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Wootton Park School

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Safer Recruitment

We are committed to safeguarding and promoting the welfare of children and young people and expect all staff and volunteers to share this commitment

Please note that all applicants invited to interview will be asked to complete our interview checklist and provide information at interview.

Education Personnel Management (EPM) supports Wootton Park School with the recruitment process.

In carrying out our recruitment processes we:

  • are committed to the creation of a safe environment for our learners by operating safer recruitment practices in line with the statutory requirements and guidance.
  • will comply with the requirements of Data Protection Legislation (being (i) the General Data Protection Regulation ((EU) 2016/679) (unless and until the GDPR is no longer directly applicable in the UK) and any national implementing laws, regulations and secondary legislation, as amended or updated from time to time, in the UK and then (ii) any successor legislation to the GDPR or the Data Protection Act 1998, including the Data Protection Act 2018). Our Data Protection Policy sets out how we will comply with Data Protection Legislation.
  •  will comply with the requirements of the Equality Act (2010) and are committed to ensuring that throughout our recruitment and selection processes no applicant is disadvantaged or discriminated against because of the protected characteristics of age, disability, gender, gender re-assignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief and sexual orientation

If you are made an offer of employment then it will be conditional and subject to confirmation of the following:

  • receipt of at least two satisfactory written references (one of which must be their current or most recent employer);
  • verification of the applicant's identity, preferably from current photographic ID and proof of address;
  • verification of the applicant's medical fitness;
  • verification of qualifications where relevant;
  • verification of professional status where applicable. For teachers, this will include checking that the individual has the required teaching qualification and has successfully completed any statutory induction, if required, through the Teacher Services System;
  • satisfactory enhanced DBS check;
  • satisfactory online searches and social media checks
  • for management positions (Applicable to governors/trustees, Headteachers, members of the Senior Leadership Team and departmental heads), verification that they are not subject to a section 128 direction by checking the Teacher Services System;
  • for teachers and other employees who hold QTS who are working in non-teaching roles, verification that they are not subject to a prohibition order by checking the Teacher Services System. This check is also completed for any employees that complete ‘teaching work’ as defined by The Teachers’ Disciplinary (England) Regulations 2012
  • For teachers, satisfactory check to determine any restrictions/sanctions that have been imposed in other EEA member states, through the provision of a letter of professional standing from the professional regulating authority in the country that they qualified.
  • A clear children's barred list check (except supervised volunteers);
  •  verification of right to work in the United Kingdom;
  • any further checks where the applicant has lived or work outside of the UK including receipt of criminal record information from overseas;
  • confirmation that the applicant is not disqualified from providing childcare;
  • A utility bill dated within the last 3 months or another form of verification of your current address
  • Original birth certificate
  • Proof of NI number

Criminal Convictions Disclosure Form                       

Ex-Offenders Policy Statement                                              Child Protection and Safeguarding Policy        

Recruitment Policy                                                             

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