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:
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.
The Governing Board of the school will:
The Headteacher will:
This policy should be read in conjunction with our other safeguarding policies. These can be found on the website.
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
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.
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:
All appointments are subject to satisfactory references, vetting procedures, and DBS clearance.
Senior leader appointments are also subject to a section128 check.
Invitation to interview
Candidates called to interview will receive:
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.
Copies of the interview questions and answers will be kept on file for the successful candidate.
An offer of appointment will be conditional and all successful candidates will be required to:
All checks will be:
All new members of staff and volunteers are provided with child protection awareness information at induction, including in their induction pack:
All successful candidates will undergo a period of monitoring and will:
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:
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 Policy/Child protection (including Children Missing in education Policy
