RECRUITMENT SELECTION, SAFER RECRUITING CHILD PROTECTION

1. RECRUITMENT & SELECTION,SAFER RECRUITING & CHILD PROTECTION Presentation by: Ealing HR – Mark Nelson, Gillian Jennings, Andy Merryweather London Borough of Ealing

2. Purpose of Session Overview of key issues in the recruitment and selection of staff, with an emphasis on safer recruiting and child protection Opportunity for governors to identify areas that need to be addressed in their own schools

3. Responsibilities for recruiting in schools Governing Body has overall responsibility for staffing matters Governing Body decides numbers of staff and whether or not to recruit to a vacancy Expectation is that schools delegate recruitment decisions outside the leadership group to headteachers Recruitment to leadership posts is led by governing body Specific provisions around appointment of head and deputy head

4. Responsibilities for recruiting in schools Local Authority has certain rights to attend meetings, receive information and make representations Where recruitment decisions are delegated the governing body agree policies that impact on how delegated powers are exercised ie: Recruitment & Selection Policy Child Protection Policy Pay Policy

5. The legal framework for recruitment The legal powers of governing bodies for staffing matters are mainly set out in the Education (School staffing) (England) Regulations 2003 – these are made under sections 35 and 36 of the Education Act 2002 A number of checks have to be made on staff employed to work in schools, some of these are mandatory There are duties for all employers under legislation introduced to combat discrimination, covering race, sex, disability and age.

6. Some of the key steps in a recruitment process Recruitment Planning Meeting Advertising Shortlisting Interviewing Appointing

7. Recruitment Planning Meeting of selection panel recommended, especially for senior posts Vacancy/post review – look at documents (eg jd) Where and when to advertise Timescale for recruitment and setting dates Visits to school Method of selection – application form, testing, interview, presentations Details to be sent to applicants Safer recruitment aspects

8. The selection process Agree in advance how candidates will be tested against criteria for post Shortlisting & Interviews are standard methods Agree questions and what answers you are looking for Agree criteria for scoring Make time for selection panel to discuss the responses from candidates Consider the roles of advisers, especially for senior recruitment Arrangements for candidates with disability Arrangements to notify successful and unsuccessful candidates

9. Safer Recruitment Following Bichard enquiry report, number of recommendations made Recommendation 16 “Heads & School Governors should receive training on how to ensure that interviews to appoint staff reflect the improtance of safeguarding children” National College for School Leadership (NCSL) commissioned by DFES to provide training On-line training made available to schools from late 2005 Safer Recruitment Trainer Events (Jan – Mar 2007)

10. Safer Recruitment Recruitment & Selection Guidance Recruitment advertising, person specifications & applicant information to include a safeguarding statement. This should include reference to testing this in the selection process. Job ads should include a statement about the schools commitment to safeguarding & promoting the welfare of children, making it clear that the successful applicant will require a criminal record check via the CRB. Job Descriptions should include postholders responsibility for promoting & safeguarding the welfare of pupils at the school.

11. Safer Recruitment Recruitment & Selection Guidance (cont) Information packs should include a detailed statement about the schools commitment to safeguarding & promoting the welfare of children. JD, PS, CP Policy, school info, LA info, EO statement, interview procedure & requirement for references. Refer to the schools policies & procedures for child protection & security. State that the interview will include questions about safeguarding children

12. Safer Recruitment Recruitment & Selection Guidance (cont) Safeguarding Statement should include: Reference to the assessment & testing of applicants suitability to work with children in the selection process. Any discrepancies or anomalies in information provided will be taken up at interview. Current or previous employers will be contacted as part of the verification process. References should be taken up (and checked) before interview. Pre-appointment checks will be carried out if shortlisted Enhanced CRB check required.

13. Safer Recruitment Record Keeping Schools have received guidance from DfES on drawing up record of checks made on staff First stage of exercise was to provide numbers of CRB checks and List 99 checks required Next stage to complete any gaps in List 99 or CRB information School must maintain & hold list, not LA. Inspection teams will ask for evidence of up to date list from Jan 2007