Riverside Junior School

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Riverside Junior School

Safer Recruitment

Safer Recruitment

Calderdale Council and Riverside Junior School are fully committed to the principles of safer recruitment, ensuring that safeguarding and promoting the welfare of children and vulnerable adults is central to any recruitment process.

Our selection processes are based on good practice in selecting the best candidate for the job and ensuring equality of opportunity for all applicants while excluding, or rejecting those who may be unsuitable to work with our service users. We expect candidates to understand their duties and responsibilities in relation to child protection and safeguarding children, young people and vulnerable adults as it applies to the post for which they have applied.

The National Vetting and Barring Scheme: Summary Details
Under the national Vetting and Barring Scheme, it is an offence to offer employment for certain posts involving working with children or vulnerable adults, defined as regulated activities, to a barred individual.

The following steps will be taken as part of the recruitment processes depending on the role:

  • Your identity will be confirmed by sight of original official documents such as a Birth Certificate, Passport etc.
  • Original documents relating to all the professional qualifications required to fulfil the post must be supplied to an employer.
  • Your employment history will be examined and clarification will be sought where there are gaps and discrepancies arising from information provided either by you as the candidate or your referee(s).
  • References will be used to check employment dates and relevant experience. A minimum of two written references will be taken up and, for some posts, these references will be requested prior to interview.
  • The identity of all referees will be verified.

All candidates applying to work through the national Vetting and Barring Scheme are required to provide details of any relevant unspent convictions. Under the Rehabilitation of Offenders Act 1974, all ‘spent’ convictions must be disclosed for certain posts. All jobs falling into this category will be identified on the Job Description.

For posts working with children, young people or vulnerable adults, a DBS check, and/or ISA registration details will be requested. This check will be cross referenced against the ISA’s Adults and Children’s Barred Lists. These lists contain details of people deemed unsuitable to work with children or vulnerable adults. All jobs requiring a DBS and/or ISA registration will be identified in the Job Description.

In most cases an offer of appointment will only be made after receipt and verification of satisfactory checks.

Note, it is an offence to apply, offer or accept to do any work with children (paid or unpaid) if disqualified from working with children.

On 11 February 2011 the Coalition Government published the findings of its Review into the Vetting and Barring Scheme. You can read the report at here.

The Coalition Government has confirmed that until the Protection of Freedoms Bill has been introduced and the proposed changes passed by Parliament, the existing responsibilities of employers and the ISA will remain.

Useful web sites for further information:

Safeguarding Vulnerable Groups Act
Vetting and Barring Scheme
Criminal Records Bureau

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