Our Arrangements for Safer Recruitment – including our Recruitment and Selection Policy

Applicants for employment at Harton Academy should be aware of the steps we take as part of the recruitment process to ensure that the successful candidate is suitable to work with children and young people.  In addition to the usual ways we look to find the best candidate to join our team, we undertake a number of steps to ensure we are safeguarding our students.

These steps are regularly reviewed to ensure we reflect best practice.

Candidates are requested to ensure that, when completing the sections on education and employment histories, that a full record is given and that no gaps are left.  Questions may be asked at interview over any gaps.  This might include if you have taken time out to bring up a family, or to undertake family care responsibilities, as well as if you have had the opportunity to take a gap year, for example.

Any time living or working abroad should be highlighted, as this may require an overseas check (an equivalent of that country’s DBS check) is undertaken as part of an offer of employment.

We no longer include a declaration over any criminal records (etc.) on the application form itself, as we require a more detailed declaration to be made for any candidate who is shortlisted for interview.  This includes what is referred to as an online search – and we will ask for information on any publicly available social media used.  We also do a search for any issues of concern which may be available online.

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.  Information relating to convictions and when they become spent can be found here

Free and confidential advice can be sought from the organisations below to help you understand whether to disclose certain criminal record information:

  • Nacro – Tel: 0300 123 1999, or email: helpline@nacro.org.uk
  • Unlock – Tel: 01634 247350, email : advice@unlock.org.uk or complete the online form on the Unlock website

If you are invited for interview, we will ask for this information at that stage.  Non-completion may result in an interview being postponed or the opportunity being withdrawn.

If you are shortlisted, and we invite you to attend an interview you will be required to disclose to us information about any adult cautions (simple or conditional), unspent conditional cautions, unspent convictions in a Court of Law and spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (Amendment) (England and Wales) Order 2020.

Please note that the amendments to the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (2013 and 2020) provides that when applying for certain jobs and activities, certain convictions and cautions are considered ‘protected’. This means that they do not need to be disclosed to employers, and if they are disclosed, employers cannot take them into account.

Guidance about whether a conviction or caution should be disclosed can be found on the Ministry of Justice website, which can be found using the link above
 (information relating to convictions…).
If you are subsequently employed by the Trust and it is found that you failed to disclose any relevant previous convictions or cautions as defined above, as well as any online activity which is inappropriate and was not disclosed, this could result in disciplinary action being taken by the Trust which may lead to dismissal.

We always take up references and we contact the referee, if we make the appointment, to check the reference.  It will always include a question on your suitability to work with children and young people, as well as any information over your conduct and capability.

Please be aware that your referees should include your current or more recent employer.  If you work in a school we will expect that your Head Teacher confirms your suitability.  If you have worked previously in a role with children and young people, we wil ask for a reference from that employer.

A Barred List check and enhanced DBS check is sought for every appointment, including for volunteers.  You should be aware that having “a record” or where there is something which is likely to come back on a DBS check, it may not automatically prevent you from being employed.  Please note, though, it is an offence for an individual who is disqualified from working with children to apply for or accept work in the Academy.

Any offer of employment will be subject to checks such as references, DBS, medical clearance, and a new appointee (as with all members of the team) are subject to our Code of Conduct and are expected to adhere to our Safeguarding Policy.

Further detail can be found in our Recruitment and Selection Policy (below), as well as on our Safeguarding pages of the website.

Recruitment and Selection Policy – Sept 22

During the course of your employment with the Trust, should you be arrested by the police you are obliged to notify the Chair of the Board of Directors of this immediately (even if de-arrested or all charges dropped). Failure to do so could result in disciplinary action being taken which could result in dismissal.

All information will be treated in confidence and will only be considered in relation to any application for posts for which the exemption order applies.

We are committed to safeguarding and promoting the welfare of children, young people and vulnerable adults and we expect all staff and volunteers to share this commitment.

Successful applicants will receive the Safeguarding Policy that outlines the duties and responsibilities of the employer and all employees.