Safer Recruitment

Reaseheath College is committed to safeguarding and promoting the welfare of children and expects all staff and volunteers to share this commitment. Safeguarding children is everyone’s responsibility and good safeguarding practice has to be built into routine procedures and practice. Nowhere is this more important than in the recruitment and vetting of people who have contact with children.

It is vital that organisations which appoint people (including volunteers) to work with children adopt robust recruitment and vetting procedures that minimise the risk of employing people who might abuse children, or are otherwise unsuited to work with them. This includes all local authorities, and educational establishments, as well as agencies that supply staff to the education sector and those that contract with the education sector to provide services.

The College as part of its safer recruitment and selection process, undertakes a DBS check on all staff who will be working with children. In addition, the College requests:

A minimum of two written and verified professional references (where appropriate one of the references should be from the most recent employer where the person worked with, or was in contact with children)

Any previous academic and employment gaps are checked and verified (checking the reasons provided for any identifiable gaps)

Evidence of relevant qualifications and current memberships of professional bodies (sight of original certificates)

Evidence of Right to Work within the United Kingdom through checking the authenticity of pre-employment documentation i.e. passport: All offers of employment are subject to the above pre-employment checks. The College also provides training and updates for all staff in Safeguarding and Prevent (the duty to protect children from the risk of radicalisation).

Policy Statement on the Recruitment of Ex-offenders

It is a requirement of the DBS’s Code of Practice that all Registered Bodies must treat DBS applicants who have a criminal record fairly and do not discriminate because of a conviction or other information revealed. It also obliges Registered Bodies to have a written policy on the recruitment of ex-offenders; a copy of which can be given to DBS applicants at the outset of the recruitment process.

Download the policy statement on the recruitment of ex-offenders.

Data Protection

The information you provide on the application form will be used during the recruitment process. At no time will any information you supply be given to any other party unless your expressed permission is obtained. The information supplied will form the basis of the successful candidate’s confidential Personnel Records and may be stored electronically and manually. All information supplied by unsuccessful candidates will be securely destroyed after six months.