Dedicate Recruitment place the safeguarding of children at the centre of everything we do. At each stage of the recruitment process, work-seekers are thoroughly vetted and only cleared if they satisfy our stringent requirements. We have taken REC Audited Education requirements as our minimum standards along with the statutory requirements laid out in the DfE’s Keeping Children Safe in Education, to ensure that we protect the children in our client schools with the most robust processes possible.
All work-seekers who attend an interview for a permanent job at your school/organisation will have been subject to the following checks by Dedicate Recruitment:
✓ Right to Work and Proof of Identity
All candidates must prove that they have the right to work in the UK and they are who they say they are.
✓ Employment and Education history
Full review covering a minimum of ten years, explaining reasons for any employment or education gaps.
✓ Barred List check
We carry out a Children’s Barred List check for all candidates.
We establish the qualification status of all UK and overseas Qualified Accountants.
✓ Overseas police check
In line with Keeping Children Safe in Education, individuals who have lived or worked outside the UK must undergo the same checks as UK based work-seekers. Where possible this will include an overseas police check or a letter of good conduct.
✓ Criminal records and disciplinary action declaration
Education workers are exempt from the Rehabilitation of Offenders Act 1974 because their role involves work with children and young people. For this reason, all work-seekers must declare any convictions, cautions, reprimands or final warnings, no matter how long ago they took place. Where a work-seeker does declare a conviction, Dedicate Recruitment will obtain a statement from the worker to clarify the circumstances surrounding the incident and share this with clients to allow for an informed recruitment decision.
✓ Health declaration
We verify the work-seeker’s mental and physical ability to carry out the full duties of the role they are applying for. Where necessary we will seek medical clarification of fitness to work.
✓ Childcare Disqualification
Anyone intending to work with children under the age of eight or in a primary setting in England is required by law to complete a Childcare Disqualification declaration. We require all work seekers to read the Department for Education Disqualification under the Childcare Act 2006 – Statutory Guidance for Schools dated July 2018 (the statutory guidance) and to confirm whether they are ‘disqualified’ from carrying out relevant roles. A disqualified person is not permitted to continue to work in a setting providing care for children under age eight, unless they apply for and are granted a waiver from OFSTED. If a work seeker declares that they are disqualified they are required to obtain a waiver from OFSTED before Dedicate Recruitment will clear them for work.
We obtain at least two satisfactory professional written references covering the last two years of employment. One of these must be from the work-seeker’s current/most recent employer.