Safeguarding Information for Applicants
The Academy takes its safeguarding responsibilities seriously and all staff are required to have an enhanced check (with barred list checking) with the Disclosure and Barring Service (DBS).
In addition to the declaration we require you to complete on the application form, we would also like you to tell us about any gaps in your education and employment history. You should use this if you have been unemployed, have undertaken family care responsibilities or had a gap year, for example. We need to ensure that candidates for jobs within the Academy don’t have a criminal record which would automatically disbar them from employment.
Depending on what the issue is, having a ‘record’ may not automatically prevent you from being employed. It is an offence for an individual who is disqualified from working with children to apply for or accept work in the Academy.
If you do have a conviction, caution, etc., we may still wish to interview you. If this is the case we will discuss your record with you and consider if it is relevant.
You should be aware that not declaring something which we discover on a Disclosure may seriously impede your chances of being employed in the Academy.
When you do complete your declaration, you are required to tell us about any convictions, cautions, reprimands or final warnings which would not be filtered out by the DBS. This means that certain cautions, convictions etc., – if they are considered as being not relevant – will not be included on the disclosure.
If you would like further information on filtering, follow this link to the DBS guidance document.