1.1. Notes regarding all decisions will be made by a minimum of one panel member at all stages of the selection process and will be returned to the academy/studio HR contact in the recruitment file. 1.2. In the event that a candidate requests feedback on their performance via the academy/studio HR contact / BCET HR contact, this request will be passed to the Chair of the interview panel. The Chair will arrange to provide feedback, although he/she may delegate this duty to another panel member where appropriate. All feedback will be given verbally. Internal candidates who are unsuccessful at the short listing stage will be sent a letter offering a feedback service. 1.3. The choice of appointee will be determined by the majority view of the interview panel based on the procedures above. 1.4. At the end of the recruitment process all records will be completed and handed to the academy/studio HR contact / BCET HR contact who will retain them for at least six months in case of requests for feedback or the threat of litigation. 1.5. The academy/studio HR contact / BCET HR contact will make all verbal and written offers of employment. All offers are conditional upon receipt of satisfactory references, medical assessment, qualification checks, evidence of the employee’s right to work in the UK, List 99 check and any other appropriate pre-employment checks, including Disclosure & Barring Service checks. 1.6. In accordance with employment legislation, appointments will only be offered on a fixed term basis where objective grounds exist for not making the appointment permanent. 1.7. The academy/studio HR contact will keep line managers informed of the progress of pre-employment checks in order to determine a suitable start date and for the line manager to make the necessary arrangements for the induction of the new starter. 1.8. In the event that the successful candidate for the job leaves the role within 3 months or does not start, a reserve candidate (if applicable) can be offered the job subject to satisfactory pre-employment checks. 1.9. Ensure final data is included within the academy/studio single central register 2.
Safer Recruitment
2.1. In order to ensure safer recruitment BCET will: • •
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Ensure that when a post is advertised the detail sent to applicants makes clear the organisation's commitment to safeguarding and promoting the welfare of students. Ensure that the school description sent out to prospective candidates makes reference to the responsibility for safeguarding and promoting the welfare of students. Ensure that the person specification includes specific reference to suitability to work with students.
BCET Recruitment Procedures – v0 4 – July 2014
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Obtain and scrutinise all information from applicants during the recruitment process and take up and satisfactorily resolve any discrepancies or anomalies. Obtain independent professional and character references that answer specific questions to help assess an applicant's suitability to work with students and follow up any concerns. Conduct a face to face panel interview (with at least one panel member who has completed the safer recruitment training) to explore the candidate's suitability to work with students as well as his/her suitability for the post. Verify the successful candidate's identity. Verify, where necessary, that the successful applicant has all the academic or vocational qualifications claimed Check his/her previous employment history and experience and ask for explanations in any gaps in employment. Verify that s/he has the health and physical capacity for the job. Conduct the mandatory check list of List 99 and/or the Protection of Children and young people Act (PoCA) List and an enhanced disclosure criminal record check via the DBS (Note: a List 99 check is required prior to the commencement of employment if no valid DBS from a previous school is available and assuming there has not been a break in service greater than three months). When applicable from November 2010, ensure all workers are registered with the Vetting and Barring Scheme prior to commencing employment/voluntary work at the school. Check all employees right to work and eligibility documentation.. Ensure new staff are familiarised with our Child Protection Policies and Safer Working Practices.
2.2. Disclosure & Barring Service (DBS) – no-one will be employed by the Trust until he/she has been cleared by the DBS. 3.
Training
3.1. In addition to pre-selection checks, the safeguarding process includes training after recruitment to help employees to: • • • •
analyse their own practice against established good practice, and ensure their practice reduces the likelihood of allegations against them recognise their responsibilities and report any concerns about suspected poor practice or possible abuse respond appropriately to concerns expressed by a student work safely and effectively with students
3.2. BCET requires: • All staff will attend recognised Child Protection awareness training as soon as this can be arranged following their appointment • training levels are appropriate to staff contact with students and their responsibilities for child welfare within the academy/studio • the Designated Child Protection Officer will receive specific training to support their more enhanced role