Safe Recruitment of all staff of Baines Endowed VC School.
The safe recruitment of staff is the first step to safeguarding and promoting the welfare of our children. Baines Endowed VC School is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment.
This is to be achieved through effective recruitment and retention of competent, motivated staff members who are suited to, and competent in their roles.
The School recognises the value of, and seeks to achieve a diverse workforce comprising different backgrounds, skills and abilities. As such it is committed to a recruitment and selection process which is systematic, efficient, effective and equal. In doing so, it upholds its obligations under law and national collective agreements to not discriminate against applicants on grounds of age, sex, sexual orientation, marital status, disability, race, colour, nationality, ethnic origin, religion or creed.
We aim to:
• attract the best possible applicants to vacancies;
• deter prospective applicants unsuitable for work with children;
• identify and reject applicants unsuitable for work with children.
Baines Endowed VC School will ensure that at least one member of the appointment panel has successfully completed Safer Recruitment Training.
The following procedures and practices are in place to ensure the safe recruitment of staff:
Stage 1: Advertising and Inviting Applications
All advertisements for all posts will clearly stipulate the stance adopted by Baines Endowed VC School by the inclusion of the following statement: “Baines Endowed VC School is committed to safeguarding children and young people. All post holders are subject to a satisfactory enhanced Disclosure and Barring Service disclosure.”
Stage 3 Applicant Short-Listing
Candidates for the post and suited to the job description and person specification following analysis of their applications will be short-listed following consultation between the Headteacher, Governors and others involved in the interviews process. Should a candidate progress to selection and interview stage prior to their receipt, appointments would be subject to satisfactory references.
Where necessary, previous employers who have not been named as referees will be contacted in order to clarify any anomalies or discrepancies. A written note will be kept of any such exchanges.
References will be requested in accordance with LCC guidelines.
Stage 2: Pre -Application Pack
Prospective applicants are supplied with the following:
• Application Form;
• Job Description & Person Specification;
• School prospectus and information pack
• Selection Procedure for the post
• All applicants must complete the application form in full.
Stage 4 Interview
Candidates selected for interview will have to provide:
• proof of identity
• certificates of qualifications
• eligibility to live and work in the UK
The interview process will seek to assess each candidate in terms of fulfilling the requirements of the post and significantly in terms of safer recruitment practices will explore attitudes towards working with children.
Candidates will always be required:
• to explain satisfactorily any gaps in employment;
• to explain satisfactorily any anomalies or discrepancies in the information available to the interviewers;
• to declare any information that is likely to appear on a DBS disclosure;
• to demonstrate their capacity to safeguard and protect the welfare of children and young people.
References are sought directly from the referee. References or testimonials provided by the candidate are never accepted instead of a signed reference from a referee. In cases of applicants being invited to interview, referees can be contacted by telephone or e-mail prior to receiving a written, signed reference.