This policy is aligned with Statutory Guidance ‘Keeping Children Safe in Education’ ( April 2014). The school aims to create a culture where children’s welfare is the main focus. The proprietors and the Governing Body will take all the necessary steps to ensure that the most suitable person is appointed to the post and consequently the school will be thorough in the vetting and selection process. This policy sets out the principles of vetting and selecting applicants in order to promote the safety and welfare of children.
This document details the recruitment and selection processes, recruitment and vetting checks, and duties for safeguarding and promoting the welfare of children in education.
- Policies at Unity Girls School for Girls are designed to support the ethos, aims and vision of the school.
2.1 The purpose of this policy statement is to emphasise and promote the school’s total Commitment to safeguarding and promoting the welfare of children and expects all staff (including volunteers) in the school to share and commit to these.
- Broad Goals
3.1 The Safe Recruitment and Selection process underpins the Statutory Guidance on safer recruitment and serves to help ensure that information provided by the Candidates or third party at every stage of the recruitment process is scrutinised and addressed. This will help ensure that safe recruitment practices are always followed and establish a safe environment in which children can learn and develop in line with the School’s Child Protection Policy.
3.2 Unity Girls High School will ensure that the measures described in the Statutory Guidance on safer recruitment in education are embodied within all Policies and Procedures. The Safe Recruitment and Selection Code of Practice for schools will be applied in relation to everyone who works in the school when there are children under 18 years of age and who is likely to be perceived by the children as a safe and trust-worthy adult. Those are not only people who regularly come into contact with children, or who will be responsible for children, as a result of their work. They are also people who regularly work in the school when the pupils are present, who may not have direct contact with children as a result of their work / job, but nevertheless will be seen as safe and trustworthy because of their regular presence in the setting. This includes workers who are not on the payroll, e.g. staff employed by contractors, and unpaid volunteers.
3.3 These provisions also extend to the use of recruitment agencies who are required to adopt and implement the measures described and must include their commitment to this in any contract for service with the school. The school will monitor the contractor’s compliance.
4.1 Safe Recruitment and Selection measures will be adopted when recruiting and selecting prospective employees and volunteers. This will include the following areas: (please note that this is not an exhaustive list and elements of good practice will be encouraged and shared in schools):
4.1.2 Job descriptions
4.1.3 Person specifications
4.1.4 Information pack to candidates
4.1.5 Application form
4.1.6 Scrutinising and short listing
4.1.7 Identity checks
4.1.8 Obtaining 2 references (one can be a character reference but the second must
be from the past employer, or a previous employer in work with children)
4.1.9 Qualifications checks
4.1.10 Barred List checks and prohibition checks
4.1.11 Criminal Records Bureau (DSB) checks
4.1.12 Medical checks (for teaching posts)
4.1.13 verification of successful completion of statutory induction period (applies to
those who obtained QTS after 7 May1999); or monitoring and satisfactory
completion of the induction period for NQTs (for non-teaching posts)
monitoring and satisfactory completion of the probationary period where
4.1.14 Interview panel
4.1.16 Involving pupils
4.1.17 Post appointment Induction
4.2 All checks will be:
4.2.1 Confirmed in writing;
4.2.2 Documented and retained on the personnel file (subject to certain restrictions
on the retention of information imposed by CRB regulations); and
4.2.3 Followed up where they are unsatisfactory or there are discrepancies in the
4.3 An explicit Safe Recruitment and Selection Policy statement will be included in: –
4.3.1 Publicity materials
4.3.2 School websites
4.3.4 Candidate information packs
4.3.5 Person specifications
4.3.6 Job descriptions
4.3.7 Competency frameworks
4.3.8 Induction training
The explicit Safe Recruitment and Selection Policy statement in our schools is as follows:
‘The School is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. Applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the Criminal Records Bureau’.
‘CVs on their own will not be accepted for any posts based in schools.
‘Experience of working in a school environment is essential for this post’. (as appropriate).
‘Experience of working in a school environment is desirable for this post’. (as appropriate).
By scrutinising these areas and following the Policy Guidance, Unity Girls High School will ensure that we practice safe recruitment in checking the suitability of all workers (including volunteers) to work with children.
Application forms will have a set of common core data for all applicants. This is to ensure equal opportunity. Application forms will include personal details and professional history and details of two referees, at least one reference will be obtained before the interview.
Job descriptions will state the main responsibilities of the post and that the post will include promoting and safe guarding the welfare of children
We will be vigorous in vetting procedures, all applicants will be scrutinised to ensure that there are no discrepancies, to identify gaps in employment and to explore history of repeated changes of employment.
All candidates will be instructed to provide evidence of their identity, they will also be asked to bring in documents confirming any educational or professional qualification and verification of right to work in the UK.
Interviews will be conducted by a panel of three or more and of which at least one will have had ‘Safer recruitment’ training. As well as accessing the candidates’ suitability for the post, questions will aim to explore:
- The candidate’s attitude towards children
- The candidate’s ability to support the school agenda in promoting and safeguarding children
- The meaning behind the gaps in employment history
- Their Islamic ethos
- The panel would also ask if candidate wished to disclose any information in light of the DSB check.
PRE –APPOINTMENT CHECKS
- Obtain two references
- Verification of candidates identity
- Obtain certificate of DSB with a barred list information
- Ensure that the teachers has not been subject to a prohibition
- Verify the candidate’s mental state and physical fitness for the role
Unity Girls High School will be rigorous in its steps to prevent taking on people in our employment who might abuse children. Applicants will be advised to produce their DSB, employment is subject to this. For applicants who do not have a current DSB certificate, they will be asked to complete a form and a List 99 and or POCA Check ( or their equivalent according to Statutory Guidance relevant at the time) will be carried out instantly, while awaiting the return of their DSB. Where necessary and /or appropriate, the successful applicant /new staff member will work under supervision during this period.
Previously List 99 was maintained by the Department for Children, Schools & Families (DCSF) and contains the details of teachers who are considered unsuitable or banned from working with children in education. A List 99 check was done to ensure applicants do not appear on the sex offenders register and confirm if they are barred from working with children
A POCA check was done as part of the Protection of Children Act to confirm applicants are not barred from working with children.
However, both these functions are now carried out under the auspices of the Disclosure and Barring Service, referred to as the DBS.
Successful applicants will receive internal training on safeguarding children during their induction period. This also includes confirmation of an individual’s understanding of all our policies which promote and contain safeguarding of children. Following this, there will be an external training which they will receive every two years as required.
- Commitment to Safer Recruitment and Selection
Furthermore, the school is committed to ensuring that:
5.1 in addition to DCSF guidance, all staff involved in the recruitment and selection
process are appropriately trained in this area,
5.2 safer recruitment and selection practices are continuously reviewed and good
practice measures over and above the DCSF guidance are adopted where
5.3 The school’s commitment to safer recruitment and selection will also extend to creating a culture and attitudes of awareness in the prevention of child abuse. The school considers it crucial to create a school culture in which inappropriate behaviour is:
- easily recognised by having in place clear standards and boundaries for
staff and students
- reported at all levels
- always addressed and/or investigated
- encapsulated in an ethos of ‘safeguarding children and protecting staff’.
Employees have an understanding of what is expected of them both in terms of performance and conduct and are referred to the school’s Code of Conduct and the job description which will include the responsibility statement that it is the individual’s responsibility for promoting and safeguarding the welfare of children and young people s/he is responsible for or comes into contact with.
Policy Reviewed in June 2014 Next review date June 2015
Signed by Chair of Governors: M.Scarlett