We are committed to safeguarding and promoting the welfare of children and young people, and we expect everyone to share this commitment and to be fully aware of the importance of child protection.

Before supplying any staff to school or educational settings, we ensure the following checks have been satisfactorily carried out -and we supply this information to the schools with the booking form and a photo of the applicant to enable easy updating of the Single Central Record:

  • We have meet the applicant and conducted a personal face-to-face interview.
  • We have confirmed the identity and address of the applicant
  • We have ensured that the applicant has the right to work in the UK
  • We have seen proof of Qualifications
  • We have confirmed induction status of teachers with the DFE, or in the case of QTLS, we have confirmed QTLS is current and valid with the Society for Education and Training
  • We have confirmed Overseas Trained Teachers hold teaching qualifications which are deemed by UK NARIC to be equivalent to a British teaching degree or PGCE, and also confirmed that the school are aware of the exact teaching status of the OTT
  • We have checked that DBS certificates are valid, appropriate for the role undertaken, and are on the update service
  • We have checked the applicant is not barred from teaching
  • We have seen an overseas police check for any applicant who has spent more than three years in an overseas country in the relevant period
  • Conducted risk assessments on any applicant who holds information on their DBS
  • Obtained written confirmation that the applicant is not barred by association
  • Obtained relevant references to satisfy as to the applicants suitability for the role and to ensure no safeguarding issues arose during recent employment

We strictly adhere to the specific recruitment and vetting checks which must be made on all people who wish to work with children and young persons. These requirements, outlined in the DfE document: Keeping Children Safe in Education (July 2015), have statutory force and are clearly incorporated into our “Procedures Manual”.

Compliance with these guidelines is regularly and closely audited internally, and through a series of daily reporting processes. The Safeguarding Vulnerable Groups Act 2006 and the Childcare (Disqualification) Regulations 2009 outline specific duties and responsibilities for an employer in relation to barred persons, and to the sharing of information about individuals to the Disclosure and Barring Service.

We are fully compliant with safeguarding, statutory legislation, and best practice as set out by the Recruitment and Employment Federation.

We expect our applicants to fulfil their duty to keep young children safe and to protect them from physical, emotional and sexual harm. At point of registration, all candidates are required to agree to our specific Child Protection Policy, confirming that they will contribute to providing a safe environment for children to learn in education settings, and identifying children and young people who are suffering or likely to suffer significant harm, and taking appropriate action with the aim of making sure they are kept safe both at home and in the education setting.

Further, at point of registration, all candidates are provided with clear written guidelines (in the form of our comprehensive “Safeguarding our Children” document), covering:

  • Physical Contact
  • Social Contact
  • Communication with Pupils (including use of electronic devices, social networking sites or web-based communication channels)
  • Behaviour Management
  • What to do if I’m Worried a Child is Being Abused? and
  • What should I do if there is a child protection allegation made against me?

Dealing with Allegations: We  strive to ensure that any allegation of abuse made against its worker in an education setting is dealt with fairly, quickly, and consistently, in a way that provides effective protection for the child, and at the same time supports the person who is subject to the allegation. We require our workers to:

  • report the allegation to the Manager of the Branch of through which s/he was working
  • immediately arrange to meet with the Branch Manager to discuss the allegation, and to prepare a written statement which provides his / her account of the situation in which the allegation was made. All workers are advised that during the investigation of an allegation, they will not be placed into a school or education setting until the allegation has been satisfactorily resolved.

We will keep workers informed of the progress of the case, and will consider what other support is appropriate for the individual. We will work closely all parties involved, including the school, Local Authority Designated Officer, Social Services and Police. We will act on any requirements put in place during the process, whether to support the candidate’s return to work, or referral to the Disclosure and Barring Service and / or the National College of Teaching and Leadership.

Any further queries about our safeguarding processes may be forwarded to:

Justin Brown, Director, Heart Teaching

T: 01322 303 020