Standard 1 - Recruitment,
Selection and Vetting Policy |
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The safety and
welfare of children is considered at all times
and it is our policy to ensure that all relevant
pre-registration checks are carried out by staff,
who are trained in procedures and who understand
their responsibilities.
We thoroughly vet all of our
supply teachers to ensure suitability. Checks
are completed prior to the first placement of
a teacher and are repeated during service if required.
The following checks apply to all teaching personnel
and, unless otherwise stated, are conducted prior
to placement.
- Interviewed
- Clear List 99
- Have a current CRB check or are in the process
of being checked
- Qualifications verified
- Two written references
- Signed Rehabilitation of the offenders Act
statement
- Registered with GTC
- Have permission to work in the UK
- Identity checks
- Health declaration
CRB
All teachers are required to
undergo a CRB Enhanced Disclosure check prior
to placement. If a teacher has an existing disclosure,
we will:
- Approach the registered countersignatory
- we send the attached letter to the countersignatory
having sought permission from the teacher
- Automatically take up a new CRB
- as per CRB procedures
A teacher can not commence an assignment
while an application is in progress.
Rehabilitation of the Offenders Act
All teachers are required to
sign the Rehabilitation of Offenders Act during
the application process.
List 99
All teachers are subject to
a check against List 99 prior to placement. This
is undertaken prior to interview and a copy is
retained on the teacher’s file. Further checks
are carried out every 6 months to ensure the teachers
continued suitability to teach.
References
All teachers are required to
provided details of at least two referees, one
of whom must be their previous/current employer
and ideally both who are able to comment directly
on their performance in the education field. Both
referees must be senior to the teacher and be
contactable at their place of work.
- Written - We require both references
to be in writing prior to placement.
-
Verbal - Verbal
references may be taken but written follow
up is required.
A teacher may be placed on the strength of
one written and one verbal reference. If the
referee fails to respond to our reference
request we approach the teacher and ask for
a third referee or for the teacher to prompt
the referee on our behalf. We would normally
expect confirmation of a written reference
to be received within one week.
-
Open - Open references
are accepted in addition to two written references.
A teacher would not be placed on the strength
of an open reference. If the referee is the
teacher’s last employer we would approach
them and ask them to verify the contents.
References are scrutinised by
the recruiting consultant and if we are not entirely
satisfied with the content we request additional
references or make a decision not to engage the
teacher.
Qualifications
All teachers must provide evidence
that they hold qualified teacher status (QTS)
or evidence of qualifications that are relevant
to the role. Ideally we require original documentation
but in the absence of this a letter confirming
the qualification from the training provider or
a notarised copy will be accepted.
From time to time the agency
will check the authenticity of qualifications
with the issuing institution and we seek the teacher’s
authority to do this.
GTC
All teachers
with QTS must be registered with the GTC or be
in the process of applying. Forms are available
and teachers are encouraged to register at interview.
We check on a regular basis as to whether the
teacher’s registration is successful. If the teacher
fails to register within an agreed time we make
the decision continue to encourage them to do
so. If a teacher provides their registration number
we check with GTC on a regular basis to ensure
that it is valid. Once appointed even short term,
GTC encouraged.
Interviews
All teachers attend a personal face-to-face interview
prior to placement with a qualified interviewer
Identification
All teachers are required to
provide at least 3 forms of identification two
of which must be from group A and one must contain
a photograph and if applicable one from group
B. A further one item of identification is required
from Group C and must show a teachers current
address.
Acceptable ID documents:
A). Valid passport
and Visa/Permission to work
UK Driving licence – photo (if passport is not
provided)
Birth certificate
EU Identity card
B). If the teacher
has changed names through either deed-poll or
marriage documents in support of this will be
required
C). p45/60 Statement
Bank or building society *
Utility bill*
Mortgage/Insurance statement*
Addressed payslip*
Correspondence from government department ie
benefits agency, the employment service, the
Inland Revenue*
*
Dated within 3 months
Medical Declaration
Teachers are required to complete
a medical health questionnaire at registration.
The information given will be kept strictly confidential
and used only to access needs in the workplace.
If the teacher declares a condition that we feel
may affect their ability to teach in the classroom
we do require a letter from their GP.
Permission to Work
To comply with the Asylum and
Immigration Act 1996 we ensure that the teacher
has been given valid and subsiding leave to be
in the UK by the Government and that leave does
not restrict them in taking the job in question.
We satisfy ourselves that the teacher is the rightful
holder of any of the documents presented to us
by checking:
- photographic ID to ensure that we are satisfied
that they are consistent appearance of the teacher
- the dates of birth listed so that we are satisfied
these are consistent with the appearance of
the teacher
- the expiry dates of passports and visas are
valid and ensure that adequate monitoring systems
are in place to signal the pending expiry of
key documentation
- any United Kingdom Government stamps or endorsements
to see if the work seeker is able to do the
type of work we are offering and that the proposed
hours are permissible
- any name changes are supported by the appropriate
documentation
Complete/Incomplete Checks
We make every effort to place
a teacher on the completion of all checks. The
school is advised if any checks are outstanding
and we do seek their permission to place the teacher
in the absence these. The minimum checks that
we would place a teacher on are:
Interview
CRB/CRB in progress
List 99
One written reference/one verbal
Health declaration
Permission to work
GTC Registration confirmed/in progress
ID
Qualifications
Signed Rehabilitation of the Offenders Act
Qualifications
Information that comes to light after placement
Should information come to light
after the teacher has been placed; we will in
the first instance speak with the teacher, if
this is appropriate and either terminate our contract
with the teacher or discuss findings with the
client in order to obtain their agreement to continuing
with the placement. Our Misconduct Policy details
the steps that we would take in the event that
a teacher is placed who has been barred from teaching.
Copies of Documentation
All documents are photocopied
and signed and dated by the consultant ‘as originals
seen’. These are kept in the teacher’s personal
file.
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Standard
2 - Interview Policy |
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It is our policy to accept teachers who are:
- Permitted to work in the UK
- Have a teaching qualification from Overseas
or the UK
All teachers must attend a personal
face-to-face interview prior to placement. Teachers
are invited to interview by email or telephone,
depending on the lead time.
Empowering Learning ensures that
staff are competent and adequately and appropriately
trained prior to conducting interviews. This is
achieved by:
- Internal training that takes place as part
of the induction process
- Internal CPD
- Recognition of prior training in education,
management, HR recruitment or consultancy
At interview all teachers must
present original documentation and answer a series
of pre-set and extended questions which enable
us to determine their knowledge and experience.
Any gaps in employment are discussed at interview
and if further evidence is required to justify
such absences a teacher will be asked to submit
these. The interview is recorded in detail and
follows a consistent format thus allowing us to
justify any recruitment decision we make.
Copies of all interview reports
are retained on the teachers file and are signed
and dated by the consultant conducting the interview.
For all candidates, continuous
professional development plan which is time framed
and structured. The interviewer will seek to assess
the potential of each interviewee and to identify
particular areas of strengths to be developed.
Successful candidates’ details
will be entered on the database and will be used
to identify possible appropriate placements
Particular care will be taken
to adhere to Empowering Learning Ltd’s Equal Opportunities
Policy and that inappropriate questions regarding
gender, ethnicity and sexual orientation are not
asked.
The quality of interviewer’s
work is monitored and assessed by the director.
