Our service is dedicated to promoting safer hiring practices, exceeding the standards set by the DFE and going beyond the KCSiE 2023 requirements for pre-employment and background checks.
To ensure all documentation is readily accessible and fully prepared for review, we have a specialized compliance team. Every member of our staff is trained in safer recruitment practices.
We conduct in-person interviews with all candidates and carry out the following checks:
– Identity and Proof of Address: We comply with DBS ID verification criteria by requiring a current, original photo ID, such as a passport, new-style driver’s license, or National Identity card. Additionally, we require a minimum of two documents to verify address, typically including utility bills and a recent three-month bank statement.
– Right to Work in the United Kingdom: We verify all genuine British or European passports. For candidates from outside the UK or EU, we examine original documents or certified copies that prove eligibility to work in the UK, such as indefinite leave to remain, working holiday visas, student visas, or spousal dependence visas.
– Teacher Qualification Check: We confirm that all candidates hold QTS or QTLS by verifying with the Teacher Regulation Agency. We also ensure overseas-trained teachers possess qualifications equivalent to a British teaching degree or PGCE, verifying all original or certified documents.
– Enhanced DBS Disclosure: An Enhanced DBS disclosure is mandatory for every teacher and staff member. If a candidate already has a valid DBS from another registered organization, we verify its listing on the DBS Update Service. If not subscribed, we conduct a new DBS check.
– DBS Update Service: We ensure all staff members are enrolled in the DBS Update Service, allowing for current DBS checks at any time.
– Barred List Checks: We perform a barred list check alongside every new enhanced DBS or DBS update service check. Additionally, we conduct three-monthly update service checks to confirm no new information has surfaced since the original DBS certificate was issued.
– Overseas Police Checks: For candidates who have lived or worked abroad, we request an overseas police check if applicable.
– Prohibition Order Check: We verify that none of our employees, including teachers, are subject to disciplinary sanctions that would bar them from teaching. This includes checks for failed inductions or probations and Section 128 or EEA online checks.
– 2006 Childcare Disqualification Act: Every candidate signs a disqualification form at the beginning of the application process. If any issues arise during this stage, we do not proceed with the application.
– Online Searches: We conduct online searches on all candidates before the interview, including a Google search of their first name, last name, any disclosed former names, and known locations of residence.
– References: We obtain professional and employment references dating back at least four years. These may include recommendations from current or former employers, teaching placements, students, tutors, or character references from professional email accounts.
– Health Declaration: As part of the application process, we ask candidates to confirm their fitness to perform the duties of the position.
– Work History: We verify the work history of all employees, conducting checks and contacting previous employers for references before onboarding.
– Safeguarding Training: All employees are required to complete a 3-hour online child protection training course provided by the NSPCC. Certification is mandatory within two weeks of starting with us.
– KCSIE Policy: Within the first two weeks of employment, all staff must read and familiarize themselves with Section 1 of the KCSIE and Annex A. We require written confirmation that this has been completed.
