|Date reviewed:||Summer 2017|
|Date approved by Trust Board:||March 2018|
|Date adopted by LGB:||To be presented June 2019|
|To be reviewed by:||HR Team|
This policy has been produced by the Northworthy Trust (the Trust) in line with the DfE‘S ‘Safeguarding Children and Safer Recruitment’ document 2007. This policy aims to ensure that both safe and fair recruitment and selection is conducted at all times. Making safeguarding and promoting the welfare of children an integral factor in recruitment and selection is an essential part of creating a safe environment for our students. The Trust recommends Local Governing Bodies adopt and implement this policy.
1.1.1 The Trust will lead recruitment on all Headship vacancies, with a panel of no less than five consisting of Governors and Trustees. The Trust may delegate responsibility for dealing with recruitment of school based staff to the Headteacher where schemes of delegation allow.
1.1.2 Where the responsibility for dealing with the recruitment of school based staff has been delegated to the Headteacher, the Headteacher may delegate responsibility for dealing with different stages of this policy to another senior member of staff, depending on the specific circumstances of the recruitment.
1.2 Statement of Intent
1.2.1 The Trust is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers within its schools to share this commitment.
1.2.2 The Trust is committed to attracting, selecting and retaining employees who will successfully and positively contribute to providing a valuable service. A motivated and committed workforce with appropriate knowledge, skills, experience and ability to do the job is critical to a school’s performance and is fundamental to the delivery of a high quality service.
1.3.1 To ensure the recruitment of both permanent and temporary (including voluntary) staff is conducted in a fair, effective and economic manner.
1.3.2 To achieve this purpose, those that are responsible for each stage of the recruitment process will demonstrate a professional approach by dealing honestly, efficiently and fairly with all internal and external applicants.
1.4.1 The policy applies to all employees and governors responsible for and involved in recruitment and selection of all school based staff.
1.4.2 The ultimate responsibility for recruitment and selection lies with the Governing Body.
1.5 Aims and Objectives
1.5.1 To ensure that the safeguarding and welfare of children and young people occurs at each stage of the process.
1.5.1 To ensure a consistent and equitable approach to the appointment of all school based staff.
1.5.3 To ensure all relevant equal opportunities legislation is adhered to and that appointees are not discriminated against on the grounds of race, nationality, gender, religion, age, disability, marital status, sexual orientation.
1.5.4 To ensure the most cost effective use is made of resources in the recruitment and selection process.
1.6.1 The following principles are encompassed in this policy:
• All applicants will receive fair treatment and a high quality service
• The job description and person specification are essential tools and will be used throughout the process
• Employees will be recruited on the knowledge, experience and skills needed for the job
• Selection must be carried out by a panel of at least two members.
• Selection should be based on a minimum of completed application form, shortlisting and interview
• All posts will normally be advertised either internally or externally, unless for a temporary period of one term or less
• The Disability Discrimination Act makes it a requirement to make reasonable adjustment to the process if the applicant makes the employer aware that they have a disability.
2.1 The school is committed to providing equality of opportunity for all and ensuring that all stages of recruitment and selection are fair. Recruitment and selection procedures will be reviewed on a regular basis to ensure the applicants are not discriminated against on the grounds of race, nationality, gender, religion, age, disability, marital status, sexual orientation.
3.1.1 Safer Recruitment is an online training package developed for Headteachers, senior leadership and governors, which aims to improve recruitment processes in schools and help deter, identify and reject applicants who may be unsuitable to work with children.
3.1.2 It is a requirement that at least one member of the interview panel has completed this training.
4.1.1 The objective of the recruitment process is to attract, select and retain staff who will successfully and positively contribute to the future development of the school. The first experience an individual has is important, therefore the experience should be positive and all those responsible for recruiting should:
• Leave a positive image with unsuccessful applicants who may currently be involved in school, future employees or stakeholders.
• Give successful candidates a clear understanding of the post and what is expected of them.
• Reduce the risk of a bad selection decision that can be expensive, be detrimental to children’s learning and may not meet our commitment to safeguard children.
4.2 Application form
4.2.1 A standard application form will be used to obtain a common set of core data from all applicants.
4.3 Job description and person specification
4.3.1 An accurate job description is required for all posts and a person specification is a profile of the necessary requirements of the post.
4.4.1 The purpose of seeking references is to obtain objective and factual information to support appointment decisions. They will always be sought and obtained directly from the referee.
4.4.2 References will be obtained and scrutinised before a person’s appointment is confirmed and before s/he starts work.
5.1.1 Although it is possible for interviews to be conducted by a single person, it is not recommended. There will be a minimum of two interviewers and in some cases e.g for senior or specialist posts, a larger panel will be appropriate. A panel of at least two people allows one member to observe and assess the candidate, and make notes, while the candidate is talking to the other. It also reduces the possibility of any dispute about what was said or asked during the interview.
5.2.2 The members of the panel will:
• have the necessary authority to make decisions about appointments;
• be appropriately trained
• meet before the interviews to reach a consensus about the required standard for the job to which they are appointing;
• consider the issues to be explored, agree questions and who will be asking them;
• agree the assessment criteria in accordance with the person specification.
5.2.3 Where a candidate is known personally to a member of the selection panel it should be declared before shortlisting takes place. It may then be necessary to change the selection panel to ensure that there is no conflict of interest.
5.2.4 A record of the interview will be formally recorded on the Interview Pro Form (Appendix A).
5.3 Scope of the interview
5.3.1 In addition to assessing and evaluating the applicant’s suitability for the particular post, the interview panel will explore:
• the candidate’s attitude toward children and young people;
• his/her ability to support the school’s agenda for safeguarding and promoting the welfare of children;
• gaps in the candidate’s employment history;
• concerns or discrepancies arising from the information provided by the candidate and/or referee; and,
• ask the candidate if they wish to declare anything in the light of the requirement for an enhanced DBS check.
5.3.2 If, for whatever reason, references are not obtained before the interview, the candidate will also be asked if there is anything he/she wishes to declare/discuss in light of the questions that have been (or will be) put to the referee.
6.1.1 An offer of appointment to the successful candidate will be conditional upon:
• the receipt of satisfactory references, one from the current or most recent employer
• verification of the candidate’s identity
• enhanced DBS clearance
• verification of the candidate’s medical fitness
• verification of qualifications
• verification of professional status where required e.g GTC, QTS, NPQH
• verification of eligibility to work in the UK
6.1.2 All checks will be:
• confirmed in writing;
• documented and retained on the personnel file; and,
• followed up where they are unsatisfactory or there are discrepancies in the information provided.
• Recorded on the Single Central Register held in school
• Where a Disclosure certificate has revealed offences the Headteacher will use a Disclosure Risk Assessment form to assess the suitability of the candidate. If the Headteacher has concerns about an existing member of staff the Headteacher will carry out all relevant checks as if the person were a new member of staff.
6.1.3 Facts will be reported to the Police/Local Authority Designated Officer where:
• the DBS Disclosure shows that the applicant has been disqualified from working with children;
• the applicant has provided false information in, or in support of their application; or,
• there are serious concerns about an applicant’s suitability to work with children
7.1.1 There will be an induction programme for all staff, governors and other volunteers newly appointed to the school, regardless of experience.
8.1 Record Keeping
8.1.1 Under the Data Protection Act 1998, applicants and candidates can request to see any manual or electronic records that the Trust and its schools hold on them, this includes any notes recruitment panels make at shortlisting and interview.
8.1.2 Shortlisting and interview notes may also be brought before a tribunal should an unsuccessful candidate bring a claim against the Trust or a school. For this purpose, notes should be clear, concise and factual.
8.1.3 Recruitment files will be held for a period of six months and are then confidentially disposed of.