Safer Recruitment Policy

General Recruitment Procedures

14. Where the Secured Supply Ltd has delegated its power of recruitment and selection to the Director it requires the Director to ensure, as far as reasonably practicable, that:

• All vacancies, contain details supplied to applicants to include a job description and person specification.
• Every person specification includes a clear statement about the requirements for any applicants to demonstrate their suitability to work with children and that this will include motivation, ability to maintain appropriate relationships with children, emotional resilience to challenging behaviour, and attitudes to the use of authority and maintenance of discipline.
• Unless the Secured Supply has adopted an application form complying with the statutory guidance.
• Any gaps in education or employment, or discrepancies between information on the application form and references are explored.
• All short-listed candidates should be asked to complete a self-declaration of their criminal record or information that would make them unsuitable to work with children.
• At least two job-related written references, including one from the current employer or most recent employer (or training establishment in the case of a newly qualified teacher or school for a young person with no previous employment experience) or most recent employer in respect of employment with children, are always obtained before interviews take place and preferably before short-listing, that relevant questions are asked of the referee and employee in accordance with statutory guidance and any discrepancies are investigated that the assessment of candidates during selection process is properly recorded against the person specification and criteria set for the assessment.
• A job is never offered subject to references and that if written references are not available before an interview selection of a candidate is deferred, with the panel adjourning and reconvening when the written references are available.
• All persons invited for interview are informed in writing of the required pre-employment checks and asked to bring relevant documentation with them on the day of the interview.
• Choose suitable people, one of whom must have completed the required training in safer recruitment, to interview candidates and that the interviews are supplemented by other tasks and assessment as appropriate.
• The recruitment and selection process is monitored in accordance with the Secured Supply Ltd’s policy on the various equality duties required of schools.
• All documentation about the recruitment and selection is retained securely for six months in accordance with data protection legislation, after which papers are destroyed, except for the items relating to the successful applicant.
• All necessary relevant documentation for the successful applicant is held within a person’s personal file, including:
  • • Recruitment paperwork
    • Two written references
    • Evidence of right to work signed and dated
    • Where applicable, the Childcare (Disqualification) Regulations 2018 declaration form 
    • Evidence of a completed DBS check (including barred list where appropriate) via a ‘snapshot’ taken from the eBulk or equivalent system. Photocopies or scanned images of original certificates should not be taken or held on file
    • Evidence taken from Teaching Regulation Agency of prohibition and section 128 checks where applicable
    • Completed overseas declaration and further evidence if required such as a certificate of good conduct or a letter from professional regulating authority evidencing your past conduct as a teacher (if appointed to a teaching role)
    • Evidence of qualifications essential to the role
    • Written confirmation from agencies supplying staff
    • Risk assessments pending the outcome of a DBS check to remain on file for the lifetime of the employee

15. Secured Supply Ltd will require any interviewing panel including to follow these requirements.