Safer Recruitment Policy

Our service is focused on fostering safer hiring practices, and we go beyond the standard of the DFE’s requirements, and in terms of our pre-employment and background checks we go above and beyond KCSiE 2024 requirements.

To make sure that all documentation is easily accessible and prepared for review, we have a dedicated compliance team, All of our staff are safer recruitment trained.

We also interview each of our candidates in person and run the following checks:

Identity and Proof of Address – This complies with DBS ID verification criteria and requires a current original copy of a photo ID such as a passport, new style driver’s licence, or National Identity card. We require a minimum of two documents as evidence of address. Utility bills and a recent three-month bank statement are typically included.

Right to Work in the United Kingdom – We inspect all genuine British or European passports. We examine all original documents or certified copies that attest to a candidate’s eligibility to work in the UK if they are from outside the UK or the EU. These include indefinite leave to remain, working holiday visas, student visas, and spousal dependence visas.

Teacher Qualification Check – We verify with the Teacher Regulation Agency that all candidates have QTS or QTLS and have a clear record of doing so by looking at all original or certified copies. We verify that overseas-trained teachers possess credentials regarded to be comparable to a British teaching degree or PGCE, and we also sight all original certificates.

Enhanced DBS Disclosure – Every teacher and member of the staff will be required to have an Enhanced DBS disclosure. If they already have a valid DBS issued by another registered organisation, we will verify that it is listed on the DBS Update Service. We will do a new DBS check if the DBS is not subscribed to the update service.

DBS Update Service – We make sure that every member of our staff is signed up for the DBS Update Service, which enables the school to do a current DBS check at any time. 

Barred List Checks – When we apply for a new enhanced DBS check or a DBS update service check, we must perform a barred list check. To make sure there hasn’t been any information since the original DBS certificate was printed, we will perform quarterly update service checks.

Overseas Police Checks – Candidates who have lived or worked abroad are subject to an overseas police check. If this applies, we will ask for a police check from a foreign country.

Prohibition Order Check – We make sure that none of our employees, including our teachers, have disciplinary sanctions that would prevent them from working as teachers. This includes teachers who have failed induction or probation as well as those who have undergone Section 128 or EEA online checks. 

2006 Childcare Disqualification Act – At the start of the application process, each candidate signs a disqualifying form. We won’t proceed with this person’s application if there are any issues during the application stage.

Online Searches – Online searches are conducted on all of our candidates prior to the interview. This includes a Google search of their first name, last name, and any other former names that have been disclosed, as well as the counties and cities/towns that they have, to our knowledge, resided in.

References – We seek professional and job references that date back at least four years. These might include a recommendation from a current or former employer, a teaching placement, a student, a tutor or one-on-one reference, or a personal character reference from a  professional email account.

Health Declaration – During the application process, we ask each applicant if they believe they are healthy enough to perform the duties of the position they are applying for.

Work History – We verify our employees work history, performing checks and contacting previous employers for references prior to onboarding. 

Safeguarding Training – All of our employees undertake 3-hour online child protection training from the NSPCC as part of our safeguarding programme, and upon successful completion, they are awarded a certificate. After starting to work with us, we ask that this is completed within two weeks.

KCSIE Policy – Within the first two weeks of employment, we ask all of our staff to read and become familiar with Section 1 of the KCSIE and Annex A. We then ask for written proof that they have done so.