The college is committed to safeguarding the welfare of children and young people and expects staff, administration and volunteers to share this commitment.
EMPLOYMENT OF STAFF
Application Forms and CVs
All candidates should submit a cv and complete sections of the college application form which are not addressed in the cv. Thus we require the following information:
Name and former names, address, date of birth and NI number
Qualifications with supporting evidence
Educational and employment history since secondary school
Disclosure of any association with the college (eg relatives who are currently employed by Ashbourne)
Personal qualities and interest
Disclosure of convictions and spent convictions (noting that we must disregard the Rehabilitation of Offenders Act 1974), disciplinary proceedings and allegations.
Provide two referees, including one, if relevant, from employment or service in a situation involving conduct with children.
Candidates should be advised that any false statement could lead to dismissal.
Job Descriptions and Personal Specifications
These should be included with the application form and make reference to the college’s commitment to safeguarding children.
The personal specs include specific qualifications, experience and competencies required for the job and how these will be assessed.
The job description includes the terms and conditions of the employment.
College Policies
These should be included with the application form and include:
Anti-bullying, racism, physical intervention and constraint, intimate care, internet safety, and local child protection safeguards and procedures.
In particular the college policy on child protection should be emphasized and how concerns should be raised.
Referees and Scrutiny of Applicants
Referees should be provided with a job description and personal specfication.
Referees should be asked to disclose any disciplinary proceedings or allegations against the candidate during their period of acquaintance.
Referees should state their relationship to the candidate during their period of acquaintance.
Referees should be asked to comment on the suitability of the candidate for work with children.
The college should ensure that all questions are answered and if not suitably followed up.
Interviews
The candidates should be informed beforehand what will be assessed at interview and be advised that eventually the college will have to verify identity, qualifications and make appropriate List 99 and CRB checks.
The interview should assess the motivation of candidates to work with children, their ability to form appropriate relationships with children and their emotional resilience to stressful situations.
Candidates should be asked to explain any discrepancies in their cvs, in particular unexplained gaps, dates which are inconsistent, repeated changes in employment, apparently with no purpose (eg moving from permanent employment to supply).
Candidates should be invited to ask any questions relating to the employment.
The interviews will normally be two stage with the second in company with at least 2 senior members of staff and, where possible, some students.
Conditional Offer of Employment
Employment will be offered conditional on:
Satisfactory references
Verification of identity and qualifications
List 99 and CRB checks
Verification of medical fitness
Satisfactory completion of an induction programmes
Induction Programme
The new employee should be inducted in:
College policies, including child protection
College procedures
Support for teachers
Expected conduct
How concerns should be raised
Monitoring
The school should keep records of staff turnover and reasons for leaving. Thus it should employ exit interviews.
Training is available through the National College for School Leadership
