Safer Recruitment Quick Reference Tick List
Cottesmore School
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Safer Recruitment Quick Reference Tick List


PLEASE NOTE THAT NEW EMPLOYEES WILL NOT BE ALLOWED TO ENTER THE COTTESMORE SCHOOL PREMESIS OR TO WORK WITH COTTESMORE SCHOOL CHILDREN IF ALL OF THE COTTESMORE SCHOOL SAFER RECRUITMENT CHECKS HAVE NOT BEEN COMPLETED, EVEN IF IT MEANS THAT THE NEW EMPLOYEE CANNOT START AT THE AGREED TIME. COTTESMORE SCHOOL WILL MAKE OTHER STAFFING ARRANGEMENTS IF THIS IS THE CASE.  IN THE VERY UNLIKELY CASE THAT COTTESMORE NEEDS TO BREACH THIS STRICT POLICY, THE SAFER RECRUITMENT: PENDING DBS CHECK POLICY AND RISK ASSESSMENT SHOULD BE USED. THIS IS TO THE RIGHT ON THIS WEB PAGE UNDERNEATH THE COTTESMORE SCHOOL SAFE RECRUITMENT QUICK REFERENCE TICK LIST.

A LARGE COPY OF THE COTTESMORE SCHOOL SAFER RECRUITMENT QUICK REFERENCE TICK LIST IS PINNED OVER THE DESKS OF ALL STAFF MEMBERS INVOLVED WITH THE ADMINISTRATION OF RECRUITING NEW EMPLOYEES: RECRUITMENT ADMINISTRATION PERSONNEL INCLUDE THE HEAD, THE SCHOOL SECRETARY, THE BURSAR, THE BURSAR'S SECRETARY AND THE PRINCIPAL OF THE PRE-PREP. THE DOCUMENT IS ALSO UNDER DOWNLOADS ON THE RIGHT ON THIS WEBPAGE.

Notes

  

All New Appointments to Regulated Activity: Quick Reference Tick List

56. An offer of appointment to a successful candidate, including one who has lived or worked abroad, must be conditional upon satisfactory completion of pre-employment checks.
57. When appointing new staff,  including peripatetic teachers, Cottesmore will:

û  ü

  • obtain and scrutinise Application Form (and/ or Curriculum Vitae as appropriate);

 

  • obtain two references and follow up any concerns raised;

 

  • verify a candidate’s identity, preferably from current photographic ID and proof of address except where, for exceptional reasons, none is available;

 

  • obtain a certificate for an enhanced DBS check with a barred list information where the person will be engaging in regulated activity; *27

 

  • Complete Safer Recruitment checks (DBS) on adults who are not employees of the school living in boarding accommodation, who are above the age of 16.

 

  • obtain a separate barred list check if an individual will start work in regulated activity before the DBS certificate is available;

 

  • if barred list is required as above, create risk assessment (in Safer Recruitment Pending DBS Check Policy & RA on website)

 

  • if barred list is required as above, fill in Staff Supervision Agreement Proforma (in Safer Recruitment Pending DBS Check Policy & RA on website)

 

  • check that a candidate to be employed as a teacher is not subject to a prohibition order issued by the Secretary of State, using the Employer Access Online service;

 

  • verify the candidate’s mental and physical fitness to carry out their work responsibilities.*28 A job applicant can be asked relevant questions about disability and health in order to establish whether they have the physical and mental capacity for the specific role;*29

 

  • verify the person’s right to work in the UK. If there is uncertainty about whether an individual needs permission to work in the UK, then prospective employers, or volunteer managers, should follow advice on the GOV.UK website;

 

  • if the person has lived or worked outside the UK, make any further checks the school or college consider appropriate (see relevant sections below); and

 

  • verify professional qualifications, as appropriate.

 

 

Signed:.......................................Headmaster, Date....................

Signed (optional):.......................Proprietor, Date.......................

 

Single Central Register: Quick Reference Tick List

66.1 Generally, the information to be recorded on these individuals is whether or not the following checks have been carried out or certificates obtained, and the date on which the checks were completed:

û  ü

·         an identity check;

 

·         a barred list check;

 

·         an enhanced DBS check;

 

·         a prohibition from teaching check;

 

·         further checks on people living or working outside the UK;

 

·         a check of professional qualifications; and

 

·         a check to establish the person’s right to work in the United Kingdom.