Safer Recruitment Policy
Tanglin Trust School is committed to safeguarding and promoting the welfare of all pupils in its care. As an employer, the School expects all staff and volunteers to share this commitment.
The aims and objectives of the Safer Recruitment Policy are:
To deter, reject or identify people who might abuse pupils or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.
To recruit the best candidate for the job, ensuring all job applicants are considered equitably and consistently based on the applicant’s abilities, qualifications, experience and merit as measured against the job description and the person specification.
To conduct the recruitment and selection of staff in a professional, timely and responsible manner and in compliance with current employment legislation.
Recruitment and Selection Procedure
To ensure equality of opportunity, the School will advertise all vacant posts to encourage as wide a field of applicant as possible. Normally this entails an external advertisement.
Any advertisement will make clear the School’s commitment to safeguarding and promoting the welfare of children.
All documentation relating to applicants will be treated confidentially in accordance with the Personal Data Protection Act 2012.
All applicants are required to complete a Tanglin Trust School application form (online or hard copy).
All applicants will be made aware that providing false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected, and possible referral to the police and other professional regulatory bodies.
A job description is a key document in the recruitment process and must be finalised prior to taking any other steps in the recruitment process. It will clearly and accurately set out the duties and responsibilities of the job role.
Included in the Job Description are the personal attributes required for this role, with details of skills, experience, abilities and expertise that are required to do the job. This also includes specific reference to suitability to work with children.
References for shortlisted faculty applicants will be sent for immediately after shortlisting. The only exception is where an applicant has indicated on their application form that they do not wish their current employer to be contacted. In such cases, this reference will be taken up immediately after interview and prior to any formal offer of employment being made. For Business Support staff, references will be sent for upon offer. Two professional / character references must be provided. These will always be sought and obtained directly from the referee and their purpose is to provide objective and factual information to support appointment decisions. Any discrepancies or anomalies will be followed up. Direct contact by email or phone will be undertaken with each referee to verify the reference.
The School does not accept open references, testimonials or references from relatives.
There will be a face-to-face interview for all applicants and the same panel will see all the applicants for the vacant position. The interview process will explore any anomalies or gaps that have been identified in order to satisfy themselves that the chosen applicant can meet the safeguarding criteria.
Any information in regard to past disciplinary action or allegations, cautions or convictions will be discussed and considered in the circumstance of the individual case during the interview process. Wherever possible, at least one member of any interviewing panel will have undertaken safer recruitment training.
All applicants who are invited to an interview will be required to bring evidence of their identity, address and qualifications. Original document will only be accepted and photocopies will be taken
Offer of Appointment and New Employee Process
The appointment of all new Faculty employees is subject to the receipt of satisfactory police checks, references, medical checks, copies of qualifications and proof of identity. A personal file checklist will be used to track and audit paperwork obtained in accordance with the CWDC Safer Recruitment Training. The checklist will be retained on personal files. The Human Resources Department will contact the appointing Manager to confirm that all paperwork has been received and a start date can be agreed.
For Business Support staff, where possible a police check will be obtained. Where this is not possible (e.g. Singapore, Hong Kong), 2 references will be obtained.
It is the School’s policy to re-check an employee’s police check every three years. Staff are responsible for renewing their police check.
Members of staff at Tanglin Trust School are obliged to inform the HR Department of any cautions or convictions that arise between these checks taking place.
Portability of DBS Certificates Checks
The DBS code of Practice, the Independent Boarding School Association and OFSTED does not facilitate portability of DBS Certificate checks unless the applicant has registered to the DBS Update Service. For clarity portability refers to the re-use of a DBS Certificate obtained for a position in one organisation and later used for another position in another organisation. Tanglin Trust School is committed to adhering to theses Codes of Practice and does not accept DBS Certificates carried out by another organisation unless they are registered with the DBS Update Service.
Self Declaration Form
The self declaration form will include the applicant’s declaration regarding convictions and working with children.
Dealing with convictions
The school operates a formal procedure if a police check is returned with details of convictions. Consideration will be given to:
- the nature, seriousness and relevance of the offence;
- how long ago the offence occurred;
- one-off or history of offences;
- changes in circumstances,
- decriminalisation and remorse.
A formal meeting will take place face-to-face to establish the facts with the Head of School. A decision will be made following this meeting.
Proof of identity, Right to Work in Singapore & Verification of Qualifications and/or professional status
All applicants invited to attend an interview at Tanglin Trust School or in the UK will be required to bring their identification documentation such as passport, identity card, birth certificate, driving licence etc. with them as proof of identity.
In addition, applicants must be able to demonstrate that they have actually obtained any academic or vocational qualification legally required for the position and claimed in their application form.
Where necessary, the School will take responsibility for applying for employment permission from the Ministry of Manpower, and for the relevant visas for any dependents.
Anyone appointed to a post involving regular contact with children must possesses the appropriate level of physical and mental fitness before any appointment offer is confirmed. All applicants are requested to complete a medical check and where appropriate a doctor’s medical report may be required.
All new employees will be given an induction programme which will clearly identify the School policies and procedures, including the Child Protection Policy, and make clear the expectation and codes of conduct which will govern how staff carry out their roles and responsibilities.
Centralised Register of Members of Staff
In addition to the various staff records kept in School and on individual personnel files, a single centralised record of recruitment and vetting checks is kept in accordance with the DfE requirements. This is kept up-to-date and retained by the Human Resources Department. The Centralised Register will contain details of the following:
§All employees who are employed to work at the School;
§All employees who are employed as supply staff to the School whether employed
directly or through an agency;
§All others who have been chosen by the School to work in regular contact with children. This will cover volunteers, governors, peripatetic staff and people brought into the School to provide additional teaching or instruction for pupils but who are not staff members eg: sports coaches, instrumental music teachers etc.
Record Retention / Data Protection
All information retained on employees is kept centrally in the Human Resources Office in a locked and secure cabinet.
Tanglin Trust School 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. The School will therefore provide ongoing training and support for all staff, as identified through the annual Review and Development procedure.
Leaving Employment at Tanglin Trust School
Despite the best efforts to recruit safely there will be occasions when allegations of abuse against children and young people are raised. In cases relating to the behaviour of an employee (these behaviours are within the context of four categories of abuse (ie: physical, sexual and emotional and neglect)) the School’s Child Protection Policy will apply.
In cases of dismissal (or resignation) due to the above behaviour, Tanglin Trust School will inform the CPS of the circumstances why the employee is leaving Tanglin Trust School’s employment.
Monitoring and Evaluation
The Designated Child Protection Officers and Director of Human Resources will be responsible for ensuring that this policy is monitored and evaluated throughout the School.
Approved by ESC on 29 June 2015
Action (if any) Child Protection Policy /Staff Handbook
Applicable to All staff Sourced/Reference Staff Portal
Updated : 6 September 2017