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Safer Recuitment Policy

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Date by which the school adopted the policy: September 2015

Anticipated review date: September 2017

Signed by Chair of Governors:

Signed by Staff:

Safer Recruitment Policy

Burlington C of E School is committed to safeguarding and promoting the welfare of children and expects all staff and volunteers to share this commitment.

In this context it is vital that the School applies recruitment and selection procedures that identify people who are unsuited to work with children.

The measures described in this policy should be applied in relation to everyone who has sole responsible for the care of children for any length of time and, at the discretion of the Headteacher, those who regularly come into contact with children in a supporting or voluntary capacity.

Burlington C of E School’s Safer Recruitment Policy and Child Protection Policy draws upon the recent DfE guidance Keeping Children Safe in Education (March 2015). Other key documents are: The Prevent Duty (July 2015), Working Together to Safeguard Children (2015), What to do if you're worried a child is being abused (March 2015),


1. To help deter, reject or identify people who might abuse children or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.

2. To operate such procedures consistently and thoroughly while obtaining, collating, analysing and evaluating information from and about applicants.

3. To seek to secure an ongoing safe and secure environment for children by ensuring all staff are suitably trained in recognising and responding to signs of abuse.

Recruitment Procedures

In order to ensure safer recruitment Burlington CE School will:

1. Ensure that when a post is advertised the advertisement makes clear the organisation's commitment to safeguarding and promoting the welfare of children.

2. Ensure that the job description makes reference to the responsibility for safeguarding and promoting the welfare of children and young people.

3. Ensure that the person specification includes specific reference to suitability to work with children.

4. Obtain and scrutinise comprehensive information from applicants and take up and satisfactorily resolve any discrepancies or anomalies.

5. Obtain independent professional and character references that answer specific questions to help assess an applicant's suitability to work with children and follow up any concerns.

6. 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 children as well as his/her suitability for the post.

7. Verify the successful candidate's identity.

8. Verify, where necessary, that the successful applicant has all the academic or vocational qualifications claimed

9. Check his/her previous employment history and experience.

10. Verify that s/he has the health and physical capacity for the job.

11. Conduct the mandatory check list of List 99 and/or the Protection of Children Act (PoCA) List and an enhanced disclosure criminal record check via the CRB (Note: a List 99 check is required prior to the commencement of employment if no valid CRB from a previous school is available and assuming there has not been a break in service greater than three months).

12. Ensure new staff are familiarised with our Child Protection Policies and Safer Working Practices.

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