Safer recruitment in schools is not just about carrying out a DBS check. Part three of the Keeping Children Safe in Education guidance (KCSiE) provides schools with the legal requirements for pre-employment screening checks. Hidden amongst the ‘should do,’ ‘best practice’ and ‘important information’ are the ‘MUST DO’ requirements.
Which pre-employment checks must schools do?
Pre-employment checks in schools play a vital part in keeping children safe. The ‘must do’ pre-employment checks when appointing individuals include:
- Identity verification
- Enhanced DBS check
- Mental and physical fitness questionnaire
- Right to work in the UK
- Qualification checks including QTS
The above checks are required for every individual being recruited to work in a school regardless of their circumstances. There are additional checks that are a ‘COMPULSORY’ depending on the employment situation. These include:
- Obtaining a separate children’s barred list check if an individual will start work before the DBS certificate is available.
- Appropriate checks if the individual has lived or worked outside of the UK.
- A section 128 check for management positions in an independent school, including academies and free schools.
- Prohibition check for those employed to carry out teaching work as defined in ‘The Teachers’ Disciplinary (England) Regulations 2012’.
- Childcare disqualification check for individuals employed to work in reception classes or in wraparound care for children up to the age of 8.
The single central record must indicate whether the above checks have been carried out and the date the check was completed.
What pre-employment checks should schools conduct?
The guidance outlined in Part Three: Safer Recruitment, also highlights pre-employment checks that schools are advised to carry out. These checks include:
- An online search or social media checks
- Employment history and references obtained before interviewing
- Explore gaps in employment
How to conduct pre-employment checks for schools?
Most of the mandatory pre-employment checks can be completed by the school directly. For example, a right to work check can be completed by either:
- Checking the applicant’s original documents.
- Checking an applicant’s right to work by using an identity service provider that offers Identity Document Validation Technology (IDVT).
- Checking the applicant’s right to work online, if they’ve given you their share code.
Schools also have access to the Teacher Regulatory Agency (TRA) Employer Access service to request checks on prohibitions, directions, restrictions and the children’s barred list. The service is free to use and is available via the TRA’s portal.
For other checks, schools are required to partner with third-party organisations such as an Umbrella Body for DBS checks. The school’s Umbrella Body should provide full support to ensure compliance with safer recruitment guidance.
Section 128 checks
Schools ‘must’ complete a section 128 check for management roles of an independent school, academy or free school. A section 128 check can be included when an enhanced DBS check with children’s barred list information is requested. Schools should ask their Umbrella Body to include in the ‘position applied for’ section of the application ‘child workforce independent school’.
If the individual is not involved in regulated activity, for example, a trustee who is not working on a school site on a regular basis – A section 128 check should be carried out using the TRA’s Employer Access service, rather than in conjunction with a DBS check.
How can DDC help?
If you are looking for support with all your ‘must do’ and ‘should do’ safer recruitment checks then DDC can help. As a professional pre-employment screening provider and registered Umbrella Body, DDC offers safe recruitment packages for schools. At DDC we pride ourselves on compliance so it is one less thing for you to worry about.
