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School Name

Whitecote Primary School

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Recruitment

In accordance with Home Office policy and DBS Code of Practice, we are required to explain the effect of the 2013 exceptions to the Rehabilitation of Offenders Act to all applicants.

 

The Education Safeguarding team have produced the following flowchart to ensure all shortlisted applicants are fully informed of the updated changes and their rights/responsibilities to provide a signed statement that any declaration around self-disclosure of criminal history is accurate and complete prior to interview.  

 

Please make sure that you refer to the flow chart below when applying for a position at Whitecote Primary School.

 

Policy statement on the recruitment of ex-offenders

 

It is a legal requirement that all registered bodies and prospective employers must treat DBS applicants who have a criminal record fairly and do not discriminate because of a conviction or other information revealed. It also obliges registered bodies and employers who are Regulated Activity providers (including schools) to have a written policy on the recruitment of ex-offenders, a copy of which can be given to DBS applicants at the outset of the recruitment process. This policy statement should be read alongside our Equal Opportunities policy. 

 

Policy Statement 

  1. As an organisation using the Disclosure and Barring Service (DBS) checking service to assess applicants’ suitability for positions of trust, Whitecote Primary School complies fully with the Code of Practice and undertakes to treat all applicants for positions fairly. We undertake not to discriminate unfairly against any subject of a DBS check on the basis of a conviction or other information revealed. 
  2. Whitecote Primary School is committed to the fair treatment of its staff, potential staff or users of its services, regardless of race, gender, religion, sexual orientation, responsibilities for dependants, age, physical / mental disability or offending background. 
  3. A summary of this written policy on the recruitment of ex-offenders is made available to all DBS applicants at the outset of the recruitment process by inclusion in the information pack for applicants
  4. We actively promote equality of opportunity for all with the right mix of talent, skills and potential and welcome applications from a wide range of candidates, including those with criminal records. We select all candidates for interview based on their skills, qualifications and experience. 
  5. As a Regulated Activity provider (RAP) all paid employees at Whitecote Primary School are in regulated activity and therefore subject to checks with the DBS. 
  6. In relation to volunteers and contractors, we only request a DBS check after a thorough risk assessment has indicated that one is both proportionate and relevant to the position concerned. 
  7. For those positions where a DBS check is required, all application forms, job adverts and recruitment briefs will contain a statement that a DBS check will be requested in the event of the individual being offered the position. 
  8. We encourage all applicants called for interview to provide details of their criminal record at an early stage in the application process. We request that this information is sent (under separate, confidential cover) to the Head Teacher and we guarantee that this information will only be seen by those who need to see it as part of the recruitment process. 
  9. We ensure that all those in our school who are involved in the recruitment process have been suitably trained to identify and assess the relevance and circumstances of offences. We also ensure that they have received appropriate guidance on the relevant legislation relating to the employment of ex-offenders, e.g. the Rehabilitation of Offenders Act 1974 and know how to access advice and support e.g. from our HR service, registered body, the DBS, etc.
  10. At interview, or in a separate discussion, we ensure that an open and measured discussion takes place on the subject of any offences or other matter that might be relevant to the position. Failure to reveal information that is directly relevant to the position sought could lead to withdrawal of an offer of employment. 
  11. We make every subject of a DBS check aware of the existence of the Code of Practice and make a copy available on request.
  12. We undertake to discuss any matter revealed in a DBS check with the person seeking the position before withdrawing a conditional offer of employment. This discussion and any subsequent risk assessment may be undertaken by senior leaders in school or by our HR service / registered body.

 

REVIEW 

 

This Policy for Ex-offenders was formally adopted by Whitecote Primary School in May 2019. 

 

 

Chair of Governors:    __________________________________________(Mrs. S. Hawkshaw)

                                                

 

Headteacher :    _______________________________________________(Mrs F. Stead)

 

 

Next Review :  May 2022

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