- Policies & Procedures
- Anti Bullying Policy
- Accessibility Plan
- Accessibility Plan Objectives 2019-2020
- Attendance Policy
- Behaviour Management
- Behaviour Policy
- Capability Policy
- Charging and Remissions Policy
- Child Protection including Safeguarding
- Code of Conduct Policy
- Complaints Procedure
- Data Protection Policy
- Dealing with Allegations of Abuse against Members of Staff and Volunteers
- Dorset Admissions Policy 2019-2020
- E Safety Policy
- Early Years Foundation Stage (EYFS) Policy
- Exclusion Policy and Procedures
- GDPR Regulations
- Guidance for schools on records made when there are safeguarding or child protection concerns
- Appendix 1 - Procedure for Access to Personal Information
- Fair Processing Notice
- First Aid
- Grievance Policy
- Health and Safety Policy
- Intimate Care Policy
- Instrument of Government of Community Schools
- Lettings Policy
- Looked After Children
- Mobile Technology
- Offsite Events and Adventurous Activities Policy
- Paying Governors Allowances
- Policy for supporting pupils with medical conditions and managing medicines
- Prevent Risk Assessment
- Private Fostering
- Protection of Biometric Information
- Recruitment and Selection Policy & Procedure
- School Information Report 2018 - 2019
- Social Networking
- Special Educational Needs & Disability (SEND) Policy
- Violence at Work
- Term Dates
- Pupil Premium
- Disadvantaged Strategy 2019-2020
- Disadvantaged Strategy 2018-2019
- Disadvantaged Strategy 2017-2018
- Pupil Premium 2016-2017
- Pupil Premium 2015-2016
- Pupil Premium 2014-2015
- Pupil Premium 2013-2014
- Sports Premium
- Sports Premium Funding 2018-2019
- Sports Premium Funding 2017-2018
- Sports Premium Funding 2016-2017
- Sports Premium Funding 2015-2016
- Sports Premium Funding 2014-2015
- Emergency Closure
- Reading Support
- Accessibility Policy
- Year 2 SATS Support
- KS1 Phonics Support
Recruitment and Selection Policy & Procedure
Adopted: 18/03/2019 Staff Lead: Mr A Joyce Governor Lead: Mr D Watt
1.1 Employees are a school’s most important resource. In serving the needs of its pupils, the school can only be as effective as the people it employs.
1.2 Successful and thorough recruitment and selection has a fundamental role to play in ensuring the people with the right combination of knowledge, competencies and personal attributes are appointed.
1.3 Under section 175 of the Education Act 2002, Governing Bodies of maintained schools need to ensure that their functions are carried out with a view to safeguarding and promoting the welfare of children. It is vital that schools adopt recruitment and selection procedures that help deter, reject or identify people who might abuse children or are otherwise unsuited to work with them, in order to safeguard children.
2.1 This procedure is recommended to Governing Bodies for adoption by all schools.
2.2 It is vital that measures described in this guidance are applied thoroughly whenever someone is recruited to work in a school. Those are not only people who regularly come into contact with children or are responsible for children, but who regularly work in a setting where nevertheless, they will be seen as safe and trustworthy because of their regular presence.
2.3 The Local Authority will not accept liability for any actions, claims, costs or expenses arising out of a school’s decision not to follow this recommended policy or procedure, where it is found that the school’s Governing Body has been negligent or has acted in an unfair or discriminatory manner.
3 The Policy
3.1 This policy and procedure has been designed to provide detailed guidance to schools to develop and maintain high standards of professional and effective recruitment practice.
3.2 The policy guides schools in planning, monitoring and carefully undertaking recruitment.
3.3 Sturminster Marshall First School is committed to safeguarding and promoting the welfare of children and young people in its recruitment practice and expects all school based employees and volunteers to share this commitment.
3.4 Good practice and equality of opportunity are integral to Sturminster Marshall First School recruitment and selection processes. Recruitment and selection in Sturminster Marshall First School shall be approached in a fair, consistent, equitable, transparent and effective manner, with due regard for Equal Opportunities legislation.
3.5 In cases of redundancy and redeployment, alternative recruitment practices will apply.
4 Guiding principles
4.1 Guiding principles, which reflect good employment practice and appropriate employment legislation, are the minimum principles established by the county council, in consultation with Headteachers and the recognised Trade Unions and Professional Associations. These principles must be observed in recruitment and selection in schools.
4.2 These principles are highlighted as key steps in the following procedure summary.
4.3 These principles should be viewed as minimum ‘must dos’ designed to assist schools in making sound, informed employment decisions. The standards ensure measures to safeguard children
4.4 Schools may introduce further standards, providing they do not conflict with these essential requirements.
5.1 The Headteacher and the Sturminster Marshall First School Governing Body will be responsible for the management and implementation of this policy.
5.2 They will ensure that managers involved in recruitment and selection in Sturminster Marshall First School are aware of their responsibilities within this policy.
5.3 The Governing Body will ensure that at least one person on an interview panel has received Safer Recruitment training in accordance with the School Staffing (England) Regulations 2009.