SAFER RECRUITMENT AND

SELECTION POLICY 2020-2021

Recommended by Advanced HR

LIST OF APPENDICES

THE FORGE TRUST VALUES INTRODUCTIONAPPENDIX DOCUMENT

APPENDIX 1 RECRUITMENT MEDIA ADVERTISING

APPENDIX 2 ASSESSING RISKS FOR EXISTING STAFF WITH MISSING REFERENCES

APPENDIX 3 SINGLE CENTRAL RECORD

APPENDIX 4 APPOINTMENT CHECKLIST FOR PERSONAL FILES

APPENDIX 5 SHORTLISTING CANDIDATES

APPENDIX 6 SHORTLISTING SCORING GUIDE

APPENDIX 7 DBS RISK ASSESSMENT CHECKLIST

APPENDIX 8 FLOWCHART OF DBS

APPENDIX 9 REGULATED ACTIVITYAPPENDIX 10 SUMMARY OF RECRUITMENT & SELECTION PROCESS

APPENDIX 11 MODEL PERSON SPECIFICATION TEACHER

APPENDIX 12 MODEL PERSON SPECIFICATION GENERAL

APPENDIX 13 MODEL JOB DESCRIPTION (TEACHER)

APPENDIX 14 MODEL ADVERTAPPENDIX 15 GUIDANCE FOR FILLING IN APPLICATION FORMS

APPENDIX 16 THE FORGE TRUST APPLICATION FORM

APPENDIX 17 INTRODUCTORY APPLICATION FORM LETTER

APPENDIX 18 SUCCESSFUL INTERVIEW LETTER & APPENDIX A

APPENDIX 19 CONDITIONAL OFFER LETTER

APPENDIX 20 REFERENCE REQUEST COVERING LETTER

APPENDIX 21 REFERENCE REQUEST FORM THE FORGE TRUST VALUES

Specific values are listed underneath these qualities. These values are also taught to our children in assemblies because they are the values we believe our school communities should promote.

1. Work Ethic Determination Resilience Integrity Perfectionism Quality

2. Discipline (self & teacher discipline) Standards Honesty Gratitude Peace Politeness Humility Inclusivity

3. Ambition Drive Hope Confidence Courage Excellence

A commitment to the trust’s vision should be evident.

Vision:Challenging educational orthodoxies so that every child makes good progress

in core subjects;all teachers are committed to personal improvement and fulfil their

responsibilities;all children receive a broad and balanced curriculum;

all academies strive to be outstanding.

4. Team Player Approachability Trust Tolerance Diversity Fairness Co-operation Democracy Friendship Responsibility Simplicity

5. Positivity Resilience Participation Perseverance Happiness Assertiveness

Patience

6. Respect Empathy Appreciation understanding love caring/compassion

1.0 Introduction Effective recruitment and selection is of paramount importance in order to recruit staff with the necessary skills and attributes to enable all schools in The Forge Academy Trust to fulfil their priorities. It is also the first step to safeguarding and promoting the welfare of our children and young people. The Forge Trust expects all staff, trustees and volunteers to share this commitment.

1.1 At all times recruitment and selection must be fair, effective, robust and safe for the purposes of building and maintaining an effective workforce; ensuring that individuals with the right skills are in the right roles. It is imperative that the trust fosters a culture of safe recruitment from the start of the process to the end, to ensure that it deters, rejects and identifies people who may pose a risk to our children.

1.2 The purpose of the Recruitment and Selection Policy is to:

Ensure legislative and equality duties are met; Ensure a transparent, fair and objective recruitment process; Select appropriate and cost effective attraction methods;

Minimise time and cost to hire in support of effective delivery of services, especially front line;

Recruit staff with the appropriate skills, competencies and experience in order to meet the school’s current and future needs;

Ensure that staff appointed to posts are appropriately qualified to carry out the duties and responsibilities of the post;

Develop and enhance the public image and reputation of the trust, both as an employer and as a provider of high quality education;

Promote and safeguard the welfare of our children.

2.0 Who does the policy apply to?

2.1 The Recruitment and Selection Policy will apply to the appointment of all roles within the schools in the trust including internal appointments, acting-up/interim arrangements across all areas in individual schools.

2.2 There are times when it is necessary for short term acting up or interim appointments to be put in place where it would be to a school’s detriment, or that of its pupils if such arrangements were not actioned immediately. This will only apply where a member of staff is absent from work on a short term basis lasting no more than 3 months. The appointed employee must be paid the relevant remuneration for that post. Any appointment which is expected

to last more than three months must be advertised and appointed following the principles of this policy.

3.0 Key Principles

3.1 The trust aims to select and appoint the best people for the job and develop them to perform to the highest professional standards. The following principles will be adhered to at all times:

Where applicable (non-teaching posts) posts will be graded by job evaluation, unless otherwise approved by the trustee board.

The criteria for selection must be based on the relevant knowledge, skills and experience required in order to carry out the role as described in an up to date job description and person specification.

All appointments must be made on the basis of merit, and be consistent with trust policy, current employment legislation and equality objectives.

Recruitment decisions must not be taken by one individual. This must involve a panel of at least two.

Anyone involved in the recruitment and selection process who has a relationship which may affect their ability to be impartial, this must be declared to the rest of the panel. A decision will be made and documented as to whether or not it is appropriate to continue participation in the recruitment and selection process.

Training is provided for those involved in recruitment and selection decisions. Anyone responsible for acting as chair of a recruitment panel must undertake the Safer Recruitment in Education e-learning programme to ensure that should they need to recruit, they are able to do so. All others involved in recruiting are strongly advised to undertake the e-learning. Safer Recruitment training should be updated regularly and in line with updated advice from the Government.

Candidates should be evaluated against their ability to perform the functions of the specific job, as set out in the job description and person specification.

Interviews must be conducted in a fair and consistent manner and be structured and systematic to ensure that questions asked relate to the experience, skills and qualifications outlined in the person specification.

Candidates’ expenses for the selection process will be paid at the school’s discretion where it is deemed a reasonable expense. This will be paid from the school’s budget.

All information on application forms must be treated as confidential, in accordance with the Data Protection Act 1998 and restricted to those involved directly in the recruitment process and its administration.

Offers of appointment must be conditional and subject to the receipt of appropriate references, checks and clearances being obtained, they must not be confirmed to the individual until this has been completed to the satisfaction of the Recruitment panel

The recruitment process and decisions arising from it must be documented. All recruiting managers and panel members must therefore ensure that they maintain adequate and appropriate records; either written or electronic. Once the process has been completed documentation will be held on the personal file of the successful candidate and within the school for a period of at least twelve months for all other applicants.

4.0 Safer Recruitment and Selection Procedure

4.1 The procedure that enables this policy to be enacted is split into four stages – Analysis, Advertising, Assessment and Appointment.

4.2 Safer recruitment is one of the strands of safeguarding and promoting the welfare of children, the school is committed to a process that promotes the welfare of children.

4.3 Job descriptions will include a statement to promote the safety and wellbeing of the children and young people in the school

4.4 Person specifications will state that evidence of working within a child protection culture and promotion of child welfare and safety are essential.

4.5 Advertisements for positions will include a clear statement regarding the School’s commitment to safeguarding and the need for an enhanced DBS check, such as:

“The Trustees of The Forge Trust are committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and

the Disclosure and Barring Service.”

5.0 Analysis of vacancies

5.1 When an employee leaves there is often pressure to fill the vacancy without delay. However, it presents an ideal opportunity to review existing staffing arrangements and take stock of present or future demands on the service. Therefore, before the recruitment process begins, the following points should be considered by the manager:

Is it necessary to fill the vacancy? Does the job role require any changes in duties or responsibilities? Are there other ways that the role can be delivered? Is there adequate budget available to fund the post?

What is the potential impact of not filling the post?

5.2 If after analysing the role the recruiting panel feel there is sufficient justification to fill the post then the recruitment process can commence.

5.3 The job description and person specification must be reviewed and revised accordingly.

5.4 The job description will set out the key duties and responsibilities of the post. The person specification will reflect a profile of the ideal candidate in terms of their education, knowledge, experience, skills and other attributes needed to do the job. The Principal/manager of the job is responsible for ensuring that the job description and person specification is up to date and relevant for the post.

6.0 Advertising

6.1 Vacancies should not be advertised by ‘word of mouth’ alone since people/groups that may be under represented in the area are unlikely to hear about them and it may lead to claims of discrimination

6.2 The school places a great deal of emphasis on continuous professional development and in doing so actively seeks to promote succession planning and career guidance for its employees. When a vacancy arises consideration will always be given to internal recruitment exercises to allow for career progression and succession planning. Internal recruitment will be carried out as a fair and equitable process across a school.

6.3 The Principals/Trustees will assess whether there is a clear skills gap in the school and consider with each role whether advertisement outside of the school is necessary.

6.4 The school will refer to point 4.5 of the policy and ensure that the school’s safeguarding statement is in every advertisement.

6.5 Prospective applicants are supplied with the following: Application Form DBS enhanced disclosure requirement School Information Recruitment timeline Job Description Safer Recruitment Policy Safeguarding Children Policy which clearly states who is the DSL The School Code of Conduct

Prospective candidates will be directed to the School Website to familiarise themselves with the culture and values of the school as well as important information about the school.

7.0 Assessing Candidates

At The Forge Trust we take our safeguarding responsibilities extremely seriously and ensure that a member of staff who has successfully completed the Safer Recruitment Training is always a member of the selection Panel. The members of staff at The Python Hill Academy who have successfully completed the training are Natalie Gibbs, Andy Stirland and Lorraine Robinson.

7.1 All application details must be treated with the utmost confidentiality. Information obtained in the course of the recruitment and selection process which may include information of a sensitive or personal nature must be kept secure and retention periods should be adhered to. All candidates must complete the appropriate application form in full. For the purposes of Safeguarding application forms should be scrutinised for gaps in employment. The School does not accept CV’s.

7.2 Wherever practicable short-listing the candidates for interview should be undertaken by the same panel of people who will be involved in the interviews for consistency throughout the process. Shortlisting should be carried out by at least two people and selection must be based only on the criteria identified in the person specification. Shortlisting must not take account of the protected characteristics of a candidate, which includes;

age, disability, gender reassignment, marital or civil partnership status, maternity or pregnancy, race, religion or belief or sexual orientation.

7.3 Except where there is a Genuine Occupational Requirement which can be lawfully justified (for example, Voluntary Aided/Faith schools’ ability to appoint according to the religious beliefs of the school). These circumstances are limited and usually apply where it can be justified that to fill a role the candidate must have one of these characteristics. The recruiting panel must seek advice from their HR Provider in order to determine if there is a Genuine Occupational Requirement and must not make the decision in isolation.

7.4 Information disclosed under the Rehabilitation of Offenders Act 1974, and the amendments to the Exceptions Order 1975 (2013) provide that certain spent convictions and cautions are 'protected'. Disclosures must not be taken into consideration at shortlisting stage. Any disclosure made must be provided to the interview panel in a sealed envelope so that they may ask the candidate questions at interview. Anybody who makes disclosures must also be subject to a DBS Enhanced and Barred list check. See appendix 11 for a Criminal Convictions self-disclosure form.

7.5 If the school participates in the “Positive about Disabled People” Scheme, commonly known as the “Two Ticks” Scheme.

It is essential therefore that recruiting managers and panel members check when shortlisting to see if anyone has applied under the scheme and if so, whether their application indicates that they meet the essential criteria for the post. If the applicant does meet the essential criteria they should be invited to attend an interview.

7.6 References should be sought on all short-listed candidates, including internal ones before interview so that any issues of concern can be explored further with the referee, and taken up with the candidate at interview. References form an important part of the process and should be scrutinised for any inconsistencies against the application form. If a candidate for a teaching post is not currently employed as a teacher, the school (new employer) will confirm with the school or college at which they were most recently employed details of their employment and their reasons for leaving. For the purposes of safeguarding the school will apply this to applications for all staff roles. Therefore, applicants who have previously worked in schools (despite this not being one of their last two employers) will be advised that the school will contact the last school previously worked at for a reference. Two written references are required from the candidate’s present or most recent employer (paid work). See Appendix 10 for a sample reference request form.

7.7 References should always be requested directly from the referee and preferably from a senior person with appropriate authority, not just a colleague. Employers should not rely on open references, for example in the form of ‘to whom it may concern’ testimonials, nor should they only rely on information provided by the candidate as part of the application process without verifying that the information is correct. Where electronic references are received, employers should ensure they originate from a legitimate source.

7.8 On receipt, references should be checked to ensure that all specific questions have been answered satisfactorily. The referee should be contacted to provide further clarification as appropriate, for example if the answers are vague or if insufficient information is provided. They should also be compared for consistency with the information provided by the candidate on their application form. Any discrepancies should be taken up with the candidate.

7.9 Any information about past disciplinary action or allegations that are disclosed should be considered carefully when assessing the applicant’s suitability for the post (including information obtained from the Teacher Services’ checks).

7.10 Interviews must be conducted by a panel of at least two interviewers, one of which must have undertaken Safer Recruitment training. (see section 3.1). Interviews being held must be conducted by the same panel to ensure consistency of approach and provide a fair process.

7.11 In advance of the interview the panel should draw up a series of questions based on the skills, competencies and experience required for the role and individual questions based on their application form, including questions any

gaps in the application form. These questions should be put to all candidates, responses should be recorded on a scoring grid used by all of the panel (see appendix 6). This allows the panel to consider applicants on the same basis and avoids any irrelevant or potentially discriminatory questions being asked.

All candidates for all roles in school should be asked robust questions in relation to safeguarding the motives of individuals to work with children should be explored, the protection of children in the school must be paramount throughout the recruitment process.

7.12 The Equality Act 2010 limits the circumstances in which the recruiting panel can ask applicants’ health related questions before offering them a post. The panel can only ask such questions where the ability to carry out specific functions is essential and intrinsic to the job, or to determine the need for making reasonable adjustments in the selection process, for example, to mitigate the impact of any disability the candidate has.

7.13 Candidates must not be asked questions related to their protected characteristics (see section 7.2) or trade union activities, as they have no bearing on a person’s suitability for the job and could be unfairly discriminatory.

7.14 Once the formal assessment process is completed all members of the recruiting panel will convene to reach a final decision. The panel must ensure that they have all the information required for each candidate to enable them to reach a decision. The selection should be made on the basis of which individual best fits the criteria set at the start of the recruitment process, utilising the scores and results of any assessments. Using a robust and consistent scoring procedure will ensure that this is carried out.

7.15 It is essential that only objective information is used in the decision making process and those decisions are justified, fair and evidence based. The panel should be able to demonstrate that they have acted proportionately.

7.16 Documentation used to determine the successful candidate must be retained in the school. The documentation relating to the successful candidate must be filed in their personnel file. See Appendix 4 Appointment Checklist for Personal Files

7.17 It is entirely acceptable to shortlist only one candidate or not to appoint at all. Selecting the best candidate for the role is essential and managers should not feel compelled to appoint a less than satisfactory candidate regardless of the demands of the service. Appointing the wrong candidate can be extremely costly and can have an adverse effect on performance and delivery.

8.0 Appointing candidates

8.1 All offers of employment must be made by the chair of the recruiting panel. A verbal offer is legally binding; therefore, all offers of appointment must be made in writing and conditional, subject to the necessary checks.

8.2 All successful candidates will be required to have an enhanced disclosure DBS and barred List check to ensure that they are not barred from working with children. It is illegal to employ someone in a role where they are barred by law from working with children. The school must ensure that a candidate to be employed to carry out teaching work is not subject to a prohibition order issued by the Secretary of State, or any sanction or restriction imposed (that remains current) by the GTCE before it’s abolition in March 2012. https:// www.gov.uk/government/collections/teacher-misconduct

8.3 In the circumstance where a DBS check contains any disclosures (convictions, cautions, reprimands and warnings) and the panel decide to appoint the candidate, the recruitment panel must record the reasons for not treating the conviction information as a reason not to appoint and retain a note of the reasons, including details of any advice sought and obtained, on the successful candidate’s personnel file. It is recommended that advice be sought from HR regarding information contained on DBS certificates. See appendix 7 for a DBS risk assessment.

8.4 In the event that references are deemed unsatisfactory by the panel, the candidate must be advised of this. If the panel conclude that the references are unsatisfactory and the conditions in the offer letter have not been satisfied, the school can withdraw the offer of employment. Schools are advised to contact their HR Advisor. Where candidates request access to the references supplied to the school by the previous employer schools must pay due attention to the General Data Protection Act 2018, schedule 2.

8.5 All shortlisted candidates should be informed of the outcome of their application and offered the opportunity for feedback.

9.0 Pre-employment Checks

9.1 These are checks which are required by law before employment commences;

a. Identity: importance of verifying the successful applicant’s identity by reference to original documents. Candidates invited to interview should be asked to bring with them the necessary documents to verify their identity that will satisfy the requirements of the DBS in respect of the application for a disclosure.

b. Eligibility to work in the UK: it is an offence to employ someone who is not eligible to work in the UK so proof of eligibility must be checked before the offer of employment is confirmed. Guidance about this is in appendix eight of Safeguarding Children and Safer Recruitment in Education. More detailed information is available on the UK Border Agency website www.ukba.homeoffice.gov.uk

c. DBS barred list: under the Protection of Freedoms Act 2012 schools have a legal duty to check that any person being appointed to work in

regulated activity is NOT barred from working with children or – where applicable – working with vulnerable adults. This check must be done before the person commences in post even if they start pending a DBS certificate.

d. DBS certificate: the successful applicant should be asked to complete an application for an enhanced DBS certificate and produce the required supporting documentation straight away. Everybody employed to work in a school is required by law to undertake an enhanced disclosure. Since 2016, all newly appointed governors (of maintained / VC schools) must undertake an enhanced DBS certificate. Existing governors without enhanced DBS were required to undertake a new check by September 2016. Governors are not in regulated activity and should not be checked against the barred list.

e. Qualifications: the successful applicant should be required to provide original certificates or diplomas for all the academic or vocational qualifications required for the post, plus any that are relevant to the post. The documents should be checked to ensure that they refer to the applicant and it is also important to verify them with the awarding body.

f. Status: it is a requirement for some posts that the applicant is licensed or registered with a professional body. For example, in order to be employed as a teacher in a maintained school, a person must usually have been awarded qualified teacher status and be registered with the relevant general teaching council.

g. Prohibition All those appointed to undertake ‘teaching work’ must be checked against the prohibition list and interim prohibition list before commencing in post. Schools can check these lists via the Teachers Services website. ‘Teaching work’ includes qualified / unqualified teachers and HLTAs but not teaching assistants – see Keeping children safe in education for more information. When recruiting teachers, it is important to also check for any past General Teaching Council for England (GTCE) sanction.

h. Prohibition from participation in management – anyone appointed to a management position in an independent school, academy or free school as an employee, trustee or proprietor must now be checked to ensure they have not been barred from management of an independent school by the Secretary of State. This check will usually be done as part of their enhanced DBS (state that the person is in ‘management of an independent school’ on the DBS application) or – if the person is not in regulated activity – via Teachers Services. This should be included as a column on the SCR in relevant schools. NB KCSiE 2018 makes clear that inclusion on s128 also prohibits an individual from serving as a governor of a maintained school – members of governing bodies must therefore be checked against the s128 list.

i. Disqualification under the Childcare Act 2006 – the DfE has updated guidance for schools (31/08/18) which recruiters should ensure they have read and understood. The Regs apply to anyone working in childcare,

a) with under 5s or b) in wrap-around care where there are children under 8.

In schools, this means nursery and reception classes and applies to lunchtime supervisors, etc but NOT office staff, cleaners, or people deployed to the under 5s only occasionally. It will apply to all Head teachers of primary schools and others who manage under 5s childcare. If the school has Ofsted-registered breakfast or after-school care, the Regs apply to this provision.

New recruits should be advised of the Regs and asked to confirm that they are not disqualified from childcare. Schools are not required to keep information about disqualification from childcare checks on the SCR but may do so if they wish, bearing in mind that the law prevents employers from keeping records or details of someone’s criminal history. The school must assess which staff are covered by the act and then take steps to ensure that staff are aware of their duty to report any relevant information to the school that would disqualify them from working in:

Early years provision, or Later years childcare outside of school hours for children who

have reached 5 years but not yet reached 8 years, which includes before and after school care.

Schools should not apply this to every employee they must assess which staff are covered by the Act. See Appendix 12 Disqualification from Childcare Regulations letter for staff.

9.2 All documents must be original and not photocopies. Until all these checks have been carried out ONLY a conditional offer of employment can be made. This must be stipulated in the correspondence. All original documentation must be photocopied and placed in files for consideration as part of the recruitment process.

9.3 Overseas Checks – All elements of the recruitment process should be applied to applicants from overseas in the same was as applicants resident in the UK. In all cases where an applicant has worked or been resident overseas in recent years, the employer should, where possible, obtain a check of the applicant’s criminal record from the relevant authority in that country. Not all countries provide that service, but the DirectGov website now includes a list of those countries that do and details of how information can be obtained from other countries, at: www.gov.uk/dbs-checks-requests-guidance-for-employers#overseas-applicants

9.4 The DBS can only provide information that is held by police forces in the UK. That may include details of offences committed abroad by UK citizens or residents, but almost invariably will not include details of any offences committed abroad by foreign nationals who have never lived or worked in the UK. See Appendix 1 Applicants from overseas advice

9.5 Fee-Funded Student Teachers – The school should get written confirmation from the provider of any fee-funded student teacher that has

carried out all pre-appointment checks that the school should otherwise perform.

9.6 European Economic Area (EEA) teacher sanctions

The DFE issued the following guidance note to schools;Employers in England can now use the Teacher Services Website to check for restrictions/sanctions that have been imposed by regulators of the teaching profession in other EEA member states. This information will help employers when making recruitment decisions and should be carried out in addition to all other safer recruitment pre-appointment checks. EEA regulator restrictions do not prevent an individual from taking up teaching positions in England, however, employers should consider the circumstances leading to the restriction when assessing a candidates suitability to be employed.

10.0Regulated Activity

10.1 For ALL posts which involve working in regulated activity, it is appropriate for the school to check that the person appointed doesn’t pose a risk to the school (or other employees).

10.2 It is recommended that no appointment should be confirmed or taken up until all necessary clearances are obtained. Any information about past disciplinary action or allegations should be considered carefully when assessing the applicant’s suitability for the post. Schools are advised to seek guidance from HR if any concerns are raised. For existing employees with missing references on file attention should be drawn to Appendix 2.

10.3 Agency Staff – it is now a requirement that schools check that the person presenting at the school, is the same person that the agency has provided the vetting checks for. Therefore, two forms of identification are required by agency staff, this should be passport/driving licence.

10.4 Single Central Record - All the checking details need to be included on the Single Central Record. The information should be requested at the appropriate times and logged/checked. The SCR should be checked on the first day of arrival of the new staff member and a member of SMT will sign off the SCR before the new member of staff is allowed into the school. See guidance at Appendix 3.

10.5 Staff Files – It is recommended that all staff files contain appropriate documents and a checklist to demonstrate appointment processes and checks have been followed. A checklist for staff files is attached at appendix 4.In summary all checks will be:

Documented and retained on the personnel file. Recorded on the school’s Single Central Record. Followed up if they are unsatisfactory or if there are any discrepancies

in the information received A Risk Assessment is made where there are issues raised via checking

process An employee’s file should be a mirror of what is contained on the SCR.

11.0 Finalising the appointment

11.1 It is at the discretion of the school to decide on the grade to appoint teachers. This is done in accordance with the School Pay Policy for Teachers. For support staff it is usual for newly appointed employees to be placed on the minimum point of advantage on the salary scale or the nearest point within the grade that reflects their current salary. Exceptions are permitted where this can be justified.

11.2 There are times when candidates complain about the decision that has been made or some part of the recruitment and selection process. Where that complainant is an employee, they should contact the chair of the panel in the first instance to resolve the matter informally. If this doesn’t resolve matters, the employee should raise any complaint under the school’s Grievance Policy and Procedure. Candidates who are not school employees should raise any complaint under the school’s Complaints Procedure.

11.3 The majority of candidates will have to give notice to their existing employer and, depending on the role, there will be some delay between the candidate being appointed and starting in post. It is important to maintain regular contact with your new appointee, providing them with any information that they need about the school and about their new role. The new employees career with the school starts now, so any development areas identified during the selection process should be used to inform their probationary and induction period.

11.4 If you are employing a person who has multiple contracts, you need to be aware of the implications of the Working Time Directive. You should also advise any other responsible manager of the new contract and ensure that the employee does not work more than the lawful limits allowable. If you are unclear about this, you should contact your HR.

11.5 Successful candidates must be sent a conditional offer letter that stipulates that the offer is conditional subject to the satisfactory checks. A contract of employment must be sent to the candidate within 3 months of their start date.

11.6 All new employees must be subject to a thorough induction process into the school. Induction must cover the school code of conduct and child protection.

At the Python Hill Academy, the person responsible for ensuring staff files contain all the relevant documents required for SCR compliance and are updated and accurate is Lorraine Robinson, Andy Stirland and Allison Taylor.

12.0 Volunteers

12.1 Volunteers are seen by children as safe and trustworthy adults. The same kind of process should apply when the school is recruiting volunteers to work with children. Because volunteers fill a very wide variety of roles the principle needs to be applied with common sense and the process may need to be adapted to cater for particular roles.

12.2 Parents who volunteer on a one-off occasion such as a day trip, a fete or a sports day there is no need for a formal process or for a DBS certificate or a barred list check.

12.3 If a volunteer is going to have an on-going role that involves regular contact with children, or means that the person will be on the premises when children are present regularly or frequently, a similar recruitment process should be adopted as would be used to recruit a paid member of staff filling a similar role. Although, the process may be presented differently or adapted so that it is not as formal, the principals of safeguarding should still be the same.

12.4 If a volunteer will be providing ‘teaching’ and has previously been a qualified teacher the school should check on the Teacher Services website that they are not prohibited from teaching. The Childcare Regulations (including disqualification from Childcare – see 9.1) apply to all volunteers proving early years or later years childcare.

12.5 Barred list checks cannot be undertaken for volunteers except in very specific circumstances (such as unsupervised volunteering, overnight activity or volunteers engaging in intimate care).

In those cases the process should still include:

Information about the organisation’s commitment to safeguarding children

Completion of an application or registration form Obtaining references A face to face interview Pre-employment checks similar to those which would be applied in the

case of paid employment, including a DBS certificate.

12.6 Keeping Children safe in education 2018 says:

The school or college should undertake a risk assessment and use their professional judgement and experience when deciding whether to obtain an enhanced DBS certificate or any volunteer not engaging in regulated activity. In doing so they should consider:

The nature of the work with children; What the establishment knows about the volunteer, including formal or

informal information offered by staff, parents and other volunteers

Whether the volunteer has other employment or undertakes voluntary activities where referees can advise on suitability.

Whether the role is eligible for an enhanced DBS check Details of the risk assessment should be recorded

See Appendix 12 for a Volunteer Risk Assessment.

12.7 Volunteers should be provided with a role profile and undertake a full induction into the school, this induction should cover safeguarding and what is regulated activity.

Appendix 1

Applicants from overseas

All elements of the recruitment process and the pre-appointment checks should be applied to applicants from overseas in the same way as to applicants that are resident in the UK, but extra time will need to be allocated to obtaining references, checking applicants’ qualifications and possible criminal records. In addition, as noted above, overseas applicants will need to establish that they have the right to live and work in this country. The DBS can only provide information that is held by police forces in the UK. That may include details of offences committed abroad by UK citizens or residents, but almost invariably will not include details of any offences committed abroad by foreign nationals who have never lived or worked in the UK. The DBS barred lists (and their predecessors including List 99 and the PoCA List) are also primarily made up from referrals about people living or working in this country. Consequently, DBS certificates and Barred List checks are unlikely to provide any information on applicants from overseas who have not previously lived in the UK. Nevertheless, those checks have to be carried out to meet statutory requirements. In all cases where an applicant has worked or been a resident overseas in recent years, the employer should where possible, obtain a check of the applicant’s criminal record.

Not all countries provide that service, but the DirectGov website now includes a list of those countries that do and details of how information can be obtained from other countries, at www.gov.uk/dbs-check-requests-guidance-for-employers#overseas-applicants

The nature and detail of the information provided varies from country to country. The DBS does not have any involvement in applications by individuals to overseas authorities. Employers should also be aware that they would have to arrange for information returned from overseas authorities to be translated into English and they may need to obtain advice about the precise nature of criminal offences in

other countries. Offences in other counties do not necessarily correspond to offences in the UK.

The DfE does not issue guidance on which circumstances require these overseas checks, stating that it is for schools to determine. However, with effect from 6th April 2017 the Home Office has confirmed that an overseas criminal check will be completed for everyone in an education role applying for a visa to work in the UK (i.e. from countries outside the EU). The requirement is mandatory to applicants from overseas applying under certain Standard Occupational Classification (SOC) codes, including teaching and school leadership.

The requirement to provide an overseas criminal record certificate applies to anyone that has lived abroad for 12 months or more in the last 10 years. Since April 2017 schools have had a statutory duty to inform Tier 2* skilled worker applicants of the need to source and submit overseas criminal certificates as part of their visa application.

You can find an FAQ document about obtaining overseas criminality information here: Obtaining Overseas Criminal Record Checks

NOTE In cases where an overseas criminal record check or certificate of good conduct is not possible, particular care must be taken with the other required checks, especially those of identity and qualifications, and obtaining satisfactory references.

European Economic Area (EEA) teacher sanctions The DfE has issued the following guidance note to schools: Employers in England can now use TRA Teacher Regulation Agency (employer access online) to check for restrictions/sanctions that have been imposed by regulators of the teaching profession in other EEA member states. This information will help employers when making recruitment decisions and should be carried out in addition to all other safer recruitment pre-appointment checks as detailed in part 3 of 'Keeping children safe in education’. EEA regulator restrictions do not prevent an individual from taking up teaching positions in England, however, employers should consider the circumstances leading to the restriction when assessing a candidate’s suitability to be employed. Please note, only EEA restrictions that are determined after 18 January 2016 will be displayed. The Teachers Services website explains how to obtain more detail about EEA restrictions. Since February 2016 NCTL Teacher Services displays EEA restrictions as a separate list.

*Tier 2 jobs – general, health/social/education

APPENDIX 2 LETTER FOR STAFF WHO ARE COVERED BY THE CHILDCARE REGULATIONS

Dear Colleague,

The Department for Education issued guidance to schools (31st August 2018) on the Disqualification from Childcare Regulations and reminded school leaders that they must undertake an additional safeguarding check on current and future staff as appropriate to ensure that no one who is disqualified is employed in connection with:

early years provision, or later years childcare outside of school hours for children who have reached 5

years but not yet reached 8 years, which includes before and after school care.

The disqualification criteria include:1) caution or conviction for certain criminal offences2) Certain grounds relating to the care of children (eg parental right order, supervision order or care order)3) Having registration refused or cancelled in relation to childcare, children’s homes or disqualification from private fostering (except where that cancellation or refusal was to do with unpaid fees)

This check is separate from the DBS check. Any of the above criteria disqualify staff from providing this childcare. Staff who either have a relevant offence or order is disqualified immediately and must apply to Ofsted to request a waiver if they wish to continue to work in these areas.

I have carefully considered the statutory guidance and have determined that your post at [insert name of setting] is involved in the provision of early years care during the school day and/or later years childcare [delete as appropriate].

For that reason, I have a legal obligation to make you aware that you have a duty to report any relevant information to me about yourself (even if that information has previously been considered in relation to a DBS check). Please be assured that any information disclosed will be treated in the strictest of confidence and in line with Data Protection requirements.

The full list of relevant offences, orders and determinations can be located in tables 2-5 of the Compliance, Investigation and Enforcement handbook, section 5.1 ‘Disqualification’ which can be accessed via the link below. I appreciate that the

lists are long and so, for ease of reference, I have arranged for a hard copy to be available in the school office / staff room.

http://hub.unlock.org.uk/wp-content/uploads/Ofsted-disqualifications.pdf

Broadly speaking, the ‘certain criminal offences’ include a caution or conviction for: any offences by an adult against or involving children Any sexual offence by an adult or a child against an adult or a child Murder, manslaughter, kidnapping, false imprisonment, assault occasioning

grievous or actual bodily harm

For cautions, you are only required to disclose those issued on or after 6 April 2007. This does NOT apply to relevant convictions, which must be declared irrespective of date.

If you believe that you may meet one of the three disqualification criteria set out at the start of this letter, you are required to read the complete list in order to determine whether or not the specific information is disclosable.

You are required to make me personally aware of any relevant information, in writing, by no later than 7 days from receipt of this letter. If you think you have relevant information you will need to provide, as far as possible, any details relating to the order, determination, conviction or other grounds, the date it was made along with any other details including a copy of the relevant order or conviction. This information should be provided in a sealed envelope, clearly marked ‘Strictly confidential - for the attention of (head teacher) only’ and handed to [insert name].

Please note that this is an ongoing requirement and so, if you do not have any relevant information to disclose at this point, but do in the future, you must make me aware of any relevant information immediately.

You are required to sign the signature sheet available in the office to confirm that you have read and understood the content of this letter.

I understand that a disclosure may be difficult and stressful. If you have any questions or concerns, please do not hesitate to contact me at [insert contact details]

I would like to thank you for your cooperation and support in implementing this legally required process.

Regards,

Principal

APPENDIX 3

Single Central Record Guidance

Schools must keep a single central record, as referred to in the Keeping Children Safe in Education (statutory guidance document). The single central record must cover the following people: All staff who are employed directly by your school All supply/agency staff who are employed for a reasonable period of time,

whether employed directly by the school or through an Agency. The very short term cover staff totalling a few days or a couple of weeks would

not normally be put on the SCR but you still need to ensure the Agency has carried out all the checks and hold the evidence on file.

Any volunteer who works regularly with children and always include those who are engaged in “Regulated Activity”.

Governors People brought into the school to provide regular additional teaching or

instruction but who are not staff members, such as Sports Coaches,Peripatetic Music Teachers, Artists etc.

Regular contract staff such as contract cleaners or caterers The school should get written confirmation from the provider of any fee-funded

student teacher that has carried out all pre-appointment checks that the school should otherwise perform

The prohibition from teaching check must be completed for everyone engaged in ‘teaching work’, whether a qualified teacher or not; and recorded on the single central record. The information that must be recorded is whether checks have been carried out or certificates obtained, and the date on which each check was completed/certificate obtained. Personal files must correlate with the Single Central Record and contain documentary evidence which has been gathered from recruitment process in order to satisfy the requirements for a safe appointment.

Section 128 checks

Individuals who are subject to a direction made under Section 128 of the Education and Skills Act 2008 or Section 167A of the Education Act 2002 are prohibited from taking part in the management (including governors if the governing body is the proprietor body for the school) of independent educational institutions in England and/or Wales respectively. A person prohibited under Section 128 is also disqualified from holding or continuing to hold office as a trustee of an academy.

Academies must carry out section 128 checks on:

Academy trust members and trustees Trustees who sit on committees Academy staff in management positions – Headteacher, SLT

APPENDIX 4

Protocol for Recruitment Media Advertising

The purpose of this protocol is to set out when it is appropriate to use external media in recruitment advertising and to clarify accountabilities for reducing advertising costs whilst optimising recruitment opportunities.

The protocol for the involvement of media in external recruitment advertising is dependent on agreement by the Leadership Team regarding:

A pre-defined list of posts, based on the level and type of post (i.e. senior grade or professional etc.) where media can be employed to support recruitment, for example:

Teachers Principals

A prescribed list of media (including on-line and print options); TES - Times Educational Supplement Linkedin The Guardian

All advertising being placed with the agreed advertising partner (currently TMP) and notified to them via the Doncaster Resourcing Team. TMP will then work directly with the recruiting manager and ensure adherence to the protocols on media advertising.

The perceived need, based on current recruitment situation (i.e. if post has required re-advertising etc.) in order to determine where one-off exceptions apply.

School’s wishing to place media advertising that falls outside of these parameters must present a business case to Leadership Team, to seek an exemption to the protocol.

General Information

Additional web-based media (e.g. Eteach for schools) to be agreed annually

Minimum quarterly reviews of management information from the advertising partner presented to Leadership Team (including costs and effectiveness) to inform changes to lists/limits set within the protocol

Annual review of all elements of the protocol and dependent policies

APPENDIX 5Assessing risks for existing staff with missing references

The purpose of references is to check someone’s professionalism and competence, and that there is nothing that would make them unsuitable to work with children

There is no requirement for schools to seek historic references for staff employed before the current safeguarding guidance came into force. However, if the school has any concerns about an existing employee's suitability to work with children, it should carry out all the relevant checks that would be carried out on a new member of staff.

Points to check for staff without references on fileSchools could check that:

A DBS check was done when the employee was hired The employee’s qualifications were checked Performance has been effective

Attendance has been satisfactory There have been no concerns about a member of staff's suitability to work

with children

Make a note that they have checked these points on the employee's file.

APPENDIX 6 - APPOINTMENT CHECKLIST - An at-a-glance checklist to insert at front of employee personal file

1. DOCUMENTS:

Medical Form

Clearance no:

Date advised by OHU:

Or Date sent to OHU in a sealed envelope

Any other information from OHU

Completed Enhanced DBS Form Issue date:

Disclosure no:

Overseas Police Check attached if applicable (EEA check done) Date of check:

Section 128 check (for management positions in independent schools/academies).

Date of check:

Teacher Status Check: (for everyone engaged in ‘teaching work’, whether a qualified teacher or not)

Yes/No Date of check:

Barred list check (previously list 99 Yes/No Date of check:

N.B. If the employee does not hold a valid DBS clearance a barred check must be undertaken before the start date.

Original Application Form attached

please tick

Bank details attached

please tick

Reference 1 attached

Reference 2 attached

Copy of QTS Certificate attached if applicable/available

Evidence of eligibility to work in the UK and proof of NI Number (please attach)

ID - Passport (front cover, personal details page and visa (if applicable)

Or other eligible document attached Yes/No

Proof of NI document attached i.e. P60, P45, payslip Yes/No

Childcare Disqualification Declaration (CDD)

Is a CDD applicable Yes/No

If yes has a CDD been completed Yes/No

If yes date completed:

If yes has any information been declared Yes/No

Is CDD attached Yes/No

Copy of academic qualifications attached if applicable

Date post advertised:

Date post appointed:

Interview notes and assessments enclosed

2. CONTRACT DETAILS:Employee Name:

Employee Address:

Position (Post)Title

Job Code (if applicable):

Start Date (in this position): End Date (if applicable)

3. SALARY DETAILS:

(Main) Pay Scale Upper Pay Scale Leading Practitioner Scale

Unqualified Teacher Scale

TLR Level, amount and responsibility SEN level and amount Other Allowances (please state)

4. TYPE OF CONTRACT:Permanent Y/N Working hours:

Term Time Only: Y/N

If No how many working weeks?

Initial Working Pattern (if applicable) i.e. hours worked each day

Monday Tuesday Wednesday

Thursday FridayFixed Term Contract Y/N

Reason for Fixed Term Contract:

Event Linked Y/N Event linked: Name of substantive post holder on maternity leave/long term sickness or pending permanent recruitment. Please state

5. ISSUES RAISED FROM COMPARING APPLICATION FORM, REFERENCES & CHECKS* If detailed use a separate sheet

ISSUE DETAIL ACTION/INVESTIGATIONS UNDERTAKEN & ADVICE SOUGHT

OUTCOME/JUSTIFICATION TO APPOINT & PERSON AUTHORISING APPOINTMENT

There are gaps in the employment dates and chronology

There are gaps in education dates

The reference is ambiguous and not instantly recognisable as being from an employer

Reference not available from previous employment

ISSUE DETAIL ACTION/INVESTIGATIONS UNDERTAKEN & ADVICE SOUGHT

OUTCOME/JUSTIFICATION TO APPOINT & PERSON AUTHORISING APPOINTMENT

Concerns/discrepancies highlighted on reference (s)

DBS contains disclosures

The health questionnaire has been returned with actions required

Input on to Single Central Record by (name):

Print:

Signed:

Dated:

APPENDIX 7Short-Listing Candidates

Short-listing - when?At the beginning of the recruitment process you should plan the recruitment timescales and you should ensure that you adhere to these to avoid having to reschedule interviews causing inconvenience to candidates, interview panel members and additional administration. If unforeseen circumstances arise and the interview dates have to be changed you should notify the candidates as soon as you are aware of the change.

Short-listing the candidates for interview should be undertaken by the same panel of people who will be involved in the interviews for consistency throughout the process. The panel should always contain at least one member who has undertaken the NSPCC’s recruitment and selection training and a member who has operational knowledge of the vacant post. The panel should be made up of at least two people, ideally three people.

Short-listing – the processTo complete the short-listing process you will need:

all the applications the job description person specification for the post the short-listing form (Appendix 6)

The purpose of the process is to identify which of the applicants will be invited to interview for the post. It is important to give full consideration to each application and consider them with a consistent approach.It is essential that the short-listing is carried out based on the criteria laid down within the documents listed above regardless of age, disability, gender, pregnancy or maternity, race, religion, belief or sexual orientation.The person specification should be used to identify which attributes are to be measured from the application and these should be written onto the short-listing form. For example – if you have identified in the person specification that there is a requirement for relevant experience in the supervision of staff and that this will be identified from the application. This should be listed on the short-listing template under “relevant experience”.

If you have received a large volume of applications and consider that you may have difficulty in establishing a manageable size short-list of those who meet the essential criteria, the panel may want to add further weighting to those also meeting some or all of the desirable criteria. If you wish to use this further weighting, the recruitment panel should agree to this at the beginning of the process, not during the short listing whilst looking at and scoring the applications.

Completing the short-listing form

The names of the applicants should be written onto the form and then a comparison of the information provided on the application form should be made against the person specification. If you have a high volume of applications, you may find it helpful, firstly to exclude any who have not met the essential criteria for the post. For each of the criteria, an assessment is made of the evidence provided and a score given as follows:

Score 5 - Clearly meets essential and some or all desirable criteria Score 3 – Clearly meets essential criteria Score 1 - Unclear/potential evidence that candidate meets essential

criteria Score 0 - No evidence that candidate meets essential criteria

Candidates who have indicated that they are seeking an interview under the disability ‘two ticks’ symbol scheme and meet the essential criteria should always be short-listed for interview.

When scoring candidates, it is useful to consider the skills required for the key roles of the job and how easily and quickly those skills can be gained. If, for example, a skill is required that is critical to the role and could take some months to gain, then this may be considered more highly than a skill that is used less frequently or can be learned in a short period of time. If you choose to use any further differentiation or weighting during the short-listing process, you should detail how this was done in the candidate notes included in the shortlist form.

You should record the reason for your scores on the short-listing form so there is clear information about why you have scored as you did. This can also be helpful when providing feedback to candidates.

Those scoring the highest are the candidates that you should short-list.

In addition, if this situation arises you could consider drawing up a long-list and inviting these candidates for a first interview or test, to then identify your short-list.

What is evidence?

The candidate should provide evidence of their skills, qualifications, knowledge and experience on their application.

Some consideration can be given to the presentation of the application, only if this is relevant to the post. For example if written communication is one of the criteria for the post, and the language and presentation of the application if poor, that can be considered as evidence when scoring the application. It is important to consider that some candidates may have difficulties with literacy due to disability or because English is not their first language. However, this does not mean that they are not capable of doing the job.

If key information is missing from the application, then it is reasonable and appropriate to determine that the candidate does not have any evidence to provide of the skills, knowledge, experience or qualifications in question.

Interview Preparation

If you have noted during the short-listing process any additional information or clarification you require from any of the candidates, this should be recorded to enable it to be asked as a supplementary interview question.

Short-listed candidates - Inviting to Interview. You will then create and send the invite to interview correspondence to invite your short-listed candidates to interview, giving the candidates at least a week’s notice to attend the interview.

At this stage apply for references for all short-listed candidates.

This should be incorporated into your timescales.

APPENDIX 8 – SHORT LISTING FORM

SCORING AGAINST PERSON SPECIFICATION SCORING

Name of candidate__________________________________________

Essential Score ________________________ out of 140

Desirable score ________________________ out of 35

ESSE

NTIA

L

DESI

RABL

E

HOW

IDEN

TIFI

ED

Clear evidence 5

Some evidence 3

Little or no evidence 0/1

Qualifications and Training Maximum score 25

Highest score essential 15

Highest score desirable 10

X AF/CQ 5 3 1 0

X AF/CQ 5 3 1 0

X AF 5 3 1 0

X AF/CQ 5 3 1 0

X AF/CQ 5 3 1 0

KEY: AF = Application Form CQ = Candidate Qualifications I = Interview R = References OT = Other Task

Relevant Experience Maximum score 35

Highest score essential 25

Highest score desirable 10

X AF//I/R 5 3 1 0

X AF/I/R 5 3 1 0

X AF/I/R 5 3 1 0

X AF/I 5 3 1 0

X AF/I 5 3 1 0

X AF/I/R 5 3 1 0

X AF/I/R 5 3 1 0

Knowledge and Skills Maximum score 90

Highest score essential

Has the candidate been short listed? Yes/No (delete as appropriate) If Yes, apply for references at this stage.

Signed by Appointing Officer/s: Name: Signature:Date:

APPENDIX 9

DBS Risk Assessment ChecklistStarting work prior to DBS Certificate being sent

This risk assessment should be completed when considering whether to allow a new member of staff to start work before the DBS certificate has been seen by the school.Name of Person

Role

Interview Date

Proposed Start Date

DBS Check Application Date*

*The person must not start without the application being made

Is the person in ‘Regulated Activity’? Yes □ No □Reason for starting without seeing new DBS check

□ Continuity of the school’s provision to pupils

□ Other (please state) Known Information

Have all the following checks been satisfactorily completed?

□ Identity check (photographic) [Essential]

□ Verification of current address [Essential]

□ Barred list check (if legally appropriate) [Essential]

□ Prohibition Check (for teachers) [Essential]

□ Overseas Checks (Where relevant)

□ Right to work in the UK [Essential]

□ Confirmation of qualifications [Essential]

□ Two references [Essential]

Any other information (please state)

Previous DBS Certificate

If the person has a previous DBS, on what date was it issued?When was the persons last day at work in their previous school or college?

If the persons start date and their last day at their previous school or college are less than 3 months apart, then a new Enhanced DBS check is not required in law, although most schools will instigate a new one. Therefore, given that there is sufficient other information, the person could be assessed as low risk.

Decision

□ High Risk – Person should not be allowed to start with a new Enhanced DBS, as there has a break in service of more than 3 months (or they do not have an enhanced DBS certificate) and/or there is insufficient information about the person in the ‘Known Information’ list above.

□ Medium Risk – Person may start work and although there is sufficient other information listed above, because there is a gap in service of 3 months or more (or they do not have an Enhanced DBS certificate) the person must be supervised* at all times and should not undertake 1:1 work, personal care activities or residential visits. (*The unchecked person must always be ‘within sight or hearing’ of a person with an Enhanced DBS check).

□ Low Risk – Person may start work, without additional supervision, as they already hold an Enhanced DBS check and there is no break in service of 3 months and all other checks have been satisfactorily completed.

AuthorisationPrincipal (Print) ________________________ Principal (Signature) _________________

Date _________________________________

Chair of Trustees (Print) _____________________Chair of Trustees (Signature) ______________

Date __________________________________

APPENDIX 10- Flowchart of Disclosure and Barring Service criminal record checks and barred list checks

APPENDIX 11

What is regulated activity?Regulated activity is work that someone should not do who is barred from working with children.

It comprises, in summary:

Certain unsupervised activities performed on a regular basis, including teaching, training, instructing, caring for or supervising children

Work carried out on a regular basis in certain establishments, including schools, that provides the opportunity for contact with children

Relevant personal care given to a child, such as washing, dressing, feeding and toileting, or healthcare provided by or supervised by a healthcare professional, even if given on a one-off basis

Registered childminding and foster caring

Activity taking place in a school is regulated activity if:

It is carried out frequently (once a week or more often), or on four or more days in a 30-day period;

It is carried out by the same person; The person is engaged in work for the school or in connection with the

school; and It gives the person the opportunity to have contact with children

This includes activity in:

All schools providing full-time (or mainly full-time) education for children Pupil referral units Nursery schools Childcare premises (including nurseries)

Similarly, someone is in regulated activity if he/she is providing day-to-day management of a volunteer who is engaging in activity that would be regulated if unsupervised.

A full detailed description of the above scope can be found on the government website:https://www.gov.uk/government/uploads/system/uploads/attachment_data/file/550197/Regulated_activity_in_relation_to_children.pdf

APPENDIX 12

Summary of the Recruitment & Selection Process 1. Identify job vacancy/new post. Determine if it can be filled internally or to

mitigate a redundancy2. Determine if need to fill the vacancy. If need to fill – carefully

check/update/compile the job description and person specification, and determine grade to appoint on.

3. Confirm the interview panel, one of whom should have received appropriate safeguarding training.

4. Plan recruitment process and timescale. 5. Prepare information for applicants.6. Compile and place advertisement, include safeguarding statement and DBS

requirements.7. Send out information pack including the application form and reference

requirements. 8. Organise the receipt and acknowledgement of all applications. Scrutinise

the completed application forms for gaps and discrepancies; shortlist applicants.

9. a) Request references from suitable sources for all short listed applicants, using specific pro forma and questions. Please ensure that references are obtained from the current or most recent employer.b) Check and scrutinise on receipt, follow up with applicant if necessary.

10. Decide on selection activities, interview questions and assessment criteria agreed by interview panel

11. Invitation to interview stating all relevant information and instructions.12. Interview procedures - panel explores applicants’ suitability for work with

children as well as for the specific post.13. Conditional offer of appointment made after identity and qualifications

confirmed and subject to further pre-appointment checks.14. Confirmation of appointment to successful candidate.15. Notify all unsuccessful candidates. Offer debrief to all candidates.16. Recruitment and vetting checks satisfactorily completed and recorded by

the school, and added to the single central record.17. Confirm details of appointment.18. Prepare and implement appropriate induction process/probation period.

APPENDIX 13 Person Specification Post Title: Teacher Vision: All children make at least good progress; no underperforming cohorts, groups or schools;

all teachers enabling good or better learning; schools aim to be outstanding

School: Name of Applicant:

Name of Assessor/s: Date:

CATEGORY Essential DesirableEvidence

(Interview &Application)

Qualifications

To have completed DCSF recognised initial teacher training course leading to Qualified Teacher Status prior to commencement in post;

To have trained, or being trained for the appropriate age group; A degree or equivalent qualification; Evidence of in service professional development.

Application

ApplicationApplicationApplication

Professional Values, Practice & Experience

Effective communication skills to develop the partnership with pupils, parents/carers and colleagues;

Awareness of the school environment, including links with the local community; Awareness of the professional values and behaviour expected of teachers; Commitment to professional development using targets agreed during induction; Have a commitment to robust Child Protection Procedures.

A & IA & IA & IA & IA & I

Evidence

CATEGORY Essential Desirable (Interview &Application)

Knowledge and Understanding

Knowledge of the National Primary Strategy and the National Curriculum; A thorough knowledge and understanding of the revised National Curriculum,

Foundation Stage Profile and National Strategies for English and Mathematics; Experience of using ICT effectively both in curriculum planning and teaching; Understanding of your responsibilities under the SEN Code of Practice & Child Protection

Procedures; Knowledge and experience of developing a purposeful learning environment; Respect for pupils’ social, cultural, linguistic, religious and ethnic backgrounds with an

understanding of how these may affect their learning; Commitment to equal opportunities and inclusion.

A & IA & I

Application

A & IApplication

A & IA & I

Planning, Expectations and Targets

Knowledge and experience of applying a framework of curriculum planning which:- Includes long and short term plans;- Requires learning objectives and success criteria to be identified for classes, groups and individuals;- Enables monitoring, assessment and recording of pupils’ progress.

Understands the role of Target Setting in improving rates of progress and raising attainment;

Know and use local and national statistics to evaluate the effectiveness of teaching; Understanding the role of other professionals in maximising pupils’ learning; Partake in holiday clubs for pupils as required (For example, Easter Club, Saturday

School)

Interview

InterviewInterviewInterviewInterview

CATEGORY Essential DesirableEvidence

(Interview &

Application)

Teaching and Class Management

Organisational and time management skills to enable effective teaching of whole class, groups and individual pupils;

Knowledge and experience of interactive teaching methods and collaborative group work, which enable pupils to take responsibility for their own learning;

Experience of enabling pupils with different learning needs and of varying abilities to maximise their learning through provision of differentiated activities;

Awareness of equality issues, including maximising opportunities to explore and promote equality and raise awareness of diversity through teaching and learning;

A thorough knowledge of a range of behaviour management strategies and how to implement them effectively in line with agreed school behaviour policy.

Interview

Application

Interview

Application

Interview

Work-related Personal Requirements

Suitability to work with children Application

School Specific

A thorough understanding of the core subjects (Mathematics & English) and the delivery of these to ensure maximum pupil attainment and progression.

Interview

APPENDIX 14 Person Specification Post Title: General/tba

School: Name of Applicant:

Post Title: Date:

CATEGORY/ITEM ESSENTIAL DESIRABLE NOTES

Qualifications- Qualifications specific to the role- Well written application

Experience Education and Training

- At least a good level of general education & relevant training

- Experience of working with groups of pupils and individuals to secure good progress

- Proven track record (where applicable)

Knowledge and understanding- A good understanding of how to

get the very best out of all children relevant to career stage

- Evidence of educational research- Behaviour & classroom

management

Skills/Aptitudes- Ability to Teach Like a Pro (strive

for excellence, receive & act upon feedback, be responsive to parents, conduct & develop a stimulating learning environment)

Personal Attributes- Trust Values (Team player, Work

Ethic, Positivity & Ambition)

Specific requirements- Suitability to work with children

(safeguarding)- ADD additional requirements

according to specific job role

Vision: All children make at least good progress; no underperforming cohorts, groups or schools; all teachers enabling good or better learning; schools aim to be outstanding

APPENDIX 15 Model Job Description (Teacher)

JOB DESCRIPTION

School: Pay Range:

Job Purpose

To carry out the professional duties of a teacher as circumstances may require and in accordance with the academy’s policies under the direction of the Principal.

Areas of Responsibility and Key Tasks

Planning, Teaching and Class ManagementEnsure quality first teaching every day so that all lessons are ‘good or better’ by adopting and understanding The Forge Trust’s approach to teaching and learning (Towards Effective Learning) by:

identify clear learning objectives and success criteria for each lesson; setting tasks which challenge pupils and ensure high levels of interest; setting appropriate and demanding expectations; setting clear personalised targets, building on prior attainment; identifying SEN or academically more able (AMA) pupils; identify assessment opportunities when planning, and ensure curriculum

coverage; manage time effectively; maintaining discipline in accordance with the school’s procedures; encouraging good practice with regard to punctuality and behaviour; use a variety of teaching methods, and vary teaching approach

accordingly; ensure pupils acquire and consolidate knowledge, skills and

understanding; evaluate own teaching critically to improve effectiveness; ensure effective and efficient deployment of classroom support; provide good models (WAGOLL) and effective demonstrations in lessons; encourage pupils to think and talk about their learning; encourage pupils to develop self- control, perseverance and

independence; develop pupils speaking and listening skills; providing clear structures for lessons maintaining pace, motivation and

challenge.

Monitoring, Assessment, Recording, Reporting

assess how well learning objectives have been achieved and use them to improve specific aspects of teaching;

encourage pupils to self and peer assess and further each other’s learning;

mark and monitor pupils' work and review targets for progress; assess and record pupils' progress systematically and keep records of

pupil data; follow the trust’s marking and feedback policy, and provide daily

personalised assessment for learning opportunities in Mathematics and English;

undertake assessment of students as requested by examination bodies, departmental and school/trust procedures;

prepare and present informative reports to parents.

Curriculum Development have lead responsibility for a subject or aspect of the school's work and

develop plans which identify clear targets and success criteria for its development and / or maintenance;

contribute to the wider life of the whole school.

Whilst every effort has been made to explain the main duties and responsibilities of the post, each individual task undertaken may not be identified. Employees will be expected to comply with any reasonable request from a manager to undertake work of a similar level that is not specified in this job description.

This post is subject to the current conditions of employment for Class Teachers contained in the School Teachers' Pay and Conditions Document, the 1998 School Standards and Framework Act, the required standards for Qualified Teacher Status and Class Teachers and other current legislation. This job description should be read in conjunction with 'Clarification notes on the exercise of professional duties for all teachers, other than head teachers' contained at Appendix A. This job description should be read in conjunction with 'Clarification notes on the exercise of professional duties for all teachers, other than head teachers' contained within Parts XI and XII of the School Teachers’ Pay & Conditions Document.

This job description may be amended at any time following discussion between the Principal and member of staff, and will be reviewed by The Forge Trust annually.

Vision: All children make at least good progress; no underperforming cohorts, groups or schools; all teachers enabling good or better learning; schools aim to be outstanding

APPENDIX 16 Model Advert (The Forge Trust) The Sir Donald Bailey AcademyBailey RoadNewarkNG24 4EP

Tel: 01636 680142

Email: office@sirdonaldbailey.co.uk Website: www.sirdonaldbailey.co.uk

Principal: Mr Lee Hessey l.hessey@sirdonaldbailey.co.uk Vice-Principal: Mr Jamie Macintyre j.macintyre@sirdonaldbailey.co.uk Roll: 504

We are seeking an experienced, dedicated KS2 teacher to start in September 2017 Do you think pupil achievement in Mathematics and English is paramount? Do you have a track record for raising pupil achievement? Do you have a strong work ethic? Do you always put children first?

Do you aim to ‘teach like a pro’ and: Go far beyond the requirements of any written contract? Show respect for and take responsibility in educational research and evidence? Receive collegial (group) feedback? Strive for Excellence? Receive and act upon continuous feedback? Partake in rigorous training and value feedback? Respond positively to parents? Adhere to the staff ‘code of conduct’?

If the answer to the above is ‘Yes’ to most of the above then we would love to hear from you!

The Forge Trust is a new and expanding Multi-Academy Trust that specialises in raising the achievement of children who predominantly live in white working-class areas of the East Midlands. Our mission is to become the best performing Primary Multi-Academy Trust in the country.

We can offer: Support and tailored CPD opportunities in line with your ambition; A warm and welcoming, forward thinking school; A Multi-Academy Trust that focuses on the most important aspects of children’s education Excellent facilities A collaborative learning community where all schools in the trust work together with the

aim to give children ‘the best deal possible’.

Closing date for applications is Wednesday 29th May Short listing will take place on Thursday 30th May Interviews will be held on Friday 31st May

Our Trust Values are: Work-ethic, Team player, Respect, Discipline, Positivity and Ambition. We believe in The Forge Trust Motto ‘Labor Omnia Vincit’ .

Candidates must note that we are committed to safer recruitment and they must be able to provide proof of identity on the day of interview. The successful candidate will undergo an enhanced CRB check prior to appointment.

Visits to the school are warmly welcomed. For further information please visit our website www.sirdonaldbaileyacademy.co.uk and see the ‘vacancies’ section.

APPENDIX 17

Guidance notes for completing application formsThese notes have been put together to help you complete your application form. Please read them carefully, along with any other information supplied, before you start.

Candidates will be short listed solely on the information supplied in the application form, measured against the person specification.  Be clear that you can demonstrate that you meet the essential requirements of the person specification before proceeding.

Successful candidates must fully meet all the essential criteria e.g. qualifications, experience and any other requirements in relation to working with children and young people. If you are shortlisted the interview process will be designed to assess your ability to meet the essential requirements of the post (including suitability to work with children). For shortlisted candidates any discrepancy or anomalies in the information provided or issues arising from references will be followed up during the interview.

Migrant workersIf you are a non-European Economic Area migrant wishing to work in the United Kingdom, we recommend you visit the UK Border Agency website. The website provides key guidance and information provided by the Government for UK on employing migrant workers, including those under the new points based system which came into force on 27 November 2008. Please see the Home Office, UK Border Agency, Points Based System website: www.ukba.homeoffice.gov.uk/employers.

In order to comply with the provisions of the Illegal Working Regulations, employers are required to see and retain copies of documentary evidence that confirms the entitlement of all new employees to work in the UK.If you are shortlisted you will be asked to take your documents to the interview where the Appointing Officer will photocopy these and check your right to work in the UK for the purposes of the Illegal Working Regulations.If you are the successful candidate copies of your documents will be kept on file. If you are unsuccessful then copies of your documents will be destroyed.

Filling in the formPlease note CVs will only be accepted if accompanied by a fully completed

application form. We will not make any assumptions about your abilities and do not take into

account any previous applications or any prior knowledge of you. The form needs to be legible and should be completed in black ink or typed. It may be helpful to make a rough draft of the form and to retain a copy. If the advert states the post is available for job share, make sure you indicate if

you want to apply on that basis. If you would like to receive the form in an alternative format, please contact

the school office.

1. Personal details Enter fully and clearly your details in block capitals.  If you do not have an NI number, contact your local Department for Work and Pensions (DWP) office.

2. Employment State clearly your present or last employer’s name, address and post held.

3. Previous employment Enter names and addresses of all past employers starting with the most recent. You can also include work experience placements, holiday jobs or voluntary work, in which you have developed skills relevant to the job.

4. Post 16 Education and Training Provide full details of your education at secondary level and above, where applicable.  Include details of any special skills training, day release, evening classes or other relevant knowledge.  If a qualification has been asked for, make sure you give all the information required and levels of any examinations taken. You will be expected to provide documentary evidence if invited for an interview.

5. Information in support of your application This section is very important.  It gives you the opportunity to detail why you are the best person for the job and why you are applying.  Use the job description and person specification as a guide, and focus on how your skills, knowledge and experience meet the job requirements, giving specific examples. Also include any voluntary work you may have been involved in, experience at school or any relevant experience outside work.

6. Referees Give the name and address of two people who can provide a reference in support of your application. One of these must be your manager in your present (or most recent) employment (or tutor/head teacher if in full time education).

If you are applying for a teaching post and are not currently employed as a teacher, we will need to contact the school, college or local authority at which you were most recently employed to confirm details of your employment and the reasons for leaving. (This is a requirement under Paragraph 70 of the statutory guidance for schools entitled ‘Keeping children safe in education 2015’.

If you are applying for the post of head teachers one of your two references must be from your current LA and the other reference from your current/last employer.

If you are currently unemployed please give details of your manager in your most recent employment if possible and / or a suitable alternative.  Please note that members of your family friends and relatives are not acceptable referees. The Authority and school you are applying to work in reserves the right to

approach any previous employer or manager as part of the pre-appointment checks.

Please note that references will be sought on all short listed candidates before an interview.

7. Disclosure of Criminal Background If the post you are applying for requires a Disclosure and Barring Service (DBS) check, you must provide information about all convictions.  The post will be exempt from the Rehabilitation of Offenders Act 1974 and rules relating to ‘spent’ convictions do not apply.

The amendments to the Exceptions Order 1975 (2013) provide that certain ‘spent’ convictions and cautions are ‘protected’ and are not subject to disclosure to employers and cannot be taken into account. Guidance and criteria on the filtering of these cautions and convictions can be found on the DBS website www.gov.uk/government/publications/dbs-filtering-guidance/dbs-filtering-guide

It is important to note however that some cautions and convictions will never be filtered off a DBS record and must be disclosed by a prospective employee. Please refer to the guidance in the filtering guide in the above website or find the specific link to this list of information at www.gov.uk/government/publications/dbs-list-of-offences-that-will-never-be-filtered-from-a-criminal-record-check

Following the interview process, if you are the preferred candidate, you will be required to complete a DBS application form.

If you have queries about the DBS check, or would like a copy of the DBS Code of Practice, please contact the Business Support Centre, tel: 0115 977 2727 (Option 1, Option 3) or visit the DBS website: www.gov.uk/disclosure-barring-service-check 5 .

8. Health/Medical DetailsSuccessful applicants will be required to complete a confidential medical questionnaire and may be required to undergo a medical examination.

9. Equalities   Act 2010 Information disclosed in this section is to enable a fair decision to be made and not to discount applicants. It is used to ensure appropriate support is offered through the selection process and to guarantee disabled applicants who meet the essential shortlisting requirements an interview.

10. DeclarationYou will need to sign and date your application form to declare that all information is correct. You also need to confirm that you:

are not on the Children’s Barred List and not disqualified from working with children;

are not subject to sanctions imposed by a regulatory body eg. National College for Teaching and Learning;

have the legal right to work in the UK. (You will be asked to provide documentary evidence of this prior to commencing work with the Authority.);

If you are going to send the completed form by e-mail, you will be asked to sign the form, if selected, at the interview.

Equality and diversity monitoringThe FORGE Multi Academy Trust has an Equality Policy and it is important that you provide the information requested on the Equality and Diversity Monitoring Form. It will help us to better monitor the fairness and effectiveness of our employment practices. This part of the form will not be used to shortlist applicants for interview and will not be viewed by the recruitment panel. You are also assured that the personal information you provide will be treated in the strictest confidence and will only be used to monitor the fairness and effectiveness of our service delivery and employment practices. Returning completed formsYou should ensure your completed application is received before the closing date specified on the job advert. Late applications will not be considered.You can return your completed application via e-mail to:

_________________________Post or by hand to: __________________________________

Further information If you are offered a post in a school after an interview you may be subject to further checks if they are applicable to the post. These checks are Disqualification under the Childcare Act check and the Prohibition from teaching check.

APPENDIX 18

APPLICATION FORMThis form is also available in other formats. Please complete ALL sections. This part of the application form WILL be used to shortlist candidates for interview.

POST APPLIED FOR: NAME OF SCHOOL:

SOURCE OF ADVERT: CLOSING DATE:

1. PERSONAL DETAILS (please complete in block capital letters)

Surname: Forenames:

Title by which you wish to be referred: (Mr/Mrs/Miss/Ms/Other)

Date of Birth:

Address for Correspondence/Permanent Address:

Postcode: Mobile telephone no:

Home telephone no: e-mail address:

Work telephone no: Teacher Reference Number:

National Insurance No:

2. PRESENT OR LAST EMPLOYER

Name and address of employer:

Postcode: Job title/Post:

Nature of business:

Present annual salary or weekly wage (gross):

Hours/sessions worked per week:

Date appointed: Reason for leaving or for seeking other

employment:

Brief description of duties:

Notice required:

3. PREVIOUS EMPLOYMENT

(Starting with the most recent first). Include work/voluntary experience and any periods of unemployment. (Please continue on separate sheet if necessary)

Employer name & address

Job title/post Grade & salary/wage

Full or part-time (if part-time, give hours or sessions)

Dates (month/year)

Reason for leaving

From To

4. EDUCATION, TRAINING & QUALIFICATIONS

(Please continue on separate sheet if necessary)

Secondary School/College/University

Dates Qualifications gained (state level)

Grade/class of degree

Date

From To

OTHER RELEVANT TRAINING COURSES ATTENDED (Please continue on separate sheet if necessary)

Organising Body Course title Length of course

MEMBERSHIP OF PROFESSIONAL BODIES

Name of body Type of membership Date obtained

Our Trust Values are: Work-ethic, Team player, Respect, Discipline, Positivity and Ambition. We believe in The

Forge Trust Motto ‘Labor Omnia Vincit’ .

5. INFORMATION IN SUPPORT OF YOUR APPLICATION

Please give details of any relevant experience, skills or knowledge to support your

application. Be concise but make sure that you cover ALL the essential points of the person/employee specification. Please use no more than 1500 words.

NOTE: Your response to this section is extremely important and will be the basis of the short-listing panel's decision to invite you for interview.

6. REFEREES

Please provide details of two referees below. Friends and relatives are NOT acceptable

referees. One of the referees must be your present/or most recent employer and normally no offer of employment will be made without reference to him/her. If you have not previously been employed, then Head Teachers, College Lecturers, or other persons who are able to comment authoritatively on your educational background and/or personal qualities, are acceptable as referees. If you are a Forge Trust employee you must state your current line manager as your first referee. The Forge Trust reserves the right to approach any previous employer or manager. Where references are taken up on shortlisted candidates prior to interview, an opportunity will be given to discuss the content of references with the interviewing panel.

Name (Referee 1): Name (Referee 2):

Status: Status:

Organisation (if appropriate):

Organisation (if appropriate):

Address: Address:

Postcode: Postcode:

Telephone No: Telephone No:

Email address: Email address:

How long known? How long known?

Do you give consent to us contacting your present employer prior to interview?

YES NO

7. HEALTH/MEDICAL DETAILS (Optional-to support the trust in making any reasonable adjustments )

Number of days off sick in the last 2 years?

Reasons for absences:

Name of any medical conditions:

Successful applicants will be required to complete a confidential medical questionnaire and may be required to undergo a medical examination. Details of your sickness absence will also be requested from your employment referee.

8. DISCLOSURE OF CRIMINAL BACKGROUND

The Forge Trust is required under the Police Act 1997, the Protection of Children Act 1999 and the Criminal Justice & Court Services Act 2000 to check the criminal background of those employees whose jobs give them access to children or other vulnerable members of society. Decisions to appoint will be subject to consideration of a disclosure from the Disclosure & Barring Service.

If the post for which you are applying requires a Disclosure & Barring Service check, you must provide information about ALL convictions, as the post is automatically exempt from the Rehabilitation of Offenders Act 1974 and rules relating to 'spent' convictions do not apply.

If the post for which you are applying does not require a Disclosure & Barring Service check, you are still required to answer the following questions but you do NOT need to disclose convictions which under the Rehabilitation of Offenders Act 1974 are considered as 'spent.' Please refer to the enclosed information regarding the Rehabilitation of Offenders Act 1974.

Please answer the following questions.

Have you ever been convicted of a criminal offence?

YES NO

Have you ever been cautioned for a criminal charge?

YES NO

Are you at present the subject of a criminal charge?

YES NO

If YES to any of the above questions, please give brief details including dates.

The Forge Trust’s Policy Statement on the Recruitment of Ex-Offenders is available on request.

The Forge Trust is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment. Successful applicants will receive the trust’s Safeguarding Policy that outlines the duties and responsibilities of the employer and all employees.

9. GENERAL

Do you hold a current full driving licence? YES NO

Do you have regular use of a vehicle? YES NO

You are required to declare below any relationship with or to a Member, Trustee or Employee of The Forge Trust.

Please state name and position:

Have you ever been the subject of formal disciplinary proceedings? If yes, please give details including dates below.

YES NO

This information is required, including that related to warnings regarded as "spent" in order for the Forge Trust to ensure safe recruitment and meet its obligations, for relevant appointments, to safeguard vulnerable users of the Trust’s services. However, you should be aware that any disciplinary history declared will not automatically prevent or inhibit appointment and will depend on the dates and circumstances related to the disciplinary action, outcomes and the type of post being applied for. Note that you are also required to include information if you were subject to a disciplinary process but resigned before it was completed.

10. EQUALITY ACT 2010

Disabled applicants who meet the essential shortlisting requirements will be guaranteed an interview.

11. DATA PROTECTION ACT

The personal information collected on this form will be processed on computer to manage your application. If successful, your personal information will be retained whilst you are an employee and used for payroll, pension and personnel administration. It will not ordinarily be disclosed to anyone outside the Trust without first seeking your permission, unless there is a statutory reason for doing so. This Trust is under duty to protect the public funds it administers and to this end may use the information you have provided on this form for the prevention and detection of fraud. It may also share this information with other bodies responsible for auditing or administering public funds for these purposes.

12. DECLARATION

If you return your application form to us by email and you are subsequently invited to interview, you will be required to sign a printed copy of your form.

I declare that, to the best of my knowledge and belief, the information given on ALL parts of this form is correct. I understand that, should my application be successful and it is discovered subsequently that information has been falsified, then disciplinary action may be taken which may include dismissal from the post.

I confirm that I have a legal right to work in the UK and if this application is successful, I undertake to produce appropriate documentary evidence to prove this, prior to commencing work with The Forge Trust.

Signed: Date:

Please return your completed form BY POST / BY HAND to arrive by the closing date to: the contact name and address shown in the advertisement / information pack. If you have not received a reply within the next 6 weeks, you should assume that your application has been unsuccessful.

EQUALITY AND DIVERSITY MONITORING FORM

The Forge Trust Equality in Employment Statement

This part of the application form will NOT be used to shortlist candidates for interview and will NOT be viewed by the Recruitment panel.The Forge Trust, together with the recognised Trade Unions and self-managed workers groups, is committed to the development of positive policies to promote equal opportunities in employment and in the delivery of our services, regardless of race, disability, gender, belief or religion, age, pregnancy and maternity, gender reassignment, marriage and civil partnership or sexual orientation. This commitment will apply to recruitment and selection practices, training and promotion, in the application of national and local agreements, in respect of pay and conditions of service and in the provision of all services. One aim of this policy is to make sure that you and other applicants for jobs are not discriminated against. The policy also aims to make sure that you are not disadvantaged by job conditions or requirements that are not relevantOur workforce profile data is collected against categories which are determined through the National Census of the UK population. The categories on this form reflect those which the Office for National Statistics advises are likely to be used in the next census.In order to monitor and ensure the successful development of this policy, all applicants for jobs are requested to complete the Equality and Diversity Monitoring information detailed below and overleaf.

Please tick as appropriate:

Your gender - are you: Male Female Transsexual / Transgender

Your age: 16-25 26 - 35 36 - 45 46-55 56 and over

I would describe my ethnic origin as: (please note this question does not refer to your nationality / country of origin)

White:

English

Other British

Irish

Other white background (please describe):

     

Black or Black British: Asian or Asian British:

African Indian

Caribbean Pakistani

Bangladeshi

Chinese

Other Black background (please describe):

     

Other Asian background (please describe):

     

Mixed (dual heritage): Other ethnic group:

Asian and White Arab

Black African and White Gypsy

Black Caribbean and White Irish Traveller

Romany

Other mixed background (please describe):

     

Other ethnic group, (please describe):

     

What is your religion or belief?:

No religion / belief

Christian Buddhist Hindu Jewish Muslim Sikh

Other religion (please describe):

     

Other belief (please describe):

     

What is your sexual orientation?: Heterosexual Bisexual Gay man Lesbian

If you consider yourself to be disabled, please specify:

Communication Hearing Learning Mental Health

Mobility Physical Visual Other      

Please give further details below if you wish:

     

How did you find out about this vacancy?

NCC website Teaching Opportunities Website (please specify)

     

JobCentrePlus Word of Mouth NCC Employee Support Group (please specify)

     

Job Fair Local Press (please specify)

     

Other (please specify)

     

Opportunities in Nottinghamshire Bulletin

National Press (please specify)

     

December 2017 Version 1

APPENDIX 19

Information for applicants – Introductory letter

Dear [name], Thank you for your interest in the post of _____________ at ‘The _____________ Academy. Please find enclosed an application form and relevant information relating to this post: Schools should include (Job Description/Person specification/Application form and guidance notes/Terms and Conditions of the post (working hours/pay band/all year/TTO)/School information/Safeguarding policy/Date of interview (details of the interview process can be given at a later stage to shortlisted candidates only)If you wish to visit the school before deciding whether to apply for the post please contact [Name].

‘The _____________ Academy’ is committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment. Please note that in line with the safeguarding requirements, if you are shortlisted,

- References will be requested prior to interview from your current or last employer. Referees may also be contacted by telephone.

- you will need to bring with you to the interview original documentation to prove your identity and that you have a right to work in the UK

- you will need to bring with you to the interview original qualification certificates essential to the post.

Further details will be given if you are invited to an interview. Please also note that if you are successful for teaching post in a school you will also be subject to a prohibition from teaching check and for certain posts in schools a disqualification under the childcare act 2006 check will also be required if you work in certain settings.

The FORGE Trust, together with the recognised trade unions, is committed to the development of positive policies to promote equal opportunities in employment and in the delivery of our services, regardless of age, disability, gender reassignment, race, religion or belief, sex, sexual orientation, marriage and civil partnership, pregnancy and maternity or trade union membership status. This commitment will apply to recruitment and selection practices, training and development, promotion and in the application of national and local agreements in respect of pay and conditions of service. Disabled candidates who meet the essential requirements of the post will be guaranteed an interview.

Completed application forms should be returned to ________________ (by hand to __________________, by post to ____________________ (please ensure the correct postage is used to ensure your application is received on time) by email to _____________

Please note that only fully completed application forms will be accepted and the school will not accept CVs in lieu of the application form.

If you have any queries or questions about the post please do not hesitate to contact the school office _________________________________.APPENDIX 20 Interview Invitation letter (Teacher)

*To be written on school letter headed paper*

Dear (Name of candidate)

Ref: (Name of Job Title at………..…..)

Following the receipt of your application for the above post, I have great pleasure in informing you that you have been short - listed and therefore I would like to invite you for an interview on (Date).

The interview will take place at (Time) and will be held at (Location). I have enclosed a map and directions for your information. On arrival please register at main reception where someone will come to collect you.

The purpose of the interview is to assess your suitability for the above post, and give yourself and the interview panel of (at least 3) people, an opportunity to gain further information before making a successful appointment. During the interview process we may seek further clarification on information provided to us on the application form. Safe guarding and promoting the welfare of children is one of our highest priorities and as such the interview has been designed to assess your suitability to work with children and will include questions regarding safeguarding and promoting welfare of children.

The usual interview process will consist of:

30 Minute Test Exercise 45 Minute Panel Interview 10 Minute Informal questions to panel from Candidate

The selection process and interview questions have been structured around the person specification and job description that were provided to you with your application.

When attending your interview please can you ensure you bring with you your original documents confirming your qualifications gained and at least one form of identification for verification purposes, i.e. valid passport or drivers licence.

I would be grateful if you could confirm your attendance by calling (Name) on (Telephone No.)

I look forward to meeting you on (Interview Date).

Yours sincerely,

Signed (Principal)

Appendix AThis is to accompany the short-listing letter to candidates

Identity & Criminal Records Bureau DisclosureAs successful candidates will also need to obtain an enhanced Criminal Records Bureau Disclosure you should bring with you original documents which verify your identify and meet the requirements of the DBS. These are listed below.

Valid Passport (any nationality)

UK Driving Licence (Full or Provisional) England/Wales/Scotland/Northern Ireland/Isle of Man, either photo card or paper.

Original UK Birth Certificate (issued within 12 months of date of birth) full or short form acceptable including those issued by UK authorities overseas, such as Embassies, High Commissions and HM Forces.

Asylum and ImmigrationYou should also bring with you an original document that proves your eligibility to work in the United Kingdom if you are a non- European Union citizen candidate.QualificationsPlease bring with you evidence of your qualified teacher status (eg PGCE Certificate of Education etc) and also evidence of further professional qualifications which you will have included on your application form. Please note that a DCSF reference number itself is not itself proof of QTS. Prevention of Illegal Working RegulationsIn order to comply with the provisions of the Illegal Working Regulations, employers are required to see and retain copies of documentary evidence that confirms the entitlement of all new employees to work in the UK.The Appointing Officer will check your right to work in the UK for the purposes of the Illegal Working Regulations.Please note that on day one of the interview process you should bring original documents with you, in support of your qualifications and right to work in the UK together with a copy of the same documents as detailed in the attached lists.If you are the successful candidate, copies of the documents will be retained on your personnel file. If you are unsuccessful then copies of your documents will be destroyed.

APPENDIX 21 Conditional Offer Letter (Teacher)

*written on letter headed paper* Monday 5th September

2016

Dear ********,

RE: Job Offer (conditional)

Thank you for attending the recent interview with us. We very much enjoyed meeting you and observing your lesson, and I am now pleased to make you an offer of employment as a class teacher starting on ******************.

Full details of the terms of employment are in your contract of employment. Two copies of your contract of employment will be sent to you by post on **************. As I am sure you will understand, this offer must also be conditional upon all of the following being satisfactorily complied with:

Our obtaining two references for you which are satisfactory to the school; You showing us the certificates to all of your qualifications; A satisfactory DBS (Disclosure Barring Service) check.

To accept this offer please sign and date both copies of your contract and return one of them to ************* as soon as possible.

The team at The *********** Academy are all looking forward to working with you, investing in you, and making you a better teacher.

We hope very much that you choose to accept this offer.

Yours sincerely

Name (Principal)

APPENDIX 2 2 Reference request letter

*To be written on letter headed paper*

CONFIDENTIAL

Dear ********,

(…….) School

Appointment of –

Name of Applicant –

Current Post

The above mentioned has applied for the post of * at this school and has given your name/organisation as a referee.

I should be grateful, therefore, if you would complete the attached form to indicate her/his suitability for this post together with an indication of whether you are able to recommend this applicant without reservation. Please complete all relevant sections using additional sheets if required.

Include for teaching postsIn accordance with the School Staffing (England) (Amendment) Regulation 2012 - as the applicant is applying to work in a teaching post , please provide accurate information in writing about whether or not this applicant has in the preceding two years to this application , been subject of capability procedures in a school. If applicable, please give written details of the concerns, the duration of the proceedings and the outcome.

A reply by * would be greatly appreciated (and I enclose a pre-paid envelope for your convenience). This reference is invited on the understanding that it will be available for inspection by the applicant. Please ensure, therefore, that this reference is factual and does not contain any material mis-statement or omission. Where it is not possible to provide specific information as requested, please indicate the reasons for this.

Please note that I may telephone you to seek further clarification if necessary.

Thank you for your co-operation

Yours sincerely

Name (Principal)APPENDIX 23 Reference Request Form (Teaching Staff)

Name of Candidate:

Post applied for:

Capacity in which known to you:

Current job title:

Current salary:

Known since:

If given the opportunity would you re-employ:

Qualities/Competencies Excellent

Good Poor

Quality of teaching

Subject knowledge in Mathematics

Subject knowledge in English

Marking & Feedback

Ability to Teach Like a Pro: To go beyond of the requirements of the written contract

Ability to Teach Like a Pro: To strive for excellence

Ability to Teach Like a Pro: To partake in educational research

Ability to Teach Like a Pro: To receive collegial (group) feedback

Ability to Teach Like a Pro: To receive and act upon continuous feedback

Ability to Teach Like a Pro: To partake in rigorous training

Ability to Teach Like a Pro: To value feedback

Ability to Teach Like a Pro: To be responsive to parents

Ability to Teach Like a Pro: To adhere to the staff code of conduct

Ability to create a stimulating and informative classroom environment

Trust Values: Effectiveness as a Team player

Trust Values: Work Ethic

Trust Values: Positivity

Trust Values: Ambition

Behaviour and classroom management

Do you know of any disciplinary action taken/outstanding in respect of this candidate? If yes please explain in your written reference

Yes No

Are you happy to share this reference with the candidate? Yes No

Have you any significant concerns identified through the Appraisal Cycle. If yes please explain in your written reference

Yes No

Has support ever been offered in relation to the Appraisal Cycle? If yes please explain in your written statement

Yes No

Have you any reason to doubt the honesty or integrity of the applicant? If yes please explain in your written statement

Yes No

Have you any concerns with the candidate’s suitability of working with children? If yes please explain in your written statement

Yes No

Are there any issues/concerns associated with, or any reason why, this person should NOT work with children? YES NO

Are there any issues relating to attendance? YES NO

If you are the current employer, please specify how many days illness the employee has had in the last 2 years, and give reasons why

Number of days illness

Reason for illness:

If you have answered YES to either of the above questions please elaborate below.

How would you recommend the candidate?

Not recommended Recommended Highly recommended

Name of Referee:

Job Title & Organisation:

Signature:

Date:

The Forge Trust

Bailey Road, Newark, NG24 4EP

Tel: 01636 680142 Fax: 01636 680045

E-mail: l.hessey@sirdonaldbailey.co.uk (CEO)

j.macintyre@sirdonaldbailey.co.uk (Deputy CEO)