a check of professional qualifications; the right to work in the UK; make overseas checks where relevant; ask for and follow up at least two references; scrutinise applications for gaps in employment. We will have a Single Central Record which will cover all staff, including governors, and volunteers where necessary, according to their role and responsibility. We will ensure this record is regularly updated and reviewed in line with National and Local requirements. The academy will ensure that all staff, governors and volunteers are aware of Government Guidance on Safer Recruitment and Safer Working Practices and that the recommendations are followed. The academy will ensure there is a Staff Code of Conduct, ensuring all staff and volunteers are familiar with Safer Working Practices which includes all new staff, volunteers and all others working within the academy. This also includes advice on conduct, safe use of mobile phones and guidance on personal and professional boundaries in emailing, messaging, or participating in social networking environments. We will ensure that safeguarding considerations are at the centre of each stage of the recruitment process and if in any doubt will seek further HR and or legal advice. The Disclosure and Barring Service (DBS); The Disclosure and Barring Service (DBS) employers make Safer Recruitment decisions which helps preventing unsuitable people from working with vulnerable groups, including children. The DBS are responsible for: Processing requests for criminal records checks Deciding whether it is appropriate for a person to be placed on or removed from a barred list Placing or removing people from the DBS Children’s Barred list and Adults’ Barred list for England, Wales and Northern Ireland Providing an online DBS service The DBS search police records and in relevant cases, the barred list information, before issuing a DBS certificate to the applicant. A DBS will be requested as part of the pre-recruitment checks following an offer of employment, including unsupervised volunteering roles, and staff engaging in regulated activity, where the definition of regulated activity is met. The definition can be found in Part V of the Protection of Freedoms Act 2012 and at DBS Guides to Eligibility
a check of professional qualifications; the right to work in the UK; make overseas checks where relevant; ask for and follow up at least two references; scrutinise applications for gaps in employment. We will have a Single Central Record which will cover all staff, including governors, and volunteers where necessary, according to their role and responsibility. We will ensure this record is regularly updated and reviewed in line with National and Local requirements. The academy will ensure that all staff, governors and volunteers are aware of Government Guidance on Safer Recruitment and Safer Working Practices and that the recommendations are followed. The academy will ensure there is a Staff Code of Conduct, ensuring all staff and volunteers are familiar with Safer Working Practices which includes all new staff, volunteers and all others working within the academy. This also includes advice on conduct, safe use of mobile phones and guidance on personal and professional boundaries in emailing, messaging, or participating in social networking environments. We will ensure that safeguarding considerations are at the centre of each stage of the recruitment process and if in any doubt will seek further HR and or legal advice. The Disclosure and Barring Service (DBS); The Disclosure and Barring Service (DBS) employers make Safer Recruitment decisions which helps preventing unsuitable people from working with vulnerable groups, including children. The DBS are responsible for: Processing requests for criminal records checks Deciding whether it is appropriate for a person to be placed on or removed from a barred list Placing or removing people from the DBS Children’s Barred list and Adults’ Barred list for England, Wales and Northern Ireland Providing an online DBS service The DBS search police records and in relevant cases, the barred list information, before issuing a DBS certificate to the applicant. A DBS will be requested as part of the pre-recruitment checks following an offer of employment, including unsupervised volunteering roles, and staff engaging in regulated activity, where the definition of regulated activity is met. The definition can be found in Part V of the Protection of Freedoms Act 2012 and at DBS Guides to Eligibility
Safeguarding%20and%20Child%20Protection%20Policy%20DN.docx