Appleford School
Recruitment and Selection Policy & Procedures
Introduction
1. The Directors of Appleford School are committed to safeguarding and promoting the welfare
of children and young people and they expect all staff and volunteers to share this commitment.
Part of this commitment is to ensure that all staff and volunteers who work or help at Appleford
School are suitable individuals to work in a school environment. Appleford School’s recruitment
and selection procedures have been developed to help to deter, reject or identify individuals
who may be unsuitable to work with children.
Procedures
2. All recruitment adverts will include a statement regarding the Directors’ commitment to
safeguarding and promoting the welfare of children.
3. All applications should be made using the Appleford School “Application for Employment
Form” appropriate to the post.
4. Job descriptions will make clear the individual’s responsibility for promoting and
safeguarding the welfare of children and young people they are responsible for or come into
contact with.
5. The Person Specification will include details of the qualifications and experience required for
the post, as well as the competencies and qualities that the individual should be able to
demonstrate and how they will be assessed during the selection process.
6. References will be sought for all short list candidates. Normally the interview should only
occur once the references have been received and clarified, in exceptional circumstances the
Headmaster or Bursar can decide to hold an interview without references, but the job offer will
always be made subject to satisfactory references. References will be obtained direct from the
referees. Only in exceptional circumstances will the Directors accede to a candidate’s request
to approach referees only if they are the preferred candidate.
7. Referees will be asked:
About the referee’s relationship with the candidate.
Whether the referee is satisfied that the person has the ability and is suitable to undertake
the job in question, and for specific comments about the applicant’s suitability for the post,
and how s/he has demonstrated that s/he meets the person specification
Whether the referee is completely satisfied that the candidate is suitable to work with
children, and, if not, for specific details of the referee’s concerns and the reasons why the
referee believes the person might be unsuitable
8. Any specific disciplinary issues. Any information about past disciplinary action or allegations
will be considered in the circumstances of the individual case. Such information may not
necessarily disbar the candidate from consideration. Cases in which an issue was satisfactorily
resolved some time ago, or an allegation was determined to be unfounded or did not require
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formal disciplinary sanctions, and in which no further issues have been raised, are less likely to
cause concern than more serious or recent incidents, or issues that were not resolved
satisfactorily. A history of repeated concerns or allegations over time is also likely to give cause
for further consideration.
9. Candidates will be asked to bring to interview documentary evidence of their identity which
will satisfy CRB and Home Office requirements. This will include either a current driving licence
or passport including a photograph, or a full birth certificate, plus a document such as a utility
bill or financial statement that shows the candidate’s current name and address, where
appropriate change of name documentation and a P45/P60 showing the individual’s National
Insurance number.
10. The interview will be carried out by a minimum of two persons. In addition to assessing the
applicant’s suitability for the post, the interview panel will also explore:
The candidate’s attitude toward children and young people
The candidate’s ability to support the Directors’ policy for safeguarding and promoting the
welfare of children
Whether there is anything the candidate wishes to declare in light of the requirement for a
CRB check
If references have not been received before the interview, the candidate will be asked if there
is anything they wish to declare or discuss in light of the questions that have been put to their
referees. In this case, the panel will confirm that, should the candidate be successful at
interview, the appointment will not be confirmed until the references have been received.
Offer of Appointment
11. An offer of appointment is conditional on:
The receipt of at least two satisfactory references
Verification of the candidate’s identity
A check of the ISA Barred List
An Enhanced CRB Disclosure
Verification of the candidate’s medical fitness
Verification of qualifications
Verification of professional status where required
Verification of their right to work in the UK
An oversees check (if required)
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17. Where
The candidate is found to be on ISA Barred List
The CRB Disclosure shows disqualification from working with children by a Court
The applicant has provided false information in or in support of the application
There are serious concerns about the applicant’s suitability to work with children
The facts will be reported to the police and/or the DfES Children’s Safeguarding Operations
Unit.
Post Appointment Induction
18. An induction programme will be produced for all newly appointed staff regardless of
previous experience. The content and nature of the induction process will vary according to the
role and the previous experience of the new member of staff but will include information on
Appleford School’s Child Protection Policy and Practices. The detail of this programme will be
agreed by the School’s designated Child Protection Officer.
Clive Gutteridge
Bursar
Dated : 26 September 2012
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