The Academy is committed to safeguarding and promoting the welfare of children and young people and require all staff to demonstrate their commitment to this aspect of our work.
1.2
The Academy recognises that staff are its most important asset and it is the policy of the governing body to ensure that staff are of the highest possible quality and suitably qualified and experienced to meet the needs of the Academy development plan.
1.3
The appointment of all employees at the Academy will be made on merit and in accordance with the provisions of Employment Law, the Education Act 2002, the School Staffing (England) Regulations 2003 and the statutory guidance, Safeguarding Children and Safer Recruitment in Education Settings and the Academy’s equal opportunities policy.
1.4
The governors will ensure that all staff are recruited on the basis of their abilities and potential regardless of their race, colour, nationality, ethnic origin, religious or political belief or affiliation, trade union membership, age, gender, gender reassignment, marital status, sexual orientation, disability, socio-economic background, or any other inappropriate distinction.
1.5
The governors will ensure that the Academy follows the principles of Safer Recruitment and will ensure that the Academy Recruitment and Selection procedures are effectively implemented.
1.6
This policy covers the appointment of staff to all posts except those covered by the Academy’s arrangements for the appointment of the Principal.
2. Who does this policy apply to?
2.1
This policy applies to all Academy staff and any individual seeking to become part of the Academy community.
3. Who is responsible for carrying out this policy?
3.1
The implementation of this policy will be monitored by the governors of the Academy and remain under constant review by a designated Vice Principal.
4. What are the principles behind this policy?
4.1
The Academy seeks to appoint high quality staff who are committed to young people and willing to commit to the ethos of the Academy and contribute to the overall improvement in performance of all individuals.
4.2
The Academy will operate a fair and robust recruitment and selection procedure which takes account of diversity and ensures equality of opportunity for all applicants.
5. Procedures
Advertising
5.1
A large majority of vacancies will be advertised externally. However, in exceptional circumstances, usually for reasons of commercial confidentiality, the governors reserve the right of the Academy to approach potential candidates for posts and invite them to apply without recourse to an advertisement.
5.2
Normally vacancies will be advertised in national and local newspapers, on the Academy website and through other media channels with advertisements being placed where it is most relevant to the particular vacancy.
5.3
All advertisements for vacancies in the Academy will make reference to the Academy’s commitment to safeguarding children and young people.
Application
All applicants for all vacant posts advertised internally or externally will be provided with:
5.4
A job description outlining the duties of the post and an indication of where the post fits into the organisational structure of the Academy.
5.5
A person specification indicating the qualifications, skills and types of experience or expertise which is regarded as essential or desirable in relation to the job.
5.6
An Academy application form.
5.7
Information about the Academy in general and other specific information relevant to individual positions.
5.8
The Academy’s policy on Safeguarding.
Selection
5.9
Short listing will be based only on substantial information. The job description and person specification will be used to set the criteria and standards for inclusion on the long list and for reducing this to a short list of candidates to be invited for interview.
5.10
The selection panel will take up two references for each short listed candidate. For teaching posts, the references will, where appropriate, include the applicant’s current Head teacher.
5.11
The criteria for selection will be consistently applied to all applicants.
5.12
If the field of applicants is felt not to match the criteria outlined in the person specification the post may be re-advertised.
Interview
5.13
The format, style and duration of the interviews are for the Principal to determine and these will be communicated to all candidates in time for them to make further enquiries about the position of necessary.
5.14
The Academy will ensure that all members of the Senior Management Team have received training in Safer Recruitment and that all panels have a member of trained staff on them.
5.15
Each applicant will be interviewed by the same Academy personnel and the interview process will seek to determine the candidate’s strengths in relation to the needs of the post and will allow them ample time to ask questions.
5.16
All applicants will have the special characteristics and ethos of the Academy explained to them during the interview.
5.17
All applicants will be made aware of safeguarding issues during the interview.
5.18
Applicants will be informed of the outcome of the interviewing process, either in person immediately following the interview process or subsequently by telephone.
Appointment
5.19
The offer of appointment by the selection panel is binding on both parties and is subject to the following:
receipt of all qualifications
two satisfactory professional references
enhanced CRB disclosure
medical checks where appropriate.
6. Policy Review
6.1
This policy will be reviewed annually as part of the Academy's internal review.
