As this is voluntary placement tread carefully.

Do not assume all your engineers will be willing:

1) to "baby sit" or have any form of company on the job

2) to have their private life intruded upon by joining PVG

3) to have their private life intruded upon by having to justify why they won't join PVG - you are not classed as Regulated work so it is wrong to expect and even ruder to question e.g. they may have a conviction kept secret from early years that has no bearing upon their emplyment with you https://www.gov.uk/exoffenders-and-employment

You will also need provisions for circumstances such as your PVG engineer rings in sick and the only person left avilable is without.

Wasn't suggesting no checks merely caution the gesture could have unintended consequences

Originally Posted by: kmason83

young poeple are in vans with engineers on their own then they will need the checks in place.

This appears to conflict with the guidance re PVG in Scotland.

However, I am no longer actively involved so my reference doxs may have been superceded. However, may be worth you checking it out further perhaps.

In terms of managing risk what we used to do was to plan to use different engineers each day or every two days to keep under the long standing guide of no more than 3 days in 30 of contact. Also getting specific parental/carer agreement to travelling and working one on one arrangement.

Younger children on work experience

100. Individuals working with children aged 16 or 17 on work experience are exempt by paragraph 2(a) of schedule 2 as the children are themselves working. In respect of younger children on work experience (and who are not themselves employed), neither paragraph 2(a) or (b) of schedule 2 offers any exemption. But it is to be expected that most employees in the host organisation working with such children would not be doing regulated work because their interaction with the children would either: not be one of the activities; not be their normal duties; or be incidental. For example, any care offered to children on a work placement would have to be above and beyond what is normally provided to employees for this to be any more than incidental. In practice, only any individual(s) allocated special responsibilities for the children for the entire duration of their placement is (are) likely to be doing regulated work.