This policy is available on request to parents. It has been written in regard to, and in compliance with, the DfES circular ‘Safeguarding Children in Education’ (0027/2004), Safeguarding Children and Safer Recruitment in Education (07/01/2007) and chapter 5 of SCSRE DfE October 2012 guidance on “Dealing with allegations of abuse against teachers and other staff”
Summary Recruitment process:
- An advert and/or Job Description is compiled and sent out.
- Enquiries are taken and a letter of thanks for interest with an enclosed Application Form is sent.
- Responses are sifted and an invite letter sent for those being interviewed.
- References for Interviewees will be requested at this stage where consent given.
- An applicant will be selected for the post if possible or re-issue advert.
- On selection an offer letter is sent to the successful applicant which will be subject to the Medical and DBS checks and will include general responsibilities (teachers) and a letter is issued to non–successful applicants.
- Medical declaration form is sent out which concerns health matters. We also attach a Self Declaration Disclosure form in order to process the DBS check. The Application Form includes an explanation that the post is exempt from the Rehabilitation of Offenders Act 1974, further details in CCPAS guidance. The information enclosed includes a statement about Trinity’s commitment to safeguarding children and that a full enhanced DBS is required from all applicants.
- Relevant documentation will be requested to check ID andUKright to work. This will be in the form of a passport or driving license. If these are not present there is a list of other alternative documents guidance sheet.
Assuming All checks are acceptable:
- Create terms and conditions including all relevant information agreed
- Agree start date
- Agree induction to school and training
- Authorise date for pay salary to office
The procedure to recruit staff is as follows:
The Head or the Senior Management team (SMT) approach the governors to request additional or replacement staff.
The governors will be required to carry out the following:
- Seek to understand the reason behind the request, for example a member of staff is to retire, or otherwise leave
- Ascertain that the post is actually required for the charity to continue to deliver the educational and student care services required by the trust deed and other policies
- Be confident that the post cannot be filled by rearranging existing staff, where such a rearrangement does not cause undue strain to any student or member of staff
- Identify whether the potential post already has:
- A suitable salary
- Whether new funding is required in its entirety or
- An existing salary may need “topping up”
Job description and advertisement
The governors having satisfied themselves that a post is required, a suitable job description needs to be drawn up by the Head or SMT and agreed by the governors. The description should include:
- That the school is a charity and include the charity number
- Has a strong Christian ethos
- Sees the work of the staff within the charity as a calling
- An indication of responsibilities
- Indication of hours/days required
- Indication of salary and other benefits
When the job description has been agreed, an advertisement, based upon the job description will be required and issued to suitable publications and through other channels. This will include knowledge of suitable potential applicants known to members involved with Trinity.
In advertising the post, care needs to be taken to ensure that new applicants are aware of:
- The Christian nature of the school and charity
- Its governing deed
- The responsibilities that they will be required to follow in the discharge of their duties whilst serving the Lord
This care must also extend to cover the requirements and the obligations of the charity to current law as it applies to the school and the post.
In considering applicants, the governors should ensure that a written testimony of the applicant’s Christian walk before the Lord is received, along with suitable references from their current spiritual leader e.g. pastor, vicar and also character references to whom the governors may make references.
The above to be in addition to the usual C.V. school references and qualifications.
Applications should be reviewed by both the governors and the Head or SMT and a suitable short list approved to be interviewed.
The governors and Head will agree the interview team, which will include:
- The Head and at least two governors
In the case of the post being for a Head:
- A minimum of three governors and the current Head
Where there is no Head in post:
- A minimum of three governors and the SMT to be represented by at least two members
Before the interview, all references will be contacted and responses circulated to the team who will meet to agree the topics to be covered.
During the interview the team will consider the following attributes of each application
- Cultural fit to the school
- Qualification for the role
- What they could add to the school
Following the interview and the considerations of the team, the governors will make their decision, which will be final.
Following the decision, the governors will request that detailed discussions be held between the Head and the successful applicant. The staff will advise the governors on the outcome of discussions which will include:
- Roles and responsibilities
- Salary and hours
- Start date
The governors will then help prepare the successful applicant’s terms and conditions and authorise the admin team to issue the appropriate documents.
Staff Recruitment and Screening
This section applies to the appointment of a paid member of staff at Trinity Christian School other than supply staff.
Prior to the confirmation of the appointment of all staff, the following checks will be made to determine a person’s suitability to a position atTrinityChristianSchool.
1) An identity check. Documents required being birth certificate, driving license or passport.
2) Right to work in theU.K. Documents required being fullU.K.passport or
3) Previous employment history being a reference from previous employer of University Tutor.
4) Character/Spiritual suitability being a reference from current spiritual leader.
5) Professional Qualifications being proof of professional qualifications – DFE number.
6) An enhanced criminal record check being a DBS Certificate before appointment.
No such person will be allowed to carry out work atTrinityChristianSchoolwithout suitable checks.
The checks above shall be completed before a person’s appointment atTrinityChristianSchool.
This section applies to the DBS Disclosures of existing staff.
TrinityChristianSchooldoes require existing teaching staff, in post, which were not previously eligible (including those recruited before the establishment of DBS) to have an enhanced DBS Disclosure.
It is the aim ofTrinityChristianSchoolto update all DBS checks on all staff every five years.
This section applies to the appointment of supply staff at Trinity Christian School.
TrinityChristianSchooldoes not use the supply agencies and seeks to resource all staff shortages with current staff. When this is not possible,TrinityChristianSchoolis able to employ previously employed personnel.
However, to protect pupils,TrinityChristianSchooladopts the same appointment check measures as it does for paid staff. (See section of a paid member of staff atTrinityChristianSchool”)
No past employees are able to work with pupils atTrinityChristianSchooluntil the necessary checks have been completed.
This section applies to volunteers working at Trinity Christian School.
Volunteers are seen by children as being safe and trustworthy adults. To protect pupils,TrinityChristianSchooladopts the same appointment check measures as it does for paid staff (see section of a paid member of staff at Trinity Christian School).
No volunteers are able to work with pupils atTrinityChristianSchooluntil the necessary checks have been completed.
This section applies to the record keeping arrangements and checks made on all staff at Trinity Christian School.
1) An overview sheet showing all photographic evidence of all staff with regard to:
- Professional qualifications
- Enhanced DBS check
- Right to work inUK
2) An individual record of each member of staff containing photographic evidence of:
- Professional qualifications
- Enhanced DBS check
- Right to work in UK
Revision Date Spring 2014