Compliance and Vetting Commitment to safeguarding

Our compliance process consists of:

• A face to face interview – We will meet with candidates to ask a series of questions regarding previous experiences and actions they’ve taken.
• Identification – group one identifications x2 (passport, EU identity card, photo driving licence, original birth certificate) and group two identifications x2 (utility bill, council tax bill, bank statement).
• Date of birth – against a passport, national ID card, photo driving licence or birth certificate.
• Proof of address – utility bill, bank statement from within six months.
• Qualifications verification – sight of originals, verification with the issuing institution or statutory declaration.
• References – two good/excellent graded references including most recent employer
• Right to work – passports are checked for the right to work in the UK. Visas must be verified if the candidate owns a non-EU passport
• CV check – CVs will be analysed for quality of candidate. We require a complete CV with full career history.
• Criminal records check (UK and overseas if applicable) – all candidates must complete an Enhanced Disclosure and all candidates from overseas, or anyone who has worked overseas, must have a current police clearance from the relevant country
• Disqualification by Association – all relevant staff in relevant settings must be asked to complete a childcare disqualification declaration affirming that they are not disqualified.
• Barred List Search check – as part of the recruitment process and then annually
• DfE number (or overseas equivalent if applicable) – for qualified teachers
• Medical fitness to teach – completed for all teachers and support staff