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Staff Recruitment Policy

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”

Introduction 

Summary Recruitment process: 

  1. An advert and/or Job Description is compiled and sent out with an enclosed Application Form with a Medical declaration form.
    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.
  2. Enquiries are taken and a letter of thanks for interest is sent.
  3. Responses are sifted and an invite letter sent for those being interviewed.
  4. References for Interviewees will be requested at this stage where consent given.
  5. The Interview process will take place with a Governor present as well as one or two other senior members.
  6. An applicant will be selected for the post if possible or re-issue advert.
  7. On selection, an offer letter is sent to the successful applicant who will be subject to the Medical and DBS checks and will receive information on responsibilities (for teachers) and a letter is issued to non–successful applicants.
  8. 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: 

  1. Create terms and conditions including all relevant information agreed
  2. Agree start date
  3. Agree induction to school and training
  4. Authorise date for pay salary to office 

 

The procedure to recruit staff is as follows: 

Staff request 

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.

 

The Applicant 

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. and/or 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.

 

Interview 

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 

  • Character
  • Cultural fit to the school
  • Qualification for the role
  • What they could add to the school

 

Decision 

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 TrinityChristianSchool 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 at Trinity C hristian School. 

1)         An identity check.  Documents required being birth certificate, driving license or passport.  

2)         Right to work in the U.K.  Documents required being full U.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 at TrinityChristianSchool without suitable checks. 

The checks above shall be completed before a person’s appointment at Trinity Christian School. 

 

This section applies to the DBS Disclosures of existing staff. 

Trinity ChristianSchool does 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 of TrinityChristianSchool to update all DBS checks on all staff every five years. 

 

This section applies to the appointment of supply staff at Trinity Christian School. 

Trinity ChristianSchool does not use the supply agencies and seeks to resource all staff shortages with current staff.  When this is not possible, TrinityChristianSchool is able to employ previously employed personnel.   

However, to protect pupils, TrinityChristianSchool adopts the same appointment check measures as it does for paid staff.  (See section of a paid member of staff at Trinity Christian School) 

No past employees are able to work with pupils at TrinityChristianSchool until the necessary checks have been completed. 

 

This section applies to volunteers working at TrinityChristianSchool. 

Volunteers are seen by children as being safe and trustworthy adults.  To protect pupils, TrinityChristianSchool adopts the same appointment check measures as it does for paid staff (see section of a paid member of staff at TrinityChristianSchool). 

No volunteers are able to work with pupils at TrinityChristianSchool until the necessary checks have been completed.

 

This section applies to the record keeping arrangements and checks made on all staff at Trinity Christian School. 

Trinity ChristianSchool carries out: 

1)         An overview sheet showing all photographic evidence of all staff with regardto:          

      • Identity 
      • Professional qualifications 
      • Enhanced DBS check 
      • Right to work in UK

 2)           An individual record of each member of staff containing photographic evidence of:     

      • Identity 
      • Professional qualifications 
      • Enhanced DBS check 
      • Right to work inUK

 


Revision Date Autumn 2015