Safer Recruitment Policy

Introduction

This policy has been developed to embed safer recruitment practices and procedures throughout Queen Margaret Primary School to support the creation of a safer culture by reinforcing the safeguarding and well-being of children and young people in our care. This policy complies with DFE guidance outlined in Keeping Children Safe in Education (KCSIE 2022) .

This policy is an essential element in creating and maintaining a safe and supportive environment for all pupils, staff and others within the school community and aims to ensure both safe and fair recruitment and selection of all staff and volunteers by:

• Attracting the best possible candidates/volunteers to
• Deterring prospective candidates/volunteers who are unsuitable from applying for
• Identifying and rejecting those candidates/volunteers who are unsuitable to work with children and young

Queen Margaret Primary School is committed to using disciplinary procedures that deal effectively with those adults who fail to comply with the school’s safeguarding and child protection procedures and practices.

As an employer we have a duty to refer to the Disclosure and Barring Service (DBS) any member of staff who, following disciplinary proceedings, is dismissed or resigns because of misconduct towards a pupil and we may refer any concerns we have before the completion of this process. The school will apply the same criteria to supply staff and actively pursue concerns.

This policy needs to be read in conjunction with the Child Protection and Safeguarding Policy.

Aims and Objectives

The Governing Board of the school will:

• Ensure the school has effective policies and procedures in place for the safe and fair recruitment and selection of staff and volunteers in accordance with Department for Education guidance and legal requirements.
• Monitor the school’s compliance with them.
• Ensure that appropriate staff and governors have completed safer recruitment training.

The Headteacher will:

This policy should be read in conjunction with our other safeguarding policies. These can be found on the website.

• Ensure that the school operates safe and fair recruitment and selection procedures which are regularly reviewed and up-dated to reflect any changes to legislation and statutory guidance.
• Monitor any contractors’ and agencies’ compliance with this document
• Promote the safety and well-being of children and young people at every stage of this process.

Inviting Applications

All advertisements for paid or unpaid posts will include the following statement: “Queen Margaret Primary School is committed to safeguarding children and young people. All post holders are subject to appropriate vetting procedures and a satisfactory enhanced Disclosure and Barring Service (DBS) check.”

Prospective applicants must complete, in full, and return a signed application form. Incomplete application forms will be returned to the applicant where the deadline for completed forms has not passed.

Candidates submitting an application form completed online will be asked to sign the form if called for interview.

A curriculum vitae will not be accepted in place of a completed application form

Identification of the interview panel

We will ensure that the Headteacher and at least one member of the Governing Board have completed appropriate safer recruitment training. At all times the Headteacher and Governing Board will ensure that safer recruitment practices are followed in accordance with the requirements of ‘Keeping Children Safe in Education’ with effect September 2022.

Short Listing and References

Two references, will be taken up before the selection stage so that any discrepancies may be probed during this stage of the procedure. References will be checked to ensure that information is not contradictory or incomplete. Where referees are contacted to clarify anomalies or discrepancies detailed written records will be kept of such exchanges.

References will always be obtained from the candidate’s current employer. Where a candidate is not currently employed, verification of their most recent period of employment and reasons for leaving will be obtained.

One reference will also be from the applicants most recent educational setting and the Headteacher will be used in this instance.

References will only be accepted from a senior person with appropriate authority.
Where necessary, previous employers who have not been named as referees may be contacted in order to clarify any anomalies or discrepancies. Detailed written records will be kept of such exchanges.

References will be received prior to interview where possible and will always be read by all people on the interview panel

Electronic references will be checked to ensure that they are from a legitimate source with a follow up telephone call.

Referees will be asked specific questions about the following:

• The candidate’s suitability to work with children and young people
• Any disciplinary warnings, including time-expired warnings, relating to the safeguarding of children and young people.
• The candidate’s suitability for the post

All appointments are subject to satisfactory references, vetting procedures, and DBS clearance.

Senior leader appointments are also subject to a section128 check.

Selection process

Invitation to interview

Candidates called to interview will receive:

• A letter confirming the interview and any other selection techniques
• Details of the interview day
• Details of any tasks to be undertaken as part of the interview process
• The opportunity to discuss the process prior to the interview
• Ex-Offenders Policy and self-disclosure

The Selection Process

Selection techniques will be determined by the nature and duties of the post, but all vacancies will require an interview of short-listed candidates.

• Interviews will always be face-to-face.
• Candidates will be required to:
• Explain any gaps in employment.
• Explain satisfactorily any anomalies or discrepancies in the information available to the panel.
• Declare any information that is likely to appear on the DBS disclosure
• Demonstrate their ability to safeguard and protect the welfare of children and young people.

Copies of the interview questions and answers will be kept on file for the successful candidate.

Employment checks

An offer of appointment will be conditional and all successful candidates will be required to:

• Provide proof of identity.
• Complete an enhanced DBS disclosure form and receive satisfactory clearance.
• Provide proof of professional status.
• Provide actual certificates of qualifications.
• Provide proof of eligibility to live and work in the UK 8.2 Prohibition by the Secretary of State to teach check will be carried out via the DFE & National College for Teaching & Leadership (NCTL). Section 128 checks will be carried out for senior leader appointments and governors.

All checks will be:

• Confirmed in writing.
• Documented and retained on the personnel file.
• Recorded on the school’s Single Central Record.
  Followed up if they are unsatisfactory or if there are any discrepancies in the information received.
• Employment will commence subject to all checks and procedures being satisfactorily completed.

Induction

All new members of staff and volunteers are provided with child protection awareness information at induction, including in their induction pack:

• Safeguarding and Child Protection policy,
• Behaviour policy,
• Staff Code of Conduct,
• Safeguarding response to children who go missing from education,
• The role of DSL and DDL including their identity
• Keeping Children Safe in Education Part 1, 5 and appendix A, with effect September 2022.
• Working Together to Safeguard Children 2018 updated

All successful candidates will undergo a period of monitoring and will:

• Meet regularly with their induction tutor
• Meet regularly with their line manager
• Attend any appropriate training

Supply Staff

The School will only use those agencies which operate a Safer Recruitment Policy and supply written confirmation that all relevant checks have been satisfactorily completed. Any information disclosed as part of the DBS check will be treated confidentially.

The School will carry out identity checks when the individual arrives.

Supply staff will received a child protection leaflet on arrival. Within five working days of starting supply staff will also be required to read the:

• Safeguarding and Child Protection policy,
• Behaviour policy,
• Staff Code of Conduct,
• Safeguarding response to children who go missing from education,
• The role of DSL and DDSL including their identity
• Keeping Children Safe in Education Part 1 and appendix A, with effect September 2022.
• Working Together to Safeguard Children 2018

Peripatetic Staff

The School will require that all necessary checks and DBS requirements have been satisfactorily completed for peripatetic staff.

Peripatetic staff will be required to read the:

• Safeguarding and Child Protection policy,
• Behaviour policy,
• Staff Code of Conduct,
• Safeguarding response to children who go missing from education,
• The role of DSL and DDSL including their identity
• Keeping Children Safe in Education Part 1 and appendix A, with effect September 2019.
• Working Together to Safeguard Children 2018

Related Policies

Safeguarding Policy/Child protection (including Children Missing in education Policy