Disclosure and Barring Service Check. Policy and Procedure 2013/14
|
|
- Maximilian Anderson
- 7 years ago
- Views:
Transcription
1 Disclosure and Barring Service Check Policy and Procedure 2013/14 1. Background/Rationale 1.1 The pre-employment vetting of people working is not new. The Disclosure and Barring Service (DBS) facilitate the checking of records. The disclosure service offered by the DBS included Police records, PoCA list, information held under section 142 of the Education Act 2002 (List 99) and other relevant information disclosed at the Chief Police Officer s discretion. 1.2 Checks are carried out at 2 levels, standard and enhanced. Standard Disclosures show spent and unspent convictions and cautions. These Disclosures are only available to applicants seeking paid or voluntary work or training in an occupation which is exempt from Rehabilitation of Offenders Act Enhanced Disclosures show spent and unspent convictions and cautions. The police may also provide details of acquittals or other non-conviction information held on local police records, which are relevant to the job or voluntary position being sought. Enhanced Disclosures are only available to people seeking paid or voluntary work or training in a position where the normal duties include regularly caring for, training, supervising or being in sole charge of children under 18 years of age. 1.3 All posts in schools are subject to an Enhanced Disclosure.
2 1.4 The Disclosure Service is only one of a number of pre-employment safeguards against appointing people unsuitable to work with children and young people. All organisations are expected to recruit to posts/positions, by using the highest standards. This includes obtaining references from recent employers and if appropriate, questioning referees about the reference they have provided. 2. Key responsibilities 2.1 It is the responsibility of school governors to ensure that disclosure checks are carried out for all school staff. 2.2 The Head of School is responsible for ensuring the scheme is complied with. 3. Policy 3.1 All staff, volunteers, governors, agency workers, contractors, work experience providers and consultants working in schools must be subject to an enhanced disclosure check and receive a disclosure certificate indicating no relevant convictions, cautions etc before commencing their duties. 3.2 Existing employees in the school will be checked/rechecked as part of a 5 year rolling programme. 3.3 Where employees are found to have relevant convictions they will normally be immediately suspended pending an investigation and the application of the school s disciplinary policy. 3.4 Where an employee is found to have a conviction of any kind which s/he has not declared at the appropriate time advice should be taken from the school s HR advisors. 3.5 XXXXXXXXX will co-ordinate the administration of the disclosure service, and will oversee the application of this policy. 4. Procedure 4.1 New Employees (i) All employees, volunteers (including governors) and contractors in schools must be disclosure checked at an enhanced level. (ii) The Employee Specification for the post must include a satisfactory disclosure check at an enhanced level as a special feature. (iii) The recruitment advertisement must clearly state that the post is subject to a disclosure check and the level. (iv) A specific application form for such posts, which requires applicants to give authorisation for a check being made, must be used. (v) The successful candidate must complete a disclosure form and provide the necessary evidence for verification by the recruiting manager/principal.
3 (vi) Disclosure certificates will be issued by the DBS to the applicant who must bring their copy to the school as soon as they receive it. (vii) Successful candidates should not start work until a satisfactory disclosure certificate has been received. (viii) Candidates should be informed at the time that they are offered the post that it is subject to a satisfactory disclosure. (viiii) Where a satisfactory disclosure certificate is outstanding the Principal may carry out a risk assessment and introduce control measures e.g. supervised working, to allow a successful candidate to begin restricted duties. This must be expressly authorised (x) by Principal in conjunction with the Chair of Governors. The candidate must be told at the time that they start work, if it is prior to the outcome of a CRB check, that if the disclosure is not satisfactory their employment will be terminated. (xi) Some applicants have recent disclosure certificates issued through other regulated bodies. Provided they have an unbroken employment record and that the check was carried out within the last six months the certificate is valid. However you should be aware that there are difficulties in validating employment records and so all new appointees must be re-checked, but a risk assessment could allow such a person to start his/her duties. (xii) The statement of particulars issued to the cleared appointee must have a special feature referring to the frequency of re-checking required by the rolling programme. (xiii) The DBS details must be placed on the School s Single Central record (SCR). This is an Ofsted requirement. School Governors 4.3 School Governors are sent forms by the school. Original documentation is validated by the school and the form sent to the DBS. Volunteers in Schools 4.4 Volunteers in schools obtain forms from the school. Original documentation is validated by the school and the form sent to the DBS. Others 4.7 Other non-employees obtain forms from the school. Original documentation is validated by the school and the form sent to the DBS. 5. Procedure - Existing Employees 5.1 The school has a rolling programme of disclosure checks in accordance with this policy. 5.2 Checks will usually be carried out at 5 yearly intervals.
4 5.3 All new school employees will receive a statement in their terms and conditions of service, stating:- "Your continued employment in this post is subject to satisfactory enhanced Criminal Records Bureau (CRB) check at 5 yearly intervals. If unsatisfactory information is received your continued employment will need to be considered, the outcome of which may be dismissal." 5.4 All existing employees, where checks are to be implemented, should receive a contract variation letter advising them of this requirement. 5.5 In the event the employee refuses for a check to be made the employing manager will give the employee the opportunity to discuss their concerns. If the employee still refuses to comply with the requirement he/she will be required to attend a hearing, convened to consider their continued employment in the post in accordance with the School s Disciplinary Policy & Procedure or Some Other Substantial Reason (for dismissal) procedure (SOSR) as appropriate. 5.7 If a certificate indicating relevant convictions is received it may be necessary to consider suspending the employee from duties. Advice should be taken from the school s HR advisers. 5.8 Any allegations relating to child protection issues must be considered in accordance with the Area Child Protection Committee Red Book before any investigation takes place under this procedure. 5.9 Consideration should be given to suspending the employee as, if proven, the allegation would constitute gross misconduct. The Principal, and the governing body have the authority to suspend an employee. Advice should be taken from your school s HR advisers A hearing should be convened to consider the employee's continued employment in post. The hearing will be in accordance with the School s Disciplinary procedure An appeal against dismissal will be heard by a panel of Governors who have not been previously involved in the case The Principal should advise their staff that they are requested to inform their manager immediately if they are subject to a criminal conviction, caution, ban, police enquiry or pending prosecution. 6. Guidance 6.1 Disclosure certificates Disclosure certificates are received by the individual who must be told to bring their certificate into school as soon as possible. 6.2 Re-checking.
5 The frequency of checks should be every five years. 6.3 School governors will be checked upon their appointment and be re-checked at the start of their next term of office (normally 4 years). For other non-employees the situation is rechecking after a significant break with the organisation - e.g. 6 months.
Disclosure and Barring Service (DBS) Policy for Schools Based Staff
Working Draft V3 04 February 2013 Disclosure and Barring Service (DBS) Policy for Schools Based Staff 1. Introduction Northamptonshire County Council as a registered body undertakes criminal record disclosure
More informationStaff DBS Checks and Employing Exoffenders:
Staff DBS Checks and Employing Exoffenders: Guide to Policy and Procedures for Managers of Applicants 1 INDEX 1. Introduction 2. Recruiting ex-offenders 3. Disclosure and barring service (DBS) checks procedural
More informationDisclosure of Criminal Convictions Code of Practice
Disclosure of Criminal Convictions Code of Practice 1. Scope This code of practice is recommended for adoption by the governing bodies of community, voluntary controlled voluntary aided and foundation
More informationRecruitment, Selection & Disclosure Policy and Procedure
Recruitment, Selection & Disclosure Policy and Procedure 1. Introduction Stonyhurst [Stonyhurst College, Saint Mary s Hall] ("Stonyhurst") is committed to providing the best possible care and education
More informationSafeguarding, Disclosure & Barring Policy. Devonshire Road Primary School
Safeguarding, Disclosure & Barring Policy Devonshire Road Primary School January 2015 CONTENTS Page No 1. Introduction 3 2. Safer recruitment and vetting 3 3. Retention of personal files 5 4. The Single
More informationRecruitment of Ex-Offenders Policy
Recruitment of Ex-Offenders Policy October 2015 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish
More informationEmployment Manual REHABILITATION OF OFFENDERS AND SELF DISCLOSURE POLICY
Employment Manual REHABILITATION OF OFFENDERS AND SELF DISCLOSURE POLICY CONTENTS INTRODUCTION TO REHABILITATION OF OFFENDERS ACT 1974... 1 EXCEPTIONS TO THE ACT... 1 MODIFICATIONS TO THE ACT... 1 POLICY...
More informationwww.portsmouth.gov.uk Part 3D - Officers' Employment Procedure Rules 1
Part 3D - Officers' Employment Procedure Rules 1 These rules determine procedures to be followed in the recruitment of senior officers of the council and in any disciplinary action which may become necessary
More informationGuidance for managers: employing ex-offenders as members of the University
Guidance for managers: employing ex-offenders as members of the University Background The Rehabilitation of Offenders Act (1974) was introduced to ensure that ex-offenders who have not reoffended for a
More informationE-zec Medical Transport Services Ltd. Application Form PLEASE COMPLETE USING BLACK INK OR TYPE. Employment History
E-zec Medical Transport Services Ltd Application Form PLEASE COMPLETE USING BLACK INK OR TYPE APPLICATION FOR THE POST OF: Location: Forename Surname Title: Address for correspondence: Please give details
More informationResponse to Questions from I & S People Committee regarding security checks on volunteers within schools
Response to Questions from I & S People Committee regarding security checks on volunteers within schools Derbyshire County Council has a Criminal Background Checks Policy in place which Derbyshire schools
More informationProcedure. Development. Joint Consultative Committee, College Management Team. Status: FINAL Approved by: Finance and General Purposes Committee
GUILDFORD COLLEGE GROUP POLICY ACADEMIC/NON ACADEMIC: Non-Academic FRAMEWORK AREA: Human Resources POLICY TITLE: Recruitment and Selection Policy and Procedure LEAD COLLEGE MANAGER: Executive Director
More informationAYLESBURY GRAMMAR SCHOOL
AYLESBURY GRAMMAR SCHOOL APPLICATION FORM PLEASE COMPLETE USING BLACK INK OR TYPE. APPLICATION FOR THE POST OF: APP 2 - POLICE CHECK SURNAME: FORENAME(S): TITLE: ADDRESS FOR CORRESPONDENCE: POSTCODE: E-MAIL
More informationDISCIPLINARY POLICY AND PROCEDURE
DISCIPLINARY POLICY AND PROCEDURE Date of Publication: April 2013 Agreed by: Vice Chancellor s Executive March 2013 Page 1 of 13 Policy 1.0 Introduction The purpose of the disciplinary policy and procedure
More informationDRAFT VERSION 4. Wiltshire Council Human Resources. Recruitment Policy and Procedure
DRAFT VERSION 4 Wiltshire Council Human Resources Recruitment Policy and Procedure This policy can be made available in other languages and formats such as large print and audio on request. What is it?
More informationThe post holder will be guided by general polices and regulations, but will need to establish the way in which these should be interpreted.
JOB DESCRIPTION Job Title: Membership and Events Manager Band: 7 Hours: 37.5 Location: Elms, Tatchbury Mount Accountable to: Head of Strategic Relationship Management 1. MAIN PURPOSE OF JOB The post holder
More informationHappy Days: Application Form (staff)
Note: The information given in this application will be held in strictest confidence in keeping with your rights under the Data protection Act 1998 and the Human Rights Act 1998. It will not be disclosed
More informationEstyn s policy on Disclosure and Barring Service checks for those who work for Estyn
Estyn s policy on Disclosure and Barring Service checks for those who work for Estyn Information sheet For further advice contact: People, planning and deployment team Date of publication: February 2013
More informationEmployment and Staffing Including vetting, contingency plans, training
Safeguarding and Welfare Requirements: Suitable People. Providers must ensure that people looking after children are suitable to fulfil the requirements of their role. Employment and Staffing Including
More informationHigh Peak CVS Disciplinary Policy and Procedure
High Peak CVS Disciplinary Policy and Procedure The effectiveness and credibility of HIGH PEAK CVS and its employees is dependent to a large extent on the ability to achieve and preserve high standards
More informationHow To Deal With An Allegation Of Sexual Abuse In A School
1 Model Allegations Management Policy for Knowsley Schools and Education Settings July 2015 Introduction 1. All schools and education settings have a duty to promote and safeguard the welfare of children
More informationA job application pack should always be prepared before advertising a vacancy
Job Application Pack A job application pack should always be prepared before advertising a vacancy The job application pack is one of the first opportunities to present a professional impression to potential
More informationBAILIWICK OF GUERNSEY DATA PROTECTION
BAILIWICK OF GUERNSEY DATA PROTECTION CODE OF PRACTICE: CRIMINAL RECORDS CHECK PREFACE Section 56 of the Data Protection (Bailiwick of Guernsey) Law, 2001 ( the DP Law ), as amended by Ordinance in 2010
More informationDISCIPLINARY PROCEDURE
DISCIPLINARY PROCEDURE INTRODUCTION These procedures are compliant with the ACAS code of practice and are designed to help and encourage staff at Pilgrims Hospice to achieve and maintain required standards
More informationApplication Form. Section 1 Personal Details. Oldham Hulme Grammar Schools Veale Wasbrough Lawyers 2006. Position Applied For: Title:
Application Form Position Applied For: Section 1 Personal Details Title: Dr/Mr/Mrs/Miss/Ms Forename(s): Surname: Address: Former names: Preferred name: National Insurance Number: Postcode: Telephone Number(s):
More informationJob Application Form. Name: Position Applied for:
Job Application Form This is an interactive PDF form, all boxes can be filled out using Acrobat Reader. Please email completed documents to headmaster@stdavidscollege.co.uk If you do not have Adobe Acrobat
More informationAPEX PRIMARY SCHOOL APPLICATION FORM
60-62 Argyle Road, Ilford, Essex, IG1 3BG. T 020 8554 1208 E contact@apexprimary.co.uk APEX PRIMARY SCHOOL APPLICATION FORM TO BE COMPLETED IN BLACK IN. ALL SECTIONS MUST BE COMPLETED. A CURRICULUM VITAE
More informationSOLIHULL METROPOLITAN BOROUGH COUNCIL. Sickness Absence Management
SOLIHULL METROPOLITAN BOROUGH COUNCIL Sickness Absence Management 1 SICKNESS ABSENCE MANAGEMENT What does this procedure cover? Page 1. Introduction 3 2. Scope of Policy 3 3. Policy Statement 3 4. Principles
More informationChildcare Disqualification Requirements Guidance for Schools
Childcare Disqualification Requirements Guidance for Schools Just before half-term we received supplementary advice to the Keeping Children Safe Statutory Guidance from the DfE detailing a new requirement
More informationTo respond to queries at the first-point-of-contact by provision of a dedicated HR duty system.
Human Resources HR casework service Our HR service offers extensive, practical, cost-effective solutions to meet schools needs. Competitively-priced, our service offers a supportive partnership with the
More informationReport on Pre-Appointment Screening Procedures employed by the National Recruitment Service for the Health Service Executive (HSE)
Report on Pre-Appointment Screening Procedures employed by the National Recruitment Service for the Health Service Executive (HSE) February 2013 September 2007 Contents Introduction... 3 Commission s Code
More informationEmployment Policies, Procedures & Guidelines for Schools
DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES March 2012 1 ABOUT THIS GUIDANCE This is
More information2 Procedure prior to registration on University of Hertfordshire programmes
UNIVERSITY OF HERTFORDSHIRE HIGHER EDUCATION CORPORATION SCHOOL OF HEALTH AND SOCIAL WORK DISCLOSURE AND BARRING SERVICE POLICY This policy was approved for use for use by the School Academic Committee
More informationEmployment Policies, Procedures & Guidelines for Schools
DEALING WITH ALLEGATIONS OF ABUSE AGAINST TEACHERS, OTHER STAFF AND VOLUNTEERS GUIDANCE FOR LOCAL AUTHORITIES, HEAD TEACHERS, SCHOOL STAFF AND GOVERNING BODIES July 2014 1 ABOUT THIS GUIDANCE This is statutory
More informationAppointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants
Appointment of Business Development Officer (2084) (Temporary until 18 th December 2015) Ballymena Guide for Applicants Contents Prior to completing the application form we recommend that applicants familiarise
More informationDBS Policy for Work Placement Students Disclosure & Barring Services (DBS)
Author: Assistant Principal Learner Services & Learner Services Manager (Work Placement) Valid Until: October 2014 Category: Public DBS Policy for Work Placement Students Disclosure & Barring Services
More informationCriminal Records Checks on Councillors
Corporate Governance and Standards Report Report of Executive Head of Governance Author: John Armstrong, Democratic Services Manager Tel: 01483 444102 Email: john.armstrong@guildford.gov.uk Lead Councillor
More informationThose seeking admission as solicitors under the Admission Regulations, fulfilling the duties under section 3 of the Solicitors Act 1974;
1 [Authority: Made on the [DD day of MM YYYY] by the Solicitors Regulation Authority (SRA) Board under section 28 of the Solicitors Act 1974 with the approval of the Legal Services Board under sections
More informationIMPERIAL COLLEGE LONDON CHILD PROTECTION POLICY
IMPERIAL COLLEGE LONDON CHILD PROTECTION POLICY INTRODUCTION 1. The Safeguarding Vulnerable Groups Act 2006 defines a child as a person under the age of 18. For the purpose of this Policy and associated
More informationMODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS
MODEL DISCIPLINARY PROCEDURE FOR SMALL ORGANISATIONS Employers should comply with the Acas Code of Practice for disciplinary and grievance procedures which can be downloaded from www.acas.org.uk/dgcode2009.
More informationLevel 1 Gymnastics Coach Wed 17:15-18:45, Fri 16:15 18:15, Sat 08:45 12:15 Honiton Leisure Centre LED: gc001
Level 1 Gymnastics Coach Wed 17:15-18:45, Fri 16:15 18:15, Sat 08:45 12:15 Honiton Leisure Centre LD: gc001 LD Leisure Management Ltd Unit 16 A Woodbury Business Park Woodbury xeter X5 1AY Tel: 01395 562500
More informationChildren s Hearings (Scotland) Act 2011 2011 asp 1
Children s Hearings (Scotland) Act 2011 (asp 1) Section Children s Hearings (Scotland) Act 2011 2011 asp 1 CONTENTS PART 1 THE NATIONAL CONVENER AND CHILDREN S HEARINGS SCOTLAND The National Convener and
More informationDisciplinary Procedure
Correct at: 1 April 2011 Author & Owner: Strategic HR, Employee Relations Contact: stshr.employeerelations@bristol.gov.uk 0117 35 21400 Date Adopted: June 1999 The audience of this document is made aware
More informationWorking in partnership for a safer Glasgow. Recruitment and Selection Charter
Working in partnership for a safer Glasgow Recruitment and Selection Charter Version 5 Effective 12 October 2015 CONTENTS 1. INTRODUCTION 2 2. ADVERTISING PROCESS 2 3. DOUBLE TICK POSITIVE ABOUT DISABILITY
More informationCriminal record and barring checks
Criminal record and barring checks July 2013 About the NHS Employment Check Standards This document outlines the criminal record and barring checks that NHS organisations (across England) are required
More informationHow To Deal With Abuse In A School
Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers Guidance for schools on dealing with Allegations of abuse against Staff and Volunteers 2 CONTENTS 1. Introduction
More informationRolls Royce s Corporate Governance ADOPTED BY RESOLUTION OF THE BOARD OF ROLLS ROYCE HOLDINGS PLC ON 16 JANUARY 2015
Rolls Royce s Corporate Governance ADOPTED BY RESOLUTION OF THE BOARD OF ROLLS ROYCE HOLDINGS PLC ON 16 JANUARY 2015 Contents INTRODUCTION 2 THE BOARD 3 ROLE OF THE BOARD 5 TERMS OF REFERENCE OF THE NOMINATIONS
More informationConstitution Amendment
Meeting and date Title Summary of paper JOINT MEETING OF THE BOARD OF DIRECTORS AND COUNCIL OF GOVERNORS 9 JUNE 2016 Constitution Amendment This report invites the Board of Directors and the Council of
More informationGuidance notes. Our preferred method of application is online. You can view jobs and apply at www.nsomerset.gov.uk/jobs
Guidance notes The following information will assist you in your job application. Please read carefully. If you would like this information in an alternative format i.e. large type, braille, audio, or
More informationSafeguarding children and safer recruitment in education
Safeguarding children and safer recruitment in education Contents page Executive summary 8 Definitions 10 Chapter 1: Introduction 12 A shared objective 12 1.1 Status 12 1.4 The scope of this guidance 12
More informationSTUDENT DISCIPLINARY PROCEDURES
STUDENT DISCIPLINARY PROCEDURES This procedure applies to all cases of misconduct committed after 1 September 2009. Impartial advice about these procedures may be sought from the Student Progress Service,
More informationDealing with Allegations of Abuse Against Staff in Schools. Practice Guidance
Dealing with Allegations of Abuse Against Staff in Schools Practice Guidance About this guidance This is statutory guidance from the Department for Education. Schools and colleges must have regard to it
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Policy The success of the University is dependent on its most important resource, its staff. It is therefore vital that all employees are encouraged to work to the best
More informationTHIS GUIDANCE APPLIES FROM 10 MARCH 2014
THIS GUIDANCE APPLIES FROM 10 MARCH 2014 Guidance on the Rehabilitation of Offenders Act 1974 Contents: (1) INTRODUCTION: What is the Rehabilitation of Offenders Act 1974? Who benefits from the 1974 Act
More informationWalsall Children s Services. Disciplinary Policy and Procedure. 1. Introduction
Walsall Children s Services Disciplinary Policy and Procedure 1. Introduction 1.1 This procedure applies to all permanent, fixed term and temporary school based employees, it does not apply to contractors,
More informationTo work systemically with children and families, undertaking assessments, evidence based interventions and providing effective help.
Job Description Job Title: Social Worker Directorate: People Section: Vulnerable Children and Corporate Parenting Responsible to: Practice Manager Grade Level 10 Objectives of the post To work systemically
More informationNATIONAL JOINT COUNCIL FOR STAFF IN SIXTH FORM COLLEGES
NATIONAL JOINT COUNCIL FOR STAFF IN SIXTH FORM COLLEGES Disciplinary Procedure 1 1.1 Introduction This procedure provides guidance on disciplinary issues. The procedure is endorsed by the National Joint
More informationSafeguarding Children and Safer Recruitment in Education Comes into force 1 January 2007
Safeguarding Children and Safer Recruitment in Education Comes into force 1 January 2007 Contents Page Paragraph Executive Summary 1 Chapter 1: Introduction 3 A Shared Objective 3 1.1 The Scope of this
More informationStaff Disciplinary Policy
St Crispin's School Policy Staff Disciplinary Policy Version Date Changes or reason for Update Date Approved Number Created V1 1999 First Issue 1999 V2 04/ 2005 New Issue from the LEA 04/2005 V3 02/2007
More informationHuman Resources Policy No. HR46
Human Resources Policy No. HR46 Maintaining Personal Files and ESR Records Additionally refer to HR04 Verification of Professional Registration HR33 Recruitment and Selection HR34 Policy for Carrying Out
More informationEnforced subject access (section 56)
ICO lo Enforced subject access (section 56) Data Protection Act Contents Introduction... 2 Overview.3 The criminal offence.... 3 Exceptions and penalties.... 7 Relevant records....... 8 Other considerations
More informationNHS North Somerset Clinical Commissioning Group
NHS North Somerset Clinical Commissioning Group HR Policies Managing Sickness Absence Approved by: Quality and Assurance Group Ratification date: September 2013 Review date: September 2016 Elaine Edwards
More informationThinking Schools Academy Trust
Thinking Schools Academy Trust Transforming Life Chances Management of Safeguarding Allegations Policy This policy was adopted on September 2015 The policy is to be reviewed on Page 1 of 18 Management
More informationStaff Disciplinary Procedure. 1. Principles
Staff Disciplinary Procedure 1. Principles This procedure is to help ensure consistent and fair treatment for all staff and to ensure compliance with natural justice. The supervisor/manager will make preliminary
More informationWorkforce Performance Management Policy and Procedure
Workforce Performance Management Policy and Procedure Workforce Performance Management Policy and Procedure Page: Page 1 of 19 Recommended by Approved by Executive Management Team Workforce Committee Approval
More informationDuties The Deputy Manager will go about their duties with honesty and integrity and ensure the nursery needs are always met and take precedence.
JOB DESCRIPTION- DEPUTY NURSERY MANAGER Location: Hours: Holiday: Salary: Benefits: Hopscotch Nursery 40 per week 30 days per annum inclusive of 8 statutory holidays 18,000-20,000 per annum (dependent
More informationSEN15-P69b 24 June 2015. University Ordinances
SEN15-P69b 24 June 2015 University Ordinances Ordinance XXXV Staff Disciplinary Policy and Procedure (Version effective from 27 November 2014) This ordinance shall apply to all staff to whom paragraph
More informationSEN Teacher Beaumont Hill Academy The Education Village Academy Trust
SEN Teacher Beaumont Hill Academy The Education Village Academy Trust - Candidate Information - Person Spec - Additional Information April 2015 Dear Candidate, Thank you for your interest in the post of
More informationSafeguarding Children and Child Protection
Safeguarding and Welfare Requirement: Child Protection. Providers must have and implement a policy and procedure to safeguard children. Safeguarding Children and Child Protection Including managing allegations
More informationDisciplinary Policy and Procedure
Disciplinary Policy and Procedure Policy 1. Purpose of the policy and procedure Disciplinary rules are important for the running of the University so that everyone understands what is expected of them
More informationSouth Ayrshire Council. Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011
South Ayrshire Council Agenda Item No. 3 (2) (k) Report by Head of HR and Organisational Development to Leadership Panel of 19 April 2011 Subject: Disciplinary Procedures 1. Purpose 1.1 The purpose of
More informationPolicy & Procedure for the Fit & Proper Persons Requirements. Approved by: Date of review: Policy Ref: Issue: Policy Category: CONTENT
Title: Policy & Procedure for the Fit & Proper Persons Requirements Date Approved: Approved by: Date of review: Policy Ref: Issue: Division/Department: Directorate of Human Resources Author: Deputy Director
More informationUNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES
UNIVERSITY of HOUSTON MANUAL OF ADMINISTRATIVE POLICIES AND PROCEDURES SECTION: Human Resources Number: 02.03.05 AREA: Recruitment and Employment Recruitment and Employment SUBJECT: Security Sensitive
More informationSOMERSET PARTNERSHIP NHS FOUNDATION TRUST FIT AND PROPER PERSON REQUIREMENTS COMPLIANCE REPORT. Report to the Trust Board - 22 September 2015
SOMERSET PARTNERSHIP NHS FOUNDATION TRUST FIT AND PROPER PERSON REQUIREMENTS COMPLIANCE REPORT Report to the Trust Board - 22 September 2015 Sponsoring Director: Author: Purpose of the report: Interim
More informationIntroduction. Application
Freedom of Information Act Publication Scheme Protective Marking Not Protectively Marked Publication Scheme Y/N Yes No Title MPS Vetting Policy Version Version 2.0 Summary The MPS Vetting Policy defines
More informationJ O B S P E C I F I C A T I O N
J O B S P E C I F I C A T I O N DIRECTORATE: Corporate Services DIVISION/SECTION/UNIT: Human Resources Pay & Grading Team UNIT MANAGER: Phillip John POST TITLE: Technical Support Officer JOB FAMILY & ROLE
More informationPayments Assistant (Purchase Ledger) Payments Supervisor / Financial Accountant
JOB DESCRIPTION POST TITLE: DEPARTMENT: Payments Assistant (Purchase Ledger) Finance SALARY SCALE: Scale 3 RESPONSIBLE TO: Payments Supervisor / Financial Accountant AIMS AND PURPOSES OF THE JOB To provide
More informationDisciplinary and dismissal procedures for school staff
Revised guidance for governing bodies Guidance Welsh Government circular Date of issue: procedures for school staff Audience Overview Action required Further information Additional copies Status of documents
More informationLANCASHIRE COUNTY COUNCIL ASSAULTS ON TEACHING STAFF : PRINCIPLES, ADVICE AND ADMINISTRATIVE PROCEDURES
LANCASHIRE COUNTY COUNCIL ASSAULTS ON TEACHING STAFF : PRINCIPLES, ADVICE AND ADMINISTRATIVE PROCEDURES 1. INTRODUCTION 1.1. By the nature of their work, teachers may be placed in situations with potential
More informationCollege Governance Statement of Principles, Scheme of Delegation and Terms of Reference
College Governance Statement of Principles, Scheme of Delegation and Terms of Reference 1. Principles: 1.1 Background This document sets out the principles underpinning the College Corporation s work.
More informationLNCT. circular 12. Code of Discipline for Teachers: Disciplinary and Appeals Procedure 3. PRINCIPLES 1. INTRODUCTION 2. AIMS
LNCT Local Negotiating Committee for Teachers December 2014 circular 12 IMPLEMENTING A TEACHING PROFESSION FOR THE 21ST CENTURY Code of Discipline for Teachers: Disciplinary and Appeals Procedure 1. INTRODUCTION
More informationApplication to be licensed as a new driver
Application to be licensed as a new driver This form should be completed and together with the appropriate fee and supporting documentation submitted at one of the Herefordshire council customer service
More informationTHE MORAY COUNCIL DISCIPLINARY PROCEDURES
THE MORAY COUNCIL DISCIPLINARY PROCEDURES THE MORAY COUNCIL DISCIPLINARY PROCEDURES 1.0 STATEMENT OF POLICY 1.1 The Council recognises that the maintenance of discipline is essential for the conduct of
More informationKnowle DGE Learning Centre
Knowle DGE Learning Centre Applicant Information Pack Receptionist Bristol Grade 5 SCP 12-15 27.5 hrs per week term time only: 10,027-10,704 Dear Applicant, Thank you for your interest in the position
More informationJOB DESCRIPTION. Putteridge High School. EMAS Coordinator
JOB DESCRIPTION TITLE: SCHOOL: RESPONSIBLE TO: GRADE: Polish/Romanian/English Speaking Teaching Assistant Putteridge High School EMAS Coordinator L4 PURPOSE OF POST: To enable young people to become confident
More informationDISCIPLINARY PROCEDURE SEPTEMBER 2007. Western Health & Social Care Trust [Disciplinary Procedures] 1 September 2007 1
DISCIPLINARY PROCEDURE SEPTEMBER 2007 Western Health & Social Care Trust [Disciplinary Procedures] 1 September 2007 1 CONTENTS DISCIPLINARY PROCEDURE 1.0 INTRODUCTION 2.0 GUIDANCE AND DEFINITIONS 3.0 PRINCIPLES
More informationCorporate Policy. Data Protection for Data of Customers & Partners.
Corporate Policy. Data Protection for Data of Customers & Partners. 02 Preamble Ladies and gentlemen, Dear employees, The electronic processing of virtually all sales procedures, globalization and growing
More informationWEST MIDLANDS POLICE Force Policy Document
WEST MIDLANDS POLICE Force Policy Document POLICY TITLE: POLICY REFERENCE NO: POLICE STAFF DISCIPLINARY PROCEDURE HR/06 Executive Summary The Force expects certain standards of conduct to be maintained
More informationNOT PROTECTIVELY MARKED
PEOPLE AND ORGANISATIONAL DEVELOPMENT HUMAN RESOURCES DISCIPLINARY POLICY AND PROCEDURE Author/Role Fiona Munro, Human Resources Date of Risk Assessment (if applicable) N/A Date of Equality Impact Assessment
More informationAPPLICATION FORM. Personal details. Surname or Family Name. Employer s Address & Postcode. Do you hold a current driving licence?
APPLICATION FORM Personal details Post Applied For Personal Nursing Assistants Surname or Family Name First Name(s) Other names Home Address & Postcode Home Tel No Mobile No Daytime Tel No Email Address
More informationRECRUITMENT AND SELECTION CHARTER
RECRUITMENT AND SELECTION CHARTER Effective from: 17 January 2012 Review date: March 2014 Version/Reference: Document owner: Version 2 (HR12/03) Human Resources Section RECRUITMENT AND SELECTION CHARTER
More informationSafety checking the children s workforce
Safety checking the children s workforce Children have a fundamental right to have all their needs met and to be safe from abuse and neglect. The Government is committed to growing a safe and competent
More informationCopyright Nacro 2014 NHS Employers Webinar 29 th October 2014 In Jan 2013, as a result of a legal challenge, the Court of Appeal ruled: the Police Act 1997 and the Rehabilitation of Offenders Act Exceptions
More informationSubject: Circular Number: 2006/06. Date of Issue: 3 March 2006. Governor Awareness: Essential. Target Audience:
Subject: CHILD PROTECTION: RECRUITMENT OF PEOPLE TO WORK WITH CHILDREN AND YOUNG PEOPLE IN EDUCATIONAL SETTINGS Guidance for employers on pre-employment checking and safer recruitment practices Target
More informationHuman Resources People and Organisational Development. Disciplinary Procedure for Senior Staff
Human Resources People and Organisational Development Disciplinary Procedure for Senior Staff AUGUST 2015 1. Introduction 1.1 This procedure applies to Senior Staff. Senior Staff includes: 1.1.1 the Vice-Chancellor
More informationBicton Heath, Shrewsbury, SY3 8HS
Bicton Heath, Shrewsbury, SY3 8HS Re : Patient Transport Co-ordinator Thank you for your request for further information for the above mentioned post. The application pack contains the following information:
More informationModel procedure for schools responding to allegations of abuse by teachers and other school staff. September 2011 Schools HR Consultancy
Model procedure for schools responding to allegations of abuse by teachers and other school staff Summary September 2011 Schools HR Consultancy The Department of Education has produced statutory guidance
More informationPoints to Note in Handling Appointment Matters in Aided Schools
Points to Note in Handling Appointment Matters in Aided Schools I. General 1. To observe impartiality and safeguard interests, schools should establish an open, fair, transparent and competitive appointment
More informationCardiff Council Recruitment Application Guidance
Council Recruitment Application Guidance Council is committed to a recruitment process which enables potential candidates to find the right job as quickly and easily as possible. The Council recognises
More informationINTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3
June 2007 Table of Contents INTRODUCTION 1 STRUCTURE AND APPROACH 1 CONTEXT AND PURPOSE 2 STATEMENT OF PURPOSE 3 3 Standard 1: Statement of purpose 3 Standard 2: Written guide to the adoption service for
More information