-right-to- work-documents-an -employers-g tilde.
The selected screening level chosen should be risk-based and proportionate to the determined risk(s) and should aim, as far as practicable, to mitigate that risk. The level of risk in the intended employment should be evaluated and documented to confirm it is in accordance with the required screening level.
The organization should decide which level of screening is required in accordance with a) to d).
a) Level 1: Verification of identity and address, along with a personal recommendation from an individual known to the organization, or other equally trusted source. The organization should be able to demonstrate why the recommender’s opinion can be relied on. The organization should document its evaluation of the recommender’s suitability and integrity. This should be completed before the individual’s deployment.
NOTE 4 A trusted source could be an individual or organization of good standing in the local community, i.e. local faith leader, or community group.
b) Level 2: Verification of identity and address, and screening in accordance with BS 7858 commencing once the individual has completed one month’s service with the organization.
NOTE 5 This is normally from the end of the first completed shift.
c) Level 3: Screening in accordance with BS 7858. including conditional employment.
d) Level 4: Screening in accordance with BS 7858 completed before the individual commences employment.
For Level 2 to Level 4, where the individual is employed in a position that does not require a security licence, the organization should obtain a police disclosure of convictions record check, for those working under the National Police Chiefs Council (NPCC) security systems policy, or disclosure from the Disclosure and Barring Service (DBS) or Disclosure Scotland.
The organization, when screening in accordance with BS 7858. should not make an offer of conditional employment unless:
1) the level of risk in the intended employment has been evaluated and is deemed to be acceptable, and has been documented; and
2) preliminary checks have been completed satisfactorily.