Carterton Community College Recruitment and Selection Policy

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2 Carterton Community College Recruitment and Selection Policy The Recruitment and Selection Policy has been produced in line with the DfE guidance Keeping Children Safe in Education (March 2015) and the Oxfordshire County Council Guidance on Safer Recruitment (Intranet, Safer Recruitment/Safer Recruitment Toolkit). The policy aims to ensure safe and fair recruitment and selection is conducted at all times. Safeguarding and promoting the welfare of children is a key factor in recruitment and selection and supports our commitment to the welfare and safety of children. Safeguarding Statement Carterton Community Federation of Schools and Carterton Community College is committed to safeguarding and promoting the welfare of children and young people and expects all staff and volunteers to share in this commitment. Purpose Our policy facilitates our commitment to recruit, select and retain employees who will successfully and positively contribute to providing an effective and safe learning environment for children and young people. A motivated and committed workforce with appropriate knowledge, skills, experience and effectiveness is vital for school improvement. Those responsible for each stage of the recruitment process will use a professional approach by dealing honestly, efficiently and fairly with all internal and external applicants. The policy applies to all employees and governors responsible for and involved in recruitment and selection of staff. Where a Headteacher or Deputy Headteacher is appointed the Governing Body will consult with the Local Authority concerning the process to be undertaken. The ultimate responsibility for recruitment and selection lies with the Governing Body. The Governing Body has delegated the responsibility to the Headteacher for appointing other than those to the Leadership Team. However, it is school policy to invite a member of the Governing Body to be involved in the selection process for teachers wherever possible. The recruitment process ensures that we recruit, select and retain staff who will contribute to the development of the school and its continuous improvement. It reduces the risk of a flawed selection decision that may cause future problems or may not meet our commitment to safeguarding children and young people. Ensures that the safeguarding and welfare of children and young people is considered at each stage of the process. Secures a consistent and equitable approach to the appointment of all school staff. Ensures all relevant equal opportunities legislation is adhered to and that applicants are not discriminated against on the grounds of race, nationality, gender, religion, age, disability, marital status and sexual orientation. Page 2

3 Supporting Principles All applicants will receive fair treatment. Job and person specifications will be used throughout the process. Employees will be recruited for the knowledge, experience and skills required for the role. Selection will be carried out by a panel of at least two members. At least one member of the panel must have received training on the recruitment and selection process and the NCSL Safer Recruitment Training package. Selection will be based on a completed Oxfordshire County Council Application form, shortlisting and interview. All post will normally be advertised. The Disability Discrimination Act (DDA) makes it a requirement to make reasonable adjustment to the recruitment process if an applicant makes the employer aware that they have a disability. Equal Opportunities Carterton Community College is committed to providing equality of opportunity for all and that all stages of recruitment and selection are fair. Recruitment and selection procedures will be reviewed on a regular basis to ensure that applicants are not discriminated against on the grounds of race, nationality, gender, religion, age, disability, marital status or sexual orientation. Carterton Community College acknowledges that unfair discrimination can arise on occasion and therefore will ensure that the Equal Opportunities Policy is the foundation for all its activities. Safer Recruitment Recruitment and Selection Training It is a requirement that at least one member of the interview panel has completed the NCSL Safer Recruitment training successfully. It is developed for Headteachers, Governors and other Senior Staff to improve recruitment processes in schools to help deter, identify and reject applicants who might be unsuitable to work with children. SCHOOL PRACTICE Advertisements All jobs will be advertised either internally through the school bulletin and noticeboard, locally and nationally dependent on the nature of the appointment to be made using the Local Authority Recruiting Website to process advertisements. All advertisements will include the College Safeguarding Statement. Application forms Applications can only be accepted via an Oxfordshire County Council application form. Curriculum Vitaes submitted solely cannot be accepted. Page 3

4 Job and Person specifications Every role advertised is supported by a job and person specification which form the criteria applied when undertaking the selection procedure. References The requesting of references is necessary to inform the selection decision by providing objective and factual information to support the application. References are sought directly from referees identified via the application form. It is normal practice for at least two references to be sought. One reference should always be the current employer. References should be sought before interview so that any issues of concern can be highlighted and if appropriate raised with the applicant at interview. A reference proforma can be used to aid this process. Shortlisting Job and person specifications should be used in conjunction with information provided on the application form in order to compile a short list. All applications should be carefully scrutinised to ensure they are fully and properly completed. Any anomalies or discrepancies or gaps in careers or employment should be accounted for and checked. A full chronological history of the individual should be apparent. Reasons for repeated and regular changes in employment should be explored. Declaration of Criminal Convictions All employment and voluntary work with children, young people and vulnerable adults are exempt from the provisions of the Rehabilitation of Offenders Act in cases where an applicant discloses a conviction a Risk Assessment should always be carried out prior to an offer of employment being made.(please refer to policy on checking criminal records for further details OCC intranet: Homepage > HR > Policies > Policies A-Z > Checking Criminal Records) Interviews The interview should assess the merits of each applicant against job and person specifications and explore the suitability to work with children. The selection process should always include a face to face interview even if there is only one applicant. Interview Panel The interview panel will consist of a minimum of two persons. For senior posts a larger panel would be appropriate. Notes should be made using a standard proforma only (all documentation is retained on the successful applicant s personal file for a period of 12 months to allow for appeals against decision). Page 4

5 Focus of the interview In addition to assessing and evaluating the applicant s suitability the interview panel should also explore: The applicant s attitude toward children and young people His/Her ability to support the College s commitment to safeguard and promote the welfare of children Gaps in the applicant s employment history Concerns or discrepancies arising from the information provided by the applicant and/or referee Allow the applicant the opportunity to declare anything in light of the requirement for a CRB check. If references are not available before the interview, the applicant should be asked if he/she wishes to declare any issues that may come to light as a result of the questions put to their referees. Conditional offer of appointment Pre appointment checks An offer of appointment to the successful applicant should be conditional upon: The receipt of at least two satisfactory references Verification of the applicant s identity Verification of the applicant s medical fitness Verification of qualifications Verification of professional status where required eg GTC registration; QTS status (unless exempted) NPQH A satisfactory CRB enhanced disclosure and list 99 check. It may not be possible or productive to undertake these checks in respect of people who are resident overseas and have not previously lived in the UK. In these circumstances applicants will need to provide a certificate of good conduct from the local police force in their country of origin and the College will follow guidelines in DfE Safeguarding Children and Safer Recruitment in Education document. Verification of successful completion of statutory induction period (for teaching posts those who obtained QTS after 7 th May 1999) Satisfactory completion of the probationary period. Verification of eligibility to work in the UK. Carterton Community College will seek guidance from Oxfordshire County Council HR department in instances where a CRB disclosure reveals information that a applicant has NOT disclosed in the course of the selection process. All checks should be: Confirmed in writing Documented and retained in the individual s personal file (subject to certain restrictions on the retention of information imposed by CRB regulations and the Data Protection Act Page 5

6 Followed up where they are unsatisfactory or there are discrepancies in the information provided. In instances where: The applicant is found to be on list 99 or the PoCA list or the CRB disclosure shows that he/she has been disqualified from working with children by a Court or An applicant has provided false information in, or in support of his/her application or There are serious concerns about a applicant s suitability to work with children, The facts should be reported to the Oxfordshire Safeguarding Team: Tel: Tel: Team telephone: or via The Police and or the DfE Children s Safeguarding Operations Unit. Post Appoinment Induction Carterton Community College offers an induction programme for all staff, governors and other volunteers newly appointed to the school, regardless of previous experience. Agency/Supply teachers Carterton Community College ensures that all Agency and independently sourced supply teachers have undergone an enhanced CRB check. Only approved Agencies are sourced. All agency staff are required to provide CRB check details in advance of a placement and supply teachers are asked to provide photo identification and disclosure certificates at the time of placement in order that the College can undertake verification of these details. Page 6