St Christopher s School SAFEGUARDING: Safer Recruitment. Updated February 2015

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1 St Christopher s School SAFEGUARDING: Safer Recruitment Updated February 2015 This policy applies equally to the Early Years Foundation Stage Setting, Key Stage 1 and Key Stage 2 as taught at St Christopher s School. This policy is reviewed annually by the designated persons and any changes reviewed by the governing body. For the purposes of this policy, the term Staff refers to The Head, teachers, assistants, administration personnel, ancillary personnel, maintenance workers and caretakers. Policy contents: 1. The Safeguarding team 2. What informs our policy? 3. Related policies 4. Aims of the policy 5. Guiding Principles 6. Standard Checks 7. DBS Checks 8. Recruitment Process 9. Volunteers Appendices: A. Advert for Teaching Staff B. Application Form and notes. C. Request for references D. Induction for all new staff including supply E. Self declaration form 1. THE SAFEGUARDING TEAM These senior staff are considered to have the appropriate status and authority to take responsibility for Child Protection matters: Lead Designated Persons EYFS Designated Person Safeguarding Governor Claire Bailey, Head of Junior Department; Susie West, Head Abi Pilkington Wood, Head of EYFS Sallie Salvidant, Governor 2. WHAT INFORMS OUR POLICY? Keeping Children Safe in Education, including supplementary advice on: childcare disqualification requirements Working Together to Safeguard Children, 2013 Safeguarding Children and Safer Recruitment in Education, 2007

2 3. RELATED POLICIES Staff: Safe Working with Pupils Internet Safety Policy Anti-Bullying Policy PSHCE Policy Behaviour Policy Staff Code of Conduct 4. AIMS OF THE POLICY St Christopher s recognises that safe recruitment practices are an essential part of creating a safe environment for children and will ensure that staff working in the school are suitable do to so and do not pose any kind of risk to children. 5. GUIDING PRINCIPLES FOR SAFER RECRUITMENT The Governors and the School comply fully with Safe Recruitment systems and procedures. The Head, Bursar, Head of Junior Department, and four governors have completed the NCSL training in safer recruitment and all have certificates on file. All new members of staff and governors must have an enhanced DBS (Disclosure and Barring Service) check. This is a condition of employment and the requirement is stated clearly in advertisements and at interview. All application forms and reference forms include questions about the suitability of the candidate to work with children. Child protection questions are part of the interview procedure. Assurance is obtained that appropriate checks and procedures apply to staff employed by another organisation and working with the pupil s on another site. The school will follow the Keeping children safe in education guidance (DfE 2014). The school will carry out extensive checks and enquiries on applicants for all positions, including voluntary and support roles and governors, in accordance with statutory requirements. No staff member, volunteer or governor will be allowed to take up posts until all checks and enquiries required for that position have been satisfactorily completed. All applicants for positions that involve regulated activity will be subject to checks with the Disclosure and Barring Service to ensure they have not been barred from working with children. All job advertisements and application forms will clearly state that the role is a safeguarding role and that applicants will be expected to agree to undergo DBS and other checks as part of safe recruitment practices.

3 Staff, and governors where appropriate, who normally sit on interview panels are trained in safeguarding interviewing techniques and no interview should go ahead unless at least one member of the panel has undertaken safe recruitment training. Although the head teacher will have day-to-day responsibility for the recruitment of staff, the board of governors will ensure that they maintain an overview of recruitment systems in order to scrutinise practice and ensure all statutory checks are carried out. School and Human Resources staff with responsibility for carrying out recruitment checks should ensure they have a copy of any relevant documents or take relevant issue numbers from documents as proof that the document has been seen. Checks will be taken out on existing staff where concerns arise regarding their suitability to work with children or a person moves into a post that is a regulated activity. The bursar will be responsible for keeping a single central record of all staff and volunteers who regularly come into contact with pupils, to include details of all checks carried out and the outcome of these checks in the format shown at appendix 3. Where staff are recruited via third parties such as employment agencies, the bursar will: o seek written confirmation from the agency that the agency has carried out all necessary checks on the individual o request written confirmation of the outcome of all checks o ask to see the DBS disclosure prior to making any decision regarding the individual s employment o check the identity of agency staff when they first present for work to ensure they are person against whom the checks were taken out. 6. STANDARD CHECKS The school will verify the following information for all new staff: The applicant s identity must be verified from their passport or other photographic ID and proof of address but be provided. The applicant s right to work in the UK must be evidenced through documentation. Only original documentation should be accepted and its validity checked in the presence of the applicant. Where the applicant will be involved in regulated activity, an enhanced DBS check will be taken out, including information from the barred list. If the applicant will begin work before an enhanced DBS check can be completed, a barred list check will be obtained.

4 In the case of teaching staff, checks will be made on the applicant s academic and vocational qualifications and to ensure they are not prohibited from teaching. Where the applicant has been living abroad, similar enquiries will be made in the country of origin relating to the applicant s qualifications and suitability to teach. Enquiries will be made regarding the applicant s state of physical and mental health to the extent that it may affect their capacity to carry out their role. Applicants will be asked to provide a full employment history and details of at least 2 referees, including previous and recent employers. All references will be taken up prior to interview and will be requested directly from the referee. Referees will be contacted to resolve any issues that emerge from the references provided. The school will keep copies of the following documents on staff personnel files: o documents used as proof of identity such as passports or driving licences o a summary of the DBS certificate (but all other documents relating to the DBS check must be destroyed) o documents that prove the staff member s right to work in the UK (failure to do so can result in a fine for employing illegal workers). 7. DBS CHECKS In order to ensure that people who work in the school are suitable to do so and are not barred from working with children, the school will apply to the Disclosure and Barring Service (DBS) for police checks and other barred list information as part of the recruitment process. Full DBS checks will only be taken out on individuals who are involved in regulated activity which is defined as close, unsupervised contact on a regular basis involving activities such as: teaching training supervising care guidance and advice driving a vehicle personal or intimate care. The activity must be carried out regularly as part of the staff member s day to day responsibilities and the checks will be reasonable in order to safeguard children.

5 Decisions on whether a person s role requires a DBS check will be made by the head teacher and bursar, and the following will be taken into consideration when deciding on whether or not to take out a DBS check: the age of the children; their level of vulnerability; the numbers of children in the group; the nature of the role; opportunities for contact with the children. The school has robust procedures for day to day staff management and supervision and clear procedures for reporting and acting on concerns. Staff carrying out roles involving regulated activity will be suitably supervised on a regular basis by senior staff carrying out a similar role. The school will ensure that all DBS checks carried out on staff are renewed after 3 years of the original DBS disclosure. 8. RECRUITMENT PROCESS VACANCY ADVERTISED (where appropriate) Advertisement includes reference to safeguarding policy, i.e. statement of commitment to safeguarding and promoting welfare of children, and need for successful applicant to be CRB checked SHORTLIST PREPARED REFERENCES seeking sought directly from referee on short listed candidates: ask recommended specific questions: include statement about liability for accuracy REFERENCES on receipt Checked against information on application; scrutinised; any discrepancy/ issue of concern noted to take up with applicant (at interview if possible) INVITATION TO INTERVIEW Includes all relevant information and instructions INTERVIEW ARRANGEMENTS At least 2 interviewers: panel members have authority to appoint: have met and agreed issues and questions/assessment criteria/standards INTERVIEW - Interview, ideally with Head and Deputy, explores applicants suitability for work with children as well as for the post. Both Head and Deputy are trained in Safer Recruitment and are the school s Designated Leads for Safeguarding.) - Lesson taught and observed - Tour of school - Safeguarding discussion and talk with Deputy as Designated Safeguarding Lead - Curriculum content with subject teacher - Team, pastoral involvement and personal interests with Head

6 N.B Identity and qualifications of successful applicant verified on day of interview by scrutiny of appropriate original documents: copies of documents taken and placed on file; where appropriate applicant completed application for CRB Disclosure CONDITIONAL OFFER OF APPOINTMENT: PRE APPOINTMENT CHECKS Offer of appointment is made conditional on satisfactory completion of the following pre-appointment checks and for non-teaching posts a probationary period REFERENCES (if not obtained and scrutinised previously) IDENTITY (if that could not be verified straight after the interview) QUALIFICATIONS (if not verified on the day of interview) Permission to work in UK if required DBS Satisfactory DBS Disclosure received LIST 99 person is not prohibited from taking up the post HEALTH the candidate is medically fit STATUTORY INDUCTION (For teachers who obtained QTS after 7 May 1999) 9. VOLUNTEERING AND WORK EXPERIENCE The head will ensure that the following are carried out in relation to unpaid volunteers such as parents or work experience students, who may accompany pupils on school outings or provide help in the classroom: All volunteers will be required to undergo a recruitment process, such as reference checks and interviews that is appropriate and proportional to the duties assigned to them. Volunteers who are carrying out a regulated activity, for example being left unsupervised with children or providing personal care to children subject to an enhanced DBS check, including barred list information. New volunteers who are not carrying out regulated activity will be subject to an enhanced DBS check only. For existing volunteers who are not carrying out regulated activity, the head teacher/principle will decide whether an enhanced DBS check should be carried out depending on: o the nature of the role o what information is already known about the volunteer o what references from work or volunteering activity the volunteer has provided regarding suitability o whether the role is eligible for an enhanced DBS check.

7 The school will ensure that all volunteers are competent to carry out the duties assigned to them and only assigned duties that are suitable to their qualification and experience. Volunteers carrying out regulated activity but for whom a DSB check has not been carried out will be suitably supervised by teaching staff at all times at a level that ensures the safety of pupils. All volunteers will be fully inducted in relation to all school policies and procedures. This section also applies to school governors who will be treated as volunteers for the purposes of carrying out DBS checks.

8 APPENDIX A: Advert for Teaching Position KS1 TEACHER ST CHRISTOPHER S SCHOOL, HAMPSTEAD Required for September 2015 Enthusiastic KS1 teacher required for Girls Day School (IAPS aged 4-11) in Hampstead. NQTs welcome to apply. Lively, friendly school, with a broad range of music, art and drama. Excellent salary. Please contact the Head s PA, Mrs Haydon, on: admissions@st-christophers.hampstead.sch.uk or call option 2 for an application pack. Deadline for applications: 6 March 2015 St Christopher's School is committed to safeguarding and promoting the welfare of children and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the DBS. The School is an equal opportunities employer.

9 APPENDIX B: Application form and notes St Christopher s School Hampstead St Christopher s School is committed to safeguarding and promoting the welfare of children, and applicants must be willing to undergo child protection screening appropriate to the post, including checks with past employers and the DBS. APPLICATION FORM FOR TEACHING POST Full name (underlining the names which you like to be known): Former Surnames (e.g. maiden name or where any previous change of name(s): Date of birth: Current Address: Current telephone number(s): address: Previous Address (if resident at current address for less than five years please provide any previous addresses during this period): National Insurance Number: Details of all Academic/Vocational Qualifications: Date Obtained Awarding Body Grade (if appropriate)

10 Teaching Posts Only Please provide your DfES reference number: Do you have Qualified Teacher Status? Are you registered with the GTC? Further Education and Career History Please supply a full history in chronological order (with start and end dates) of all training/further education, employment, self-employment and any periods of unemployment since leaving secondary education. Provide where appropriate explanations for any periods not in employment, self-employment or further education/training and in each case any reasons for leaving employment. (Please include on separate sheet if preferred) Where did you see our advertisement? Please supply a handwritten letter containing your Personal Statement. Existing Contacts within School Please indicate if you know any existing employees or governors at the school and if so how you know them. Referees Please provide at least two referees. One referee should be your current or most recent employer. Where you are not currently working with children but have done so in the past one referee must be from the employer by whom you were most recently employed in work with children. Please note, references will not be accepted from relatives or from referees writing solely in the capacity of friends.

11 Declaration I am aware that the post for which I am applying is exempt from the Rehabilitation of Offenders Act 1974 and therefore that all convictions, cautions and bind-overs, including those regarded as spent must be declared. I have not been disqualified from working with children, am not named on DfES List 99 or the Protection of Children Act List, am not subject to any sanctions imposed by a regulatory body (e.g. the General Teaching Council), and either (please delete as appropriate) I have no convictions, cautions or bind-overs or I have attached details of any convictions, cautions or bind-overs in a sealed envelope marked confidential... Signature Date Application and Recruitment Process Explanatory Notes Application Form Applications will only be accepted from candidates completing the enclosed Application Form in full. CVs will not be accepted in substitution for completed Applications Form in the absence of good reason. Candidates should be aware that all posts in the school involve some degree of responsibility for safeguarding children, although the extent of that responsibility will vary according to the nature of the post. Please see job description for the post. Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as spent must be declared.

12 Where appropriate the successful applicant will be required to complete a Disclosure from the DBS at the appropriate level for the post. We will seek references on short-listed candidates and may approach previous employers for information to verify particular experience or qualifications, before interview. If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences, including disciplinary offences relating to children or young persons (whether the disciplinary sanction is current or time expired), and whether you have been the subject of any child protection allegations or concerns and if so the outcome of any enquiry or disciplinary procedure. If you are not currently working with children but have done so in the past, that previous employer will be asked about those issues. Where neither your current nor previous employment has involved working with children, your current employer will still be asked about your suitability to work with children, although it may where appropriate answer not applicable if your duties have not brought you into contact with children or young persons. You should be aware that provision of false information is an offence and could result in the application being rejected or summary dismissal if the applicant has been selected and possible referral to the police and/or DfES Children s Safeguarding Operation Unit. Invitation to Interview If you are invited to interview this will be conducted in person and the areas which it will explore will include suitability to work with children. All candidates invited to interview must bring documents confirming any educational and professional qualifications that are necessary or relevant for the post (e.g. the original or certified copy of certificates, diplomas etc). Where originals or certified copies are not available for the successful candidate, written confirmation of the relevant qualifications must be obtained from the awarding body. All candidates invited to interview must also bring with them: a current driving licence including a photograph or a passport or a full birth certificate a utility bill or financial statement showing the candidate s current name and address where appropriate any documentation evidencing a change in name

13 Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient. Conditional Offer of Appointment: Pre-Appointment Checks Any offer to a successful candidate will be conditional upon: receipt of at least two satisfactory references (if these have not already been received) verification of identity and qualifications a check at DfES List 99 and the Protection of Children Act List as appropriate a satisfactory DBS certificate. (for teaching posts) verification of professional status such as GTC registration, QTS Status (where required), NPQH (for teaching posts) verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999) where the successful candidate has worked or been resident overseas in the previous five years, such checks and confirmations as the school may require in accordance with statutory guidance satisfactory completion of the probationary period WARNING Where a candidate is: found to be on DfES List 99 or the Protection of Children Act List, or the DBS disclosure shows s/he has been disqualified from working with children by a Court; or found to have provided false information in, or in support of, his/her application; or

14 the subject of serious expressions of concern as to his/her suitability to work with children the facts will be reported to the Police and/or the DfES Children s Safeguarding Operation Unit. APPENDIX 4: Initial Response to Applicants KS1 Post Thank you very much for your expression of interest in the KS1 post at St Christopher s School, available from September Please find attached: the application form and explanatory notes about completing the form and the recruitment process. a job description which includes the school s Child Protection Policy Statement. To be considered for the post, please return the correctly completed application form no later than 6 March Short-listed candidates will be contacted early in the following week. We are seeking a fully qualified, enthusiastic, flexible person, and hope very much that you will feel you would like to apply. Further details of the school are available on: If you have any queries, do please call us. Jessica Haydon Head s PA St Christopher s School, Hampstead

15 APPENDIX C: Request for references CONFIDENTIAL DATE Dear , Re: has applied for the position of Teacher at St Christopher s School, and has given your name as a referee. I would be most grateful if you could complete the attached reference form and send, fax or it to me at the school as soon as possible. Government guidance on recruitment in schools requires me to ask you a number of detailed questions relating to suitability for the job and for working with children. I would request that you are as detailed as possible and to ensure that the reference does not contain any material misstatement or omission. You should be aware that the factual content of the reference may be discussed with Please feel free to add any additional information that is relevant to this position, on a separate sheet of paper. As part of the school s commitment to safeguarding and promoting the welfare of children, I also need to ask you to provide me with information relating to disciplinary record and any allegations that have been made against her. Thank you so much for your help and assistance in this matter and I look forward to hearing from you shortly. Yours sincerely, Susie West Head

16 St Christopher s School BACKGROUND How long have you known the candidate and in what capacity? CONFIDENTIAL REFERENCE FOR PERSONNEL MATTERS Candidate s current position. Dates of the candidate s employment with you (month and year.) From: To: Extent of candidate s duties when they worked with you. During his or her employment did the candidate perform his /her duties to your satisfaction? If you were dissatisfied, please explain the reasons for your dissatisfaction. During his/her employment did the candidate present himself /herself professionally with colleagues and those he/she dealt with? Leaving Salary

17 St Christopher s School CONFIDENTIAL REFERENCE FOR Do you believe that the candidate is physically and mentally fit to work in a school environment? If not, please elaborate, including where appropriate any reasonable adjustments which were made during employment to enable the candidate to perform his/her duties. SUITABILITY FOR THE POST Do you believe that the candidate has the ability and is suitable to undertake this position? What makes the candidate particularly suitable for this position? If you do not consider the candidate to be suitable, please elaborate. How does the candidate meet the person specification? If you do not consider the candidate to be suitable, please elaborate. SUITABILITY TO WORK WITH CHILDREN Are you completely satisfied that the candidate is suitable to work alongside children? If you are not satisfied, what are your concerns and reasons why you think the candidate might not be suitable?

18 St Christopher s School CONFIDENTIAL REFERENCE FOR DISCIPLINARY RECORD AND CHILD PROTECTION CONCERNS Has the candidate been the subject to any disciplinary procedures where the disciplinary sanction is still current? If so please give details. Has the candidate been subject to any disciplinary procedures relating to the safety and welfare of children or young people including any where the disciplinary sanction has expired or where the allegation was unfounded and/or no disciplinary sanctions were imposed. If so please give details. If the candidate s role involved no contact or responsibility for children or young persons please answer Not Applicable. Have there been any allegations or concerns expressed about the candidate during his/her employment that relate to the safety of children and young people? If so please give details, including whether the allegation or concern was investigated, the outcome and how the matter was resolved.

19 St Christopher s School If the candidate s role involved no contact or responsibility for children or young persons please answer Not Applicable. Have there been any concerns about the candidate s behaviour towards children or young people? If so please give details, including the outcome of those concerns and how the matter was resolved. If the candidate s role involved no contact or responsibility for children or young persons please answer Not Applicable. CONFIDENTIAL REFERENCE FOR Signed. Name.. Position Date.. We should be most grateful if you could return this form to: Jessica Haydon Head s PA St Christopher s School London NW3 5AE headspa@st-christophers.hampstead.sch.uk

20 APPENDIX D: Induction Procedures for all staff FOR NEW STAFF MEMBERS AND ALL AGENCY STAFF FIRST DAY AT WORK: CHECKLIST (updated September 2014) NAME: DATE: SEEN: Fire or Emergency Procedure Fire Exit Route diagram including route to take if main route blocked Fire exits Fire alarm call points Fire assembly point Fire extinguishers First Aid point To be supplied on first day at work (attached) On or adjacent to back of relevant classroom door Location shown on Fire Exit Route diagram (see above) Located on each floor, clearly labelled. Shown how to operate. Netball Court On every landing School Office (Kate Bennett) Nearest First Aider Kate Bennett, Amanda Davidson, Charlotte Malhotra, Jane Dunnett, Jessica Haydon, Tim Swanton, Abi Wood Medical details Report any allergies and/or medical conditions to the school secretary Safeguard reporting and location Claire Bailey (in class 2B) Accident Report Book Health & Safety Law poster Staff Handbook School Office Staff Room wall and school office wall Staff Room Copy of (i) passport photo page and (ii) proof of address given to Bursar Welfare facilities: Toilets/Washing facilities

21 Cycle parking Staff Room refreshment facilities Kitchen Bicycle rack, front of school TO EXIT MAIN GATE: Permanent members of staff will be allocated a gate key from the Bursar s office and a code for the front door key pad. All other staff should use the intercom. I have been shown the locations/items listed above. I have also read the attached instructions for fire/emergencies at St Christopher s School and will make sure that I am familiar with the fire route and procedure for the class that I have been asked to teach. Signature Date ST CHRISTOPHER S SCHOOL COMPUTER POLICY (updated September 2012) There should be no excessive personal use of . SOCIAL NETWORKING SITES Social networking sites, e.g. Facebook, Twitter, MySpace etc may not be accessed from the school computers. It follows, therefore, that to access a site with the express purpose of gaining access to Facebook etc. will be viewed as accessing Facebook and a breach of this code. Staff must not be friends with parents or pupils, present or past (up to the age of 18) on Facebook. Staff may not make any reference to the school or what they might be doing in school on Facebook. INTERNET All access to the Internet is recorded on the computer network. Internet access is monitored systematically by filtering software to highlight inappropriate use of the Internet. The Internet must not be used for the following: Excessive personal use this should be considered in the same way as reading a magazine at your desk.

22 Personal financial gain, gambling, political purposes or advertising. Viewing or saving material that threatens the integrity of the school/ict systems or material that attacks or corrupts other ICT systems. Accessing or saving offensive sites or Internet materials that are defamatory, abusive, obscene, indecent, racist, sexist, in breach of copyright, or otherwise inappropriate for the school. Accessing or possessing certain types of this material (particularly pornography) can lead to disciplinary action and in some cases dismissal and/or prosecution, which could compromise your suitability to work with children or young people. Saving copyright material. It should be assumed that all material on the Internet is copyright unless stated otherwise, or covered by an educational copyright licence agreement. If in doubt contact the author of the website. (This does not prevent you from printing off limited material for your personal use.) MOBILE PHONES: Staff should not have their mobile phones switched on during lessons. Staff must never use the camera on their mobile phone to take photographs of the pupils. CAMERAS: Only school cameras may be used for taking photographs of the pupils either in school or out of school. I agree to abide by the above requirements. Name (BLOCK CAPITALS) Signature Date EMERGENCY EVACUATION NOTICE All new staff are shown the following notice by the School Secretary: 1. If you discover a fire, break the glass in the nearest alarm point to set off the alarm. Leave the building by the nearest fire exit. 2. If you are responsible for a class, make them leave quietly with you. No one should talk or run. If you have a teaching assistant in your classroom, one adult should lead the children out and the other should wait to the end to ensure that no children are left behind. Make your way to the assembly point on the netball court. (In the case of a full

23 evacuation, everyone assembles on the netball court before proceeding to The Hall School on Crossfield Road near Swiss Cottage tube station.) 3. Any child in a music or remedial lesson is escorted out of the building by the member of staff teaching them at the time of the alarm and then handed over to the Form Teacher at the assembly point. 4. Visiting Music Teachers should inform the school secretary of any pupils that come to see them between 8.00am and 8.45am, in order to ensure the school secretary includes them on the morning register. 5. Do not take anything with you and do not allow the pupils to take anything. Shut doors and windows behind you. 6. The Emergency Services will be automatically alerted if the fire alarm sounds. However, the Fire Warden (or in their absence, the Bursar) will also call the emergency services on a school mobile (taken outside by the School Secretary or in her absence, the Head s PA) to ensure that the alarm has been raised. 7. If you have a disabled pupil in your class, you should direct her, together with her carer, to wait for the Fire and Emergency Service in the designated safe refuge on the second floor at the end of the corridor between the Art room and the stair tower (depending on their disability and in accordance with their Personal Emergency Evacuation Plan, or PEEP ). 8. Take the register of your class as soon as you reach the assembly point (supplied to each Form Teacher on the netball court by the School Secretary, or in her absence the Head s PA). 9. Report anyone who is waiting to be evacuated from a designated refuge, or who is missing, immediately to the School Fire Warden, who will inform the Fire Brigade. On no account should anyone return to any building until given permission by the Fire and Emergency Services Remain at the assembly point with your pupils until the all clear is given. 11. In case of a Worst Case Emergency where the School is instructed to keep pupils within the building, the whole School will assemble in the Gym (on ground floor of main building). Please keep this notice and sign the bottom of the first day checklist form (attached) to confirm that you have read and understood this notice. Then return the signed form to the School Secretary (who should pass it onto the Bursar). Thank you.

24 APPENDIX E: Self Declaration for all staff 2015 New regulations require the school to ask all staff managing or working in a setting with pupils age 8 or under to sign the following declaration. SELF-DECLARATION REGARDING DISQUALIFICATION I declare that I am not disqualified from working with children and confirm the following: (i) (ii) (iii) (iv) I have not been cautioned for, convicted of or charged with certain violent and sexual criminal offences against children and adults, at home or abroad; There are no orders against me relating to the care of children; I have not had my registration cancelled in relation to childcare, children s homes and I have not been disqualified from private fostering; I am not living in the same household where another person who is disqualified lives. NAME (in block capitals)... Signed. Date.. The school is reminded that we may not employ people who fall into any one of the above 4 categories. Staff who fall within the by association rule may apply to Ofsted for a waiver, but not work until the waiver is confirmed.