Rationale
This policy document identifies the processes by which we recruit staff and the checks and balances that are in place to ensure safe recruitment that guarantees for our community students will be safe from harm at DSB International School.
This policy identifies the roles and responsibilities of all parties involved including the role of the Designated Child Protection Lead (DCPL) and their deputies.
The HR Manager takes partial responsibility for the recruitment process and supports the school leadership and DCPL in ensuring safe recruitment.
It is a given that the recruitment process aims to find the best qualified and skilled candidates for the post.
This policy should be read in conjunction with the DSB Child Protection and Safeguarding Policy.
Principles
Safe Recruitment is an expectation of the CIS and COBIS and compliance with their expectations is a requirement for their accreditation.
Safe recruitment is a way of making it clear that we as a school are vigilant regarding child protection. This is a proven deterrent to predators looking to find employment with children. To reinforce this the school displays the following message showing its commitment to child protection on the ‘Careers at DSB’ page of the school website:
“DSB International School is committed to safeguarding and promoting the welfare of its students on and off campus. Our policies reflect that commitment. All job applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the appropriate Criminal Records Bureau.”
Guaranteeing safety and security for our students is our primary responsibility as a school.
Objectives
- To recruit the right staff for the school to ensure safe and trustworthy relationships;
- To identify early and filter out unsuitable candidates;
- To outline processes and to evidence check that will ensure safe recruitment;
- Ensure the process includes clear signals of our commitment to child protection as a school.
Procedures
Recruitment
The school follows as far as is possible the UK Government guidance on child protection throughout the recruitment and selection processes (Keeping Children Safe in Education, 2014);
Recruitment of international staff is done through the Times Educational Supplement or reputable international agencies such as Search Associates. In the case of application through the TES, child protection questions are asked of the candidate and of their referees. In the case of Search, such questions are asked of all referees.
Recruitment of local staff is through:
- The school website - our application form asks questions regarding child protection;
- Local recruitment agents - These do relatively little background checking of candidates, so the onus lies completely with the school. Our reference request form includes questions on child protection.
DSB requires two written references for each candidate - one should be from their existing Principal.
A member of the child protection team follows up with a personal call to the most recent employer to verify that the candidate is safe to work with children. Many Indian Principals have a limited understanding of what child protection is and are not familiar with the questions. It is particularly important that a member of the Child Protection team calls explicitly regarding this.
When a decision is made to offer a candidate a post, the Principal requests the Child Protection team to phone referees to verify that they are an appropriate person to work with children;
Interviews contain questions relating to safeguarding and the protection of children. It is often the case that locally hired staff will be poorly informed about this subject. The purpose of asking these questions is always to signal that we as a school treat child protection very seriously. By evidencing this we will dissuade predators from applying to us.
The recruitment of teachers from International recruitment platforms and through international teaching agencies serves to ensure we have a diversity of nationalities represented in our teaching staff.
Job adverts
- All adverts identify the school’s commitment to safeguarding;
- All adverts for teaching positions are open to local and international candidates;
- All adverts affirm our commitment to DEIJ;
- Job Descriptions are shared with all adverts which emphasise the responsibility of all staff for child protection;
- Where covering letters are required, we ask the candidate to address child protection in their application;
- Candidates coming through TES or Search come with references that answer child protection questions;
- Applicants showing interest in job advertisements on the school website are directed first to a statement underlining our commitment to child protection.
Interviewing
- Recruitment panels always contain a member of the school leadership who is aware of the child protection priorities;
- Interviews are face to face whenever possible even if there is only one candidate;
- Notes are made and retained of candidates’ responses;
- Interviews explore issues relating to the safeguarding of children, for example, what actions would a person take in a particular situation if a child protection issue was noticed by them or a child were to disclose to them.
It is consistently observed the need for good training of new staff as many candidates have very little concept of this matter.
References
The school requires two references, which should include the candidate’s current employer. The DCPL will contact the current employer separately to verify the reference that they are safe to work with children.
In India candidates often do not wish their employer to be contacted at that time as it will jeopardise their current employment if they are unsuccessful. They must therefore provide a second referee who can comment on their professional competence and fitness to work with young children. The current employer will be called by the DCPL subsequent to their acceptance of the position.
- The candidate will be advised that we will contact their most recent employer for a reference and that the main purpose of this is to establish that they are suitable to work with children;
- References are sought directly from the referee;
- References from relatives or those writing in the capacity of personal friends will not be accepted;
- Open-ended, ‘to whom it may concern’ testimonials are never accepted;
- Written references are subject to verification and are followed up verbally by a member of the child protection team;
- In particular, referees are asked specific questions in relation to the following:
- Referee’s perception of the individual’s suitability to work with children;
- Whether they have any concerns about the candidate working with children;
Offer letters sent before reception of all Child Protection checks will include the caveat that the offer is dependent upon satisfactory references with respect to child protection. All offer letters will include a statement outlining the school’s commitment to child protection.
Employment Checks
For staff with international teaching histories, the school uses the services of Avvanz to check the criminal records of all candidates. The school has decided to take full responsibility for this rather than request the candidate to provide these;
School arranges for Indian staff to get police checks - this includes all staff, not just teaching staff;
Providers for ECAs are also required to get police checks done as are any other outsiders working in the building such as caterers.
No newly appointed employee is permitted to work with children without supervision without documented evidence of a clear check;
Failure to receive an outcome from a checking process is rigorously pursued and the employee’s position is reviewed at regular intervals;
Single Central Record
The HR Manager maintains the Single Central Record for all staff. Included in this is details of the staff member that include the following:
- Qualifications,
- Interview notes,
- References,
- Records of phone conversations with referees to verify child protection,
- Other useful and relevant information.
Post-employment
External training and in house orientation sessions are provided to all staff and are reinforced in new staff induction.
Training
Additional training with a specific focus on child protection is undertaken by those who recruit staff and is regularly updated;
Currently the school leadership has all had safe recruitment training from CIS.
Relevant training is mandatory for employees who do not have direct contact with children, but who do have access to information systems containing the details of these client groups i.e. all admin staff.
All staff undertake child protection training in line with the school Child Protection and Safeguarding Policy.
Safe Working Culture
All employees are monitored by their line managers to ensure that they comply with expected behaviours and attitudes that constitute best practice in relation to safeguarding and specifically child protection.
Policies and Procedures
- All Personnel must adhere to the school’s policies, procedures and practices;
- All new staff are provided with clear codes of conduct/safe working practice guidelines at induction;
- Appropriate disciplinary procedures in line with personnel policy are applied where safeguarding measures are not strictly adhered to.
Monitoring Systems
- The DCPL will monitor the Safe Recruitment Policy and update where necessary;
- School reviews, self-evaluation and accreditation checks will include reference to safe recruitment and the safeguarding of young people, staff and volunteers;
- Safe recruitment is an item on monthly meetings of the Child Protection subcommittee.
DSB International School is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and expects all staff and volunteers to share this commitment.
Review
This policy is reviewed annually by the SLT, HR Manager the Child Protection Team and the Personnel Committee.
Linked policy: Child Protection and Safeguarding Policy