Safer Recruitment Policy
INTRODUCTION
The purpose of this policy is to set out the requirements of the recruitment process and applies to all roles and to internal and external candidates.
The main aim of the Safer Recruitment Policy is to help ensure that those who may cause harm to students or are otherwise unsuited to working with them are identified and rejected, as well as outline the processes that the school uses when recruiting to fill vacancies.
Recruitment and Selection Procedure
FCLC aims to maintain a competent, flexible and quality-conscious workforce in the academic, activities and pastoral aspects of our programme. To this end, we ensure a recruitment process which encourages a diverse range of applicants to select the best person for each vacancy. At the same time, we aim to provide all employees with the opportunity to develop skills appropriate to their abilities and ambitions.
The aims of the recruitment policy are as follows:
• To ensure that the best possible candidates are recruited based on their merits, abilities and suitability for the position;
• To ensure that all job applicants are considered fairly and consistently;
• To ensure that no job applicant is treated unfairly on any grounds relating to any protected characteristic (as set out in the Equality Act 2010) that they might have;
• To ensure compliance with all relevant legislation, recommendations and guidance including the statutory guidance published by the Home Office and the English UK Accreditation Scheme;
• To ensure that FCLC meets its commitments to safeguarding and promoting the welfare of children and young people by carrying out all necessary pre-employment checks; and
• To ensure that employees are given the maximum opportunity to develop their careers and achieve their work potential.
FCLC has a principle of open competition in its approach to recruitment and will seek to recruit the best applicant for the job. The recruitment and selection process should ensure the identification of the person or people best suited to the job based on the applicant’s abilities, qualifications, experience and merit as measured against the job description and person specification. In filling any vacancy, FCLC will encourage applications from suitably qualified internal candidates wherever possible.
Vacancies for teaching staff are approved by the Academic Manager, vacancies for activity staff are approved by the General Manager, and vacancies for managerial positions are approved by the General Manager and the Operations Manager.
In general, only teachers with at least two years’ experience of teaching EFL to children, and who can work independently will be considered for teaching positions. We may consider one or two candidates each year who have less than two years’ experience but who show great aptitude for teaching, and who we feel would be a good fit for our programme. These teachers will be paired with a ‘buddy’ and will be given special oversight by the Academic Manager and Academic Supervisor. They will be observed teaching during their first week of work and will be given detailed feedback soon afterwards.
Applying to FCLC
All new, external candidates applying for a vacancy at FCLC are encouraged to complete an FCLC application form and submit a Curriculum Vitae and cover letter outlining their suitability for the role. Candidates attending for interview will be interviewed by the General Manager and the Academic Manager.
This post is considered regulated work with children under the Protection of Vulnerable Groups (Scotland) Act 2007. As a condition of employment, the successful candidate will be required to be a member of the PVG Scheme or make a new application to join the PVG Scheme.
An applicant’s PVG disclosure will contain conviction and other relevant non-conviction information. A conviction will not automatically prevent an applicant from being appointed. Each application will be considered on its merits, based on the nature of the position, the type of offence, and the relevance of the information to the role.
If the PVG check reveals information, we will conduct a fair and thorough risk assessment. All information will be treated in the strictest confidence. Any offer of employment is subject to a satisfactory PVG report.
Job Description and Person Specifications
A job description is a key document in the recruitment process and must be finalised prior to taking any other steps in the process. It will clearly set out the duties and responsibilities of the job. The person specification is of equal importance and informs the selection decision. It details the skills, experience, abilities and expertise that are required to do the job. The person specification will include a specific reference to suitability to work with children.
Interviews and Selection
The recruitment and selection will be conducted in a professional manner and in compliance with current employment legislation and relevant safeguarding legislation and statutory guidance. Selection techniques will be determined by the nature and duties of the vacant post. With the candidate’s permission, we will request to take up references before a contract of employment is offered, and all references will be sought directly from the referee. To confirm validity of the references provided, referees may be contacted directly.
Interviews will be face-to-face or conducted using Skype/Zoom/Teams where this is more appropriate for candidates, e.g. those living abroad. During the interview process, all candidates will be asked questions aimed at assessing their understanding of safeguarding practices and the responsibilities of the role for which they are being interviewed. Managers who conduct interviews are required to assess candidates objectively and all interview notes and any scoring or assessment used will be retained for no less than three months post interview.
For all successful candidates we will obtain two satisfactory written references which will be held in their personnel folder. Identity, Right to Work as well as qualifications and training records will be verified, and copies retained in their personnel file. Successful candidates will be required to complete a new starter form, and all personnel information will be submitted to the Fettes College Human Resources Administrator. All staff will be directed to a digital copy of the relevant Employee Handbook.
Internal Candidates
Existing or returning employees who wish to apply for a vacancy can do so by emailing [email protected], outlining their suitability for the role in a cover letter and providing an up-to-date CV. All candidates will be required to complete a selection procedure, which will assess against a range of criteria. The selection process is based primarily on several factors such as individual job performance, appraisal and/or manager’s evaluation of capability to assume more responsibility, experience, knowledge, skills and related qualifications, and career interests. These factors will be considered against the availability of openings and the relative qualifications of other candidates (including external).
Protecting Vulnerable Groups Scheme (PVG)
New PVG Scheme applications or PVG Scheme Updates are administered by the Human Resources Department for all staff. All employees are required to complete their part of the PVG Scheme application or a PVG Scheme Update (whichever is relevant) in a timely manner to obtain PVG clearance from Disclosure Scotland. Although no records are held on site apart from the PVG number on the individual’s employment record, the Scheme is ‘live’, and the school is alerted to any changes or notifiable events.
The Rehabilitation of Offenders Act 1974
FCLC follows the guidance issued on the exemptions from the Rehabilitation of Offenders Act 1974 for the purposes of assessing applicants’ suitability for employment purposes, voluntary positions, licensing and other relevant purposes. All staff working with FCLC have direct access to young people and, in practice this means that all applicants must disclose all previous and pending convictions, even if they are considered “spent” or be liable to prosecution. This includes driving offences. Apart from offences against children, a previous conviction will not automatically preclude an applicant from working at the school. All decisions will be made based on careful consideration of all the information available to us.
An applicant is unlikely to be considered suitable for employment if they have been found guilty of a serious offence involving violence or dishonesty, any sexual offence, any offence involving Class A drugs or the supply of any other illegal drug.
We undertake to discuss any matter revealed in the Disclosure Scotland PVG Certificate with the subject of that disclosure before considering withdrawing a conditional offer of employment.
Ongoing Employment
FCLC recognises that safer recruitment and selection is not just about the start of employment but should be part of a larger policy framework for all staff. We will, therefore, provide ongoing training and support for all staff, as identified through an Annual Appraisal process. Staff will be asked to read and sign the Code of Conduct for Staff, ensure they follow the Code during their employment and attend related training as required.
Induction and Training
All new employees will receive induction training suitable for their role from senior managers. All staff will receive Child Protection Training.
References on Leaving FCLC
FCLC takes the information in the provision of references seriously to ensure it assists other employers with their safer recruitment. FCLC will generally limit the information we provide in a reference to confirmation of start and finish dates and job title, although if any safeguarding or disciplinary issues have arisen during the period of employment, it will refer to any such issue. Further information or a full reference can be provided on request to prospective employers by asking them to email [email protected].