Staff Recruitment Policy

This policy has regard to the DFES guidance, “Safeguarding Children and Safer Recruitment in Education 2007.”

Introduction

Our set of application forms include:

  1. Application Form (part I) with space allocated for applicant’s personal testimony
  2. Application Form (part II) which is for view by Head and Chair of Governors only and concerns criminal/health/declaration. The Application Form includes an explanation that the post is exempt from the Rehabilitation of Offenders Act 1974 and that all convictions and cautions (including those that are spent) must be declared. The Application Form includes a statement about Trinity’s commitment to safeguarding children and that a full enhanced CRB is required from all applicants.
  3. Application Acknowledgement/Interview Invite Form, from school to applicant
  4. Letter from school acknowledging successful application and offer letter which includes main responsibilities. Also refers to a statement of general teacher responsibilities (separate document)
  5. Letter from school to recruit with staff terms and conditions, which is a separate document.

Then follow the process listed below:

  1. Issue advert
  2. Sift responses (including CVs and testimonies and invite successful applicants to second stage)
  3. Interview
  4. Select an applicant for the post or re-issue advert
  5. If selection possible, acknowledge success to applicant, including general responsibilities and issue letters to non –successful applicants
  6. Issue CRB request
  7. Second interview with Head or Governors in case of Head to determine specific role and responsibilities, terms and conditions, salary etc.

 

Assuming CRB check is 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. 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.

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.

Review date: Summer 2011

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 at Trinity Christian 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 –      G.T.C/RP number.

6)         An enhanced criminal record check being a CRB Certificate before            appointment.

            In those circumstances when an enhanced CRB is unavailable, an application to Dcsf List 99 will be made.  No such person will be allowed to carry out work at Trinity Christian School in contravention of any direction made under Section 142 of the 2002 Act.

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

This section applies to the CRB Disclosures of existing staff.

Trinity Christian School does require existing teaching staff, in post, which were not previously eligible (including those recruited before the establishment of CRB) to have an enhanced CRB Disclosure.

It is the aim of Trinity Christian School to update all CRB checks on all staff every five years. 

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

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

However, to protect pupils, Trinity Christian School 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 Trinity Christian School until 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, Trinity Christian School 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 volunteers are able to work with pupils at Trinity Christian School 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 Christian School carries out:

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

      • Identity
      • Professional qualifications
      • List 99
      • Enhanced CRB check
      • Right to work in UK
  • An individual record of each member of staff containing photographic evidence of:
      • Identity
      • Professional qualifications
      • List 99
      • Enhanced CRB check
      • Right to work in UK