Recruitment and Selection Procedures

These procedures apply to the recruitment and selection of staff whether employed or voluntary.

Recruitment

  1. Recruitment procedures will follow the guidelines set out below in order to minimise the risk of attracting applicants who may, because of a previous conviction, be unsuitable for a post involving significant and direct contact with children and vulnerable adults.
  1. All posts will be clearly defined in terms of a detailed job description and applicant profile.
    1. Key selection criteria will be identified.
    1. Documentary evidence will be required for academic and vocational qualifications.
    1. Professional and character references will be required to, amongst other things, verify the candidates employment history. At least one satisfactory reference, written or telephone reference, to be obtained prior to commencement of employment.
    1. A range of selection techniques will be adopted to include (but not be limited to) interview and reference checks.
  2. All candidates applying for employment with the Employer must give, on the Staff Application form for employment, a declaration of any criminal record before short listing of candidates is considered. Those seeking voluntary engagement with the Employer will also be   required to give, on the Staff Application form for employment, a declaration of any criminal record before being permitted to carry out any form of work at the Employer.
  3. Applicants who declare a criminal record must give written details of any convictions in an envelope marked “Private & Confidential” which will be available to the Chair of the Interview Panel Only if short listed will the contents of the envelope be considered. Where a candidate is not short listed the envelope will be returned un-opened to the applicant

Appointment

  • All successful candidates for a post which involves direct contact with young people and vulnerable adults will be checked immediately on List 99 by the HR team and will be required to undertake either an “Enhanced” Disclosure & Barring Service (DBS) check using the DBS application form.
  • It is the responsibility of the successful candidate to ensure that the DBS check is undertaken and received by the Employer prior to commencement of employment unless constant supervision whilst employed can be guaranteed. Failure to comply with this requirement may result in the employee’s Contract of Employment not being confirmed and ultimately, termination of employment.
  • “Enhanced” DBS checks will be required for the following posts and the timescale for the DBS check in relation to engagement is specified. (Note that this list is not exhaustive and may be  amended from time to time at the discretion of the Employer) Supervised contact is defined as no direct contact with students who are aged under 18 or vulnerable adults including face to face, telephone, internet, email or text messaging.

DBS requirements:

The following groups involved with the Employer are required to have a enhanced DBS check before appointment unless subject to a supervision plan (see below):

  • All members of teaching staff
  • All ancillary staff
  • All volunteers

Supervision plans:

In rare cases the Employer may be compelled to appoint a member of staff prior to receiving a completed enhanced DBS, in such cases the Employer will ensure that “list 99” checks are carried out immediately and a supervision plan is drawn up to ensure constant supervision of the new appointment until a satisfactory disclosure is received.

Responsibility

It is the responsibility of the Head and SMT to ensure that no individual is engaged by the Employer where such an individual is required not to commence employment prior to appropriate DBS clearance being received.

The SMT will be responsible for ensuring that no unsupervised contact with students who are under 18 is permitted of staff in the conduct of their normal duties in those categories detailed above until the appropriate level of DBS clearance has been received by the Employer. The Head will advise the appropriate Line Manager when clearance or otherwise is received by the Employer.

Similarly, staff are responsible for those areas of Employer activity within which volunteer work takes place; ensuring that there is no unsupervised contact with students who are under 18, until DBS clearance has been received by the Employer.

In respect of obtaining DBS disclosures for all groups of individuals involved with the Employer (as listed above) employed or as volunteers, will organise applications, review received disclosures and append to staff files. A declaration should be made by all staff engaged at the Employer in respect of offences that may have occurred subsequent to the date of appointment, on a staff update form which can be obtained by the admin upon request