Staff Vetting

Child protection has been one of the hottest topics in education in recent years, especially in the primary and pre-school age range. Several high profile cases have shown that even the most stringent police checking is not infallible. The onus is on employers to minimise the risk to children in their care and to ensure that their education recruitment policy is as rigorous as possible.

 

The main criticism of the Criminal Records Bureau check (CRB) or Disclosure in Scotland is that it only provides a snapshot picture of the prospective employee. A certificate is valid for three years, and should something untoward come to light during the three year period, the employer may not find out until the employee comes to renew their certificate. In Scotland, this system is shortly to change and people holding certificates will be entered into a live database. Should any relevant convictions, accusations or cautions be received in that time, details will be passed on to any employers or voluntary group leaders, who will then decide whether or not employment will have to be terminated. This system should mean that employers are kept informed much better than they are at present.

 

However, CRB or Disclosure checks only come into effect once the employee has been through the interviewing and recruitment process. During the education recruitment phase, the employer must use different techniques to weed out applicants who don’t come up to scratch. Firstly, any CVs must be read carefully, and the recruiter must ensure that any gaps in employment history are accounted for. Be suspicious of a CV with lots of gaps and no explanation. Secondly, always take up references before making a job offer, or ensure that offers are made only on the condition of a satisfactory reference. It is often a good idea to call up past employers and speak to them on the phone as they are more likely to be open and honest about an employee’s strengths and weaknesses on the phone than in anything they have to commit to writing. If there is anything in either the CV or the references which does not feel right, it is always wise to ask the prospective employee for clarification.

 

Once an employee starts, ensure that they are supervised at all times until relevant documentation is issued. They should never be on their own with children until the CRB or Disclosure certificate has been issued and checked. It is also prudent to have a whistle blowing policy which encourages staff to come forward with any sort of concern or worry they may have about colleagues in order to best protect children in your care.