Safer Recruitment. The safe recruitment of staff in schools is the first step to safeguarding and promoting the welfare of the children in education. In our recruitment and selection of staff and volunteers we will at all times adhere to the government guidance contained within “Working Together to Safeguard Children” (July 2018 – amended 2020) and ‘Keeping Children Safe in Education (DfE 2021). We will ensure that: • For good practice, our interview panel includes at least one member who has completed safer recruitment training, • that we always follow up gaps in previous employment, • that we always require specific references from employers for the last 5 years • that for all posts, paid and voluntary, the appropriate Disclosure and Barring Service (DBS) information has been received. • That in addition to obtaining the DBS certificate, anyone who is employed to teach will undergo an additional check to ensure that they are not prohibited from teaching. As a school, we are aware of and take notice of ‘Disqualification by Association’ guidance (July 2018). From 1st September 2018, schools will no longer have to ask staff questions about cautions or convictions of someone living or working in their household. The Childcare (Disqualification) and Childcare (Early Years Provision Free of Charge) (Extended Entitlement) (Amendment) Regulations 2018, Part 2 Childcare (Disqualification) Regulations 2018, section 9, states that such a disqualification applies only to ‘work in domestic premises’. A change in law means that Disqualification by Association will only apply on domestic premises. However, Disqualification under the Childcare Act 2006, still applies to staff themselves. For staff who work in childcare provision or who are directly concerned with the management of such provision, the school needs to ensure that appropriate checks are carried out to ensure that individuals are not disqualified under the Childcare (disqualification) Regulations. We will ensure that we are not recruiting, or redeploying, someone who's disqualified into a role regulated by the childcare disqualification regulations. We will ensure we will undertake all necessary safer recruitment checks, which include: DBS check, two satisfactory references, identification checks, overseas checks (if necessary) and S128 checks for management roles. All staff have a DBS check as they could come into contact with children at any time. We find out about any staff disqualification from their DBS check and from th...
Safer Recruitment. All teachers working for Solihull Music are appropriately DBS checked and do not need to be entered on the school’s own Single Central register. For further information on safer recruitment of Solihull Music employees please refer to the extranet.
Safer Recruitment. 8.1.1 To ensure the Alliance creates a safer recruitment culture for clients and staff, the following are mandatory requirements for all Service Providers within the Alliance: At least one member of each interview panel must have undertaken safer recruitment training; All Alliance Participants must have effective procedures in place, that are regularly updated and communicated to staff; All Alliance Participants must set a code for acceptable standards of behaviour for all staff and ensure this is effectively communicated to staff; Alliance Participants must take seriously all concerns that are raised; and All Alliance Participants must, on an ongoing basis, increase awareness and commitment to safeguarding across its organisation.
