{"id":2292,"date":"2025-02-13T23:21:48","date_gmt":"2025-02-13T23:21:48","guid":{"rendered":"https:\/\/friendlytutors.co.uk\/wp\/?page_id=2292"},"modified":"2025-02-13T23:21:49","modified_gmt":"2025-02-13T23:21:49","slug":"safe-staff-recruitment-and-selection-2025","status":"publish","type":"page","link":"https:\/\/friendlytutors.co.uk\/wp\/safe-staff-recruitment-and-selection-2025\/","title":{"rendered":"Safe Staff Recruitment and Selection 2025"},"content":{"rendered":"\n
<\/strong>Policy Title<\/strong><\/strong><\/td>\u00a0SAFER RECRUITMENT & SELECTION <\/strong><\/td>Date of Last Review<\/strong><\/strong><\/td>September 2024 <\/strong><\/td><\/tr>
Policy Reference<\/strong><\/strong><\/td>FTEC 2<\/strong><\/strong><\/td>Date of Next Review<\/strong><\/strong><\/td>August<\/strong> 2025<\/strong><\/td><\/tr>
Authorised by: <\/strong><\/strong><\/td>Board of Directors  <\/strong><\/strong><\/td> <\/strong><\/td>\u00a0September<\/strong> 2024<\/strong> \u00a0\u00a0<\/strong><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n


MISSION STATEMENT
The Friendlytutors & Educational Consultancy (FTEC) Limited is committed to providing a
personalised educational experience that identifies and responds to the circumstances and
needs of each individual child or young person. In doing so it enables them to progress
academically and become successful learners through the reengagement of the young
person with education.<\/p>\n\n\n\n


EQUALITIES STATEMENT
All who work at the Friendlytutors & Educational Consultancy (FTEC) Limited are committed
to the celebration of diversity, and the challenge of disadvantage and discrimination, in all
its forms.
These values are explicit to the ethos of the Friendlytutors & Educational Consultancy
(FTEC) Limited and embedded into all our policies and practices.<\/p>\n\n\n\n


Approved by the Board of Directors.
To be reviewed: August 2025<\/p>\n\n\n\n


Important Contacts:
Designated Safeguarding Officer:
Joe Adat DSL\/MD (BSc, MPhil, PGCE, MA, MIRP)
Contact details
07985138926
jadat@friendlytutors.co.uk<\/p>\n\n\n\n


Attendance\/Recruitments
Gabrielle Adat:
07944844558
Gabrielle@friendlytutors.co.uk
Recruitment oversight: Aaliyah
(Director\/PSC) B<\/p>\n\n\n\n

<\/p>\n\n\n\n


1.0 Introduction
1.1 Friendlytutors & Educational Consultancy (FTEC) Ltd is committed to safeguarding and
promoting the welfare of children and young people and expects all employees, volunteers
and contractors to share this commitment.
1.2 FTEC is dedicated to appointing the best person for the job. Employing the right person
for the job is critical to the success of delivering the best education to pupils. However, it is
essential that the right person be recruited following safer recruitment practices and
procedures.
1.3 The success of a safer recruitment process is dependent on FTEC\u2019s recognition and
consequent rejection of potentially unsuitable applicants before or at the interview. Any
approach that undermines this process (either by failing to focus on behaviour and attitudes
or by failing to reject applicants who are unsuitable) places FTEC at risk of jeopardising the
safety and welfare of its children and young people.
1.4 The Safeguarding Vulnerable Groups Act (2006) (as amended) sets out the activities
and work which are categorised as \u2018Regulated Activity\u2019. \u2018A person who has been barred by
the Disclosure and Barring Service (DBS) must not carry out work which meets the definition
of \u2018Regulated Activity\u2019. The Act makes it a statutory obligation to make appropriate checks
before any employee or volunteer works with children or vulnerable adults.
1.5 Regulated activity focuses on work which involves close and unsupervised contact with
vulnerable groups, including children. A more detailed definition of regulated activity can be
found in Keeping Children Safe in Education.
1.6 This policy should be used in conjunction with the statutory guidance, Keeping Children
Safe in Education and Working Together to Safeguard Children.
2.0 Purpose
2.1 The purpose of this document is to describe the recruitment and selection process and to
provide a set of operating guidelines for hiring employee\u2019s in FTEC. This policy sets out the
minimum requirements of the recruitment process that aims to:
attract the best possible applicants to vacancies.
deter prospective applicants who are unsuitable for work with children and young people.
identify and reject applicants who are unsuitable for work with children and young people
3.0 Scope
The measures described in this policy should be applied in relation to everyone who works,
or applies to work, in FTEC when there are pupils under 18 years of age and who is likely to
be perceived by the pupils as a safe and trustworthy adult. This will not only apply to people
who regularly encounter pupils, or who will be responsible for pupils, because of their work.
It will also include people who regularly work in a FTEC when the pupils are present, who
may not have direct contact with pupils because of their job but nevertheless will be seen as
safe and trustworthy because of their regular presence in the setting. This includes
volunteers.
Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/p>\n\n\n\n

    \n
  1. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
    4.0 Equal opportunities
    4.1 No person seeking employment within FTEC will be treated less favourably than any
    other person or group because of any of the following protected characteristics as defined in
    the Equality Act 2010:
    Age
    Disability
    Gender Reassignment
    Marriage and Civil Partnership
    Pregnancy and Maternity
    Race
    Religion or Belief
    Sex
    Sexual Orientation
    4.2 Further information can be found in the Equal Opportunities Policy at Appendix 1
    4.3 All applicants for employment, or voluntary work, will be assessed on their relevant skills,
    qualifications, and experience. Applicants will only be prevented from being appointed if
    previous offences are directly relevant to the position being applied for and it is considered
    that if appointed, they would pose a risk to children, young people, the public, property, or
    public funds. This procedure incorporates a policy for the recruitment of ex-offenders or
    where there is a positive DBS, or previous convictions disclosed
    5.0 Start of the recruitment process and preparation
    5.1 The recruitment process is usually initiated each time we seek for a tutor or teacher
    following a new contract – but not always. A vacancy can be created by additional sources of
    funding attached to a specified role, or due to increased workload requiring additional
    resources.
    5.2 In the case of a vacancy created by a resignation, it is often tempting to fill the post on a
    like for like basis. However, opportunity should be taken to review:
    the necessity for the post.
    relevance and appropriateness of the job role.
    whether certain aspects can be used to enrich the role of existing post holders.
    whether the role could be performed in another way e.g., through enhancing IT, or by job
    sharing, part-time working etc.
    5.3 This review will consider the developments within the company\u2019s development plan, the
    known and anticipated challenges for the company and financial projections.
    5.4 One valuable source of information can be the post holder who is resigning, through
    conducting an exit interview. An exit interview template can be found in Appendix 2 along
    with guidance for carrying out a constructive exit interview. The recruitment team would
    normally be responsible for conducting the exit interview.
    Where the employee does not feel that the person assigned to conduct the exit interview is
    the appropriate person, then they must raise this in the first instance with the board of
    directors.
    5.5 The person conducting the exit interview will also be responsible for analysing the exit
    interview information and communicating any patterns\/issues or feedback to the board of
    directors.
    Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
  2. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
    6 Planning and preparation
    6.1 A well planned and structured recruitment process ensures the best chance of recruiting
    the best person for the role and ensures that any information that could be important in
    determining whether someone is safe to work with children is not missed.
    6.2 It is important to be clear about what mix of qualities, qualifications and experience a
    successful candidate will need to demonstrate, and whether there are any particular matters
    that need to be mentioned in the advert for the post.
    6.3 It is important to note that the recruitment process from advertising a post to a new
    recruit starting work, can take at least 12 weeks. Every post must have an up-to-date job
    description, which clearly defines the responsibilities of the job. Job descriptions and person
    specifications should be evaluated prior to the role being advertised, where amendments
    have been made.
    6.4 A safer recruitment checklist is available in Appendix 3 as a tool to guide the recruitment
    team through the process to ensure that all necessary steps detailed in this document have
    been followed.
    7 Forming a selection panel
    7.1 The recruitment team, led by a director will determine the delegation of roles and
    responsibilities for recruitment
    Both the director and the Recruitment lead have received training in safer recruitment
    processes. Both are members of the Institute of Recruitment Personal, UK.
    8 Safeguarding children statement
    8.1 The safeguarding statement that is relevant to all posts within FTEC is:
    \u201cFTEC is committed to safeguarding and promoting the welfare of children and young people
    and expects all staff and volunteers to share this commitment\u201d.
    8.2 This statement clearly sets out the extent of the relationships\/contact with children and
    the degree of responsibility for children that the person will have in the position to be filled.
    (N.B. all our work either online or face-to-face involves some degree of responsibility for
    safeguarding children, although this will vary according to the nature of the post.) Research
    confirms that unsuitable applicants will be deterred if they believe an organisation is alert to
    safeguarding issues and has appropriate policies in place.
    8.3 All recruitment and selection literature from FTEC would include the above safeguarding
    statement in addition to the DBS statement below:
    \u201cApplicants must be willing to undergo child protection screening appropriate to the post,
    including checks with past employers and the Disclosure and Barring Service.\u201d
    8.4 Candidates should also be made aware that CVs will not be accepted for the post. The
    necessary safeguarding and DBS statement can be found at Appendix 4.
    9 Job descriptions and person specifications
    9.1 The job description will give a clear and precise definition of the post, its main
    responsibilities (which have a clear result or outcome and which the job holder is responsible
    for achieving) and the context in which it operates.
    9.2 It is therefore essential that the person specification is accurate and reflects what is
    needed to perform the role effectively as described in the job description. It is also critical
    that the person specification is not discriminatory. Specifically, care must be taken to avoid
    Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
  3. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
    unintentional contravention of the Equality Act 2010 in relation to the protected
    characteristics set out above.
    9.3 The job description forms the basis of the person specification. A template person
    specification and guidance on how to complete each section can be found in Appendix 5.
    10 Equality issues
    10.1 Equality issues are essential criteria for all roles within FTEC, therefore it is a
    requirement to have at least one equality related criterion included in the person
    specification.
    11 Measuring and testing against criteria
    11.1 In order to give complete clarity and transparency to the process it is good practice to
    include against each of the criteria at the application stage how the assessment will be
    made. Some criteria may be tested by a combination of two or more methods, for example:<\/li>\n<\/ol>\n\n\n\n
      \n
    • interview<\/li>\n\n\n\n
    • tests or practical exercises<\/li>\n\n\n\n
    • presentation<\/li>\n\n\n\n
    • technical tests<\/li>\n\n\n\n
    • in-tray exercise<\/li>\n\n\n\n
    • group exercise<\/li>\n\n\n\n
    • personal interviews for posts with access to children<\/li>\n\n\n\n
    • lesson observations
      11.2 Candidates should be told in advance of the type of test they may be expected to take
      by including the appropriate numbers in the \u2018How Measured\u2019 column of the person
      specification, for example:
      1 = application form
      2 = interview
      3 = test
      4 = proof of qualification
      5 = practical exercise
      12 The advert
      13.1 The aim of the advertising process is to attract the maximum number of applicants who
      have the necessary skills and experience to be able to perform the role effectively, but to
      help deter unsuitable people from applying for the job from the outset. What is said in the
      advert and where it is placed will have an important bearing upon the response elicited.
      13.2 To ensure equality of opportunity it is FTEC\u2019s policy to advertise all posts externally.
      The advert must also specify whether the post is exempt from the Rehabilitation of Offenders
      Act 1974 and the amendments to the Exceptions Order 1975, 2013 and 2020. This is
      required as some spent convictions and cautions are \u2018protected\u2019, and therefore do not need
      to be disclosed by applicants. Please note that if an applicant discloses caution or conviction
      which they were not required to disclose you must not take them into consideration. Further
      information about filtering offences can be found in the DBS filtering guide.
      14 The application form
      14.1 An application form must be submitted by all applicants prior to short listing. A
      statement confirming that the application form must be completed in full before it can be
      considered should also be included with the application form which states that an
      \u201cincomplete application form or a form containing gaps in the information provided may be
      returned for completion before it can be considered\u201d. FTEC application form states clearly
      that it is an offence to apply for a role working in regulated activity if the applicant is barred
      from working with children.
      Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n<\/ul>\n\n\n\n
        \n
      1. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
        14.2 Candidates are advised that CVs are not accepted
        14.4 Copy of FTEC Child Protection Policy and Recruitment of Ex-Offenders Policy (at
        appendix 1) with the application form will be sent to applicants, or signpost applicants as to
        where these documents can be found on the company\u2019s website.
        15 References and referees
        15.1 The purpose of seeking references is to obtain objective and factual information to
        support appointment decisions and the use of a reference pro forma can help to achieve
        this. Two references should be taken up before interview for the short-listed candidates,
        including internal applicants. This will ensure that any issues or concerns raised by the
        content of the references can be explored further with the referee, and\/or taken up with the
        candidate at interview.
        15.2 Referees should be supplied with a copy of the job description and person specification
        for the vacancy and asked to comment on the applicant\u2019s suitability in relation to it. A
        reference request pro forma can be found in the Reference Policy.
        15.3 Guidance on obtaining and receiving references can be found in the Reference Policy.
        16 Scrutinising and shortlisting
        16.1 All applications are scrutinised to ensure that they are fully and properly completed; that
        the information provided is consistent and does not contain any discrepancies, and to
        identify any gaps in employment. Applicants are asked to sign a declaration confirming that
        the information that they have supplied on their application is true. Where this is an
        electronic signature, the shortlisted candidates will be required to physically sign a hard copy
        of the application form at the point of interview.
        16.4 To ensure a fair and equitable procedure, and to ensure that the appointed candidate is
        suitable to carry out the duties and responsibilities of the post, all candidates are assessed
        equally against the criteria contained in the person specification, without exception or
        variation.
        16.5 Once received, information provided on references is crosschecked with information
        provided on the application form to ensure that it is consistent. Any discrepancy in the
        information should be taken up with the applicant. References should also be checked to
        ensure that all specific questions have been answered satisfactorily. Any discrepancy in the
        information is taken up with the applicant.
        16.6 Open references, for example, that begin with \u2018To whom it may concern\u2019 or are
        provided as part of the application, or that are not completed on the reference pro forma
        document should be queried with the applicant and potentially rejected.
        Candidates who score 0 against essential criteria cannot be short-listed.
        16.7 At the end of the short-listing process, the product will be a list of applicants who meet
        or appear to meet all essential criteria. It may not be possible to interview all applicants;
        therefore, the panel should interview the highest scoring applicants only.
        17 Other checks before or at interview
        17.1 Shortlisted candidates are asked to complete a self-declaration. The self-declaration
        form is an opportunity for a candidate to advise you of their criminal record or of any
        information that may make them unsuitable to work with children. The self-declaration form
        should be reviewed and discussed at interview with the candidate. A copy of the self\u0002declaration form can be found in Appendix 8. Please note this information can only be
        requested for shortlisted candidates. This information should not be used to help to decide
        who should be shortlisted.
        17.2 At interview FTEC checks the following:
        identity check \u2013 identity checking guidelines can be found on GOV.UK
        check of qualifications \/ certificates and QTS status via the TRA website
        Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
      2. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
        right to work in the UK (Birth Certificate and proof of NI, Passport, or appropriate visa
        documentation)
        18 Selection methods
        18.1 At the time of short listing, the panel must decide upon the components of the selection
        process.
        19 Preparing questions
        19.1The questions should include:
        Competency based interviewing is the recommended approach to asking interview questions
        which should maximise the amount of information available to the recruitment team about
        each candidate. It is essential that factual notes of responses given are made by each panel
        member.<\/li>\n\n\n\n
      3. Invitation to interview
        20.1 A model template letter can be found in Appendix 9.
        20.2 A copy of the documents used to verify the successful candidate\u2019s identity and
        qualifications must be checked, signed and dated on the day of interview so that candidates
        can take them home with them. Any foreign language documents must be accompanied by
        an authorised translation. If these documents are not produced at the interview, it is the
        team\u2019s discretion whether the interview is suspended until these documents can be
        produced. If the interview is not suspended, the interview team must ensure that these
        documents are produced and scrutinised before a firm offer of employment is made.
        20.3 The panel will agree a chairperson for the purposes of conducting the selection
        procedure. The structure is likely to comprise the following steps:
        welcome, introductions, explanation of the structure of the process, information about the
        post if relevant.
        request original documentation for identity and proof of eligibility to work in the UK together
        with original copies of relevant qualifications.
        deliver agreed questions, commencing with an open, general question to encourage
        candidates to talk.
        provide an opportunity for the applicant to ask questions.
        give information about the next steps.
        All relevant paperwork should be to hand (application form, references, prepared questions,
        interview grid etc.) in a form that can be easily referred to.
        21 Danger signs
        21.1 The interviews should be used to explore potential areas of concern to determine the
        applicant\u2019s suitability to work with children. Individuals unsuited to working with children may
        show one or more characteristics that can be viewed as possible \u2018danger signs. Areas that
        may be concerning and lead to further probing include:
        The candidate may imply that adults and children are equal in every sense, ignoring
        disparities of power and authority
        There may be an inability to recognise the inherent vulnerability of children from troubled or
        disadvantaged backgrounds
        There may be a tendency to view children and young people in idealised or romanticised
        terms
        They may appear dogmatic, autocratic, arrogant, or over-confident
        There may appear to be an over-identification with young people, and a lack of appropriate,
        intimate, or supportive relationships with other adults
        inadequate understanding of appropriate boundaries between adults and children.
        Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
      4. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
        indicators of negative safeguarding behaviours.
        21.2 A \u2018best practice\u2019 system for marking candidates through the selection process is
        attached as Appendix 10. The following scoring system is included:
        1 poor
        2 fair
        3 average
        4 good
        5 excellent
        21.3 These assessments are to be made relative to each criterion as it applies to the post.
        This is not intended as a mechanism to be applied strictly, which may then not recognise
        unanticipated but equally relevant responses, but as a helpful aide memoir.
        21.4 Panel members should make individual assessments of each candidate immediately
        after the interview has taken place, i.e. between interviews. Information gained about
        candidates through other means, e.g. tests and tasks set, should be used only to inform the
        marking process against the criteria. Assessments of other skills and qualities which the
        candidate may or may not possess which come to light via those other means must be
        regarded as irrelevant.
        21.5 Where an interviewee has a disability it may have direct relevance to their ability to do
        the job or parts of the job. Under such circumstances you may need to establish the need for
        any adjustments. The candidate should be assured that this discussion will not preclude
        them from full consideration for the job.
        21.6 After all information has been gathered through the selection process, panel members
        will, through the sharing of their scores and by discussion, arrive at a view as to who is the
        best candidate, noting reasons for rejection of other candidates. Comprehensive sets of
        notes are critical because they may be required for inspection or for evidence at an
        Employment Tribunal. The notes should demonstrate whether a criterion was or was not met
        by each candidate and why. The panel will agree a composite score as a record of their
        decision and the successful candidate will be that which scores highest against the essential
        criteria. The desirable criteria will be called in to play where there is an equal score on two
        (or more) applicants on essential criteria.
        22 Involving students
        22.1 Involving pupils in the recruitment and selection process in some way, or observing
        short listed candidates\u2019 interaction with pupils is common, and recognised as good practice.
        There are different ways of doing that. For example, candidates for teaching posts might be
        asked to teach a lesson; short listed candidates might be introduced to the family by a senior
        manager as part of initial meeting aimed to introduce tutors to students before first lesson
        takes place. Care should be taken to ensure that each candidate enjoys conditions which
        are as similar as possible, e.g. in terms of age, range of abilities and behavioural standards
        of pupils.
        23 Post interview
        23.1 Once the decision is made, in order to inform the preferred candidate of the status of
        their application, a letter may be sent out stating that, subject to satisfactory clearances, the
        post may be offered to them and that the FTEC will contact them when the checks have
        come through.
        24 Conditional offer of appointment: pre appointment checks
        24.1 A final offer of employment should only be made when all checks have been
        satisfactorily completed and no offer letter should be sent which does not specify these
        terms, should there be any checks outstanding.
        Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
      5. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
        24.2 Issuing an offer of appointment to the successful candidate before the contract is sent
        out is a good practice measure as it ensures the preferred candidate is informed in writing in
        the interim, thereby promoting a positive, professional image of the FTEC and ensures the
        candidate is kept up to date.
        24.3 An offer of appointment to the successful candidate should be conditional upon:<\/li>\n<\/ol>\n\n\n\n
          \n
        • the receipt of at least two satisfactory references (if those have not already been
          received)<\/li>\n\n\n\n
        • verification of the candidate\u2019s identity and proof of eligibility to work in the UK (if that
          could not be verified at the interview) by original documentary evidence, preferably
          including a photograph.<\/li>\n\n\n\n
        • a check of the Barred list and, a satisfactory DBS disclosure. (N. B. for employees who
          have lived or worked outside the UK, any other checks that FTEC deem appropriate,
          such as a letter of good conduct.)<\/li>\n\n\n\n
        • a letter of professional standing (for overseas teachers only).<\/li>\n\n\n\n
        • prohibition order check (if applicable)<\/li>\n\n\n\n
        • verification of the candidate\u2019s medical fitness<\/li>\n\n\n\n
        • verification of qualifications from documentation rought to interview (or verified after the
          interview);<\/li>\n\n\n\n
        • verification of professional status where required e.g. Teaching Agency registration, QTS
          status (unless properly exempted),<\/li>\n\n\n\n
        • (for teaching posts) verification of successful completion of statutory induction period
          (applies to those who obtained QTS after 7 May 1999); unless they are an Early Career
          Teacher.<\/li>\n\n\n\n
        • (for non-teaching posts) satisfactory completion of the probationary period if coming from
          another Luton maintained FTEC and will therefore have continuous service.
          24.4 A template conditional offer letter is attached in Appendix 11
          24.5 If two satisfactory references are not received but the individual has started work the
          offer cannot be withdrawn even if the contract stipulates that the offer is \u2018conditional\u2019.
          Undertaking this practice is in breach of Keeping Children Safe in Education. In this case, a
          dismissal procedure would need to be invoked. This is another reason why it is important
          for FTEC to obtain satisfactory checks before the successful candidate starts their
          employment.<\/li>\n<\/ul>\n\n\n\n
            \n
          1. DBS checks
            25.1 The safeguarding of children and young people is paramount, and FTEC is fully
            committed to the rigorous implementation of the DBS requirements. We abide to the
            statutory requirement that all new appointments to FTEC\u2019s workforce must have an
            enhanced DBS Disclosure under the FTEC Staffing (England) Regulations 2009. This
            includes those recruited from overseas, where additional checks will also be made. There is
            also a requirement under the regulations for FTEC to keep a single central record detailing a
            range of checks carried out on their staff. Please see Single Central Record Guidance for
            more information.
            25.2 All staff employed by FTEC to work with our students and all regular volunteers, who
            will be unsupervised, should have an up-to-date enhanced DBS disclosure prior to taking up
            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
          2. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
            their post. Further information on DBS checks for volunteers can be found at point 29 and in
            the Volunteer Policy.
            25.3 The Police Act 1997 sets out what information must be disclosed on an enhanced DBS
            certificate. An enhanced certificate will disclose the following:<\/li>\n<\/ol>\n\n\n\n
              \n
            • Adult cautions (simple and conditional) which are not eligible to be filtered<\/li>\n\n\n\n
            • Juvenile and adult convictions which are not eligible to be filtered<\/li>\n\n\n\n
            • An enhanced certificate may also include any other information that the police hold about
              the applicant, where they feel disclosure is justified in order to safeguard the children or
              vulnerable adults that they have applied to work with.
              25.4 For posts that meet the definition of \u2018Regulated Activity\u2019 an enhanced DBS check must
              be carried out, along with a check against the barred list. This check is required by law and it
              is to check if the applicant has been barred from working with the relevant group. Further
              information can be found in the Policy of Recruitment of Ex-Offenders at Appendix 12.
              26 Decisions on DBS disclosures for prospective employees
              26.1 When a positive DBS reveals information, you should contact the company\u2019s
              recruitment who should confidentially discuss this with the directors.
              26.2 In all cases a meeting must be held between the board of directors and the applicant,
              and the positive risk assessment form completed by the board of directors .
              26.3 A guidance document can be found in Appendix 13 and the positive risk assessment
              form can be found in Appendix 14. If the decision is not to accept the DBS clearance, then
              please speak to HR before any further action is taken.
              26.4 Authorisation of the outcome decision must be signed by board of directors . A copy of
              this assessment should be stored securely in their personnel file.
              26.5 Offences ruling out appointment
              Some offences will preclude appointment. Each case will be considered on its own merits,
              taking into account the nature of the offence and the vacancy for which the person has
              applied. The final decision falls to the board of directors. Further guidance on DBS
              disclosures can be obtained from the DBS Team.
              26.6 Contractors & agencies
              It is important that contractors are aware of their requirement to ensure this complies with
              the DBS Code of Practice and Safer Recruitment Practices. However, FTEC does not deal
              with contractors
              26.7 Agency and third-party supply staff
              Supply agencies are required to guarantee that candidates put forward have been properly
              and fully vetted in line with Keeping Children Safe in Education guidelines and other relevant
              statutory guidance.
              In any event that this service is required, FTEC will require evidence that agencies meet the
              requirements of this policy. This usually comes in the form of a letter from the agency on
              headed paper confirming that all necessary checks have been carried out. Confirmation of
              receipt of this information must be recorded onto FTEC\u2019s Single Central Record.<\/li>\n<\/ul>\n\n\n\n
                \n
              1. Data Protection Act 2018 and GDPR
                27.1 FTEC and its employees must comply fully with its obligations under the Data
                Protection Act 2018, DBS Code of Practice and other relevant legislation pertaining to
                the safe handling, use, storage, retention and disposal of disclosure information.
                27.2 Storing disclosure information
                Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
              2. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                FTEC no longer directly receive a copy of an applicant\u2019s DBS certificate, it is a single
                certificate only, which means the applicant is the only person who receives the certificate.
                Keeping Children Safe in Education states that an applicant must show
                the original DBS certificate to their potential employer before they take up a post or as soon
                as practicable afterwards. When recruiting, FTEC must request to see the original certificate.
                FTEC will also receive confirmation from their DBS provider to confirm clearance. The
                confirmation email should be retained on the employees personnel file.
                FTEC are not permitted to retain a photocopy of the DBS certificate.
                A copy of an applicant\u2019s disclosure certificate should only be taken if advised by HR in order
                to comply with the Positive Risk Assessment. It should be sent to the recruitment team
                straight away with the risk assessment and the FTEC recruitment team will then confirm
                clearance.<\/li>\n\n\n\n
              3. Checks on overseas applicants
                Individuals who have lived or worked outside the UK must undergo the same checks as all
                other staff in FTEC. This includes obtaining (via the applicant) an enhanced DBS certificate
                (including barred list information, for those who will be engaging in regulated activity) even if
                the individual has never been to the UK. In addition, FTEC must make any further checks
                they think appropriate so that any relevant events that occurred outside the UK can be
                considered. Following the UK\u2019s exit from the EU, FTEC and colleges should apply the same
                approach for any individuals who have lived or worked outside the UK regardless of whether
                or not it was in an EEA country or the rest of the world.
                These checks could include, where available:<\/li>\n<\/ol>\n\n\n\n
                  \n
                • criminal records check for overseas applicants<\/li>\n\n\n\n
                • obtaining a letter (via the applicant) from the professional regulating authority in the
                  country (or countries) in which the applicant has worked confirming that they have not
                  imposed any sanctions or restrictions, and or that they are aware of any reason why they
                  may be unsuitable to teach
                  Where this information is not available FTEC should seek alternative methods of checking
                  suitability and or undertake a risk assessment that supports informed decision making on
                  whether to proceed with the appointment.
                  Although sanctions and restrictions imposed by another regulating authority do not prevent a
                  person from taking up teaching positions in England, FTEC should consider the
                  circumstances that led to the restriction or sanction being imposed when considering a
                  candidate\u2019s suitability for employment.<\/li>\n<\/ul>\n\n\n\n
                    \n
                  1. Checks on volunteers
                    29.1 Volunteers are seen by children as safe and trustworthy adults. The same recruitment
                    measures should be adopted as for paid staff if our clients is actively seeking volunteers. An
                    application form for volunteers can be found in the Volunteer Policy. The application form
                    requires the volunteer to supply the details of two referees. FTEC must obtain references and
                    other necessary checks before allowing the volunteer to work with children. Under no
                    circumstances should FTEC allow a volunteer to be left unsupervised or to carry out
                    regulated activity before the necessary checks have been obtained.
                    29.2 Volunteers who will be left unsupervised to teach or look after children regularly or
                    to provide personal care on a one- o ff basis must undergo an enhanced DBS check
                    (including a barred list check). A risk assessment for volunteers can be found in the
                    Volunteer Policy.<\/li>\n\n\n\n
                  2. Medical clearance
                    Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
                  3. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                    All new employees need to obtain medical clearance before their employment is confirmed.
                    The questionnaire should be sent to the selected candidate with the offer of employment.
                    The contents of the questionnaire are confidential and its contents can only be discussed by
                    relevant manager if the information is relevant to the safe and effective performance of the
                    job or the post-holder\u2019s wellbeing.<\/li>\n\n\n\n
                  4. Induction
                    31.1 FTEC leadership understands that comprehensive induction is the key to ensuring that
                    any new employee or newly promoted employee integrates well into the working
                    environment and\/or performs to the best of her\/his ability in the shortest possible time. This
                    can be achieved by timely planning and good organisation.
                    31.2 An induction programme for all staff and volunteers newly appointed in FTEC,
                    including teaching staff, regardless of previous experience should be applied.
                    The purpose of induction is to:<\/li>\n<\/ol>\n\n\n\n
                      \n
                    • provide training and information about the FTEC\u2019s policies and procedures.<\/li>\n\n\n\n
                    • support individuals in a way that is appropriate for the role for which they have been
                      engaged.<\/li>\n\n\n\n
                    • confirm the conduct expected of staff within the FTEC; and,<\/li>\n\n\n\n
                    • provide opportunities for a new member of staff or volunteer to discuss any issues or
                      concerns about their role or responsibilities; and,<\/li>\n\n\n\n
                    • enable the person\u2019s line manager or mentor to recognise any concerns or issues about the
                      person\u2019s ability or suitability at the outset and address them immediately.
                      31.3 As far as safeguarding and promoting the welfare of children is concerned the induction
                      programme should include information about, and written statements of:<\/li>\n\n\n\n
                    • policies and procedures in relation to safeguarding and promoting welfare e.g. child
                      protection, anti-bullying, anti-racism, physical intervention\/restraint, intimate care, internet
                      safety and any local child protection\/safeguarding procedures;<\/li>\n\n\n\n
                    • safe practice and the standards of conduct and behaviour expected of staff and pupils in
                      the establishment.<\/li>\n\n\n\n
                    • how and with whom any concerns about those issues should be raised; and,<\/li>\n\n\n\n
                    • other relevant personnel procedures e.g. disciplinary, capability and whistle-blowing.
                      31.4 The programme should also include attendance at or completion of child protection
                      training appropriate to the person\u2019s role. Safeguarding children should be a prominent
                      feature in all cases.
                      31.5 The new member of staff should sign that they have read and understood all the key
                      employment policies, such as safeguarding, behaviour management procedures, internet
                      user policy, and social media policy etc. at the beginning on the induction. A senior
                      manager\/director will meet and discuss with the new staff member the aim of the code of
                      conduct and how it is applied during employment with FTEC before signing.
                      31.6 Safe practice standards and codes of conduct expected by the employer will be re\u0002emphasised throughout the process.
                      31.7 Overall, the induction process supports new employees by exploring the issues of
                      child protection so that they do not place themselves at risk.
                      31.8 It will confirm that the individual fully understands what the FTEC expects of them,
                      leaving no room for any claim that they were unsure of the boundaries of acceptable and
                      unacceptable behaviour or were unaware of established procedures.
                      Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n<\/ul>\n\n\n\n
                        \n
                      1. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n\n\n\n
                      2. Personnel file checklist
                        A personnel file checklist should be completed for all employees on their commencement of
                        employment and placed on the front page of their personnel file. A template of the checklist
                        can be found in Appendix 15.<\/li>\n\n\n\n
                      3. Monitoring and Review
                        This policy will be monitored by the Senior Leadership Team. The Management Committee
                        will review and approve this policy. The next review is December 2023
                        Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n\n\n\n
                      4. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                        Appendix 1
                        Policy statement relating to equal opportunities<\/li>\n\n\n\n
                      5. Introduction
                        FTEC is committed to promoting equality of opportunity and takes positive steps to make
                        its workplace a fair environment and to ensure it meets legal requirements in accordance
                        with the Equality Act 2010. The nine protected characteristics are:<\/li>\n<\/ol>\n\n\n\n
                          \n
                        • Age<\/li>\n\n\n\n
                        • Disability<\/li>\n\n\n\n
                        • Gender Reassignment<\/li>\n\n\n\n
                        • Marriage and Civil Partnership<\/li>\n\n\n\n
                        • Pregnancy and Maternity<\/li>\n\n\n\n
                        • Race<\/li>\n\n\n\n
                        • Religion or Belief<\/li>\n\n\n\n
                        • Sex<\/li>\n\n\n\n
                        • Sexual Orientation<\/li>\n<\/ul>\n\n\n\n
                            \n
                          1. The purpose of this policy is:
                            To encourage the development of a diverse workforce which reflects the community it serves
                            and its diversity profile; where employees understand and promote equality and where
                            equality is part of our culture.
                            This policy applies to all employees.
                            FTEC recognises the unique contribution each employee can make and will promote a
                            climate of respect for all, requiring colleagues to treat each other with fairness, dignity and
                            respect.
                            FTEC will oppose any form of discrimination against job applicants or employees on the
                            grounds of age, disability, gender, gender reassignment, pregnancy and maternity, race,
                            religion or belief, sexual orientation, marriage or civil partnership status, trade union activity
                            or responsibility for dependents.
                            FTEC will ensure all employment policies and practices, including recruitment and selection,
                            learning and development, promotion and pay are non-discriminatory, in line with relevant
                            employment legislation and best practice.<\/li>\n\n\n\n
                          2. The principles of this policy:
                            The board of directors (leadership team) is responsible for ensuring compliance with the
                            policy and will ensure employment decisions are based on job related, objective criteria,
                            particularly when:<\/li>\n<\/ol>\n\n\n\n
                              \n
                            • recruiting employees.<\/li>\n\n\n\n
                            • making decisions about work-related opportunities, promotion and pay issues.<\/li>\n\n\n\n
                            • managing employee performance through appraisals.<\/li>\n\n\n\n
                            • allocating training opportunities to employees.<\/li>\n\n\n\n
                            • managing pregnant employees and employees with dependent care responsibilities.<\/li>\n\n\n\n
                            • managing change, including reorganisations and restructures.<\/li>\n\n\n\n
                            • managing requests for flexible working and paid or unpaid leave.<\/li>\n\n\n\n
                            • managing attendance and\/or absence issues.
                              Employees are responsible for ensuring compliance with this policy and must not:
                              Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n<\/ul>\n\n\n\n
                                \n
                              1. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n<\/ol>\n\n\n\n
                                  \n
                                • unfairly discriminate against other colleagues, or job applicants.<\/li>\n\n\n\n
                                • encourage colleagues to treat others unfairly or to practice discrimination.<\/li>\n\n\n\n
                                • victimise people who have made allegations or complaints of discrimination or who have
                                  been witnesses in cases of discrimination
                                  Employees have the right not to be victimised or treated less favourably because they have
                                  made a complaint about discrimination during either present or previous employment or
                                  have assisted someone else\u2019s complaint by giving evidence.
                                  An employee who feels he\/she has been subject to unfair discrimination can raise the issue
                                  informally with his\/her manager, or formally under the FTEC\u2019s Harassment
                                  and Bullying Procedure.
                                  Employees who are alleged to have committed an act of unfair discrimination may be liable
                                  to disciplinary action in accordance with the FTEC\u2019s Disciplinary Procedure.
                                  Employees who commit an act of unjustified or unlawful discrimination, or allow
                                  discrimination to occur without taking appropriate action, may also be liable to a claim being
                                  brought against them by the victim in the Civil Court.<\/li>\n<\/ul>\n\n\n\n
                                    \n
                                  1. Supporting disabled employees
                                    Definitions
                                    The Equality Act 2010 has made it easier for a person to show that they are disabled and
                                    thus protected from disability discrimination. Under the Act, a person is considered to be a
                                    disabled person if they have a physical or mental impairment which has a substantial and
                                    long-term adverse effect on their ability to carry out normal day-to- day activities, which
                                    would include things like using a telephone, reading a book or using public transport.
                                    A disability can arise from a wide range of impairments that can be:<\/li>\n<\/ol>\n\n\n\n
                                      \n
                                    • sensory impairments, such as those affecting sight or hearing.<\/li>\n\n\n\n
                                    • impairments with fluctuating or recurring effects such as rheumatoid arthritis, myalgia
                                      encephalomyelitis (ME)\/chronic fatigue syndrome (CFS), fibromyalgia, depression and
                                      epilepsy.<\/li>\n\n\n\n
                                    • progressive, such as motor neurone disease, muscular dystrophy, forms of dementia and
                                      lupus (SLE);<\/li>\n\n\n\n
                                    • organ system specific, including respiratory conditions, such as asthma, and
                                      cardiovascular diseases such as Angina and gastro intestinal conditions such as Crohn\u2019s
                                      disease;<\/li>\n\n\n\n
                                    • diabetes.<\/li>\n\n\n\n
                                    • developmental, such as autistic spectrum disorders (ASD), dyslexia and dyspraxia.<\/li>\n\n\n\n
                                    • learning difficulties.<\/li>\n\n\n\n
                                    • mental health conditions and mental illnesses, such as depression, schizophrenia, eating
                                      disorders, bipolar affective disorders, obsessive compulsive disorders, as well as some
                                      personality disorders and self-harming behaviour;<\/li>\n\n\n\n
                                    • produced by injury to the body or brain.
                                      The following people are deemed to meet the definition of disability, without having to show
                                      that they have an impairment that has (or is likely to have) a substantial, adverse, long-term
                                      effect on their ability to carry out normal day-to-day activities:<\/li>\n\n\n\n
                                    • a person who has cancer, HIV infection or multiple sclerosis.<\/li>\n\n\n\n
                                    • a person who is certified as blind or partially sighted by a consultant Ophthalmologist or is
                                      registered as such with a local authority.
                                      Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no.<\/li>\n<\/ul>\n\n\n\n
                                        \n
                                      1. Website: www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n\n\n\n
                                      2. Reasonable adjustments
                                        Employees are encouraged to advise managers and colleagues of their disability to both
                                        raise awareness in their workplace and to ensure positive support. However, the FTEC is
                                        also aware that the employee has a right to privacy.
                                        Disabled employees are responsible for informing the FTEC (usually via their manager) that
                                        they have a disability as defined by the Equality Act 2010, so as to trigger any appropriate
                                        processes for the assessment of need and any reasonable adjustment.<\/li>\n\n\n\n
                                      3. Managers\u2019 responsibilities
                                        To ensure managers create a culture that promotes equality of opportunity they should ensure
                                        that they:
                                        promote good practice by ensuring the use of discrimination-free language
                                        discourage the use of stereotypical views and promote a realistic and positive image of
                                        disability and;
                                        complete a Personal Emergency Exit Procedure (PEEP) as appropriate for disabled employees
                                        and review annually.
                                        Process for adjustments requested by employees. These may be made in liaison with
                                        Occupational Health or where the adjustments are deemed to be more extensive and relate to
                                        working arrangements, a flexible working request should be submitted in line with the FTECs
                                        Flexible Working Policy.<\/li>\n\n\n\n
                                      4. Monitoring and Review
                                        This policy will be monitored by the Senior Leadership Team. The next review is December
                                        2023.
                                        Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                        www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                        Appendix 2
                                        Exit interview process
                                        It is good practice to undertake an exit interview when a member of staff is leaving the FTEC .
                                        The person carrying out the exit interview with the member of staff should be accepted by the
                                        interviewee as being impartial. The purpose of the interview is to listen carefully to gain
                                        information which can be used constructively within the FTEC to make improvements and
                                        retain valuable staff.
                                        The main function of the exit interview is to determine why the post holder is leaving and to
                                        gather information about the job. Exit interviews are equally useful for people transferring within
                                        the same FTEC .
                                        Exit interview \u2013 Key considerations<\/li>\n<\/ol>\n\n\n\n
                                          \n
                                        • Conduct the interview on an informal basis and in private.<\/li>\n\n\n\n
                                        • Welcome interviewee. Give assurance on confidentiality. Thank them for their participation
                                          and explain fully the reason for the interview.<\/li>\n\n\n\n
                                        • Advise the interviewee that the reasons for leaving will not affect any future references or
                                          offers to work again for FTEC.<\/li>\n\n\n\n
                                        • Open on neutral ground, e.g. asking about the new job.<\/li>\n\n\n\n
                                        • Determine whether the employee could be retained (if desirable).<\/li>\n\n\n\n
                                        • Ascertain the major reasons for leaving.<\/li>\n\n\n\n
                                        • Deal with any specific issues, e.g. finish date, holiday pay.<\/li>\n\n\n\n
                                        • Invite discussion on the job, the working atmosphere and working conditions.<\/li>\n\n\n\n
                                        • Ascertain whether there are training implications but take care to avoid giving a false
                                          impression that training will be provided if they decide to remain.<\/li>\n\n\n\n
                                        • Invite suggestions for improving operations within their area of work (e.g. policies and
                                          practices).<\/li>\n\n\n\n
                                        • Ask if they wish to discuss other issues.<\/li>\n\n\n\n
                                        • Review the job description and make any necessary amendments.<\/li>\n\n\n\n
                                        • Ensure that no promises are made in relation to regrading if trying to get the employee to
                                          remain within FTEC.
                                          Should any concerns be raised during the exit interview that require investigation it is important
                                          that the individual conducting the exit interview raises these with the recruitment team.
                                          FTEC should retain exit interviews for no longer than is necessary and keep them securely, in
                                          accordance with data protection rules. Advice on retention periods should be sought from the
                                          FTEC \/trust Data Protection Officer.
                                          Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                          www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                          Exit interview form
                                          Name:
                                          Name of FTEC :
                                          Current position:
                                          Start Date:
                                          Manager:
                                          Leaving date:
                                          Date of Exit Interview :
                                          Exit interviewer:<\/li>\n<\/ul>\n\n\n\n
                                            \n
                                          1. What first attracted you to work for this FTEC ?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          2. Were your expectations met?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          3. What did you enjoy most about your job role and\/ or working at the FTEC ?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          4. What did you enjoy the least about your job role and\/ or working at the FTEC ?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          5. If you could change something within the FTEC and \/ or your role what would it be?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          6. Describe the working relationship you have with a) colleagues, and b)
                                            board of directors \/manager.
                                            a) \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                            b) \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                            www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n\n\n\n
                                          7. Did you receive induction training?
                                            Yes \/ No<\/li>\n\n\n\n
                                          8. If yes, could it have been improved and if so, how?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          9. Did you feel that you received sufficient training, instruction and support to enable you to
                                            perform your job effectively?
                                            Yes \/ No<\/li>\n\n\n\n
                                          10. If, no, please state what would have helped.
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          11. What was your main reason for your leaving?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          12. Is there anything that would have encouraged you to stay?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          13. Would you consider returning to a) the FTEC \/MAT as an employee in the future?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          14. If not, why not?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026<\/li>\n\n\n\n
                                          15. Do you have any other comments you would like to make?
                                            \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                            (If relevant) Do you wish to pursue a grievance in relation to any of the issues raised in this interview?
                                            Yes \/ No<\/li>\n\n\n\n
                                          16. Where are you going? (Leaving destination)
                                            Please indicate the type of organisation you are joining
                                            Another FTEC in Luton
                                            Another FTEC outside Luton
                                            Further study
                                            Self-employment
                                            Not working
                                            Change in career
                                            Other (please specify):<\/li>\n\n\n\n
                                          17. Reasons for leaving (you may wish to tick more than one box)
                                            Please indicate your main reason(s) for leaving:
                                            Promotion
                                            Career Development
                                            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                            www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                            Other please specify:
                                            Dissatisfaction with management style
                                            Improved benefits
                                            Work environment
                                            Nearer to place of work
                                            Increased job satisfaction
                                            Dissatisfaction with pay
                                            Way work is organised
                                            Dissatisfaction with conditions of service
                                            Insufficient challenge
                                            Lack of promotion \/ career development
                                            Discrimination
                                            Lack of training and development
                                            Harassment
                                            Experience(s) of violence or aggression at work
                                            Partner moving out of area
                                            Ill health
                                            Other domestic reasons
                                            Travel abroad
                                            Difficulty travelling to and from work
                                            Flexibility of working hours
                                            Workload\/stress
                                            If there are areas of concern it may be necessary for the FTEC to arrange to meet with
                                            you\/discuss the feedback with you, to gather more information. HR advice and guidance may
                                            also be sought.
                                            Signature of leaver: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                            Date: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                            Signature of interviewer: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                            Date: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                            Thank you for your participation
                                            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                            www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                            Appendix 3
                                            Safer recruitment checklist
                                            This checklist should be used in conjunction with the Safer Recruitment and Selection Policy.
                                            Preliminaries
                                            Confirm that the vacancy needs filling.
                                            Check to ensure the job description is accurate.
                                            Check to ensure the person specification is accurate.
                                            Assemble the panel members ensuring that one has been safer recruitment
                                            trained (if applicable)
                                            Advertise. Ensure the advert includes the safeguarding statement, whether it is
                                            exempt from the Rehabilitation of Offenders Act and states that CVs won\u2019t be
                                            accepted.
                                            Ensure all safer recruitment supporting documents that accompany the advert are
                                            up-to-date and contain all the relevant documentation as per the guidance in the
                                            Safer Recruitment and Selection Policy.
                                            Before the interview
                                            Scrutinise all applications to ensure that they are completed in full and address any
                                            gaps or discrepancies.
                                            Record candidates\u2019 details for equality monitoring purposes and to ensure
                                            compliance with the Equality Act (2010).
                                            Shortlist candidates involving the panel.
                                            Request two references in writing using the pro forma. References must be from
                                            the current or most recent employer. However, if the applicant is not currently
                                            working with children but has done so in the past, an additional reference should
                                            be obtained from the employer by whom the person was most recently employed
                                            in work with children.
                                            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                            www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                            Send out an invitation to interview and criminal record self-disclosure form.
                                            On receipt of references, follow up written references by phone to ensure veracity
                                            of author and to explore any of the content that is omitted\/unclear\/ambiguous (a
                                            note of the conversation must be kept). Remember, no response from a referee
                                            equals no reference.
                                            Scrutinise the information given against the application form and note down any
                                            discrepancies ready to clarify at the interview.
                                            The panel meets to devise standard questions for all candidates, weightings on
                                            questions and devise any tests or practical exercises. Include questions which
                                            explore suitability to work with children based on past experience and on the
                                            information provided in the application and references.
                                            At interview
                                            Inspect, photocopy, sign and date the evidence provided by applicants that they
                                            have provided to support their identity and eligibility to work in the UK checks.
                                            Satisfy yourself that the preferred candidate has the requisite permission to be in
                                            the UK, and to undertake the work in question, if in doubt, refer to FTEC
                                            recruitment policy.
                                            Inspect and photocopy original qualifications relevant to the post.
                                            Apply tests\/practical exercises which measure ability under the person
                                            specification, particularly in relation to working with children.
                                            Evaluate the candidate\u2019s ability to support FTEC \u2019s agenda for safeguarding and
                                            promoting the welfare of children.
                                            Ask all agreed questions carefully noting and scoring the answers.
                                            Ask any candidate with a gap in their employment to fully explain the gap.
                                            Ask candidates to confirm whether the information provided on their criminal
                                            convictions self-disclosure form is still accurate. If candidates have provided
                                            information about a conviction(s) that is not \u2018protected\u2019 then it will be necessary to
                                            discuss the disclosure with the candidate.
                                            Ask the candidate to explain any concerns over discrepancies arising from
                                            information provided by the candidate or on a reference.
                                            If, for whatever reason, references were not obtained before the interview, the
                                            candidate should be asked if there is anything s\/he wishes to declare\/discuss in
                                            light of the questions on the reference.
                                            Post interview
                                            Scrutinise all the recruitment information provided thus far and ensure that it is
                                            complete before deciding who to offer the post to.
                                            Offer the preferred candidate the position conditionally subject to satisfactory
                                            checks.
                                            Carry out a DBS \/ Barred list Check on the preferred candidate.
                                            Send out the follow up reference request, requesting sickness absence
                                            information.
                                            If, for whatever reason, references were not obtained before the interview, obtain
                                            and scrutinise the references.
                                            Check the veracity of the preferred candidate\u2019s qualifications by telephoning the
                                            Awarding Body (if necessary).
                                            Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                            www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                            Ensure the preferred candidate has submitted the medical questionnaire to
                                            Occupational Health for analysis.
                                            Monitor medical and disclosure clearances.
                                            Ensure all checks are confirmed in writing.
                                            Arrange for the storage of interview notes and photocopied documents
                                            Prepare the induction of the new employee, to include Code of Conduct (must be
                                            signed for) and relationships\/boundaries with young people.
                                            Handle feedback requests from any unsuccessful candidates.
                                            Only after all checks have proved satisfactory
                                            Complete the necessary paperwork for FTEC s HR and Payroll Team to arrange
                                            for the contract of employment to be sent out and for pay and pension
                                            purposes.
                                            Enter successful candidate\u2019s details on FTEC \u2019s personnel database, including
                                            equalities data.
                                            Advise relevant school-based personnel of the successful candidate\u2019s details and
                                            start date.
                                            Ensure the completed copy of this checklist and all the relevant documents are
                                            carefully filed.
                                            Post Appointment Induction<\/li>\n<\/ol>\n\n\n\n
                                              \n
                                            • Commence an induction programme for all newly appointed staff and
                                              volunteers regardless of previous experience.<\/li>\n\n\n\n
                                            • With regards to safeguarding and promoting the welfare of children, the
                                              induction programme should include information about, and written
                                              statements of policies and procedures in relation to safeguarding and
                                              promoting welfare e.g. child protection, anti-bullying, anti-racism, physical
                                              intervention\/restraint, intimate care, internet safety and any local child
                                              protection\/safeguarding procedures. Safe practice and the standards of
                                              conduct and behaviour expected of staff and pupils in the establishment;
                                              how and with whom any concerns about those issues should be raised;
                                              and, other relevant personnel procedures e.g. disciplinary, capability and
                                              whistle-blowing.<\/li>\n\n\n\n
                                            • The programme should also include attendance at child protection training
                                              appropriate to the person\u2019s role.
                                              Monitoring
                                              Review the recruitment and selection event and identify strengths and
                                              weaknesses.
                                              Address the areas that could be improved.
                                              Build on areas that are strong.
                                              Share good practice with other schools if appropriate.
                                              Signed: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 Print name:
                                              \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                              Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                              www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                              School:\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026. Date:
                                              \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                              Appendix 4
                                              Safer recruitment and selection policy statement.
                                              The following statements should be used in all recruitment and selection literature to attract
                                              suitable applicants as well as deter unsuitable ones.
                                              \u2018FTEC is committed to safeguarding and promoting the welfare of children and expects
                                              all staff to share this commitment. Applicants must be willing to undergo child protection
                                              screening appropriate to the post, including checks with past employers and the
                                              Disclosure and Barring Scheme\u2019.
                                              \u2018CVs will not be accepted for any posts based in schools. Please contact the recruitment
                                              team (recruitment@friendlytutors.co.uk) if you need assistance\u2019.
                                              \u2018Experience of working in a school environment is essential for this post\u2019. (as appropriate). \u2018Experience of
                                              working in a school environment is desirable for this post\u2019. (as appropr)
                                              Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                              www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                              Job title Grade
                                              (if applicable)
                                              Post holder\u2019sjob title
                                              Current grade Job title Grade
                                              (if applicable)
                                              Managersjob title and
                                              grade
                                              Appendix 5
                                              JOB DESCRIPTION
                                              Purpose of post:
                                              Organisation chart:
                                              Principal responsibilities:<\/li>\n<\/ul>\n\n\n\n
                                                \n
                                              1. %<\/li>\n\n\n\n
                                              2. %<\/li>\n\n\n\n
                                              3. %<\/li>\n\n\n\n
                                              4. %
                                                Title:
                                                School:
                                                Responsible to:
                                                Grade:
                                                Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n\n\n\n
                                              5. %<\/li>\n\n\n\n
                                              6. %<\/li>\n\n\n\n
                                              7. %<\/li>\n\n\n\n
                                              8. %
                                                Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                Dimensions
                                                Supervisory Management:
                                                Financial Resources:
                                                Physical Resources:
                                                Other:
                                                Physical Effort:
                                                Working Environment:
                                                Context:
                                                All support staff are part of the learning environment . This will mean focussing on the needs of
                                                colleagues, parents and pupils and being flexible in a busy pressurised environment. It is the
                                                individual\u2019s responsibility for promoting and safeguarding the welfare of children and young people
                                                s\/he is responsible for or comes into contact with.
                                                DBS
                                                This post meets the definition of \u2018Regulated Activity\u2019 as defined in the Safeguarding Vulnerable Groups
                                                Act 2006 (as amended).
                                                Because of the nature of this job, it will be necessary for an enhanced DBS check to be undertaken.
                                                This post is exempt from the Rehabilitation of Offenders Act and therefore applicants are required to
                                                declare all unspent cautions and convictions; and also any adult cautions (simple or conditional), and
                                                spent convictions that are not protected as defined by the Rehabilitation of Offenders Act 1974
                                                (Exceptions) Order 1975 (as amended in 2020). A person\u2019s criminal record will not in itself prevent a
                                                person from being appointed to this post.
                                                Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                Please make sure, when completing your application form, you give clear examples of how you meet the
                                                essential and desirable criteria.
                                                Attributes Essential How
                                                measured
                                                Desirable How
                                                measured
                                                Experience
                                                Skills\/Abilities
                                                Able to converse with ease with
                                                members of the public and provide
                                                effective help or advice in accurate and
                                                fluent spoken English
                                                1,2,5
                                                Competencies
                                                Able to demonstrate:
                                                appropriate motivation to work with
                                                young people
                                                ability to form appropriate relationships
                                                with young people
                                                emotional resilience in working with
                                                challenging behaviours
                                                appropriate attitudes to use of authority
                                                and maintaining discipline.
                                                Equality Issues
                                                Specialist
                                                Knowledge
                                                Education and
                                                Training
                                                Applicants will not be refused posts because of offences which are not relevant to, and do not place
                                                them at or make them a risk in, the role for which they are applying. However, in the event of the
                                                employment being taken up, any failure to disclose such offence, as detailed above, will result in
                                                dismissal or disciplinary action by the Authority.
                                                FTEC is committed to safeguarding and promoting the welfare of children and expects all staff to
                                                share this commitment. Applicants must be willing to undergo child protection screening
                                                appropriate to the post, including checks with past employers and the Disclosure and Barring
                                                Service.
                                                \u2018CVs will not be accepted for any posts based in schools\u2019.
                                                Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                Person Specification
                                                This acts as selection criteria and gives an outline of the types of persons and the characteristics required to do
                                                the job.
                                                Essential (E): without which candidate would be rejected Desirable
                                                (D): useful for choosing between two good candidates.
                                                Other
                                                Requirements
                                                (1 = Application Form 2 = Interview 3 = Test 4 = Proof of Qualification 5 = Practical Exercise)
                                                We will consider any reasonable adjustments under the terms of the Equality Act (2010) to enable an
                                                applicant with a disability (as defined under the Act) to meet the requirements of the post.
                                                The Job-holder will ensure that FTEC\u2019s policies are reflected in all aspects of his\/her work, in particular those
                                                relating to:
                                                (i) Equal Opportunities
                                                (ii) Health and Safety
                                                (iii) Data Protection Act (2018)
                                                In addition to candidates\u2019 ability to perform the duties of the post, the interview will also explore issues relating to
                                                safeguarding and promoting the welfare of children including:<\/li>\n<\/ol>\n\n\n\n
                                                  \n
                                                • Motivation to work with children and young people.<\/li>\n\n\n\n
                                                • Ability to form and maintain appropriate relationships and personal boundaries with children and young
                                                  people.<\/li>\n\n\n\n
                                                • Emotional resilience in working with challenging behaviours; and, attitudes to use of authority and
                                                  maintaining discipline.
                                                  FTEC is committed to safeguarding and promoting the welfare of children and expects all staff to share
                                                  this commitment. Applicants must be willing to undergo child protection screening appropriate to the post,
                                                  including checks with past employers and the Disclosure and Barring Service.
                                                  Appendix 6
                                                  Person specification phrases
                                                  Experience
                                                  (The context in which a person will have applied their knowledge, skills and abilities)
                                                  Phrases need to be in a format which will describe the depth of experience and the type of experience.
                                                  The type of experience should be as specific as possible.
                                                  The suggested format is:
                                                  (Depth of experience) experience of (state the type of experience)
                                                  Select option Select example.
                                                  from from List B
                                                  List A or insert details of
                                                  type of experience
                                                  List A List B
                                                  Depth of experience Type of experience
                                                  Some These will include:
                                                  Demonstrable Supervisory
                                                  In-depth Management
                                                  Substantial policy\/strategy development and implementation
                                                  curriculum co-ordination
                                                  assessment, monitoring and record keeping
                                                  supporting learning needs of pupils
                                                  co-ordination of special education needs
                                                  financial planning
                                                  Clerical
                                                  Administrative
                                                  word-processing packages
                                                  spreadsheet packages
                                                  database packages
                                                  Library
                                                  community
                                                  finance\/accountancy
                                                  information technology\/management
                                                  Cleaning
                                                  grounds maintenance
                                                  Catering
                                                  Remember to avoid any duplication with ‘Skills and Abilities’ criteria
                                                  Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                  www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                  Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                  www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                  Example phrases:
                                                  Some experience of staff supervision.
                                                  Demonstrable experience in a senior management role.
                                                  Demonstrable experience of implementing projects and initiatives.
                                                  Demonstrable experience of working with people from Asian communities
                                                  In-depth experience of providing social care in either a paid or voluntary capacity
                                                  Some experience of operating an emergency telephone call service
                                                  Substantial experience of financial planning
                                                  Some experience of teaching in a multi-cultural context.
                                                  Some experience of working in partnership with parents.
                                                  Demonstrable experience of delivering INSET.
                                                  Some experience of developing and maintaining resources in a subject area.
                                                  Substantial experience of working collaboratively with other professionals.
                                                  Some experience of supporting pupils with special educational needs.
                                                  In-depth experience of developing and implementing policy relating to (\u2026\u2026\u2026\u2026\u2026.)
                                                  Demonstrable experience of using word processing and spreadsheet packages.
                                                  Demonstrable experience of basic administration and clerical work
                                                  In-depth experience of operating and maintaining a technical library
                                                  Some experience of working within financial and administrative procedures
                                                  Substantial experience of preparing and managing large and complex budgets
                                                  Demonstrable experience of developing, implementing and managing information
                                                  technology strategies.
                                                  Some experience of performing basic cleaning operations including sweeping, mopping,
                                                  dusting.
                                                  Demonstrable experience of using floor cleaning and polishing machinery.
                                                  Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                  www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                  Person specification phrases
                                                  Skills and abilities
                                                  (What a person must be able to do)
                                                  Phrases need to be in a format which will describe the level or depth of the skill (where
                                                  this is appropriate) and the specific skill required.
                                                  The percentage figure attached to the principle responsibilities on the job description
                                                  will indicate the frequency that a skill will be required. This will allow any necessary
                                                  reasonable adjustments to be identified which will enable a person with a disability to
                                                  do the job.
                                                  The suggested format is:
                                                  (Level or depth of skill) (state specific skill)
                                                  Select option Select example
                                                  From from List B
                                                  List A or
                                                  (where appropriate) insert details of
                                                  specific skill
                                                  List A
                                                  List B
                                                  Level or depth of skill Specific skills and abilities
                                                  Ability to acquire (learning situation) (See next 2 pages)
                                                  Basic
                                                  Skilled
                                                  Demonstrable
                                                  In-depth
                                                  Substantial
                                                  Example phrases:
                                                  Demonstrable numeracy skills – able to calculate percentages and VAT.
                                                  Basic literacy skills – able to read letters and work procedures.
                                                  Substantial management skills – able to lead and manage employees at FTEC .
                                                  Ability to acquire EXCEL spreadsheet skills to produce and amend straightforward spreadsheets.
                                                  Demonstrable organisational skills – able to manage periods of heavy and conflicting demands.
                                                  Substantial judgement – able to analyse complex sensitive situations and find effective solutions.
                                                  Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                  www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.
                                                  In-depth word-processing skills – able to produce a wide range of complex documents and forms.
                                                  Basic organisational skills – able to organise own workload.
                                                  Demonstrable accuracy – able to maintain accurate manual and computer based records.
                                                  Substantial communications skills – able to negotiate with and influence others at a senior level.
                                                  Able to give effective presentations to interested groups.
                                                  Able to work to strict deadlines and targets.
                                                  Specific skills and abilities
                                                  These will include:
                                                  Numeracy Skills
                                                  able to add, subtract, multiply, divide<\/li>\n\n\n\n
                                                • balance and record cash receipts<\/li>\n\n\n\n
                                                • calculate percentages and proportions<\/li>\n\n\n\n
                                                • analyse and interpret large amounts of data and produce meaningful statistics<\/li>\n\n\n\n
                                                • support the learning of pupils in Numeracy at KS\u2026<\/li>\n\n\n\n
                                                • perform complex calculations
                                                  Literacy Skills<\/li>\n\n\n\n
                                                • able to read letters and work procedures.<\/li>\n\n\n\n
                                                • read and comprehend complex reports.<\/li>\n\n\n\n
                                                • draft simple letters<\/li>\n\n\n\n
                                                • write straightforward reports<\/li>\n\n\n\n
                                                • write complex reports
                                                  Management, Supervisory, Leadership Skills<\/li>\n\n\n\n
                                                • able to supervise a group of staff<\/li>\n\n\n\n
                                                • ensure that work outputs and standards are maintained<\/li>\n\n\n\n
                                                • build and motivate an effective team<\/li>\n\n\n\n
                                                • lead and manage the (insert function)<\/li>\n\n\n\n
                                                • direct and support the (insert function)<\/li>\n\n\n\n
                                                • delegate responsibility to facilitate personal development.<\/li>\n\n\n\n
                                                • lead the development and maintenance of professional standards
                                                  Communication skills
                                                  (If it is not appropriate, then omit Part A of the phrase and use only Part B “Able to\u2026\u2026\u2026\u2026\u2026\u2026 “)<\/li>\n\n\n\n
                                                • deal with enquiries from parents and pupils.<\/li>\n\n\n\n
                                                • deal politely and tactfully with a wide range of people.<\/li>\n\n\n\n
                                                • give advice within specific guidelines<\/li>\n\n\n\n
                                                • give effective presentations to school staff – e.g. INSET.<\/li>\n\n\n\n
                                                • speak effectively to large groups.
                                                  Registered address: 65 The Broadway, London. E15 4BQ Registered in England & Wales: Company no. 14595380. Website:
                                                  www.friendlytutors.co.uk; Email: contact@friendlytutors.co.uk.<\/li>\n\n\n\n
                                                • consult with others inside and outside FTEC .<\/li>\n\n\n\n
                                                • persuade others and gain commitment from them<\/li>\n\n\n\n
                                                • negotiate with and influence others.<\/li>\n\n\n\n
                                                • effectively speak (state which particular language) language.
                                                  Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                  no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                  Work demands and deadlines
                                                  (If it is not appropriate, then omit Part A of the phrase and use only Part B “Able to\u2026\u2026\u2026\u2026\u2026\u2026.”)<\/li>\n\n\n\n
                                                • work to strict work deadlines and targets.<\/li>\n\n\n\n
                                                • work within and meet competing deadlines and targets.<\/li>\n\n\n\n
                                                • meet conflicting work demands, targets and deadlines.<\/li>\n\n\n\n
                                                • undertake a diverse workload.<\/li>\n\n\n\n
                                                • manage periods of heavy and conflicting work demands.<\/li>\n\n\n\n
                                                • manage constant and often conflicting work demands.
                                                  Organisational skills<\/li>\n\n\n\n
                                                • able to follow (simple\/straightforward\/complex) procedures \/ guidelines.<\/li>\n\n\n\n
                                                • work within established procedures.<\/li>\n\n\n\n
                                                • organise own workload.<\/li>\n\n\n\n
                                                • prioritise workload to meet targets.<\/li>\n\n\n\n
                                                • plan and organise workloads to meet deadlines.<\/li>\n\n\n\n
                                                • work in (collaboration\/co-operation\/conjunction) with others in the team.<\/li>\n\n\n\n
                                                • plan and organise the work of the section.
                                                  Judgement
                                                  (If it is not appropriate, then omit Part A of the phrase and use only Part B “Able to\u2026\u2026\u2026\u2026\u2026\u2026.”)<\/li>\n\n\n\n
                                                • work unsupervised<\/li>\n\n\n\n
                                                • work with the minimum of supervision.<\/li>\n\n\n\n
                                                • use own initiative within defined procedures.<\/li>\n\n\n\n
                                                • establish facts and take action within procedures.<\/li>\n\n\n\n
                                                • analyse and interpret data.<\/li>\n\n\n\n
                                                • undertake research and assess results.<\/li>\n\n\n\n
                                                • make professional judgements.<\/li>\n\n\n\n
                                                • decisive and able to exercise judgement within an agreed framework
                                                  Accuracy and Speed
                                                  (If it is not appropriate, then omit Part A of the phrase and use only Part B)<\/li>\n\n\n\n
                                                • accurate computer data entry skills (and insert speed required e.g. x items per minute)<\/li>\n\n\n\n
                                                • accurate typing\/word-processing skills at (x) words per minute<\/li>\n\n\n\n
                                                • able to maintain accurate (manual \/computer based) records<\/li>\n\n\n\n
                                                • methodical and accurate approach to
                                                  work tasks<\/li>\n\n\n\n
                                                • accurate and thorough attention to detail
                                                  Specific Skills
                                                  (These are many and varied, so a limited selection of examples have been listed).
                                                  Accountancy Health and Safety
                                                  Administration Horticultural
                                                  Analytical Interviewing
                                                  Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                  no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                  Budget Planning Joinery
                                                  Caring Keyboard
                                                  Clerical Project Planning
                                                  Computer Programming Training
                                                  Financial Supervisory
                                                  Financial Administration
                                                  Grounds Maintenance
                                                  Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                  no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                  Appendix 7
                                                  Scrutinising record template
                                                  This form will help enable schools ensure that all areas of recruitment and
                                                  selection are thoroughly scrutinised. The form should be completed by the
                                                  appropriate person(s). In all cases, the recruitment panel should receive this
                                                  form before interview if the candidate is short listed.
                                                  Candidates
                                                  Name\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                                  . Role Applied
                                                  For\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                                  Closing Date of
                                                  Role\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                                  Application form
                                                  Anomalies, gaps or
                                                  concerns
                                                  Date
                                                  investigated
                                                  Result of follow up
                                                  Dates
                                                  Employment history
                                                  Qualifications
                                                  Referees given
                                                  Repeated changes
                                                  Career progression
                                                  Mid-career move (e.g.
                                                  perm to supply)
                                                  Other
                                                  Did the application form have to be returned to the applicant for
                                                  completion? Yes \/ No
                                                  Date form returned to applicant:
                                                  Date applicant returned form:
                                                  Has the application form been signed? Yes\/No (ensure signed at interview if shortlisted)
                                                  Does the applicant meet the criteria in the person
                                                  specification? Yes \/ No
                                                  Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                  no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                  Is the applicant short listed for
                                                  interview? Yes \/ No
                                                  References
                                                  NB: One reference must be from the short listed applicants current or last
                                                  employer where they last worked with children.
                                                  Reference 1 Reference 2
                                                  Referees Name
                                                  Relationship to applicant
                                                  Date reference requested
                                                  Date referenced chased (if applicable)
                                                  Date reference received
                                                  Reference completed in full? Yes \/ No Yes \/ No
                                                  Date referee contacted for further
                                                  information\/clarification (if applicable)
                                                  NB: The referee must confirm this in
                                                  writing
                                                  Date reference scrutinised against application form \u2026\u2026\u2026\u2026\u2026\u2026..
                                                  Anomalies, gaps or concerns identified? NB: These must be addressed at interview.
                                                  \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                  The Interview
                                                  Self-declaration form submitted and
                                                  discussed?. \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.Document to prove
                                                  eligibility to work in the UK provided\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.
                                                  Qualifications
                                                  provided\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..
                                                  Do they match the qualifications listed on the application form? Yes \/ No
                                                  Identity check provided (document containing photo)
                                                  \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026NB: Verify, copy, sign and date these
                                                  documents.
                                                  List of anomalies, gaps or concerns Candidate\u2019s response
                                                  NB: The interview grid must also be completed.
                                                  Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                  no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                  At the end of the interview, inform the candidate of the next steps and
                                                  that if they are successful, their post will be subject to a satisfactory
                                                  medical clearance, DBS check, qualifications verification and any
                                                  outstanding checks.
                                                  Appendix 8
                                                  Shortlisting applicants and completion of form
                                                  The following steps should be taken to complete the shortlisting form:<\/li>\n<\/ul>\n\n\n\n
                                                    \n
                                                  1. Using the Person Specification, write all of the essential criteria (marked
                                                    \u2019E\u2019) in the column headings on the shortlisting form. Draw further lines if
                                                    more columns are needed. Desirable criteria should not be used at this
                                                    stage for shortlisting.<\/li>\n\n\n\n
                                                  2. Using the application form, allocate one of the following scores for each criteria:
                                                    0 = Does not meet requirements\/No evidence.
                                                    1 = Some evidence but insufficient to assess fully.
                                                    2 = Appears to meet requirements.
                                                    3 = Definitely meets requirements.
                                                    For applicants who score \u20180\u2019 against one of the essential criteria, there is
                                                    no need to score the remaining criteria as all essential criteria must be
                                                    met to effectively carry out the job.
                                                    Some criteria are not always easy to assess from the application form e.g.
                                                    \u2018must be a flexible worker\u2019, \u2018numerate\u2019 or willing to work unsociable hours\u2019.
                                                    If this is the case and the candidate has not given any examples, give
                                                    them a score of \u20181\u2019. If examples are given, score the candidate as normal.<\/li>\n\n\n\n
                                                  3. Total each applicant\u2019s scores. The highest scoring applicants should be
                                                    invited to interview although consideration should be given as to whether
                                                    the applicants have scored \u2018high enough\u2019 to warrant an interview. There
                                                    should be a clear break in scores between those you shortlisted for
                                                    interview and those not invited. If you have candidates with similar scores,
                                                    select and score one desirable criteria and add this to the total score. On
                                                    average, a maximum of six applicants should be invited to each day of
                                                    interviews. Tick the \u2018Shortlisted\u2019 column for those invited.<\/li>\n\n\n\n
                                                  4. Notify all applicants by letter of the shortlisting outcome. Undertake the
                                                    interviews. Keep any copies of this form and your notes in a locked
                                                    cabinet for one year.
                                                    Registered address: Suite C, 107-109 The Grove, London E15 1HP. Registered in England & Wales: Company
                                                    no. 14595380. Website: www.friendlytutors.co.uk; Email: info@friendlytutors.co.uk.
                                                    41
                                                    SHORTLISTING PROFORMA
                                                    For completion by the recruiting manager
                                                    Post\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..
                                                    Date of Shortlisting\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026..
                                                    Names of Shortlisters\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                    Please indicate below using the necessary letters which selection criteria taken from the job description and personnel specification each
                                                    candidate has\/has not met. The candidates who meet the most selection criteria will be shortlisted. All panel members should sign to show
                                                    they agree with the decisions indicated.
                                                    0 = Does not meet requirements\/No evidence.
                                                    1 = Some evidence but insufficient to assess fully.
                                                    2 = Appears to meet requirements.
                                                    3 = Definitely meets requirements.
                                                    Candidate names or number Short-listed? Y\/N Reason for decision
                                                    Essential Criteria (write the actual
                                                    criteria here from the job
                                                    description & personnel
                                                    specification)
                                                    Desirable Criteria
                                                    Desirable Criteria
                                                    NOTES
                                                    Signature of panel members: –
                                                    42
                                                    Appendix 9
                                                    Invitation to interview pro-forma
                                                    NAME
                                                    ADDRESS
                                                    DATE
                                                    Dear NAME
                                                    Invite to interview – JOB TITLE
                                                    Following receipt of your application form, you have been shortlisted for the above post and
                                                    are therefore invited to attend an interview on *DATE, at *TIME at *NAME AND ADDRESS
                                                    OF VENUE, (map enclosed). Please report to the main reception area on your arrival.
                                                    The purpose of the interview is to assess your suitability for the above post and give both the
                                                    panel and yourself an opportunity to gain further information before making a successful
                                                    appointment. It is also an opportunity to seek clarification on information which you have
                                                    provided on the application form and accompanying information.
                                                    The selection process and interview questions have been structured around the person
                                                    specification and job description which were provided with details of the vacant post. We have
                                                    enclosed an extra copy of these with this letter to assist you with your preparation.
                                                    The interview will assess your suitability to work with children and will include
                                                    questions relating to safeguarding and promoting the welfare of children.
                                                    Please also bring with you original documents confirming your qualifications gained and an
                                                    original document verifying your eligibility to work in the UK and identity (document with a
                                                    photograph e.g. passport). Details of which documents are acceptable as proof of eligibility
                                                    to work in the UK are attached.
                                                    Please also ensure that you complete the attached criminal conviction self-disclosure
                                                    form and bring the completed form with you to your interview.
                                                    The panel will comprise of *NAMES and JOB TITLES.
                                                    The interview will take place as follows:
                                                    *TIME *EVENT e.g. panel interview, presentation etc\u2026 *DURATION
                                                    *With regard to the presentation, we will make a flip chart and overhead projector available
                                                    but please do not hesitate to contact us if you require other equipment or resources.
                                                    If you are successfully appointed, you will be required to undergo an enhanced DBS check.
                                                    I would be grateful if you could contact NAME, JOB TITLE and TEL NO to confirm your
                                                    attendance at the interview and whether you require any other equipment or resources for
                                                    your presentation.
                                                    If you have any questions relating to the selection process *NAME will be happy to respond
                                                    to them.
                                                    If you require an adjustment to be made under the Equality Act 2010 to attend this interview, please
                                                    contact or write to us explaining what you require.
                                                    We look forward to meeting you on the *DATE.
                                                    Yours sincerely
                                                    *NAME
                                                    *JOB TITLE
                                                    *SCHOOL
                                                    43
                                                    Appendix 10
                                                    Completion of interview form<\/li>\n\n\n\n
                                                  5. Write all of the essential criteria (marked \u2018E\u2019) in the column headings on the interview
                                                    form and any desirable criteria you will be testing at interview. Draw further lines if more
                                                    columns are needed.<\/li>\n\n\n\n
                                                  6. Write the name of the shortlisted applicant at the top of the form.<\/li>\n\n\n\n
                                                  7. Before interviewing, weight any essential criteria which is particularly crucial to the job.
                                                    For example, the score for \u2018able to communicate at all levels\u2019 could be multiplied by two.
                                                    This weighting should be agreed by all panel members and will help the strongest
                                                    candidate stand out on the most important criteria.<\/li>\n\n\n\n
                                                  8. During the interview, use \u2018behavioural\/competency based\u2019 interview questions to assess
                                                    the applicant, e.g. \u2018Give me an example where you have dealt with a difficult person\u2019.
                                                    After the interview, award a score for each criteria using the guide below:
                                                    1 = Poor
                                                    2 = Fair
                                                    3 = Average
                                                    4 = Good
                                                    5 = Excellent
                                                    Standards should be set to define what the panel interprets as poor, average, excellent
                                                    etc. Remember, \u2018average\u2019 is satisfactory and implies that the applicant can do the job.
                                                    Keep factual notes of the applicant\u2019s responses to help you discuss your score with the
                                                    panel and decide on a final panel score. Be sure to score against your agreed standards
                                                    (1-5) and not to compare applicants against each other.<\/li>\n\n\n\n
                                                  9. Total the applicant\u2019s scores for the essential criteria only to determine the successful
                                                    applicant. Although the highest scoring applicant would normally be appointed,
                                                    consideration should be given as to whether they have actually scored \u2018high enough\u2019 to
                                                    be able to do the job. If they have consistently scored below \u20183\u2019 then you have scored
                                                    them as not satisfactory and consequently they should not be offered the post.<\/li>\n\n\n\n
                                                  10. If the two highest scoring applicants have the same score, add the desirable criteria to
                                                    the score to decide.<\/li>\n\n\n\n
                                                  11. Confirm whether the applicant was successful or not by ticking the option below. If no
                                                    one was appointed note this clearly on the interview form and the reason why.<\/li>\n\n\n\n
                                                  12. Copy the interview form and keep the copy with the unsuccessful application forms in a
                                                    locked cabinet for one year.
                                                    44
                                                    Interview Assessment Form
                                                    Name of candidate:
                                                    Position applied for:
                                                    Interviewed by:
                                                    Date:
                                                    Prior to interview transfer selection criteria from the job description and person specification
                                                    into the below assessment table.
                                                    Use additional rows as necessary using the same format.
                                                    Selection Criteria Fact\/Evidence Comments
                                                    A B C D E
                                                    Qualifications
                                                    Relevant experience
                                                    Skills\/Knowledge\/Aptitude
                                                    Motivation
                                                    Other
                                                    Interview Scoring: 1 = Poor, 2 = Fair, 3 = Average, 4 = Good, 5 = Excellent
                                                    45
                                                    Members of the interviewing panel should use the below table to record the agreed interview
                                                    questions and the candidate\u2019s responses. This will ensure that the interviewing panel will
                                                    have enough evidence to select the right candidate for the role.
                                                    Interview questions to be asked to all
                                                    candidates
                                                    Candidate Response
                                                    Once the interview has taken place members of the interviewing panel should individually complete the
                                                    candidate assessment table above by matching each candidate’s application form and interview performance against
                                                    the requirements of the job description and personnel specification. The panel should then collectively decide upon
                                                    the successful candidate. The candidate who best meets the requirements should be appointed.
                                                    Recommend for post
                                                    Unsuccessful for post
                                                    Other (specify):
                                                    SUMMARY
                                                    (NB: Include where applicable the reasons for unsuccessful candidate)
                                                    Selection panel:
                                                    Signed:
                                                    Date:
                                                    46
                                                    Appendix 11
                                                    Conditional offer letter template
                                                    PRIVATE AND CONFIDENTIAL NAME
                                                    ADDRESS
                                                    DATE
                                                    Dear NAME
                                                    Re: Conditional offer of employment
                                                    Further to your recent interview I am pleased to offer you the post of JOB TITLE subject to
                                                    the satisfactory clearances of the checks listed below. Your Statement of Particulars which
                                                    constitutes your Contract of Employment with ADD IN SCHOOL \/ MAT will follow at a later
                                                    date.
                                                    Your employment is subject to satisfactory written confirmation of the following:<\/li>\n<\/ol>\n\n\n\n
                                                      \n
                                                    • Two references, one which must be from your current or last employer where you were
                                                      engaged in a role that involved working with children (where possible)<\/li>\n\n\n\n
                                                    • Verification of your identity (with photograph)<\/li>\n\n\n\n
                                                    • Proof of eligibility to work in the UK<\/li>\n\n\n\n
                                                    • An enhanced DBS disclosure<\/li>\n\n\n\n
                                                    • Barred list check<\/li>\n\n\n\n
                                                    • Verification of qualifications (as appropriate to the post)<\/li>\n\n\n\n
                                                    • Verification of medical fitness<\/li>\n\n\n\n
                                                    • (for teaching posts) Teaching Services checks<\/li>\n\n\n\n
                                                    • (for non-teaching posts) completion of probationary period<\/li>\n\n\n\n
                                                    • (for overseas candidates) any other appropriate checks
                                                      Please note that \u201cSatisfactory\u201d means satisfactory to FTEC \/ MAT
                                                      FTEC is committed to safeguarding and promoting the safeguarding of children and expects
                                                      all staff to share this commitment. Applicants must be willing to undergo child protection
                                                      screening appropriate to the post, including checks with past employers and the DBS.
                                                      I wish you well in your employment with FTEC
                                                      Yours sincerely
                                                      On behalf of the Recruitment Team
                                                      Appendix 12
                                                      47
                                                      Policy of recruitment of ex-offenders
                                                      Introduction
                                                      FTEC is committed to equality of opportunity for all job applicants and aims to select
                                                      people for employment on the basis of their skills, abilities, experience, knowledge and
                                                      where appropriate, qualifications and training. FTEC recognises the contribution that ex\u0002offenders can make as employees and volunteers and welcome applications from them. A
                                                      person\u2019s criminal record will not in itself, prevent a person from being appointed to a
                                                      particular post.
                                                      Because of the nature of work, it will be necessary for an enhanced DBS check to be
                                                      undertaken. All roles within school are exempt from the Rehabilitation of Offenders Act 1974
                                                      and therefore applicants are required to declare all unspent cautions and convictions; and
                                                      also any adult cautions (simple or conditional), and spent convictions that are not protected
                                                      as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as
                                                      amended in 2020).
                                                      Any information given will be treated in the strictest confidence. Suitable applicants will not
                                                      be refused posts because of offences, which are not relevant to, and do not place them at or
                                                      make them a risk in, the role for which they are applying.
                                                      For further information on criminal record self-declaration for roles that are eligible for
                                                      standard or enhanced DBS checks please refer to Nacro guidance and the MoJ website.
                                                      All cases will be examined on an individual basis and will take the following into consideration:<\/li>\n\n\n\n
                                                    • whether the caution or conviction is relevant to the position applied for<\/li>\n\n\n\n
                                                    • the seriousness of any offence revealed.<\/li>\n\n\n\n
                                                    • the age of the applicant at the time of the offence(s)<\/li>\n\n\n\n
                                                    • the length of time since the offence(s) occurred.<\/li>\n\n\n\n
                                                    • whether the applicant has a pattern of offending behaviour<\/li>\n\n\n\n
                                                    • the circumstances surrounding the offence(s), and the explanation(s) offered by the person
                                                      concerned.<\/li>\n\n\n\n
                                                    • whether the applicant\u2019s circumstances have changed since the offending behaviour.
                                                      If an applicant has any of the following: unspent caution or convictions, adult cautions
                                                      (simple or conditional), spent convictions that are not protected as defined by the
                                                      Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2020), and if
                                                      the nature of the offence is relevant to the job for which he\/she has applied, FTEC will
                                                      review the individual circumstances of the case considering the factors listed above and
                                                      may, at its discretion, decline to select the individual for employment.
                                                      If an employee is convicted during the course of their employment, it will be the responsibility
                                                      of the employee to notify their board of directors . If the nature of the offence is relevant to
                                                      their job, FTEC will review the individual circumstances of the case and may terminate their
                                                      employment through the appropriate disciplinary procedure. The individual may be suspended
                                                      whilst the review is carried out. Please refer to FTEC s Disciplinary Procedure, and seek HR
                                                      Advice.
                                                      Appendix 13
                                                      48
                                                      Positive DBS guidance
                                                      When a disclosure report reveals information, FTEC \u2019s recruitment team (where a school
                                                      purchases this service) will confidentially discuss this with the recruiting manager \/ board of
                                                      directors .
                                                      In all cases, a meeting must be held between the board of directors \/ recruiting manager and
                                                      the candidate, and the positive risk assessment completed.
                                                      Page 1:
                                                      A note of the discussion must be completed, by the board of directors \/ recruiting manager,
                                                      during the meeting. NB this is the only information we can keep on file, so please note
                                                      the information contained on the certificate.
                                                      Suggested questions:
                                                      1) Do you dispute the accuracy of the information disclosed? If yes, they need to be
                                                      advised to contact DBS
                                                      2) Can you tell me about your offence(s)?
                                                      3) How did you feel about them at the time?
                                                      4) How do you feel about them now?
                                                      5) How can I be sure that you are no longer a risk?
                                                      6) How is your life different now?
                                                      Both the candidate and the board of directors \/recruiting manager must sign the declaration.
                                                      Page 2:
                                                      Board of directors \/ recruiting manager to complete page two after the meeting.
                                                      Points to Consider:
                                                      Relevance
                                                      Whether the conviction or other matter revealed is relevant to the position for which they are
                                                      being considered
                                                      Seriousness
                                                      The seriousness of any offence or other matter revealed
                                                      Age of offences
                                                      The length of time since the offence or other matter.
                                                      Pattern of offending
                                                      Whether the applicant has a pattern of offending behaviour or other relevant matters
                                                      Changed circumstances
                                                      Whether the candidates circumstance have changed since the offending behaviour, the
                                                      circumstances surrounding the offence and the explanation(s) offered by applicant
                                                      The board of directors \/ recruiting manager must make a decision on whether to clear the
                                                      DBS based on the meeting, risk assessment, and the outcome recorded.
                                                      If the decision is not to clear the DBS, please speak to the managing director before
                                                      any further action is taken.
                                                      Authorisation of the outcome decision must be signed by the board of directors . A copy of
                                                      this assessment must be stored securely on the candidates HR file.
                                                      Appendix 14
                                                      49
                                                      IN STRICTEST CONFIDENCE
                                                      Risk assessment for positive DBS disclosures
                                                      Name of candidate:
                                                      Position applied for:
                                                      Date of disclosure:
                                                      Disclosure number:
                                                      Repeat DBS check? Yes No
                                                      Tel no:
                                                      Recruiting manager
                                                      Tel no:
                                                      Brief note of discussion:
                                                      We confirm that the information noted above is an accurate record of our discussion
                                                      I am aware that a copy of my DBS disclosure and this
                                                      assessment.
                                                      Applicant Signature:
                                                      \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026.. Board of directors signature(signedonbehalf):
                                                      \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      Date: Date:
                                                      50
                                                      POSITIVE DBS RISK ASSESSMENT
                                                      1 Did the applicant inform you about the offences
                                                      when they applied for the position?<\/li>\n\n\n\n
                                                    • Was a full job\/volunteering application completed?<\/li>\n\n\n\n
                                                    • Did the candidate complete criminal conviction
                                                      self-declaration form?<\/li>\n\n\n\n
                                                    • Did the candidate sign and state all details were
                                                      correct?<\/li>\n\n\n\n
                                                    • Did candidate declare convictions on DBS
                                                      application?
                                                      2 Does their account of the offences reflect the
                                                      information on the disclosure?
                                                      3 Does the candidate agree that information held on
                                                      the disclosure is correct?
                                                      4 What bearing does it have on his\/her suitability to
                                                      work in the role?
                                                      5 Are there any mitigating circumstances?
                                                      (i.e. age at the time, when it happened.)
                                                      6 Have full references been taken.
                                                      Has anything else of concern come out of employment
                                                      references?
                                                      7 If an existing worker – has there been any related
                                                      work performance issues including any history of
                                                      workplace allegations?
                                                      9 Any additional comments\/details:
                                                      Signed board of directors : \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      Name \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 Date: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      OUTCOME
                                                      Positive OK Positive reject contact HR
                                                      Signed Signed
                                                      Authorisation decision by board of directors :
                                                      Signed:\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 Date:\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      Name: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      To be kept on HR file
                                                      51
                                                      Appendix 15
                                                      Personnel file checklist
                                                      Name: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      Job Title: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026
                                                      Manager: \u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026\u2026 \u2026\u2026\u2026..
                                                      Document(s)
                                                      Date
                                                      requested
                                                      Date
                                                      received\/
                                                      completed
                                                      Document(s) presented\/Notes Verified by
                                                      Signed application form
                                                      For those required to drive,
                                                      copy driving licence and
                                                      confirmation that employee is
                                                      insured for business use.
                                                      Reference (1)
                                                      Reference (2)
                                                      Identity \u2013 2 documents
                                                      provided at interview
                                                      Proof of qualifications
                                                      Barred list check
                                                      Teaching Agency registration
                                                      number (if applicable)
                                                      Satisfactory Enhanced DBS
                                                      clearance
                                                      Medical clearance
                                                      Proof of eligibility to work in
                                                      the UK
                                                      If OTT, evidence of gaining
                                                      QTS within 4 years of starting
                                                      teaching in the UK.
                                                      Certificate of Sponsorship
                                                      (migrant workers only)
                                                      Prohibition order check &
                                                      GTCE Sanctions (if
                                                      applicable)
                                                      S128 check (if applicable)
                                                      Letter of Good Conduct \/
                                                      letter of professional standing
                                                      \/ other appropriate checks
                                                      (for overseas employees)
                                                      Other appropriate checks
                                                      Childcare Disqualification
                                                      Declaration check (where
                                                      applicable)
                                                      Preliminary offer letter
                                                      (if applicable)
                                                      Appointment and pension
                                                      form sent to HR
                                                      (if applicable)
                                                      Contract of Employment
                                                      52
                                                      Date entered on SIMS
                                                      Date entered on single
                                                      central record
                                                      Induction programme
                                                      Probationary meeting records
                                                      (support staff only)
                                                      6 weeks
                                                      12 weeks
                                                      20 weeks
                                                      30 weeks
                                                      Induction Period Forms
                                                      (Early Career Teachers)
                                                      Recruitment checklist
                                                      updated
                                                      53
                                                      Appendix 21
                                                      Carrying out Right to Work Checks
                                                      You may conduct a physical document check or perform an online check to
                                                      establish someone\u2019s right to work. Information on how to carry out a right to work
                                                      check can be found in An Employer\u2019s Guide to Right to Work Checks.
                                                      A right work checklist can be accessed here which details which documents are
                                                      acceptable for each type of check.<\/li>\n<\/ul>\n\n\n\n

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                                                      Policy Title \u00a0SAFER RECRUITMENT & SELECTION Date of Last Review September 2024 Policy Reference FTEC 2 Date of Next Review August 2025 […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"class_list":["post-2292","page","type-page","status-publish","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/pages\/2292","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/comments?post=2292"}],"version-history":[{"count":1,"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/pages\/2292\/revisions"}],"predecessor-version":[{"id":2293,"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/pages\/2292\/revisions\/2293"}],"wp:attachment":[{"href":"https:\/\/friendlytutors.co.uk\/wp\/wp-json\/wp\/v2\/media?parent=2292"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}