BSA Safer Recruitment Policy 1 THE BRITISH SCHOOL OF AMSTERDAM SAFER RECRUITMENT POLICY 1. Introduction The British School of Amsterdam is committed to providing the best possible care and education to its pupils and to safeguarding and promoting the welfare of children and young people. The School is also committed to providing a supportive and flexible working environment for all its members of staff. The School recognises that, in order to achieve these aims, it is of fundamental importance to attract, recruit and retain staff of the highest calibre who share this commitment. The aims of the School's recruitment policy are as follows: ● to ensure that the best possible staff are recruited on the basis of their merits, abilities and suitability for the position which includes their attitudes towards safeguarding and their ability to work with children in a way which promotes the safety and welfare of children; ● to ensure that all job applicants are considered equally and consistently; ● to ensure that no job applicant is treated unfairly on any grounds including race, colour, nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation, marital or civil partner status, disability or age; ● to ensure compliance with all relevant Dutch legislation, recommendations and guidance including the statutory guidance published by the UK Government’s Department for Education (DfE), Keeping Children Safe in Education (September 2016), Disqualification Under the Childcare Act 2006 (DUCA) and any guidance or code of practice published by the Disclosure and Barring Service (DBS); and ● to ensure that the School meets its commitment to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks and by conducting the recruitment process in a way which prevents, as far as possible, the recruitment of individuals who are unsuitable to work with children. Employees involved in the recruitment and selection of staff are responsible for familiarising themselves with and complying with the provisions of this policy. 2. Recruitment and selection procedure All applicants for employment are required to complete an application form containing questions about their academic and employment history and their suitability for the role. The School will only consider candidates who have completed the application form in full. Incomplete application forms will be returned to the applicant where the deadline for completed application forms has not passed. Should there be any gaps in academic or employment history, a satisfactory explanation must be provided. A curriculum vitae will not be accepted in place of the completed application form but may
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BSA Safer Recruitment Policy
1
THE BRITISH SCHOOL OF AMSTERDAM
SAFER RECRUITMENT POLICY
1. Introduction
The British School of Amsterdam is committed to providing the best possible care and education to
its pupils and to safeguarding and promoting the welfare of children and young people. The School is
also committed to providing a supportive and flexible working environment for all its members of
staff. The School recognises that, in order to achieve these aims, it is of fundamental importance to
attract, recruit and retain staff of the highest calibre who share this commitment.
The aims of the School's recruitment policy are as follows:
● to ensure that the best possible staff are recruited on the basis of their merits, abilities and
suitability for the position which includes their attitudes towards safeguarding and their
ability to work with children in a way which promotes the safety and welfare of children;
● to ensure that all job applicants are considered equally and consistently;
● to ensure that no job applicant is treated unfairly on any grounds including race, colour,
nationality, ethnic or national origin, religion or religious belief, sex or sexual orientation,
marital or civil partner status, disability or age;
● to ensure compliance with all relevant Dutch legislation, recommendations and guidance
including the statutory guidance published by the UK Government’s Department for
Education (DfE), Keeping Children Safe in Education (September 2016), Disqualification
Under the Childcare Act 2006 (DUCA) and any guidance or code of practice published by the
Disclosure and Barring Service (DBS); and
● to ensure that the School meets its commitment to safeguarding and promoting the welfare
of children and young people by carrying out all necessary pre-employment checks and by
conducting the recruitment process in a way which prevents, as far as possible, the
recruitment of individuals who are unsuitable to work with children.
Employees involved in the recruitment and selection of staff are responsible for familiarising
themselves with and complying with the provisions of this policy.
2. Recruitment and selection procedure
All applicants for employment are required to complete an application form containing questions
about their academic and employment history and their suitability for the role. The School will only
consider candidates who have completed the application form in full. Incomplete application forms
will be returned to the applicant where the deadline for completed application forms has not passed.
Should there be any gaps in academic or employment history, a satisfactory explanation must be
provided. A curriculum vitae will not be accepted in place of the completed application form but may
Planning Timescales Person specification/Job Description including expectation to follow all safeguarding procedures Application Form (state no CVs accepted) Include commitment to safeguarding on all recruitment materials, including website Applicant Pack created, including safeguarding information Statement that DBS/VOG /other vetting checks will be completed
Vacancy Advertised
When and where, copy of advert
Applications received
Scrutiny of dates, gaps, discrepancies and link to Person Spec,/JDs
Short-listing At least two people involved Judged against standard criteria Record kept
References requested
Request directly from appropriate referee Ask specific safeguarding questions
References received
Scrutinised against information given on application form Note issues of concern to be followed up at interview or with referee
Invitation to interview sent out
Include full instructions for the day, including request to bring along proof(s) of identity, evidence of qualifications and right to work in NL. For teachers, proof of QTS and qualifications.
Interview day - applicants
Copies of documents taken and any issues noted and shared with interview panel for clarification. Any lack of documents queried and panel agree whether to interview or not.
Interview day – panel
Panel must include at least one person who has completed Safer Recruitment training Panel must include people who are authorised to appoint staff Panel to have met prior to interviewing and have discussed the questions and assessment criteria The same people interview every candidate
Interview Check any discrepancies in application form/ references/ identity/qualification evidence Check suitability to work with children
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Explore safeguarding/child protection understanding Record made of questions/answers
Conditional offer of employment made
Made clear to successful applicant that the offer of employment is conditional on successful vetting and other pre-employment checks and a probationary period (one month in NL)
Records of Interview information filed
For unsuccessful candidates - kept from date of appointment of successful candidate plus 6 months (include name of interviewers with safer recruitment training) For successful candidate – placed in personnel file and kept until termination of employment plus 6 years (include name of interviewers with safer recruitment training) Evidence of Right to work in NL – kept until termination of employment plus not less than two years Copies of DBS Certificates – must not be kept for longer than 6 months Copy of VOG certificate - kept until termination of employment plus not less than two years Copies of other evidence may be kept on file until termination of employment plus 6 years
Enhanced DBS form completed and sent off
For all staff and governors resident in UK
DBS Barred List requested
For staff or governors in regulated activity only.
Prohibition from teaching check completed
Using COBIS
Prohibition from management check
Known as Section 128 check and completed via Teacher Services
Disqualification by Association check
For those working with under-8s Self-declaration
Overseas Checks Not prohibited or restricted from teaching by another EU country. Completed via COBIS. Police check/Certificate of Good Conduct obtained according to school policy
Single Central Record
All relevant checks recorded on the Single Central Record
Induction completed
Including: Child Protection Training Staff Code of Conduct
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Read Safeguarding Policy including ‘Keeping children safe in education’
Appendix 3: Single Central Register Checklist
Single Central Record Checklist (Minimum expectations) (Tick)
Name of person
Address
Date of Birth
Position / Section
Evidence of ID (inc. photograph)
Start Date
Qualification(s) Required
Qualification(s) Evidenced and Date Checked
VOG check and date received and number
DBS Enhanced Check and Date Received (not statutory to record number)
Barred List Check (only if in Regulated Activity) and Date Received
Prohibition Check (Teachers/People with QTS) Date Checked
s128 Prohibition Check for management positions in Independent schools (inc. Academies and Free Sch.)
EEA Online check Restriction check for teachers who have worked in EEA countries
Overseas Checks needed/undertaken. Type and Date.
Right to Work in NL Date Checked
References (2) (Checked and Date Received)
Previous employment
Explanatory notes
Single Central Record (People to include) (In Excel, usually on a separate tab)
Teachers
Support Staff
Admin Staff
Premises Staff
SB members
Volunteers
Agency Staff (working in the school for a 'reasonable' length of time)
Contractors
Student teachers (if on the school's payroll)
Additional instructors/coaches/etc
Club Providers
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Peripatetic music teachers
Notes
Make sure there are no gaps. Enter 'Not applicable', or another relevant phrase.
SCR must be current. Archive onto a separate tab or delete people who have left.
SCR must include Enhanced Check/Barred List for people appointed after 2006.
No need for Enhanced Check or Barred List for people appointed prior to March 2002.
SCR should record, what has been seen, when it was seen and by whom it was seen.
Can also record on the SCR (Not statutory)
Disqualification by Association
Safer Recruitment Training
Safeguarding Induction Completed
Date of last review: November 2016 Date of next review: December 2017
Authorised by resolution of: SB Date of authorisation:
This conforms to Standard 4 of the UK Government’s British Overseas School Standards regarding
Suitability of staff, supply staff and proprietors