As part of an Ofsted inspection, inspectors will want to view the school’s single central record of recruitment checks. It is therefore important that such a record is kept and maintained. A school is expected to have a record of: All staff employed to work at the school, Staff employed as supply whether employed directly or through an agency. Other staff who work in regular contact with children such as volunteers or specialist instructors. The record must indicate whether or not the following checks have been completed: Identity Qualifications legally required Right to work in the United Kingdom Enhanced DBS Overseas checks where appropriate. The record should also indicate the date on which each check was completed or the relevant certificate obtained and who carried out the check. The date of the DBS check should be recorded on the central record of pre-employment checks. The Head teacher should place a copy of the email that confirms whether or not the disclosure is clear on the employee’s file. If the disclosure was not clear and a risk assessment was completed, a copy of the risk assessment should be placed in the employees file. References The selection panel should not seek to obtain any references for candidates at an early stage in the process for use as an aid to short-listing. The use of references is best restricted to the identification of contra-indicators, in other words, information as to why a particular candidate might not be suitable for appointment. If an appointment is not to be confirmed due to references the panel should ensure that the decision is “unsatisfactory” fair and reasonable and is based on justifiable grounds. It is not advisable to make offers of employment until satisfactory references have been received. It is not good practice to request references for some of the short-listed candidates (unless they have so requested), and not for others, as this could lead to perceptions that some candidates are being treated more or less favourably than others. It is a breach of the applicant’s confidentiality to seek references, or to make informal enquiries, from any person other than the applicant’s nominated referees. the reference is unclear or where there may be hints at problems, it is advisable to telephone the referee in order to clarify this information. Notes from the telephone conversation should be recorded. Criminal Convictions
As part of an Ofsted inspection, inspectors will want to view the school’s single central record of recruitment checks. It is therefore important that such a record is kept and maintained. A school is expected to have a record of: All staff employed to work at the school, Staff employed as supply whether employed directly or through an agency. Other staff who work in regular contact with children such as volunteers or specialist instructors. The record must indicate whether or not the following checks have been completed: Identity Qualifications legally required Right to work in the United Kingdom Enhanced DBS Overseas checks where appropriate. The record should also indicate the date on which each check was completed or the relevant certificate obtained and who carried out the check. The date of the DBS check should be recorded on the central record of pre-employment checks. The Head teacher should place a copy of the email that confirms whether or not the disclosure is clear on the employee’s file. If the disclosure was not clear and a risk assessment was completed, a copy of the risk assessment should be placed in the employees file. References The selection panel should not seek to obtain any references for candidates at an early stage in the process for use as an aid to short-listing. The use of references is best restricted to the identification of contra-indicators, in other words, information as to why a particular candidate might not be suitable for appointment. If an appointment is not to be confirmed due to “unsatisfactory” references the panel should ensure that the decision is fair and reasonable and is based on justifiable grounds. It is not advisable to make offers of employment until satisfactory references have been received. It is not good practice to request references for some of the short-listed candidates (unless they have so requested), and not for others, as this could lead to perceptions that some candidates are being treated more or less favourably than others. It is a breach of the applicant’s confidentiality to seek references, or to make informal enquiries, from any person other than the applicant’s nominated referees. the reference is unclear or where there may be hints at problems, it is advisable to telephone the referee in order to clarify this information. Notes from the telephone conversation should be recorded. Criminal Convictions
Recruitment-Policy-May-16.docx