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Document Sample
Safer Recruitment Policy
Date formally approved by the Governors : January 2005
Date policy became effective: January 2005,
Review Date : (Jan 2007, Sept 2009, 2010) Sept 11
Person responsible for implementation and monitoring: The Heads, The
Personnel Officer the Bursar, all other staff involved in the interviewing
process
Other relevant policies : Safeguarding Policy, Equal Opportunities Policy,
Health and Safety Policy, SENDA policy
GUIDE TO THE RECRUITMENT PROCESS IN ASSOCIATION
WITH GUIDELINES FROM THE DCSF – SAFER
RECRUITMENT AND SELECTION IN EDUCATION
SETTINGS
PREPARATORY SCHOOL TEACHING EMPLOYEES
Contents
Section Number Contents
1 Guidance and statutory requirements
2. Recruitment Procedure
3. Job Advertising
4. Interview Procedure
5. Keeping of Records
6. Commitment to an ongoing culture of awareness and vigilance with
regard to safeguarding
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FELSTED’S
STATUTORY REQUIREMENTS FOR THE RECRUITMENT PROCESS
SECTION 1
Felsted is committed to meeting the statutory regulations and ISI guidance and
requirements necessary for the safe recruitment of staff, both teaching and otherwise.
The statutory requirements are laid down in Section I and taken from the ISI and
National Minimum Standards for Boarders regulations as well as from guidance
gleaned from the National College for leadership of schools and children’s services
safer recruitment training.
Appointment Checks
This process is for the recruitment of all staff, including ancillary workers, contract staff
and volunteers. There are slightly different procedures for different employees and these
have been noted accordingly.
a satisfactory recruitment process recorded in writing.
check of identity/CRB check against an official document such as passport or birth
certificate (copy to be kept on file) .
check that candidate is registered with ISA
at least two written references, including the most recent employer, with a reference
request that specifically asks all referees to state any known reason why the person
should not be employed to work with children and that there should be no material
mis-statement or omission relevant to the suitability of the applicant. Reference
requests should ideally be made in advance of the interview in order to confirm
character, employment and personal history as stated on the application form and
qualifications for the job.
direct contact by the school with one referee and with both referees in the case of
resident boarding staff. The purpose of the contact is primarily to verify the reference
and confirm why the employment ended. Ideally it would also verify character,
qualifications, employment history, ability and suitability for the role, although it is
accepted that a lot of references are either short or generally positive to protect
employers.
an interview with a written record of the outcome using the designated interview
sheet. It is advisable to have at least two people interviewing a candidate in order that
one can keep a proper record of the interview whilst the other interviews and perhaps
take this in turns according to what is deemed appropriate for the interview. Both
would have authority to appoint and a meeting prior to interview would have
established agreed issues, competency based questions, assessment criteria and
standards including safer recruitment questions.
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carry out other assessment with clear purpose such as lesson observation to assess
skills in the classroom, ‘walk about’ to assess technical understanding of role for
example
proof of qualifications and check of qualifications with relevant body where
qualifications are key to the job being applied for.
full application form and a statement to the applicant that any previous employer may
be approached
contact by the school, where feasible, with each previous employer where work with
children was involved, to check the reason the employment ended.
an explanation of any gaps, discrepancies or anomalies in the application form and a
written record that the explanation is satisfactory.
CRB checks on any resident adults not employed by the school and who began to live
on boarding premises after April 2002.
• Full checks on ‘gap’ students as far as is possible including CRB and at least a
‘certificate of good conduct’ from the student’s previous school. Use of known
professional intermediate body to provide potential candidates for these roles.
• Overseas checks where available.
• Offers of appointment are subject to a satisfactory CRB check and satisfactory
references and ISA registration as far as is possible.
• Work should not begin before satisfactory completion of CRB checks. In the case
where this is absolutely vital, a full risk assessment must have been done and every
effort made to chase the necessary paperwork. Staff must be supervised and have
no unsupervised access to pupils until the necessary checks have been confirmed
as satisfactory.
• CRB check and references for guardians and any adults living in lodgings arranged
by the school with a satisfactory outcome.
• Satisfactory CRB checks on agency staff or evidence that the agency has carried out
checks within the last 12 months.
• The Schools have made reasonable efforts to ensure that CRB checks have taken
place on taxi drivers booked to convey boarders.
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FELSTED’S
GUIDE TO THE RECRUITMENT PROCESS
SECTION 2
RECRUITMENT PROCEDURE – TEACHING EMPLOYEES,
PREPARATORY SCHOOL
Introduction to Recruitment
The purpose of the Safer Recruitment Policy is to set out the minimum requirements of a
recruitment process that aims to:
• Attract the best possible applicants to vacancies
• Deter prospective applicants who are unsuitable to work with children or young
people
• Identify and reject applicants who are unsuitable to work with children and young
people
Why is the Recruitment Process So Important?
The most important part of the recruitment process is to ensure that procedures are
followed correctly to safeguard our pupils and employees at Felsted. In addition, by
getting the recruitment process right, the risk of hiring the wrong person for the job is
lessened. If we get the process wrong, it will be difficult to attract applications from
suitable candidates and less able to spot them during the selection process, wasting time
and money.
Recruitment is not just carried out to meet immediate vacancies but should be seen as part
of the overall Felsted strategy for resourcing and safeguarding the community. Once a
vacancy has been filled, a list of candidates will emerge who could be considered for the
same or other vacancies in the future. This makes the process much easier the next time
round.
The process exposes Felsted to a wide section of the public. These people could be current
or potential clients, customers or suppliers. If a job applicant has had an unfavourable
experience with Felsted, they may tell others about it. It is therefore vital that the
recruitment process creates a positive impression of Felsted.
Recruitment and Selection Policy Statement
It is Felsted’s policy to employ the best qualified personnel and provide equal
opportunity for the advancement of employees including promotion and training and not
to discriminate against any person because of race, colour, national origin, sex, marital
status, disability or age. Felsted is committed to safeguarding and promoting the welfare
of children and young people and expects all staff and volunteers to share this
commitment. The successful applicant will be required to comply with the Felsted
recruitment process, undergo an interview from which notes will be kept, explain any CV
gaps by completing an application form and providing a Disclosure from the CRB at the
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appropriate level for the post with a satisfactory outcome as well as two confirmed
references and ISA registration before being able to take up the post. A period of
probation will also be part of the offer letter.
Recruitment Procedure – Teaching Employees
The procedure below is in accordance with the checklist on the next page.
Stage 1 – Planning and Advertising - Inviting applications
In this first stage, the timetable needs to be decided.
Advertisements for posts – whether in newspapers, journals or on-line – will include the
statement:
“The school is committed to safeguarding children and young people. All postholders are
subject to a satisfactory enhanced Criminal Records Bureau disclosure.”
The purpose of this document is to take the recruiter through the recruitment process step
by step to maximise the safety of Felstedians and ensure a consistency of approach
throughout Felsted.
Prospective applicants will be supplied, as a minimum, with the following:
1. Job description and person specification
2. The relevant school’s Safeguarding policy or where to find it. (www felsted.org)
3. The school’s recruitment policy (this document)
4. The selection procedure for the post
5. An application form
6. Decide on the recruitment medium e.g. internal advertisement, external
advertisement, recruitment agency etc, content of the advert, and organise
accordingly. (See job advertising section to ensure wording correctly includes
statement regarding safeguarding and promoting the welfare of children and that a
CRB check and registration with ISA are necessary).
Stage 2 – Information Pack to Candidates and Scrutinising and Short-Listing
7. Put together a recruitment pack which should contain an application form and job
description which should be returned to the recruiter in order to ensure that all
details are obtained.
8. Upon receipt of relevant application forms, acknowledge receipt. If they are to be
invited for an interview, confirm date and time at the earliest opportunity via
letter, telephone or email. Tell them to bring passport and qualifications with them
on the day of interview for photocopying and scrutiny. (See attached standard
letters to use for acknowledgement, rejection for interview or request for
interview). Scrutinise any discrepancies, anomalies or gaps in employment and
note to explore if candidate is considered for short-listing.
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Short listing and references
Short-listing of candidates will be against the person specification for the post.
Where possible, references will be taken up before the selection stage, so that any
discrepancies or issues of concern can be probed during the selection stage.
References will be sought directly from the referee. References or testimonials
provided by the candidate will never be accepted.
At least one reference will be checked by personal contact by a member of the selection
panel with a referee, either by telephone or e-mail. Such confirmation will be
supported by a signed statement from the member of the selection panel concerned. A
second reference will be confirmed either by telephone or e-mail of anyone residing in
boarding houses.
Where necessary, previous employers who have not been named as referees will be
contacted in order to clarify any anomalies or discrepancies. A detailed note will be
kept of such exchanges.
Referees will always be asked specific questions about:
• The candidate’s suitability for working with children and young people
• Any disciplinary warnings, including time-expired warning, that relate to the
safeguarding of children
• The candidate’s suitability for this post in terms of character, qualifications , ability
and any other relevant aspects.
School employees are entitled to see and receive, if requested, copies of their employment
references.
Stage 3 – Interviewing
9. Conduct interviews in accordance with the interview procedure section. The
following points should be emphasised:
The selection techniques will be determined by the nature and duties of the vacant
post, but all vacancies will require an interview of the short-listed candidates.
Interviews will always be face to face. Telephone interviews may be used at the short-
listing stage but will not be a substitute for a face-to-face interview (which may be via
visual electronic link).
Candidates will always be required:
• To explain satisfactorily gaps in employment
• To explain satisfactorily any anomalies or discrepancies in the information
available to recruiters
• To declare any information that is likely to appear on a CRB disclosure
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• To demonstrate their capacity to safeguard and protect the welfare of children and
young people by answering either the required safeguarding recruitment questions
or other questions relating to safeguarding which demonstrate their understanding
and commitment to it or need for further training. Careful notes need to be kept.
10. When a suitable candidate has been identified, telephone the candidate to achieve a
verbal acceptance subject to completion of necessary employment checks.
11. Commence completion of the recruitment details form (see sample attached).
12. Follow up the telephone call by offering the job in writing in accordance with a
conditional standard offer and await a signed copy. Please contact the Personnel
Officer, who holds standard offer letters and will draft this.
Commence the employment check procedure as per the Centralised Staff Register to
include identity check
Employment checks
All successful applicants are required:
• To provide proof of identity ( to show and provide a copy of original passport)
• To complete a CRB disclosure application and receive satisfactory clearance
• To show that they are registered with ISA
• To provide two references
• To provide actual certificates of qualifications and details of awarding
bodies(where relevant)
• To complete a confidential health questionnaire
• To provide proof of eligibility to live and work in the UK
Stage 4 – Conditional Offer of Employment and Pre-Employment Checks
13. Once an acceptance has been received, write to other interview candidates advising
them that they have not been selected for the position using the attached letter.
14. Draft a contract of employment for the candidate. Please contact the Personnel
Manager who will draft a standard contract.
15. The Personnel Officer or PA will then send the contract of employment together
with the CRB check form and guidance notes, medical form, job description, staff
handbook, personal and payroll details form to the candidate.
16. The Personnel Officer or PA will carry out additional reference checks and
telephone reference supplier to check authenticity regarding previous roles
involving work with children or vulnerable adults to check the reasons the
employment ended and verify qualifications. Appointments will not be fully
confirmed until references are received and qualifications verified. If for any
reason checks reveal that the person is unsuitable, the Head will report any
concerns to ISA as stated in the Safeguarding Policy.
17. The Personnel Officer or PA will ensure that the documentation for the new starter
is kept in the relevant personnel file. Accounts will be made aware of details for
pay purposes and that the employee meets finance staff.
18. All documentation relating to unsuccessful candidates or interviewees will be
forwarded to the Personnel Officer in order for the information to be kept for at
least twelve months in the designated archive in case there should be any queries.
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Job Specification or detailed job specification
Job title: ______________________________________________ Grade: _________________________
Comp/div: _____________________ Dept: ___________________ Location: _________________________
Date required: _____________________________ Refer questions/applicants to: _________________________
or: _________________________
1. Salary range: from: __________ to: _________ year month week hour
Point Scale if appropriate: __________________________
Permanent F/T Term time only
Permanent F/T 52 week basis If temporary, how long? _________________________
Temporary F/T Term time only If part time, days and hours: ______________________
Temporary F/T 52 week basis
Position budgeted? Yes No (explain in box 4)
2. Is this an increase in staffing levels? Yes (Give reasons in box 4 below) No
Replacement for position held by: _______________________ (name) Job title:_________________________
Salary: ___________________________ Leaving date: _____________________________________
Reason position vacant: Promoted Transferred Terminated Retired
Other (explain): ________________________________________________________
3. Brief description of duties
Special experience or qualifications
Education level required
4. Comments: Send confirmation to:
Name:_____________________________
Location: __________________________
Approval to recruit signature
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RECRUITMENT INFORMATION PACK
HEAD OF DRAMA AND TEACHER OF ENGLISH
REQUIRED SEPTEMBER 2009
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Details of the School
Felsted School is situated in an attractive village in unspoiled surroundings, 35 miles from
both Cambridge and London. Chelmsford, the nearest centre, is 10 miles away. Stansted
Airport is within half an hour's drive, but the village is not under the flight path. Felsted
School was founded in 1564 and was a founder member of the HMC. Felsted has its own
co-educational Pre-Prep and Preparatory Schools of 458 pupils between the ages of 4 and
13 years with a small boarding element as indicated below.
There are approximately 516 pupils in the Senior School between the ages of 13 and 18 of
whom 236 are in the Sixth Form. The School became fully co-educational in September
1994.
There are many out of lesson activities catering for pupils and members of Common
Room are expected to participate in the running of these. Sport, Music, Art and Drama
activities flourish and there are over thirty societies. Further details can be found in the
Independent Schools' Yearbook and on the School's website (www.felsted.org), and a
prospectus will be sent to applicants that are invited to interview.
Academic Information
Typical year group sizes are:
127 pupils in R – 2 The Pre-Preparatory School
180 pupils in Years 3 – 6 The Junior School
151 pupils in Years 7 – 8 The Middle School (The Courtauld Centre)
20 pupils in full time boarding and up to 50 occasional boarders on different nights of the
week.
Curriculum Profile Felsted Pre-Prep and Preparatory School
• The curriculum for Reception is broadly in line with the Foundation stage of the
National Curriculum.
• The curriculum for year 1 and 2 is broadly in line with the Key Stage 1 of the
National Curriculum.
• The curriculum for Years 3 – 6 is broadly in line with the Key Stage 2 of the
National Curriculum.
• The curriculum for Year 7 and 8 is broadly in line with the Key Stage 3 of the
National Curriculum but with full opportunities for Latin, a second Modern
Language (either German or Spanish), Art, Music and CDT.
Salary and Benefits
Felsted has its own salary scale for members of Common Room and initial salary will
depend on skill set, previous experience and the role pertinent to that vacancy.
There are many opportunities to hold a position of responsibility at Felsted and additional
allowances are paid.
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The School will try to accommodate new members of Common Room at a subsidised rent
for their first three years of employment at Felsted. Members of Common Room who live
in school accommodation do not receive the living out allowance mentioned above and
pay about half of the market rent for the property occupied. A taxable benefit in kind
may accrue. The member of Common Room is responsible for garden maintenance, fuel,
council tax and telephone bills.
Children of members of Common Room are educated at the Felsted Preparatory and
Senior Schools at a reduced rate.
Common Room with children in the Pre preparatory Department pay one third of
the Year 3 and 4 Preparatory School fees.
Common Room with children in the Preparatory School pay one third of the
relevant Preparatory School fees.
Common Room with children in the Senior School pay one third of the Senior
School fees.
Other benefits for members of Common Room include:
• Teachers Pension Scheme (upon receipt of the DfEE number)
• 50% subsidy on private health insurance
• reimbursement of removal expenses (depending upon location)
• Free lunch
• Free membership to Felsted Fitness
• Membership to the Cycle to Work Scheme
• Child Care Vouchers
• Use of On site facilities
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Induction and Professional Development
A full induction programme is provided for all new members of Common Room. Newly
Qualified Teachers are fully supported through the School’s mentoring system and can
obtain Qualified Teacher Status after their first year.
The school has a generous INSET budget and members of Common Room are encouraged
to extend their professional development through the attendance of courses. An ongoing
INSET programme runs throughout the years which members of Common Room are
expected to participate within.
Safeguarding Policy
The aim of this policy is to safeguard our pupils’ welfare, by fostering an honest, open,
caring and supportive climate. Felsted fully recognises the contribution it can make to
protect and support the pupils in School. There are three main elements to our
Safeguarding Policy:
• Encouraging and maintaining a positive and caring School atmosphere with strong
teaching and pastoral support to pupils so that all pupils feel valued and nurtured.
• Ensuring that all staff are appropriately recruited, trained and supported to
respond sensitively and appropriately to Safeguarding concerns.
• Supporting pupils who may have been abused and the staff who deal with them.
Head of Drama and Teacher of English
The Post
The successful candidate will be responsible for leading, managing and teaching
curriculum and extra-curriculum Drama and teaching English in the 8 – 13 age range.
He/she should be familiar with the requirements of the National Curriculum as well as
Common Entrance.
The School produces at least three major shows per year and Drama is a popular activity.
The School is currently renovating a hall to enhance future performances. The
Preparatory School pupils are of average and above intelligence and the post includes
preparation of pupils for Drama scholarships.
There exists a good working relationship with other members of staff teaching this subject
in both the senior and preparatory schools.
Applications
These will be welcome from well-qualified and suitably experienced graduate teachers
who are committed to maintaining the traditionally high standards of the School, both
inside and outside the classroom. There exists a full programme of sport and creative
activities in which all staff are actively involved. Salary will be in accordance with age
and experience.
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The post will be offered subject to the confirmation of qualifications and references, an
Enhanced Disclosure check through the Criminal Records Bureau and confirmed
registration with ISA.
Applications, together with a full curriculum vitae, giving the names, addresses and
telephone numbers of two referees should be sent to: Mrs Karen Lilley, PA to Head,
Felsted School, Felsted, Dunmow, Essex CM6 3JL.
It is every employee’s responsibility for promoting and safeguarding the welfare of
children and young persons he/she is responsible for or comes into contact with.
Reviewed by: Mr Graham Nunn
ISI Reporting Inspector acting for IAPS
September 2010
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SAMPLE REGRET LETTER
To be printed on Felsted headed paper.
(date)
(Name and Address)
Dear (addressee)
(Position)
Thank you for your application for the above post.
There was an overwhelming/pleasing response to the advertisement(s) and have now
had an opportunity to draw up an interview list. I write, with regret, to advise that I will
not be inviting you for interview since the experience of some other candidates appears to
be more closely suited to our requirements. I will therefore not be taking your application
further.
I thank you for your interest, and wish you every success in your quest for further
employment in future applications.
Yours sincerely
(Name of Recruiter)
(Job Title)
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SAMPLE HOLDING LETTER
To be printed on Felsted headed paper or Sent by Email.
(date)
(Name and Address)
Dear (Name)
(Role)
Thank you for your application and interest in the above post.
We have had an overwhelming response to the advertisement, but shall shortly be
drawing up an interview list, at which time we shall write to you again.
Yours sincerely
(Name of Recruiter)
(Job Title)
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SAMPLE INVITE TO INTERVIEW LETTER
To be printed on Felsted headed paper.
(Date)
(Name and Address)
Dear (Name)
(Role)
Thank you for your application and interest in the above post.
I would like to invite you for an interview on (Date) at (Time) at our offices and advise
you that we intend to contact your employer and previous employers for references
unless you advise us otherwise. I would ask you to bring your passport and qualification
certificates (and details of awarding bodies) with you for copying and scrutiny at
interview. This information will be kept confidential and, if unsuccessful, will be
shredded.
Please find the enclosed map and description of how to get to our offices. You will need
to go to ……… which is situated near ………
Please could you telephone me on my direct line of (Telephone Number), to confirm that
you are able to attend the interview.
Yours sincerely
(Name of Recruiter)
(Job Title)
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SAMPLE REGRET FROM INTERVIEW LETTER
To be printed on Felsted headed paper.
(Date)
(Name and Address)
Dear (Name)
(Role)
Thank you very much for coming to see me for a first/second interview for the above
role. I enjoyed discussing the position with you.
Having received many applications from well qualified people, it has been difficult to
make choices, and your background and suitability for the position are more than
satisfactory. However, I write with regret to advise you that, after much deliberation, I
have narrowed my short list down to two other candidates whose qualifications appear to
be more suited to our requirements. I will therefore not be taking your application
further. I would like to advise you that your copies of your personal documents have
been disposed of appropriately.
Once again, thank you for your time and interest, and I wish you every success in your
quest for further employment.
Yours sincerely
(Name of Recruiter)
(Job Title)
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(Date)
(Name and Address)
Dear (Name)
Further to my recent offer letter dated (date), I enclose the following documents for your
information, perusal and action.
• 2 copies of the Contract of Employment. Please could you sign both copies and return one
copy for our files.
• 2 copies of the Job Description. Please could you sign both copies and return one copy for
our files.
• Medical questionnaire. Please could you complete, sign and return.
• CRB Form. Please could you complete the form in accordance with the guidance notes and
return, with the relevant original documentation as detailed within the notes.
• ISA registration. Please confirm your registration by forwarding the appropriate
documentation.
• Personal and Payroll details Form. Please could you complete and return to the Payroll
Manager.
• Copy of the Staff Handbook for you to read and keep.
I have enclosed an addressed envelope in order for the documentation to be returned directly to
(name of recipient).
I hope this is clear but if you have any queries, please do not hesitate to let me know.
Yours sincerely
(Name)
(Job Title)
Section 5 The keeping of records
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Reference request:
(This form should also be used by members of this organisation giving a reference for
staff members to another organisation. Guidance on giving references should always
be sought from the Personnel Officer)
To (referee’s name and organisation)
Request for a reference in respect of (name of applicant)
In regard to application for (title of post applied for)
Please confirm the following details:
Applicant’s previous employment with you:
From _ _ /_ _ / _ _ to _ _ / _ _ / _ _
The applicant’s most recent job or title with you:
The main duties and responsibilities of that post:
The applicant’s reason for leaving your employment:
How long have you known the applicant?
In what capacity have you known the applicant?
Please give details of any absences due to illness in the person’s most recent 2 years
of employment with you:
Did the applicant perform his/her duties satisfactorily?
Yes/No (Please underline appropriate answer)
If no, please provide details of any areas needing improvement and any remedial
action taken:
Please see job description and person specification attached and comment on the
applicant’s suitability for this appointment. It would also be helpful if you could
describe any strengths and weaknesses you consider the applicant has demonstrated
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in relation to the requirements of this job and give examples (please continue on a
separate sheet if necessary)
Space for questions specific to role
Please comment on the effectiveness of the applicant’s interactions with:
a) Other adults
b) Children and young people
c) Are you completely satisfied that the applicant is suitable to work with
children
Yes/No (Please underline appropriate answer)
If yes, please provide specific details of your concerns and the reasons for your
doubts
To the best of your knowledge has the applicant ever had an allegation made against
them, or been under investigation, in regard to his/her behaviour towards children?
Yes/No (Please underline appropriate answer)
If yes, please give full details of the nature and date(s) of the allegations(s), by whom
they were investigated, what conclusion was reached as a result of the investigation,
whether any action was taken and if so what it was.
Has the applicant been the subject of a disciplinary action in respect of which
penalties or sanctions remain in force?
Yes/No (Please underline appropriate answer)
If yes, please give full details of the nature and date(s) of the misconduct, and of the
penalty or sanctions still in force.
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Has the applicant been subject to any disciplinary action relating to his/her
suitability to work with children in which penalties or sanctions were imposed but
have since expired?
Yes/No (Please underline appropriate answer)
If yes, please give full details of the nature and date(s) of the misconduct, and of the
penalty or sanctions that were imposed.
Would you re-employ the applicant?
Yes/No (Please underline appropriate answer)
If no, please say why
Printed name:
Signature:
Position:
Organisation:
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The interview recording form
This form must be individually adapted with questions relating to the job
specification to ensure that the candidate is fitted to the role.
Interview Recording Form Rating
1-5
Candidate Name 1 = Excellent
evidence of this
competency
2 = Good
evidence of this
Position competency
3 = Satisfactory
evidence of this
competency
Interviewer’s initials 4 = Weak
evidence of this
competency
5 =
Date of Interview Unsatisfactory
evidence of this
competency
Knowledge of Felsted The candidate has clearly taken time to
find out about the School
Career History
Discussion of any gaps,
anomalies or discrepancies.
(Note here)
(Refer to references)
Motivations for the job and working
with children. Has realistic knowledge
of own strengths and weaknesses and
a realistic understanding of the
Knowledge and challenges of the job.
understanding
Describe where you have
had to
Why this job?
What has working with
young people taught you
Emotional maturity and resilience?
about yourself?
The candidate has demonstrated
How do you motivate young
positively that he/she can cope under
people?
pressure by showing an understanding
of appropriate behaviour in a position
Supporting members of of authority, the capacity to seek and
staff give help and the capacity to have
Tell me about a time when control over emotions with adults and
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you have had to provide children.
support for
Ability to deal with parents
and pupils
Give an example of when
you have had to deal with a
complaint/issue
What did you do to deal
with it?
Was this a success and why?
Using initiative
Give an example of when
you carried out a task using
your own initiative
Why did this situation
require initiative?
What was the outcome from
your actions?
Was this a success and why?
Communication
Tell me about a time when
you have been working with
children and your authority
has been seriously
challenged. How did you
react? Which strategies did
you employ to manage the
situation?
Organisation and time
management
Describe when you have had
to work under pressure to
meet a particular deadline
How did you prioritise your
workload
What did you learn from
this?
Handling sensitive
information
What do you understand by
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confidentiality?
Can you give me a situation
in which you have had to
apply this?
Ability to use computer
packages
Describe your skills to me
Which skills to you use most
and why?
Teamwork
Tell me about a time when
you have been a key team
member
Overall skill set. Hard skills.
Skills for the role Candidate’s capacity to fulfil the role.
Which skills do you think
will be key for this role
Commitment to Values and ethics - ability to sustain
safeguarding children professional standards and respect
(Find out about candidate’s other people’s opinions, ability to
current knowledge contribute towards creating a safe and
protective environment. Shows a
of safeguarding)
balanced understanding of the issues
of Safeguarding with a child-centred
Ask mandatory approach. A clear sense of respect for
questions: others and thoughtful of the issues.
Have you any
outstanding/capability
issues at your current place
of work?
Have you been involved
with any issues relating to
the safety and welfare of
children or young people? If
so what was the outcome?
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Are you aware of any
allegations or concerns
raised about you that relate
to the safety of welfare of
children or young people?
Is there any CRB disclosure
that you would like to
discuss at this stage?
Adapt such questions
as:
Give me an example of
where you have had to be
proactive about a
Safeguarding incident.
(Discuss the way this was
monitored)
We would consider
ourselves to be a vigilant
school when it comes to
Safeguarding. What sort of
things would you expect us
to be doing?
What have you done in the
last twelve months to
improve Safeguarding in the
workplace?
General Impressions
Specific individual
requirements:
Co-Curricular
Questions
26
Q1. At Felsted, we have a
full school week (mention
Saturdays if relevant to the
position for Years 5-8) which
is packed with co-
curricular activities and
learning opportunities for
our pupils.
In what way(s) would you
be able to support this
programme if you were to
be appointed? (expand
further depending on
response – link with past
experience to date).
Q2 . Do you have a
preference for the age of
pupils that you work with,
and if so, why is this?
Q3. Staff duties happen all
through the day and as we
have boarders, you would
need to do a duty until
7.30/8.00pm once a week.
Would this be difficult for
you?
Q4. From time to time, we
all have to slot in and
cover for absent
colleagues, sometimes at
very short notice – can you
think of an occasion when
you have successfully
used your initiative and
delivered a lesson or taken
an activity with little
preparation time? (expand
on response)
Q5. We all learn from our
mistakes. Can you
describe a situation in your
27
career where you did not
handle a matter as you
should have done, but
where you have learnt from
it and have become a
better teacher as a result?
Q6. How would a work
colleague describe you ?
Give 3 strengths and 3
weaknesses :
1.
2.
3.
1.
2.
3.
Q7. Thank you for your
very positive responses.
Are there any questions
that you would like to ask
me/us about the role that
you would be playing here
or about the School in
particular?
28
In accordance with the need for a Centralised Register of Appointments
4C.(1) Felsted keeps a register which meets the following requirements.
4C.(2) In relation to each member of staff appointed on or after 1st May 2007, the register shall show whether –
(a) identity was checked;
(b) a check was made to establish whether the member of staff is subject to any direction under section 142 of the
2002 Act; [Reference to List 99]
(c) where appropriate, qualifications were checked;
(d) an enhanced CRB check was obtained;
(e) any further checks were made if the person lives or has lived outside the UK; [See 4.(2)(c)]
(f) where appropriate, a check was made of right to work in the UK;
(g) in the case of staff who care for, train, supervise or are in charge of children for whom accommodation is provided,
checks were made as in paragraph 4.(2)(e).
4C.(3) In relation to each member of staff appointed before 1st May 2007, the register shows whether each check
in sub-paragraph (2) above was carried out. [Previous legislation applies]
4C.(4) In relation to supply staff, the register shows whether –
(a) written notification has been received from the employment business that –
(i) it has made checks corresponding to sub-paragraphs (2)(a)-(c), (e) and (f);
(ii) it or another employment business has made an enhanced CRB check;
(iii) it has obtained an enhanced criminal record certificate in response to a check made by that or another
employment business, with the date of the notification;
(b) a check has been made in accordance with paragraph 4A.(8) together with the date the check was completed.
4C.(5) The register shows whether the employment business supplied a copy of the criminal record certificate, if it
disclosed any matter in accordance with section 113B(6) of the Police Act 1997.
29
4C.(6) In relation to each member of a body of persons that Felsted appointed on or after 1st May 2007, the
register shall show whether –
(a) a check was made of identity and right to work in the UK;
(b) checks were made pursuant to paragraphs 4B.(4)(a) and (c), and the register includes the date when each such
check was completed and the certificate obtained.
4C.(7) In relation to each member of a body of persons that Felsted appointed at any time before 1st May
2007, the register shall show whether each check referred to in sub-paragraph (6) above was made and whether an
enhanced criminal record certificate was obtained, together with the date when any check was completed or
certificate obtained.
Under Regulation 4.(c) of the requirements in force from 1st September 2003, the school has carried out checks on
staff appointed before 1st May 2007 to confirm medical fitness, previous employment history, character references
and, where appropriate, professional references.
4C.(9) The centralised register is able to be reproduced both on paper and electronically.
DCSF Standard 4C. Centralised register of staff appointments [Applies to all staff, supply
staff and proprietors]
PART 1
Review
This list is reviewed on an annual basis by the Bursar and Head and is overseen by the
Governors.
Part 2
There are two centralised registers, one for each School.
The Senior School register is maintained by Personnel and the Preparatory School register is
maintained by the Head’s PA and Personnel.
The staff are coded as follows within the registers:
Code
B - Staff appointed before 1 May 2007 (well-established staff/part-time staff including -
peripatetic/sports/coach/artist)
A - Staff appointed on or after 1 May 2007 (less-established staff/recent and part-time staff
including - peripatetic/sports/coach/artist)
G – Governor
V – volunteer/parent
30
PART 3
INDIVIDUAL SHEETS FOR MEMBERS OF STAFF
The sheets that follow this one are the individual sheets for
each appointee to the school’s staff as listed in Part 2. They are
arranged in alphabetical order.
Code B Surname IN BLOCK
LETTERS
(appointment before 1 May 2007)
Full name of appointee If in a cell in the final column below no
entry is to be made, write in “N/A”
Nationality Citizen of (country) Entered by Date of entry
Date of appointment, i.e. date Date Entered by Date of entry
appointment taken up
Date of birth Date Entered by Date of entry
Was identity checked? Yes / No Entered by Date of entry
If identity was checked, how was CRB disclosure obtained (as Entered by Date of entry
it checked? (TICK ONE) shown below)
Passport seen and copied Entered by Date of entry
Driving licence with photo Entered by Date of entry
seen
Was enhanced CRB disclosure Yes / No Entered by Date of entry
obtained?
If enhanced CRB disclosure was Date Entered by Date of entry
obtained, when was it received?
If CRB disclosure insufficient Irrelevant / Yes / No Entered by Date of entry
because appointee lived outside
UK, were further checks made?
If for that reason further checks
were made,
… who made them? Name Entered by Date of entry
… and when were they Date Entered by Date of entry
completed?
Was List 99 checked? Irrelevant because CRB Entered by Date of entry
check obtained / Yes / No
If List 99 was checked, when was Date Entered by Date of entry
it checked?
Were qualifications checked? Yes / No Entered by Date of entry
If qualifications were checked,
… when was this? Date Entered by Date of entry
… and who carried out the Name Entered by Date of entry
check?
Was check made of right to work Yes / No Entered by Date of entry
in UK?
Remarks (initialled and dated)
All entries complete Yes Entered by Date of entry
Code A Surname IN BLOCK
LETTERS
(appointment on or after 1 May
2007)
Full name of appointee If in a cell in the final column below no
entry is to be made, write in “N/A”
Nationality Citizen of (country) Entered by Date of entry
Date of appointment, ie date Date Entered by Date of entry
appointment to be taken up
Date of birth Date Entered by Date of entry
How has identity been checked? CRB disclosure obtained (as Entered by Date of entry
(TICK ONE) shown below)
Passport seen and copied Entered by Date of entry
Driving licence with photo Entered by Date of entry
seen
Date List 99 checked Date Entered by Date of entry
Medical fitness checked Acceptance form dated Entered by Date of entry
Right to work in UK checked Yes Entered by Date of entry
Previous employment history Yes, by [name] Entered by Date of entry
checked on [date]
Character references checked Yes, by [name] Entered by Date of entry
on [date]
Professional references checked Yes, by [name] Entered by Date of entry
on [date]
Date and by whom qualifications Date By By Entered by
checked
Does benefit of “three months” No / Yes, hence “N/A” to Entered by Date of entry
rule apply?* questions in italics
If benefit of “three months” rule Employed at [school] Entered by Date of entry
applies, state why
till [date]
Date CRB disclosure obtained Date or N/A Entered by Date of entry
If CRB disclosure insufficient N/A / Irrelevant / Date Entered by Date of entry
because appointee lived outside
UK, date further checks completed
… and who made them? Name Entered by Date of entry
Remarks (initialled and dated)
All entries complete Yes Entered by Date of entry
* The “three months” rule is set out in paragraph 4(4) of the Schedule to the Education (Independent School Standards)
(England) Regulations 2003 (SI 2003 No. 1910) as amended: see the appendix to the introduction at the front of the staff
appointments register.
Code G (governor) Surname IN BLOCK
LETTERS
Full name of appointee If in a cell in the final column
below no entry is to be made,
write in “N/A”
Nationality Citizen of (country) Entered by Date of entry
Date of appointment, i.e. date Date Entered by Date of entry
appointment taken up
Date of birth Date Entered by Date of entry
Was identity checked; and, if so, Yes, on [date] Entered by Date of entry
when? / No
If identity was checked, how was it CRB disclosure Entered by Date of entry
checked? (TICK ONE) obtained (as shown
below)
Passport seen and Entered by Date of entry
copied
Driving licence with Entered by Date of entry
photo seen
Was check made of right to work in Yes, on [date] Entered by Date of entry
UK; and, if so, when? / No
Was enhanced CRB disclosure Yes / No Entered by Date of entry
obtained?
If enhanced CRB disclosure was Date Entered by Date of entry
obtained, when was it received?
If CRB disclosure insufficient Irrelevant / Yes / No Entered by Date of entry
because appointee lived outside UK,
were further checks made?
If for that reason further checks
were made,
… who made them? Name Entered by Date of entry
… and when were they completed? Date Entered by Date of entry
Was List 99 checked? Irrelevant because Entered by Date of entry
CRB check obtained /
Yes / No
If List 99 was checked, when was it Date Entered by Date of entry
checked?
Remarks (initialled and dated)
All entries complete Yes Entered by Date of entry
Code V is placed appropriately under code A or code B depending on the time of volunteering
A volunteer who must be CRB checked is someone who makes an unpaid regular commitment to
working at the School more than once a month.
Supply staff must be CRB checked either through an agency or through the School. This check must be
kept up-to-date and checked as necessary on use of the supply staff.
35
PART 4
KEY TO INITIALS USED IN THE CENTRALISED STAFF REGISTER
1 2 3 4 5
Date of Initials Name of person with those Bursar or Date of
entry initials Head’s initials to entry in col
approve entry in 5
cols 1 - 3
36
Notes of guidance taken from the ISI handbook
September 09:
• Those who do not require CRB checks are: visitors to the head/other staff
or those who have only brief contact with children in the presence of a
teacher; visitors carrying out repairs or servicing equipment; building and
other contractors (unless they come in contact with children); volunteers or
parents who only accompany staff at specific school events or on one-off trips
(not involving over-night stays); existing volunteers continuing with old duties;
secondary school pupils on work experience or similar; those on the school
site when pupils are not present; students aged eighteen or over in a
normal student capacity; and governors who are not categorised as
‘proprietors’ (but they need ‘enhanced disclosures’ if they have direct contact
with pupils).
• All appointments. The primacy of CRB and List 99 checks is asserted as
follows:
(i) for appointments from 1 March 2002, a positive entry must be made for CRB
clearance;
(ii) for any appointment before that date, at least evidence of List 99 clearance is
required;
(iii) if CRB or List 99 clearance has not been obtained, appropriate action must be
taken to safeguard the children at the school.
• Accepting a CRB check from another agency. A previous check may be
accepted (at the employer’s risk) if the subject gives written consent. ‘Disclosure’
information must be kept secure and destroyed as soon as it is no longer needed.
However, the details must be kept: date of ‘disclosure’; who obtained it; level of
‘disclosure’; unique reference number. A ‘disclosure’ must not be accepted if
there is a gap in employment of three months or more. CRB disclosures are not
‘portable’ for care workers (that is, those involved in boarding). For further details,
see www.crb.gov.uk.
• Those supervising children in any extended care before or after school must
have ‘enhanced’ CRB checks. Written agreements should be made with any third
parties providing childcare on the school site.
• Staff recruited from overseas [Regulations 4.(2)(a)-(e)]. Under a requirement
in force from 1st August 2007, all overseas staff recruited since 1st March 2002
are required to have an ‘enhanced’ CRB check. If the CRB ‘disclosure’ is not
considered sufficient (because the CRB check does not cover offences
committed abroad, but only those on the Police National Computer), the school
should obtain whatever evidence of checking is available from the person’s
country of origin (or any other countries in which he or she has worked) and do
this before the appointment is made. The CRB website gives a list of countries,
with information on what evidence is available from them. Similarly, a UK national
returning after working in a foreign country should be asked to obtain a certificate
of good conduct from the country in question. Extra references should be
requested for applicants from countries which do not provide criminal record
checks. Essentially, where a teacher comes from the
37
• Staff appointed in the past [Regulation 4C.(3)]. The Education (Independent
School Standards) (England) Regulations (Amended) 2007 provide for certain
‘savings’, so that it is not necessary for existing staff to update their checks. They
should not be asked to apply for a fresh CRB ‘disclosure’ unless the school or
their employer is concerned about their suitability to work with children, they have
had a break in service of three months or more, or they move to a post with
significantly greater responsibility for children. Otherwise, it is legally sufficient for
staff appointed before 1st March 2002 to have a List 99 check.
• Evidence of List 99, CRB and other checks. The various items of evidence are
provided with the consent of the applicant for the legal requirements of the
appointment. The number and date of the CRB ‘disclosure’ must be kept by the
school. Where a school keeps other evidence (as original documents, signed and
dated notes or photocopies) this is for professional reasons, such as the writing
of subsequent references. The school must respect the confidentiality of such
evidence and store it in a secure, reliable and accessible location. The member
of staff who is the subject of the evidence may have access to any item on written
request. The DCSF does not have requirements for the retention of evidence.
However, the Chartered Institute of Personnel and Development provides
guidance. A reasonable approach is to keep personnel files for six years after the
person has left (in case any legal process requires them). In the case of the
centralised register itself, the names of leavers might simply be crossed through
on any paper copy, and archived (with back-up) if kept in electronic form.
• CRB check on the proprietor/chair of governors [Regulations 4B.(2) and
(3)]. The arrangements for checking the proprietor/chair of governors are spelt
out in Part C of the Registration of Independent Schools: Information Pack
available from the DCSF website. As the ‘proprietor’, the chair of governors, a
trust or limited company needs a CRB check. When a new chair is appointed, he
or she should follow the process of having a CRB check thorough the DCSF (this
is the meaning of the wording in Regulation 4B.(2)(a): ‘countersigned by the
Secretary of State’). The application form can be requested from CRB, tel 0870
9090844, quoting Organisation Name Department for Children, Schools and
Families and Registered Body Number 20881800002. Heads can convey
information and make enquiries through the following email address:
enquiries.registration@dcsf.gsi.gov.uk.
• The chair’s completed CRB application form should be sent for countersignature
to: Department for Children, Schools and Families, Area C, Second Floor,
Mowden Hall, Staindrop Road, Darlington DL3 9BG, with the original identifying
documents and the necessary cheque. Assuming they are unpaid volunteers,
governors are checked free of charge by CRB, and this should be discussed with
CRB. The reporting inspector is not usually involved in this process (marked ‘not
applicable’ on the reporting inspector’s version of the Regulatory Checklist).
However, the head’s version of the Checklist has tick boxes for the status of the
CRB check for the proprietor/chair of governors. In case of doubt, the reporting
inspector should contact DCSF.
• CRB checks on other governors [Regulations 4B.(4)-(6)]. Although the chair
is treated as the ‘proprietor’ for registration purposes, in strict definition the
governing body, trust or limited company is the ‘proprietor’, so that all the
governors, trustees or directors are ‘proprietors’. The chair is responsible for
ensuring that they all have ‘enhanced’ CRB checks if newly appointed on or after
1st May 2007. Previously, from 1st September 2003, an ‘enhanced’ check was
only needed if a governor’s duties involved regularly caring for, training,
38
supervising or being in sole charge of persons aged under 18. The other
necessary checks are proof of identity and permission to work in the UK (if
relevant), in which case overseas checks may also be required (at the discretion
of the proprietor).
• It may sometimes be the case that there has been a change in the governing
body such that an appropriate ‘enhanced disclosure’ has not been obtained (for
example, for a new governor or one checked at ‘standard’ level before 1st May
2007 but subsequently undertaking direct responsibility for pupils).
6. Commitment to an ongoing culture of awareness
and vigilance with regard to safeguarding
To be assessed and updated by each section of Felsted in the Autumn
Term of each year
Felsted School – teaching staff
Safeguarding Action Plan Rating Action to be taken
1-5
Staff and volunteers have had
briefings or training on
understanding abuse and
believe that it can be an issue
for organisations that they
need to be aware of
Time is taken to plan and
structure recruitment activities
so that everything is in place
before a candidate is
interviewed, including person
and role specifications and the
criteria for selecting the right
candidate.
Before inviting candidates to
interview, detailed information
has been collected from them
on the application from and
has been carefully scrutinised
References are taken up at as
early a stage possible in the
recruitment process and the
information is carefully
scrutinised
Interviews are well planned
and questions and criteria
probe into candidates’ motives
39
for working with children and
their suitability as well as their
skills and experiences
Wherever possible other
selection tools are used and an
interview is the minimum
selection process that
candidates go through for
positions involving work with
children
Candidates are asked to
disclose criminal convictions
and a criminal records check is
carried out for posts involving
work with children. There are
processes in place for carefully
and fairly scrutinising records
information
Policies and procedures are in
place for people to raise
concerns about someone’s
behaviour towards a child or
young person and the culture
of the organisation is open and
encourages people to raise
concerns.
Allegations or concerns about
behaviour towards children
are taken seriously and are
dealt with in an appropriate,
fair and timely manner
There is a code of behaviour
that everyone is familiar with,
that tells all staff and
volunteers what is expected of
them in terms of their
behaviour towards children,
young people and families,
and that tells children what
behaviour is expected of them
Staff and volunteers are given
a thorough induction that
includes setting out the
boundaries and expectations of
their roles and their
responsibilities for
safeguarding and protecting
children
Safeguarding and protecting
children is seen as core to what
40
the organisation does by
everyone and the organisation
ensures all staff and volunteers
know their responsibilities for
safeguarding children
The organisation has a culture
of vigilance and does not rely
on criminal records checks or
recruitment as the only
method of ensuring people
who work with children are
safe
The organisation is committed
to teaching about safety and
safeguarding from a pupil
point of view. Policies with
regard to ICT are regularly
reviewed and issues of social
site safety and cyberbullying
are regularly reviewed.
The School regularly reviews
its pastoral care plan and
arrangements for the
protection and safety of
children
Felsted Preparatory School – teaching staff
Safeguarding Action Plan Rating Action to be taken
1-5
Staff and volunteers have had 1 Safeguarding Training has been updated
briefings or training on to the form of questionnaires to ensure
understanding abuse and that everyone understands policy. All
believe that it can be an issue staff to have completed by end
for organisations that they November 09. There is a commitment to
need to be aware of including operational staff in this.
Questionnaire questions around as
reminders on noticeboards etc.
Time is taken to plan and 2 Procedure now in place. Trained Head
structure recruitment activities or Personnel Officer involved in every
so that everything is in place interview.
before a candidate is
interviewed, including person Head and Personnel Officer to lead
and role specifications and the strongly on procedure
criteria for selecting the right
candidate. More National College for leadership of
schools and children’s services training
necessary for interviewers. 5 individuals
41
now National College for leadership of
schools and children’s services trained
and interviews should have an person
present who has gained this
qualification from October 2009
Before inviting candidates to 1 This is current practice, though
interview, detailed information questions need to be much more
has been collected from them personalised. The interview form has
on the application form and now been altered so that it has to be
has been carefully scrutinised personalised to fit the candidate.
Interview forms necessitate the
questioning of gaps, anomalies and
discrepancies.
References are taken up at as 1 This has been difficult to achieve, but the
early a stage possible in the new form and online approach should
recruitment process and the help. Everything is in place to assist this
information is carefully goal.
scrutinised
Interviews are well planned 1 The interview planning sheet needs to be
and questions and criteria individualised to the candidate and job
probe into candidates’ motives specification, but is clearly set up to
for working with children and achieve this aim. There is no reason why
their suitability as well as their this should not be achieved.
skills and experiences
Wherever possible other 1 A lesson observation is always used as
selection tools are used and an the other selection tool in order to assess
interview is the minimum key skills in the classroom. Pupils will
selection process that usually take the candidate on tour and
candidates go through for they are asked how they got on with
positions involving work with them. The purpose of this is to ascertain
children the candidate’s capacity to form a
relationship with children.
Candidates are asked to 1 This is carefully set up as part of the
disclose criminal convictions recruitment process.
and a criminal records check is
carried out for posts involving
work with children. There are
processes in place for carefully
and fairly scrutinising records
information
Policies and procedures are in 2 Children are always at the centre of what
place for people to raise we do. There is always more that we can
concerns about someone’s do, but current initiatives are very much
behaviour towards a child or on involving matrons and children in the
young person and the culture training.
of the organisation is open and
encourages people to raise
concerns.
Allegations or concerns about 1 Such issues are always a number 1
behaviour towards children priority and for this reason there are two
42
are taken seriously and are Safeguarding officers and one named
dealt with in an appropriate, officer in Early Years.
fair and timely manner
There is a code of behaviour 1 There is and this is advertised around
that everyone is familiar with, the School and in the Staff Handbook.
that tells all staff and
volunteers what is expected of
them in terms of their
behaviour towards children,
young people and families,
and that tells children what
behaviour is expected of them
Staff and volunteers are given 1 This occurs for all staff and includes a
a thorough induction that thorough safeguarding questionnaire to
includes setting out the ensure understanding of the issues.
boundaries and expectations of
their roles and their
responsibilities for
safeguarding and protecting
children
Safeguarding and protecting 1 Safeguarding is core to what we do and
children is seen as core to what staff are tested via the questionnaire to
the organisation does by ensure that they know and understand
everyone and the organisation their responsibilities.
ensures all staff and volunteers
know their responsibilities for
safeguarding children
The organisation has a culture 1 Children of concern are raised as a
of vigilance and does not rely priority every week at staff meeting.
on criminal records checks or There are methods for ancillary and
recruitment as the only domestic staff to be heard in case they
method of ensuring people have any concerns.
who work with children are
safe
The organisation is committed 2 A lot of assemblies, chapels, PSHCE
to teaching about safety and work is done to ensure that pupils feel
safeguarding from a pupil safe. Pupils are training each other.
point of view. Policies with There is always more that can be done
regard to ICT are regularly and evaluation is teaching us to take our
reviewed and issues of social lead from the pupils on this. ICT policy
site safety and cyberbullying is taught annually to the children and
are regularly reviewed. displayed in relevant places. The policy
is regularly reviewed.
The School regularly reviews 1 The Pastoral Care plan is reviewed
its pastoral care plan and annually in September and appropriate
arrangements for the actions taken
protection and safety of
children
Operations staff
43
Safeguarding Action Plan Rating Action to be taken
1-5
Staff and volunteers have had 2 All staff and volunteers have had at least
briefings or training on brief talks on Safeguarding. Others have
understanding abuse and had more detailed training. By the end of
believe that it can be an issue November all operational staff
for organisations that they permanently linked to the Preparatory
need to be aware of school will have completed a
safeguarding questionnaire to develop
their understanding of the issues.
Lessons will be captured, the training
improved and this will be then be
completed by all Operations staff by the
end of the academic year 2009/10
Time is taken to plan and 2 Procedure now in place. Trained
structure recruitment activities Personnel Officer involved in every
so that everything is in place interview.
before a candidate is
interviewed, including person Personnel Officer to lead strongly on
and role specifications and the procedure
criteria for selecting the right
candidate. More National College for leadership of
Schools and Childrens services training
necessary for interviewers. 5 individuals
now have received the National College
for leadership of schools and childrens
services training and interviews should
always have at one individual present
whom has received this training from
October 2009
Before inviting candidates to 2 This is current practice, though
interview, detailed information questions need to be much more
has been collected from them personalised. Questions are personalised
on the application from and in accordance with job description.
has been carefully scrutinised Appropriate safeguarding questions are
asked. Interview forms necessitate the
questioning of gaps, anomalies and
discrepancies. There is a concern about
the quality of some candidates’
application forms and this has to be
addressed orally either prior or during
the interview.
References are taken up at as 2 This has been difficult to achieve. A
early a stage possible in the follow-up telephone conversation occurs
recruitment process and the to confirm reference. Where appropriate
information is carefully personal references will be taken prior to
scrutinised interview if the candidate does not want
44
us to approach their current employer.
Interviews are well planned 1 The interview planning sheet needs to be
and questions and criteria individualised to the candidate and job
probe into candidates’ motives specification, but is clearly set up to
for working with children and achieve this aim. There is no reason why
their suitability as well as their this should not be achieved.
skills and experiences
Wherever possible other 1 A ‘walk about’, a presentation or a role
selection tools are used and an play provides the other selection tools.
interview is the minimum The purpose of the selection tool is
selection process that always agreed before implementation.
candidates go through for
positions involving work with
children
Candidates are asked to 1 This is carefully set up as part of the
disclose criminal convictions recruitment process.
and a criminal records check is
carried out for posts involving
work with children. There are
processes in place for carefully
and fairly scrutinising records
information
Policies and procedures are in 3 Children are always at the centre of what
place for people to raise we do. There is always more that we can
concerns about someone’s do, but current initiatives are very much
behaviour towards a child or on training. The induction process is a
young person and the culture current area of review.
of the organisation is open and
encourages people to raise
concerns.
Allegations or concerns about 1 Operational staff are advised what to do
behaviour towards children in case of concern in a variety of ways –
are taken seriously and are noticeboards, handbooks, talks
dealt with in an appropriate,
fair and timely manner
There is a code of behaviour Operational staff are advised what is
that everyone is familiar with, expected of them and others in terms of
that tells all staff and behaviour in a variety of ways –
volunteers what is expected of noticeboards, handbooks, talks
them in terms of their
behaviour towards children,
young people and families,
and that tells children what
behaviour is expected of them
Staff and volunteers are given 3 Induction process is departmentalised
a thorough induction that and managers speak to each staff
includes setting out the member regarding safer recruitment. In
boundaries and expectations of the future this will occur monthly for all
their roles and their new staff according to the newly
responsibilities for invoked induction procedures on health
45
safeguarding and protecting and safety. There is more to be done.
children This should b e in place by the end of the
academic year 09/10
Safeguarding and protecting 2 Safeguarding is core to what we do and
children is seen as core to what staff are encouraged via the
the organisation does by questionnaire to ensure that they know
everyone and the organisation and understand their responsibilities.
ensures all staff and volunteers
know their responsibilities for
safeguarding children
The organisation has a culture 2 Operational staff are advised through
of vigilance and does not rely the safeguarding training and
on criminal records checks or noticeboards to advise their line
recruitment as the only manager or one of the Safeguarding
method of ensuring people officers if they have any concerns.
who work with children are Creating a real culture of responsibility
safe in this area remains a challenge.
APPLICATION AND RECRUITMENT PROCESS EXPLANATORY NOTES
1. Application Forms
• Applications will only be accepted from candidates completing the enclosed Felsted School Application Form in full.
Curriculum Vitae will not be accepted in substitution for completed Application Forms in the absence of good reason.
• Candidates should be aware that all posts at Felsted School involve some degree of responsibility for safeguarding
children, although the extent of that responsibility will vary according to the nature of the post. (Please see individual
Job Description for the post.)
• Accordingly, this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and
bind-overs, including those regarded as ‘spent’ must be declared. (Please see separate `Felsted School Policy on the
Recruitment of Ex-Offenders’ for further information if required.)
• The successful applicant will be required to complete an Enhanced Disclosure from the Criminal Records Bureau.
• The successful applicant will only be able to commence employment with Felsted School once the School is in
receipt of the Disclosure from the Criminal Records Bureau and two written references. (Only in certain
circumstances will applicants be able to start without receipt of this information and, if so, separate procedures to
cover this situation will be followed.)
• The School will normally seek references on shortlisted candidates (unless the candidate has specifically requested
otherwise). The School may also approach previous employers for information to verify particular experience or
qualifications, before interview.
• If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked
about disciplinary offences, including disciplinary offences relating to children or young persons (whether the
disciplinary sanction is current or time expired), and whether you have been the subject of any Safeguarding allegations
or concerns and, if so, the outcome of any enquiry or disciplinary procedure. If you are not currently working with
children, but have done so in the past, that previous employer will be asked about those issues. Where neither your
current nor previous employment has involved working with children, your current employer will still be asked about
your suitability to work with children, although it may where appropriate answer not applicable if your duties have not
brought you into contact with children or young people.
46
• You should be aware that provision of false information is an offence and could result in the application being rejected
or summary dismissal if the applicant has been selected, and possible referral to the police and/or DCSF Children’s
Safeguarding Operation Unit.
2. Invitation to Interview
• If you are invited to interview, this will be conducted in person and the areas which it will explore will include suitability
to work with children.
• All candidates invited to interview must bring the following documents to the interview:
a. Original documents confirming any educational/professional qualifications that are necessary or relevant to the
post. (Where originals or certified copies are not available for the successful candidate, written confirmation of
the relevant qualifications must be obtained from the awarding body.)
b. Two forms of original identification, i.e. current photocard driving licence, passport, full birth certificate.
c. A utility bill or financial statement showing your current name and address.
d. If you are in receipt of a Disclosure from the Criminal Records Bureau which is no more than 2 months old, please
bring the original with you.
e. Where appropriate, any documentation evidencing a change of name. (If you are providing a birth certificate as
one form of identification, and your name has changed since birth, you must also provide the appropriate
documentation, e.g. Marriage Certificate, to confirm the change of name – but this still only counts as one form of
identification).
Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient.
3. Conditional Offer of Appointment - Pre-Appointment Checks
Any offer to a successful candidate will be conditional upon:
• Receipt of two written satisfactory references (if these have not already been received).
• Verification of identity and qualifications
• Receipt of a satisfactory Enhanced Disclosure from the Criminal Records Bureau
• Where appropriate for teaching posts – verification of professional status (e.g. GTC registration, QTS, NPQH) and
verification of successful completion of statutory induction period.
• Where the successful candidate has worked or been resident overseas in the previous five years, the candidate will be
required to provide a Certificate of Conduct from their Country of Origin.
• Verification of medical fitness, i.e. completion of Medical Questionnaire (and Medical Examination by own/School Doctor
where appropriate for the post).
• Satisfactory completion of the required Probationary Period (as outlined in the Offer of Appointment letter).
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PLEASE NOTE
Where a candidate is:
• found to be on DCSS List 99 or the Protection of Children Act List, or the CRB Disclosure shows he/she has been
disqualified from working with children by a Court; and/or
• found to have provided false information in, or in support of, his/her application; and/or
• found to be the subject of serious expressions of concern as to his/her suitability to work with children
the facts will be reported to the Police and/or the DCSF Children’s Safeguarding Operation Unit.
If you have any queries regarding the Application and Recruitment Process at Felsted School, please do not hesitate to contact the
Personnel Department (Lorraine Baker):
The Personnel Department
Felsted School
Dunmow
CM6 3LL
Tel:01371 822623
Email: personnel@felsted.org
Felsted School Aug 2009
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