Recruitment and Retention of Staff

 Springboard Education                            

Staff Recruitment and Retention

Policy and procedures

 

 

 

January 2013

Review January 2016

 

 

 

 

Basic information

Equalities Legislation: Addresses the right of individuals to be treated fairly and equitably and not to be discriminated against for reasons of race, gender or disability.

Springboard Education will use the following standards to underpin the recruitment process:

·         Child safety is paramount

·         All individuals are respected

·         Difference is valued

·         Discrimination and racism are challenged

·         Confidentiality is maintained

·         Advice and feedback are constructive

·         Childcare standards are clear and agreed

 

Recruitment

 

Springboard Education intends to staff the school appropriately. This means having sufficient appropriately qualified, experienced staff. This means that staff must be:

·         Of integrity and good character

·         Skills, qualifications and experience for the work

·         Physically and mentally fit for work

·         All information required must have a satisfactory outcome

 

Following initial interest the candidate will be given a job description and person specification.

 

The Head will then ensure that potential staff:

 

·         Fill in an application form

·         Provide evidence of qualifications

·         Provide evidence of relevant professional memberships

·         Provide proof of identity

·         Provide proof of current residence

·         Provide names and addresses of 2 referees

·         Declare whether they have worked or lived abroad and provide details

 

Following the receipt, photocopying and filing of these documents an interview will be arranged with the candidate.

 

 

Records of the interview will be filed. If the interview is successful the following checks will be carried out either before appointment or as soon as is practicable after the person’s employment. 

 

The requirements of The Education (Independent School Standards) (England) Regulations 2010 will be adhered to regarding CRB checks for new appointees who have worked in a school within 3 months of taking a post with Springboard Education.  See below.

 

The requirements of The Equality Act 2010 regarding requesting medical information pre-employment will be adhered to and new appointees will be informed on appointment that acceptance of the post confirms that they are medically fit for the post as per the job description.

 

1.    List 99 and Disclosure & Barring Service checks including the checking of the POCA (Protection of Children Act) list to identify any recurring concerns that did not lead to conviction.  These checks will be renewed every three years and the results collated on the Central Register.

2.    Where a person has lived and/or worked abroad enquiries will be made to obtain certificates of good conduct or further evidence of suitability to work in a school, where appropriate taking into account the time spent abroad, how long ago this happened and other factors referred to in the Safeguarding Policy

3.    References, ideally two employer (including most recent) referees or one (most recent) employer and one character.

4.    Employer’s references are requested with headed paper and all references are verified by telephone.

5.    Where a person has previously worked in a position whose duties involved work with children or vulnerable adults; so far as is reasonable practicable verification of why employment ended.

 

The checks referred to in 1 and 2 above do not need to be carried out where the new member of staff has worked in-

 

1.    A school or a maintained school in England in a position which brought him/her regularly in contact with children or young persons

 

2.    A maintained school in England in a position to which he/she was appointed on or after 12th May 2006 and which did not bring him/her regularly in contact with children or young persons; or

 

3.    An institution within the further education sector in England in a position which involved the provision of education or brought him/her regularly in contact with children or young persons, during a period which ended not more than 3 months before his/her appointment.

 

In these circumstances candidates will be expected to supply the number of the check and the date, so that it can be renewed in three years from the date of issue in line with policy.

The candidate will be provided with a letter of appointment, contract and conditions of service, subject to the above being satisfactory. 

 

Records of all paperwork will be kept for three years if the candidate is unsuccessful.

 

For sessional/temporary workers the procedure is the same, however terms and conditions of service and the contract may alter.

 

Legislation

 

Employment Rights Act 1996: Offers protection to employees and the right to be informed about the conditions of their employment.

 

Contract Law: Common law and case law governing proper notice for the termination of contracts.

 

 

 

Working arrangements

 

·         There is no entitlement to take unauthorised paid leave during the first thirteen weeks of employment, thereafter the employee is entitled to take leave up to their pro-rata level per month until probation is completed unless agreed by managers in exceptional circumstances, or prior to the taking up of the appointment.

 

·         All leave is expected to take place during school holidays, subject to Director’s discretion in exceptional circumstances. Where employment commences within 13 weeks of the end of the leave year, or in other circumstances in which it would not be possible for a new entrant to take their annual leave entitlement due to the above clause, then Heads may adopt one of the following options:

1.    To allow the employee to take all of their annual leave entitlement before the end of the leave year.

2.    To allow the employee to carry over up to five days leave and to take the remaining leave prior to the end of the leave year.

3.    To allow all of the leave to be carried over.

Whistle blowing

A mechanism is in place for confidential reporting or whistle blowing and the Directors take their responsibility seriously in respecting the rights of employees these procedures.

Retention

 

Springboard Education intends to maintain salaried staff by offering an approach that aims to emphasise:

 

  • Regular supervision (minimum termly)
  • Team and individual training
  • More than adequate resources for job
  • Salary reviews
  • Appraisals
  • Aiming to ensure staff feel valued
  • Access to study leave
  • Clear workload expectations

 

Monitoring

Monitoring of the recruitment process will allow for future recruitment practices to be better informed. It should cover:

  • Staff turnover and reasons for leaving
  • Exit interviews

 

Updated January 2013

 

Review due January 2016