Safe Recruitment Policy
Statement of Intent
The purpose of this policy is to set out the minimum requirements of the StreetVibes Academy (SV) recruitment process that aims to:
The Directors of SV will ensure that statutory requirements for the appointment of its entire staff, notably the headteacher and deputy head teachers, will be met.
Advertising & Inviting Applications
1. Advertisements for posts – whether in newspapers, journals or on-line – will include the statement:
“SV is committed to safeguarding and promoting the welfare of children and young people and expects all its staff and volunteers to share this commitment. All post holders within our school are subject to a satisfactory enhanced Disclosure & Barring Service Check”.
2. Prospective applicants will be supplied, as a minimum, with the following:
Shortlisting and References
1. Short-listing of candidates will be against the person specification for the post.
2. Where possible, references will be taken up before the selection stage, so that any discrepancies can be probed during the interview process. Where references are not available before the interview stage, they will be taken up as soon after interview as possible.
3. References will be sought directly from the referee. References or testimonials provided by the candidate will never be accepted. In the case of teaching and teaching support positions, a reference from a school or youth organisation will be required.
4. Where necessary, referees will be contacted by telephone or e-mail in order to clarify any anomalies or discrepancies. A detailed written note will be kept of such exchanges.
5. Where necessary, previous employers who have not been named as referees will be contacted in order to clarify any anomalies or discrepancies. A detailed written note will be kept of such exchanges.
6. Referees will always be asked specific questions about:
7. School employees are entitled to see and receive, if requested, copies of their employment references.
8. For all candidates, an offer of employment is conditional on the provision of at least two satisfactory references. For candidates who do not provide satisfactory references at the selection stage, satisfactory references must be obtained within three months’ of the proposed employment start date or the offer of employment can be withdrawn.
9. For candidates who cannot provide a satisfactory reference from their last place of employment, further references may be required from previous employers to establish a satisfactory employment record.
The Selection Process
1. Selection techniques will be determined by the nature and duties of the vacant post, but all vacancies will require an interview of short-listed candidates.
2. 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).
3. Candidates will always be required:
1. All successful applicants are required:
1. All staff who are new to the school will receive full induction training that will include the school’s safeguarding policies and guidance on safe working practices.
2. Regular meetings will be held during the first 3 months of employment between the new employee(s) and the appropriate manager(s).
Code Of Practice
The Code of Practice published under section 120 of the Police Act 1997 advises that it is a requirement that all registered bodies must treat DBS applicants who have a criminal record fairly and not discriminate automatically because of a conviction or other information revealed. The Code also obliges registered bodies to have a written policy on the recruitment of ex-offenders; a copy of which can be given to DBS applicants at the outset of the recruitment process.
As an organisation using the DBS to assess applicants’ suitability for positions of trust, SV complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. It undertakes not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed.
SV is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical/mental disability or offending background.
We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience.
A DBS check is only requested after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position.
Where a DBS check is to form part of the recruitment process, we encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent under separate, confidential cover, to a designated person within SV and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process.
Unless the nature of the position allows SV to ask questions about your entire criminal record, we only ask about ‘unspent’ convictions as defined in the Rehabilitation of Offenders Act 1974.
We ensure that all those in SV who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance and training in the relevant legislation relating to the employment of ex offenders, e.g. the Rehabilitation of Offenders Act 1974.
At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment.
We make every subject of a DBS check aware of the DBS Code of Practice and make a copy available on request.
We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment.
Checking via the DBS
DBS cannot access criminal records held overseas, but it is possible to submit an application while the applicant is overseas. In the case of an applicant for a position coming from overseas, SV will carry out further pre-employment checks.
SV will still verify the identity of an overseas applicant and their right to work in the UK.
In a small number of cases, overseas criminal records are held on the Police National Computer and these would be revealed as part of a criminal record check. As the DBS cannot access criminal records held overseas, SV may need to carry out further checks.
Checking via embassies
In the case of an overseas applicant applying for a position at SV we will contact the embassy or High Commission of the country in question to obtain such records.
We might also contact the FCO Response Centre Helpline on 020 7008 1500.
Certificates of good conduct
SV will try to obtain a certificate of good conduct and any other references from potential overseas employees. To do this we may contact either the authorities in a particular SV will then obtain a certified translation of the certificate of good conduct.
If SV is unable to complete these checks on overseas applicants then an offer of employment will be withdrawn.