Safeguarding Children Safer Recruitment and Selection in Schools

Appendix 2

Recruitment and Selection Checklist

POST TITLE:
PRE-INTERVIEW / Comments / Initials & Date
Planning: Timetable, job description and person specification prepared.
Interview Panel Agreed: At least two interviewers appropriately trained and with the necessary authority.
Vacancy Advertised: (reference safeguarding policy and CRB requirements)
SHORTLISTING
Applications: scrutinised and discrepancies/anomalies/gaps in employment noted to explore with candidates if shortlisted.
Shortlist Prepared:
Invitations to Interview sent:
REFERENCES
References sought from shortlisted candidates: Two written references, one from the current or most recent employer.
References received: checked against information on application; any discrepancy/issue of concern noted to take up with applicant at interview.
INTERVIEW
Interview Date:
Explores applicant’s suitability for post and to work with children. NB: Asylum and Immigration/CRB documentation and qualifications of applicants verified on day of interview.
SUCESSFUL CANDIDATE(S):
PRE-EMPLOYMENT CHECKS
Offer of appointment is made conditional on satisfactory completion of the following pre-appointment checks and, for support staff posts, a probationary period:
References: (if not obtained and scrutinised previously)
Asylum and Immigration (if not checked at interview)
Qualifications: (if not verified at interview)
CRB: satisfactory CRB Disclosure received
LIST 99:
Satisfactory Medical Clearance:
GTC Registration Confirmed
QTS: the teacher has obtained QTS or is exempt from the requirement too hold QTS
Appointment Form: sent to People Services (Schools Team), Human Resources, Saxon Court
Induction:

Appendix 3

Sample Job Description

XX SCHOOL

POST TITLE:GRADE:

RESPONSIBLE TO:

JOB PURPOSE

PRINCIPAL ACCOUNTABILITIES

This job profile is a guide to the work that you will initially be required to undertake. It may be altered from time to time to meet changing circumstances. It does not form part of your contract of employment.

XX SCHOOL - Sample Person Specification

Job Title...... Grade......
Section/Location......

CRITERIA

/ Method of Assessment
Essential / Desirable / Application
Form / Interview / Other
(State)
Skills and Abilities
Experience
Knowledge
Education, Training and Qualifications

Other Requirements

Appendix 4

Sample Job Description

POST TITLE: HR Administrative Assistant GRADE: MK4

RESPONSIBLE TO:

JOB PURPOSE

To provide an effective and confidential administrative/clerical support to the HR Team.

PRINCIPAL ACCOUNTABILITIES

To provide a full, efficient and confidential administrative function, taking account of Council and Directorate objectives, procedures and policies.
To undertake projects to assist and support the professional staff within the team.
To organise meetings including room bookings and ordering facilities.
To undertake diary management, putting together agenda for meetings and typing notes.
To maintain accurate records using spreadsheets, databases and to assist in producing management information accurately and on time.
To deal with post and general e-mails.
To deal with enquiries on the phone and electronically or redirect to the appropriate officer.
To undertake typing, filing, photocopying, printing documents and maintaining a high standard of administrative effectiveness.
To maintain and monitor stationery supplies.
To undertake any other tasks as required within the HR Team.

Sample Person Specification

Job Title: HR Admin Assistant Grade: ………………
Section/Location: Strategic Human Resources

CRITERIA

/ Method of Assessment
Essential / Desirable / Application
Form / Interview / Other
(State)
Skills and Abilities
Ability to produce letters and reports working from drafts and advice provided by others /  /  / Test
Demonstrable understanding of confidentiality. /  /  / 
Demonstrable communication skills – oral and written /  /  / 
Commitment to providing a high standard of work and good organisational skills /  /  / 
Ability to work under pressure and meet deadlines /  / 
Experience
Some previous clerical/administrative experience. /  /  / 
Demonstrable experience of using work processing and spreadsheet packages /  /  / 
Knowledge
Good working knowledge of MS Office Suite /  /  / Test
Good understanding of Customer Service /  / 
Education, Training and Qualifications
Holds NVQ level 2 in Administration or equivalent or can demonstrate equivalent evidence of competence /  /  / 

Other Requirements

Good understanding of Equality Policy and commitment to the provision of a quality service to all clients. /  / 

Appendix 5

Sample Job Advertisement

School Name
Address 1
Address 2
Telephone
Email Address
NOR: /
(School Logo)
Key Stage 2 Leader
Required from January 2008
TPS + TLR 2 (give actual value)
We are seeking to appoint an experienced teacher who can take a lead role in curriculum development across the KS2 team. The successful candidate will be able to demonstrate exemplary classroom practice, team leadership and be dedicated to raising achievement and continuous school improvement.
We can offer a supportive working environment which values everyone, happy well-motivated children and opportunities for further personal and professional development.
For an application pack or to arrange a visit please contact ………………

Closing Date: 2 October 2007
Interview Date: 17 October 2007
This school is committed to safeguarding and promoting the welfare of children and expects all staff to share this commitment. We are an equal opportunities employer.
/ / Job title & pay Information
Information about the job and what is required
What you can offer to attract applicants

Important statement to deter unsuitable candidates

Appendix 6

Thank you for expressing an interest in joining our school. The enclosed application pack contains a number of documents providing background information about our school and the vacancy that we are advertising. We hope you will find this information useful and we look forward to hearing from you.

Making an Application / Interview and Selection Process
Application Form
If you wish to be considered for this post please complete the enclosed application form providing full details of your education and employment history, including any unpaid or voluntary work. Where there are gaps in your employment please state the reasons why (eg gap year, career break, unemployed, etc).
You will note that we require details of two referees, one of which must be your current or most recent employer.
CVs are not accepted as part of the application process.
Supporting information
This section of the form is very important. It gives you an opportunity to explain why you are applying and why you are the best person for this job. Use the job description and person specification as your guide and give specific examples, where possible, to demonstrate how you match the requirements for this post. If you do not have enough space, please attach a separate sheet.
Please remember to sign the declaration on the final page of the application form.
For teaching posts: in addition to the application
form, please submit a formal letter of application (up to 2 sides of A4) detailing your experience of teaching and learning and the impact your contribution will make in terms of raising standards at our school.
Please return your completed application form to:
…………………………………………
…………………………………………
…………………………………………
The closing date for applications is:
………………………………………………………… / Those candidates who meet all the requirements for the post will be shortlisted and details of the interview programme will be confirmed in writing.
Interviews are scheduled to take place on:
……………………………………………………..….
As part of the selection process, in addition to assessing your skills and knowledge against the requirements of this role, specific questions will be asked to assess your suitability to work with children.
Under the Disability Discrimination Act 1995 and 2005, we are legally required to consider making reasonable adjustments to ensure that disabled people are not disadvantaged in the recruitment and selection process. We are therefore committed to meeting, wherever possible, any needs you specify on the application form. Please contact the school if you need to discuss this in any detail.
We will consider any reasonable adjustments under the terms of the Disability Discrimination Act to enable an applicant with a disability (as defined under the act) to meet the requirements of the post.
Induction and Continuous Professional Development
The headteacher and governing body are committed to ensuring your well being and continuous professional development in this role. On appointment the headteacher will discuss an appropriate induction programme with you that will help familiarise you with the culture of the school, local practices, policies and expectations.
You will be offered the opportunity to further develop your professional knowledge by participating in local training events and, where appropriate, working towards further qualifications such as NVQs.
Support staff employees new to Milton Keynes Council will be subject to a probationary period of six months.

References
If you are shortlisted we will normally take up references before the interview date. One of your referees must be your current or most recent employer. Two satisfactory references must be received before we confirm any offer of an appointment. The information we request will relate to salary, length of service, sickness absence record, skills and abilities, suitability for the job, disciplinary record and suitability to work with children.
Copies of references or references that are addressed “to whom it may concern” will not be accepted. On receipt of references, your referees may be contacted to verify any discrepancies, anomalies or relevant issues as part of the recruitment verification process.
Criminal Records Bureau Check (Disclosure)
Employment at this school is subject to an enhanced check with the Criminal Records Bureau. Checks will also be made against the Protection of Children List (PoCA) and the DCSF List 99. All such checks must be satisfactory before we confirm any offer of an appointment.
Under the Rehabilitation of Offenders Act 1974 (Exemption Amendment) Order 1986, there are a number of jobs where we must take account of convictions, even though they are ‘spent’. All posts at this school are regarded as such. However, spent and/or unspent convictions may not necessarily make you unsuitable for appointment.
Validation of Qualifications
All shortlisted candidates will be asked to bring original certificates of relevant qualifications to interview. These will be photocopied and kept on file and may be confirmed as genuine with the relevant awarding bodies.
Right to Work in the United Kingdom
Under the Asylum and Immigration Act 1996, it is a criminal offence to employ anyone who is not entitled to live or work in the United Kingdom. Applicants can expect us to ask for proof of this at interview stage, where you will be asked to provide some original documentation to confirm that you are eligible to work within the UK. Photographic proof of identity will also be required. / / Medical Assessment
A satisfactory medical assessment will be required before we confirm any offer of an appointment.
Child Protection
This school is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share this commitment. We have a designated senior member of the leadership team who is responsible for referring and monitoring any suspected case of abuse. All members of staff will receive training in line with our child protection policy.
Whistle Blowing
We recognize that children cannot be expected to raise concerns in an environment where staff fail to do so. Therefore our policy is to ensure that all staff are made aware of their duty to raise concerns about any inappropriate attitude or actions of colleagues.
Code of Conduct and Personal Behaviour
The school believes that it is essential for standards of conduct at work to be maintained to ensure delivery of quality services and also to protect the well being of all its employees and pupils.
The headteacher and governing body regard everyone working at our school as a role model to our pupils. As such employees should conduct themselves with integrity, impartiality and honesty. Furthermore, everyone in the school has an absolute duty to promote and safeguard the welfare of children. Registered teachers are in addition bound by the codes and professional values of the GTCE (General Teaching Council, England). While registered teachers are bound by the code, the school considers the principles to apply to all staff employed at the school.
Equal Opportunities
We are committed to promoting best practice in our efforts to eliminate discrimination and to create a working and learning environment were all are treated fairly and with respect.
We take action to ensure that nobody is treated less favourably than anyone else because of their colour, race, ethnic or national origin, religion, gender, sexual orientation, disability or age.
Full details of all these policies are available in school.

Appendix 7

Shortlisting Record

Post Title: ……………………………………………………………………….. / Date: ………………………………………………..
Shortlisting Panel: ………………………………………………………………………………………………………………………………………………………….
Applicant / Meets all essential criteria? / Meets all desirable criteria? / Disabled* / Shortlisted? /

Comments for feedback to applicant

* All applicants with a disability who meet the criteria must be interviewed.

Appendix 8

Your name has been given as a referee for the candidate listed below. This reference may be crucial to decision making in relation to this individual and is a vital element of the school’s safer recruitment processes. Please be factual and honest when completing the information required. A copy of the job description and person specification is also enclosed.

Reference Request Pro-Forma

Candidate’s Name:
Post Applied for:
Name of your company/ organisation/school:
Your relationship to candidate: (i.e. headteacher, chair of governors, line manager)
How long have you known the applicant?
Please provide dates of employment with your organisation:
From: / To:
Position held by applicant:
Main duties and responsibilities:
Salary:
Reason for Leaving: (e.g. voluntary resignation, dismissal, etc.)
Number of occasions and days absent from work due to sickness over the last two years
Number of occasions: / Number of working days:
Has this person ever been subject to any kind of disciplinary action whilst in your employment?

If Yes, please give details:
Please provide comments regarding the applicant’s time-keeping/reliability:
Please comment on this candidate’s ability / suitability to undertake this job. Please refer to the attached job description and person specification when assessing the candidate’s suitability for the post. (Please continue on a separate sheet if necessary).
For teaching posts please attach a separate supporting statement on school/company headed paper.
Please comment on the effectiveness of the applicant’s working relationships with other people (for example children, young people, colleagues, parents and governors).
Have you or your colleagues ever had any cause for concern about this person’s behaviour or judgement particularly in relation to working with children?

If Yes, please give details:
Do you have any other relevant comments on the applicant’s performance history and conduct?
Are you aware of any reason why the school should not employ this candidate?

If Yes, please give details:
Please indicate whether you can recommend the applicant:

Signed: / Date:
Print Name:
Position:
Contact Telephone Number:

Thank you for completing this reference. Please note that relevant factual content may be discussed with the applicant.

Appendix 9

Sample Invitation to Interview Letter

Date

Dear

Re: Post Title

I am writing to thank you for your application to the above post and to invite you to interview (and assessment – if applicable), which will take place on (date), at (time). The interview will be held at (location). On arrival please report to reception and ask for (name). An interview programme and map are enclosed.

As part of the interview process you will be asked to undertake (insert details, eg a data entry and computer based letter writing exercise, observed teaching, presentation, etc.) Further details will be provided to you on the day.

The interview panel will consist of (insert names and job title) and they will assess your suitability for the above post and provide you with an opportunity to gain further information about the school and the role. The interview will also assess your suitability to work with children and will include questions relating to safeguarding and promoting the welfare of children.

Criminal Records Bureau Disclosure

As successful candidates will also need to obtain an enhanced Criminal Records Bureau Disclosure you should bring with you original documents which verify your identify and meet the requirements of the CRB. These are listed on a separate sheet.

Asylum and Immigration

You should also bring with you an original document that proves your eligibility to work in the United Kingdom. These are also listed separately.

Please bring original certificates of relevant qualifications to the interview.

If you have a disability it would be helpful for us to know whether you will require any special arrangements to be made for your interview. If so please contact the school secretary in advance to discuss any practical arrangements.

I would be grateful if you could contact our school secretary (insert name) on (insert number)to confirm your attendance at the interview. If you have any other questions/queries s/hewill be happy to help you.

I look forward to meeting you on (insert date).

Yours sincerely

Name

Headteacher

CRIMINAL RECORDS BUREAU – DOCUMENTATION REQUIRED