Statement of Selection & VettingThe safety and welfare of children is considered at all times and it is our policy to ensure that all relevant pre-registration checks are carried out by staff that are trained in procedures and understand their responsibilities.
We thoroughly vet all of our supply teachers to ensure suitability. Checks are completed prior to the first placement of a teacher and are repeated during service if required. The following checks apply to all personnel and, unless otherwise stated, are conducted prior to placement.
- Face to face interview
- List 99 check on all names that a candidate has held
- Have a current CRB check or are in the process of being checked
- Qualifications verified and if overseas they are verified by UK NARIC also
- References are obtained from previous employers (written or verbal)
- Registered with the GTC (or in process)
- Have permission to work in the UK
- Identity checks including the candidates address (within the last five years)
- Medical declaration
All teachers are required to undergo a CRB Enhanced disclosure check prior to placement. If a teacher has an existing disclosure we will
- Approach the registered counter signatory
- We send the attached letter to the counter signatory having sort permission from the teacher
A teacher can commence an assignment while an application is in process, however the School will be informed that the CRB has not yet been completed.
All teachers are subject to a check against list 99 prior to placement. This is undertaken after a face to face interview and a copy of the document is retained on the teachers file. Further checks are carried out every 6 months to ensure the teachers continued suitability to teach.
All teachers are required to provide details of at least two professional references, one of whom must be their previous/current employer and ideally both who are able to comment directly on their performance in the classroom. Both referees must be senior to the teacher and be contactable at their place of work or verifiable as having worked with the candidate at that place of work previously. Both VERBAL and WRITTEN references can be taken up and a candidate can be placed on the strength of one good verbal reference, although a follow-up for written confirmation must be sought.
Assignment reports – are undertaken for those teachers and instructors that have been on supply in a variety of schools for a significant period of time. They are also taken up at the end of any long-term placement via the agency.
All teachers must provide evidence that they hold qualified teacher status (QTS) or evidence of qualifications that are relevant to the role. Ideally we require original documentation but in the absence of this a letter confirming the qualification from the training provider or a notarised copy will be accepted.
All teachers, instructors and overseas qualified teachers must be registered with the GTC or be in the process of applying. Due to new legislation all candidates are encouraged to register with the GTC during the interview process. We check on a regular basis as to whether the teacher's registration is successful. If the teacher fails to register within an agreed time we make the decision to cease using the teacher.
All teachers attend a personal face-to-face interview with one of our trained consultants or directors prior to placement.
All teachers are required to provide two forms of photographic identification and two forms of identification that prove the candidates current address. All proof of name changes should also be provided.
Teachers are required to complete a medical health questionnaire at registration. The information given will be kept strictly confidential and used only to access needs in the workplace. If the teacher declares a condition that we feel may affect their ability to teach in the classroom we do require a letter from their GP.
Permission to Work
To comply with the Asylum and Immigration Act 1996 we ensure that the teacher has been given valid and subsiding leave to be in the UK by the Government and that leave does not restrict them in taking the job in question. We satisfy ourselves that the teacher is the rightful holder of any of the documents presented to us by checking:
- Photographic ID to ensure that we are satisfied that they are consistent appearance of the teacher
- Evidence of the candidates visa and the expiry dates
- Any United Kingdom Government stamps or endorsements to see if the work seeker is able to do the type of work we are offering and that the proposed hours are permissible
- Verbal feedback is gathered on all candidates following day-to-day placements, Schools then have the opportunity to advise if the teacher has carried out all the appropriate tasks they would expect from a supply teacher.
- Formal written feedback is gained following any long term placement (reference or assignment reports)
- We will log all incidents and complaints made by school or teacher
- Any misconduct of a serious nature is dealt with by Senior Management
- Any candidate who presents false documentation is referred to the Teacher Misconduct Division at the DCSF
- Any candidate who has an allegation made against them is immediately suspended and not placed in another school until the matter is resolved satisfactorily
The vetting and monitoring of a candidate is ongoing until the candidate leaves the active register. We feel it is important to check and monitor candidates to ensure schools are getting the best possible service.
All documents are photocopied and signed by the consultant as 'originals sighted'. These are kept in the teacher's personal file.