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St Mary of Charity Primary School Empowered to succeed


Safer Recruitment Policy

Safer Recruitment Policy




Through our strong Christian values and faith in God, we will strive for:


Happy, confident individuals who are secure in who they are

Successful, determined and imaginative learners

Moral, tolerant and responsible citizens who respect diversity


“Empowered to Succeed”





1. Safeguarding Statement


St Mary of Charity Primary School is committed to safeguarding and promoting the welfare of children and young people and expects all its staff and volunteers to share this commitment. Allpostholders are subject to a satisfactory enhanced Disclosure and Barring Service (DBS) check.

This statement will be quoted widely and referred to as frequently as possible in the appointment process.


2. Scope of the Policy


This Policy applies to the appointment of all employees appointed by St Mary of Charity Primary School. This Policy does not exist in isolation but is supported by other school policies such as those on equality and ‘whistle-blowing’. All school employees are expected to adhere to the Policy which will be subject to checks.


3. Introduction


The purpose of this policy is to set out the minimum requirements of a recruitment process that aims to:

· Attract the best possible applicants to vacancy

· Deter prospective applicants who are unsuitable to work with children or young people.

· Identify and reject applicants who are unsuitable for work with children or young people.

· Observe employment law and is fair.

· Be consistent with the school’s commitment to equality.


4. Statutory Requirements


There are some statutory requirements for the appointment of staff in schools – notably Headteachers and Deputy Headteachers. These requirements change from time to time and must be met.


Identification of Recruiters


The school must ensure that two members of staff are trained in “Safer recruitment” and Governors should also be trained to sit on a recruitment panel.

The school will ensure that at least one member of the appointment panel has successfully completed Safer Recruitment Training.



Inviting Applicants


When a post is identified an appropriate timeline will be drawn up that allows for all processes to be conducted safely. Advertisements for posts, whether in newspapers, journals or online, will include a safeguarding statement:

St Mary of Charity Primary School is committed to safeguarding and promoting the welfare of children and young people and expects all its staff and volunteers to share this commitment. Allpostholders are subject to a satisfactory enhanced Criminal Records Bureau disclosure.


Prospective applicants will be advised, as a minimum, of the following:

Job Description which clearly states:

The main duties and responsibilities of the job.

The individual responsibility for promoting and safeguarding the welfare of children they come into contact with.

Person Specification which includes:

Qualifications, experience etc. required.

Competences and qualities the candidate should demonstrate e.g. resilience to challenging behaviour.

Explain how these requirements will be tested and assessed.

School’s Child Protection Policy

School’s Safer Recruitment Policy

The selection procedure for the post.

An application form.

A person specification form.


Some of this information may be supplied electronically or via reference to the school’s website for environmental reasons.

All prospective applicants must complete, in full, an application form and sign it. In the case of an electronically submitted application form a short listed applicant will be asked to sign it before any part of the interview commences and also an Equal Opportunities Monitoring Form.


Short Listing and References


Short-listing of candidates will be against the job description and person specification for the post and will commence soon after the application closure date.

Written notes are to be made of the shortlisting process.

At short-listing, applications are to be checked for discrepancies, inconsistencies and gaps in employment (cross reference with the application form) – note, enquire further and consider if questions at interview are required.


Where possible, references will be taken up before the selection stage, so that any discrepancies can be probed during the selection stage. The purpose of references is to obtain objective and factual information to support appointment decisions.

References will be sought directly from the referee. References or testimonials provided by the candidate will never be accepted.


Internal candidates should provide references. All school references must always be signed by the Headteacher or Deputy Headteacher in their absence.

Where a current employer has not been given as a referee the school will seek permission from the applicant to approach the current employer.

Where the current employment does not involve working with young people, and a previous employment has done, the school will seek a reference from that employer.

Where necessary, referees will be contacted by telephone or e mail in order to clarify any anomalies or discrepancies. A detailed written note will be kept of such exchanges.


Where necessary, previous employers who have not been named as referees will be contacted in order to clarify any anomalies or discrepancies. A detailed written note will be kept of such exchanges.


Referees will always be asked specific questions about:

Referee’s relationship with the candidate – working? How long? In what capacity?

The candidate’s suitability for working with children and young people.

Details of any allegations or concerns that have been raised about the applicant to the safety/welfare of children or behaviour towards children and the outcome of those concerns - conclusions reached and how the matter was resolved.

Any disciplinary warnings, including time-expired warning that relate to the safeguarding of children.

The candidate’s suitability for this post.


A copy of the job description and person specification should be circulated with the reference request form.

School employees are entitled to see and receive, if requested, copies of their employment references. This will be dependent on whether the referee has requested that the reference provided remains confidential.

Appointments can only be confirmed when all references have been correctly scrutinised.


Provide proof of identity, including photo ID.

Explain satisfactorily any gaps in employment.

Explain satisfactorily any anomalies or discrepancies in the information available to recruiters.

Declare any information that is likely to appear on a CRB disclosure.

Demonstrate their capacity to safeguard and protect the welfare of children and young people.

Bring sufficient documentary evidence to allow the successful candidate to confirm their qualifications and complete the DSB disclosure immediately on being offered the post.


The interview panel should comprise of at least two people – one to observe and take notes – one should be appropriately trained. The panel should meet beforehand to discuss the interview and the issues to be explored with the candidate (panels can agree questions but it must not be a list that cannot be deviated from – supplementaries are required to pursue answers/thoughts/ideas).


Scope of the interview:

Assess and evaluate the applicant’s suitability for the post.

Explore attitude towards children.

Explore candidate’s ability to support St Mary of Charity Primary School’s agenda for safeguarding and promoting the welfare of children.

Explore gaps in employment history Address any concerns/discrepancies arising from the references and application forms.

Candidates to be asked if they wish to declare anything in light of the DBS check.


Employment Checks


All appointments will be conditional upon:


Two satisfactory references.

Proof of identity, including photo ID.

Proof of address.

Proof of eligibility to live and work in the UK.

Providing actual certificates of qualifications / professional status i.e. QTS

Completion of confidential online health questionnaire / verification of medical fitness.

Completion of a DBS disclosure online application and receipt of satisfactory enhanced clearance.

Completion of confidential online health questionnaire / verification of medical fitness.

For non-teachers, the successful completion of a probation period can be a requirement before a permanent appointment is made.


In exceptional circumstances we may appoint provisionally, subject to references and DBS results being satisfactory, however, employment cannot begin until satisfactory references and DBS documents have been received. These appointments can only be authorised by the Headteacher.

Volunteers: All volunteers will need to provide details of a suitable referee and the Headteacher will gain a verbal reference before the volunteer can begin supervised activity. DBS checks will be carried out in line with Schools’ Personnel Regulations and following the recommendations as outlined in “Keeping Children Safe in Education”




All staff who are new to the school will receive induction training that will include the school’s safeguarding policies and guidance on safe working practices.


Regular meetings will be held during the first 3 months of employment between the new employee(s) and the appropriate manager(s).


Attendance at an appropriate level training in:


Child protection / safeguarding and promoting welfare of children / anti-bullying / anti-racism / physical handling / intimate care / internet safety.

Safe practice and standard of conduct and behaviour advice for staff.

Disciplinary and whistle blowing policies.


Policy Review


This Policy will be reviewed every three years and/or in light of any changes in legislation as advised by SPS and any changes recommended to the policy will be made to the Governing Body for their approval.


Policy Written By: Hannah C Tudor (HEADTEACHER)


Date: July 2015


Review Date: July 2018