Shrewsbury School's Safer Recruitment Policy

INTRODUCTION

The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of children in education.  Shrewsbury School is committed to safeguarding and promoting the welfare of all pupils in its care.  As an employer, the school expects all staff and volunteers to share this commitment.

In line with recent legislation including the Children Act 2004, Safeguarding Children and Safer Recruitment in Education Guidance DfES/04217/2006, The Independent Schools Standards Regulations 2009 (Standards 4, 4A, 4B, 4C), and the Safeguarding Vulnerable Groups Act 2006 the school takes very seriously its duty of care for all pupils.  In order to help safeguard and promote the welfare of all its pupils the school is committed to a thorough and consistent Safer Recruitment Policy.

AIMS AND OBJECTIVES

The aims of the Safer Recruitment policy is to help deter, reject or identify people who might abuse pupils or are otherwise unsuited to working with them by having appropriate procedures for appointing staff. 

This policy objectives are to operate this procedure consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants applying for job vacancies at Shrewsbury School.

ROLES AND RESPONSIBILTIES

It is the responsibility of the governing body to:
• Ensure the school has effective policies and procedures in place for recruitment of all staff and volunteers in accordance with DCSF guidance and legal requirements.
• Monitor the school’s compliance with them.

It is the responsibility of the Headmaster, Bursar and other Managers involved in recruitment to:
• Ensure that the school operates safe recruitment procedures and makes sure all appropriate checks are carried out on all staff and volunteers who work at the school.
• To monitor contractors’ and agencies’ compliance with this document.
• Promote welfare of children and young people at every stage of the procedure.

In accordance with the School Staffing Regulations, the governing body has delegated responsibility to the Headmaster (teaching staff) and Bursar (support staff) to lead in all appointments.  School governors may be involved in staff appointments but the final decision will rest with the Headmaster / Bursar.

RECRUITMENT AND VETTING CHECKS

References
Two professional/character references must be provided. These will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions. Any discrepancies or anomalies will be followed up. Direct contact, either by telephone or face-to-face, will be made with each referee to verify the reference.

Previous Employment History
Complete information about previous employment must be provided along with satisfactory explanations for any gaps in employment.

Identity Checks
These will be carried out on all appointments to the school's workforce before an appointment is made. Acceptable proofs of identity may include birth certificate, driving licence or passport, combined with evidence of proof of address.

CRB Disclosure
An enhanced CRB disclosure is required for all new appointments to the school, except where the person has worked in a relevant post within three months prior to appointment. Individuals will be asked to declare any convictions, cautions or reprimands, warnings or bind-overs that may have been incurred.

List 99 / POCA checks
These checks will be made prior to appointment.

Medical Fitness
Anyone appointed to a post involving regular contact with children must possesses the appropriate level of physical and mental fitness before any appointment offer is confirmed.

Qualification Requirements
Candidates must be able to demonstrate they have actually obtained any academic or vocational qualifications legally required for the post and claimed in their application.

Overseas checks
All new appointments, where persons have lived outside the UK, are subject to additional checks as deemed necessary.

In addition to the above and as part of a broader approach to best practice in safe
recruitment the school will, whenever possible, ensure the following procedures are followed.

  • Any advertisement will make clear the school's commitment to safeguarding and promoting the welfare of children.
  • The 'person specification' will include a specific reference to suitability to work with children.
  • Other than in exceptional circumstances, face-to-face interviews will form part of the recruitment process