Carterton Community College Recruitment and Selection Policy

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					Carterton Community College Recruitment and Selection Policy

The Recruitment and Selection Policy has been produced in line with the DfES guidance
‘Safeguarding children and Safer Recruitment in Education Settings’ implemented in
January 2007 and the Oxfordshire County Council ‘Guide to Making Safe and Appropriate
Appointments in schools and services for children and vulnerable adults’ published
October 2007.

The policy aims to ensure safe and fair recruitment and selection is conducted at all times.
Safeguarding and promoting the welfare of children is a key factor in recruitment and
selection and supports our commitment to the welfare and safety of children.

Safeguarding Statement
Carterton Community College is committed to safeguarding and promoting the welfare of
children and young people and expects all staff and volunteers to share in this commitment.


Purpose
Our policy facilitates our commitment to recruit, select and retain employees who will
successfully and positively contribute to providing an effective and safe learning environment
for children and young people. A motivated and committed workforce with appropriate
knowledge, skills, experience and effectiveness is vital for school improvement.

Those responsible for each stage of the recruitment process will use a professional approach
by dealing honestly, efficiently and fairly with all internal and external applicants. The policy
applies to all employees and governors responsible for and involved in recruitment and
selection of staff. Where a Headteacher or Deputy Headteacher is appointed the Governing
Body will consult with the Local Authority concerning the process to be undertaken. The
ultimate responsibility for recruitment and selection lies with the Governing Body. The
Governing Body has delegated the responsibility to the Headteacher for appointing other than
those to the Leadership Team. However, it is school policy to invite a member of the
Governing Body to be involved in the selection process for teachers wherever possible.

      The recruitment process ensures that we recruit, select and retain staff who will
       contribute to the development of the school and its continuous improvement.
      It reduces the risk of a flawed selection decision that may cause future problems or
       may not meet our commitment to safeguarding children and young people.
      Ensures that the safeguarding and welfare of children and young people is considered
       at each stage of the process.
      Secures a consistent and equitable approach to the appointment of all school staff.
      Ensures all relevant equal opportunities legislation is adhered to and that applicants
       are not discriminated against on the grounds of race, nationality, gender, religion, age,
       disability, marital status and sexual orientation.




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Supporting Principles

      All applicants will receive fair treatment.
      Job and person specifications will be used throughout the process.
      Employees will be recruited for the knowledge, experience and skills required for the
       role.
      Selection will be carried out by a panel of at least two members. At least one member
       of the panel must have received training on the recruitment and selection process and
       the NCSL Safer Recruitment Training package.
      Selection will be based on a completed Oxfordshire County Council Application form,
       shortlisting and interview.
      All post will normally be advertised.
      The Disability Discrimination Act (DDA) makes it a requirement to make reasonable
       adjustment to the recruitment process if an applicant makes the employer aware that
       they have a disability.

Equal Opportunities

Carterton Community College is committed to providing equality of opportunity for all and that
all stages of recruitment and selection are fair. Recruitment and selection procedures will be
reviewed on a regular basis to ensure that applicants are not discriminated against on the
grounds of race, nationality, gender, religion, age, disability, marital status or sexual
orientation. Carterton Community College acknowledges that unfair discrimination can arise
on occasion and therefore will ensure that the Equal Opportunities Policy is the foundation for
all its activities.

Safer Recruitment – Recruitment and Selection Training

It is a requirement that at least one member of the interview panel has completed the NCSL
Safer Recruitment training successfully. It is developed for Headteachers, Governors and
other Senior Staff to improve recruitment processes in schools to help deter, identify and
reject applicants who might be unsuitable to work with children.


SCHOOL PRACTICE


Advertisements

All jobs will be advertised either internally through the school bulletin and noticeboard, locally
and nationally dependent on the nature of the appointment to be made using the Local
Authority Recruiting Website to process advertisements. All advertisements will include the
College Safeguarding Statement.

Application forms

Applications can only be accepted via an Oxfordshire County Council application form.
Curriculum Vitaes submitted solely cannot be accepted.




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Job and Person specifications

Every role advertised is supported by a job and person specification which form the criteria
applied when undertaking the selection procedure.

References

The requesting of references is necessary to inform the selection decision by providing
objective and factual information to support the application. References are sought directly
from referees identified via the application form. It is normal practice for at least two
references to be sought. One reference should always be the current employer. References
should be sought before interview so that any issues of concern can be highlighted and if
appropriate raised with the applicant at interview. A reference proforma can be used to aid
this process.

Shortlisting

Job and person specifications should be used in conjunction with information provided on the
application form in order to compile a short list. All applications should be carefully
scrutinised to ensure they are fully and properly completed. Any anomalies or discrepancies
or gaps in careers or employment should be accounted for and checked. A full chronological
history of the individual should be apparent. Reasons for repeated and regular changes in
employment should be explored.

Declaration of Criminal Convictions
All employment and voluntary work with children, young people and vulnerable adults are
exempt from the provisions of the Rehabilitation of Offenders Act in cases where an applicant
discloses a conviction a Risk Assessment should always be carried out prior to an offer of
employment being made.(please refer to policy on checking criminal records for further details
OCC intranet: Homepage > HR > Policies > Policies A-Z > Checking Criminal Records)


Interviews

The interview should assess the merits of each applicant against job and person
specifications and explore the suitability to work with children. The selection process should
always include a face to face interview even if there is only one applicant.


Interview Panel

The interview panel will consist of a minimum of two persons. For senior posts a larger panel
would be appropriate. Notes should be made using a standard proforma only (all
documentation is retained on the successful applicant’s personal file for a period of 12 months
to allow for appeals against decision).




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Focus of the interview

In addition to assessing and evaluating the applicant’s suitability the interview panel should
also explore:

      The applicant’s attitude toward children and young people
      His/Her ability to support the College’s commitment to safeguard and promote the
       welfare of children
      Gaps in the applicant’s employment history
      Concerns or discrepancies arising from the information provided by the applicant
       and/or referee
      Allow the applicant the opportunity to declare anything in light of the requirement for a
       CRB check.

If references are not available before the interview, the applicant should be asked if
he/she wishes to declare any issues that may come to light as a result of the questions
put to their referees.


Conditional offer of appointment – Pre appointment checks

An offer of appointment to the successful applicant should be conditional upon:

      The receipt of at least two satisfactory references
      Verification of the applicant’s identity
      Verification of the applicant’s medical fitness
      Verification of qualifications
      Verification of professional status where required eg GTC registration; QTS status
       (unless exempted) NPQH
      A satisfactory CRB enhanced disclosure and list 99 check. It may not be possible or
       productive to undertake these checks in respect of people who are resident overseas
       and have not previously lived in the UK. In these circumstances applicants will need to
       provide a certificate of good conduct from the local police force in their country of origin
       and the College will follow guidelines in DfES ‘Safeguarding Children and Safer
       Recruitment in Education’ document.
      Verification of successful completion of statutory induction period (for teaching posts –
       those who obtained QTS after 7th May 1999)
      Satisfactory completion of the probationary period.
      Verification of eligibility to work in the UK.

Carterton Community College will seek guidance from Oxfordshire County Council HR
department in instances where a CRB disclosure reveals information that a applicant has
NOT disclosed in the course of the selection process.

All checks should be:

      Confirmed in writing
      Documented and retained in the individual’s personal file (subject to certain restrictions
       on the retention of information imposed by CRB regulations and the Data Protection
       Act
      Followed up where they are unsatisfactory or there are discrepancies in the
       information provided.

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In instances where:

      The applicant is found to be on list 99 or the PoCA list or the CRB disclosure shows
       that he/she has been disqualified from working with children by a Court or
      An applicant has provided false information in, or in support of his/her application or
      There are serious concerns about a applicant’s suitability to work with children,

The facts should be reported to the police and/or the DfES Children’s Safeguarding
Operations Unit.

Post Appoinment Induction

Carterton Community College offers an induction programme for all staff, governors and other
volunteers newly appointed to the school, regardless of previous experience.

Agency/Supply teachers

Carterton Community College ensures that all Agency and independently sourced supply
teachers have undergone an enhanced CRB check. Only approved Agencies are sourced.
All agency staff are required to provide CRB check details in advance of a placement and
supply teachers are asked to provide photo identification and disclosure certificates at the
time of placement in order that the College can undertake verification of these details.




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