SAFER RECRUITMENT POLICY

SAFER RECRUITMENT POLICY

1. Introduction

This policy aims to provide recruitment guidance to intending and current employees of CEDEC International Schools

1.1 Policy Statement: CEDEC International Schools is committed to safeguarding and promoting the welfare of all the students in our care and expects all applicants to share this commitment. As an educational institution, CEDEC International Schools follows safer recruitment practice which are aligned to the recommendations of the International Task Force on Child Protection. We hold ourselves to a high standard of effective recruiting practices with specific attention to child protection. The school recognises its responsibility to ensure that all staff, volunteers, and contractors are suitable to work with children and young people. The school expects all those involved in the recruitment process to adhere to this policy to prevent unsuitable individuals from gaining access to students. All appointments are subject to an interview, identity checks, criminal record checks, and successful references.

CEDEC International Schools is an equal opportunity employer committed to creating an inclusive environment for all staff and students. We actively seek to recruit individuals from diverse backgrounds and do not discriminate based on race, gender, age, disability, religion, or any other protected characteristic. Our recruitment processes are designed to be fair, transparent, and reflective of our core values of respect, inclusion, and equity. See our Diversity, Equality and Inclusion Policy.

1.2 Legal Guidance: This policy has been developed in line with statutory guidance, including Keeping Children Safe in Education (KCSIE) 2024, Nigerian Child Rights Act 2003, the Children Act 1989 & 2004, the Education (Independent Schools Standards) Regulations 2014, and the Safeguarding Vulnerable Groups Act 2006. It also aligns with the national and state requirements set out to ensure that recruitment practices meet the highest safeguarding standards.

1.3 Scope: The policy applies to the recruitment of all individuals working in the school, including permanent and temporary staff, volunteers, governors, agency workers, contractors, and anyone else who may come into contact with students. CEDEC International Schools maintains a culture of vigilance to ensure all recruitment decisions prioritise child protection.

1.4 Purpose: The aim of the Recruitment policy is to help deter, reject, or identify people who might abuse children or are otherwise unsuited to working with them by having appropriate procedures for appointing staff.

1.5 Related Policies

•        Safeguarding and Child Protection

•        Staff Code of Conduct

•        Diversity, Equality and Inclusion Policy.

 

2. Principles of Safer Recruitment

2.1 Safer recruitment is an essential part of CEDEC International Schools’ safeguarding framework. The school is committed to deter, identify, and reject unsuitable individuals by implementing comprehensive recruitment and vetting procedures. Every person involved in hiring decisions must act in the best interests of the students and uphold the safeguarding principles embedded in this policy.

2.2 The recruitment process is fair, transparent, and non-discriminatory, ensuring that all appointments are made based on merit while prioritising child protection. We strictly follow relevant employment and child protection legislation to create a safe educational environment.

2.3 A Safer Recruitment Panel will oversee all hiring processes. At least one panel member must have undergone accredited safer recruitment training, ensuring all appointments comply with the latest safeguarding regulations. This training must be updated annually. This ensures that safeguarding is embedded in all stages of recruitment, from advertising to induction.

 

3. Recruitment and Vetting Procedures

3.1 Pre-Employment Checks

3.1.1 Before any candidate is offered a role, CEDEC International Schools will undertake thorough pre-employment checks to verify their identity, qualifications, and suitability to work with children. These checks will include the following:

• Verification of identity, including photographic identification (passport, driving licence, or birth certificate).
• Confirmation of right to work in Nigeria (if applicable).
• Verification of name changes (e.g., marriage certificate, deed poll).
• Full employment and education history, with written explanations for any gaps.
• Proof of qualifications and professional certifications required for the role.
• Completion of a self-declaration form, where candidates must disclose any criminal history relevant to working with children.

3.1.2 Any concerns or inconsistencies identified during these checks must be fully investigated before an offer of employment is made.

3.1.3 When a position becomes vacant the Recruitment Team of at least 3 will undertake procedures to ensure a safe and successful appointment of that role. At least one member of the team must have undertaken safer recruitment training.

3.2 References

3.2.1 The school will obtain a minimum of two professional references, including at least one from the candidate’s most recent employer. If the candidate has worked with children, one reference must be from the most recent child-related role.

3.2.2 References will be sought directly from the referees and must be verified through direct contact (email or telephone). The communication must be recorded in the Reference form, by the person who made the call. Any concerns raised within the references must be discussed with the applicant before proceeding with the appointment. References will not be accepted from relatives or colleagues unless there is a valid reason, which must be documented.

3.2.3 The Job Description and Person Specification contains the school’s safeguarding statement. The job description lists the main responsibilities and duties of the position, which the successful applicant will undertake. The person specification describes the skills, experience and qualifications the school is looking for.

3.3 Criminal Record and Safeguarding Checks

3.3.1 CEDEC International Schools will conduct the following statutory safeguarding checks before confirming an appointment:

• Enhanced Disclosure and Barring Service (DBS)/Police Check: Required for all staff working in regulated activity.
• Barred List Check: To ensure the candidate is not barred from working with children.
• Prohibition from Teaching Check: Mandatory for people applying for teaching positions.
• Prohibition from Management Check: Required for senior leadership and governance roles.
• Overseas Police Checks: For candidates who have lived outside Nigeria for six months or more in the past ten years.
• Prevent Duty Radicalisation Check: To assess any risk of radicalisation. (CEDEC applies a contextualised Prevent strategy, using declarations, interviews, training, and background checks to assess and address radicalisation risks, aligned with its safeguarding values.)
• Medical Fitness Assessment: To confirm the candidate is physically and mentally fit to perform their duties.

3.3.2 If a DBS/Police check is delayed, the candidate may be allowed to start work under strict supervision (depending on the role), provided that all other pre-employment checks have been satisfactorily completed and a risk assessment has been conducted.

 

4. Recruitment Process

4.1 Advertisement: All job adverts will include CEDEC International Schools’ commitment to safeguarding and clearly state that all applicants will undergo rigorous safeguarding checks. Adverts will be placed internally (newsletters, and on the school’s staff platforms) and externally (Facebook, Website, X, Instagram, Linkedin) to ensure fair access to opportunities.

4.2 Application Process

4.2.2 The application form must be fully completed, with all gaps in employment history explained. Incomplete applications will not be considered.

4.2.3 Application Form: The application form plays an important part of the school’s selection process and all applicants should complete it in full.  A Curriculum Vitae alone will not be accepted as they do not provide a comprehensive employment history. CVs will not be accepted in lieu of a completed application form. The application form requires the applicant’s:

•        full name;

•        any previous name;

•        right to work in Nigeria

•        full education and qualifications, employment, voluntary and other history to the month and year. Reasons for leaving all previous posts are requested;

•        details of at least two referees which must include the current or most recent employer and the most recent place the candidate worked with children (if applicable);

•        Candidates are required to disclose an offence in line with current school’s legislation. The candidate must provide detail of the offence in a disclosure to the Head of School and / or Head of Accounts.

4.3 Shortlisting

4.3.1 The Recruitment Panel will independently review all applications and create a shortlist based on merit and suitability for the role. Any applicant with safeguarding concerns will not be shortlisted.

4.3.2 All shortlisted candidates must complete a self-declaration form regarding their criminal history and safeguarding responsibilities before attending an interview.

4.3.3 All application forms received will be carefully read and considered independently by a minimum of two persons from the Recruitment Selection Panel. An initial shortlist is drawn up which is given to the Head of School, who will then hold an initial remote shortlisting meeting with each candidate to provide the final shortlist for an interview. The School will shortlist applicants according to the relevance and applicability of their professional attributes and personal qualities to the role. Shortlisted candidates will be required to complete and return the personal declaration for safeguarding children prior to their interview.

4.4 Interview Process

4.4.1 All shortlisted candidates will be invited to the school via email. The interview process involves:

·      A written assessment: All teaching candidates will be required to complete a written assessment based on their subject of expertise. An English Language assessment may also be required. Candidates would also be required to demonstrate the preparation of a lesson plan.

·      A Microteaching Encounter: CEDEC International Schools values the voices of students and recognises their insights as integral to building a safe and supportive school environment. For teaching roles, shortlisted candidates may be invited to deliver a teaching demonstration with at least 4 staff and a full classroom of students. This session will be followed by the collection of age-appropriate student feedback.

·      An oral interview: Canditates will be interviewed by a panel of at least three members of the Senior Leadership team including one who has completed safer recruitment training. The Superintendent should chair the panel for the Head of School and Head of Accounts appointments. The interviewers involved will be required to state any prior personal relationship or knowledge of any of the candidates and a judgement will be made by the Superintendent as to whether or not an interviewer should withdraw from the panel. Should the Superintendent have a conflict of interest, the Vice Superintendent shall decide whether the Superintendent should withdraw from the panel. The interview will assess:

·       The candidate’s experience and suitability for the role.

·       Their understanding of safeguarding and child protection.

·       Explanations for employment gaps or discrepancies.

4.4.3 Candidates must bring original identity documents of all information supplied in the application form for verification at the interview stage. These include:

•        Current passport or current driving licence including a photograph; (At least 2 means of National Identification)

•        Birth certificate (or current driving licence including a photograph if not above);

•        Documents proving National Insurance (NI) number and birth certificate must be provided if they do not have a passport;

•        Proof of current address showing the candidate's current name;

•        Where appropriate any documentation evidencing a change of name (e.g., marriage certificate; adoption certificate or deed poll);

•        Proof of entitlement to work and reside in Nigeria;

•        Any educational and professional qualifications that are necessary or relevant for the post (e.g., certificates, diplomas etc.). Where originals are not available for the successful candidate, written confirmation of the relevant qualifications must be obtained by the candidate from the awarding body.

Please note that the above must be original documents. Photocopies or certified copies are not sufficient.

 

5. Conditional Offers and Induction

5.1 A conditional job offer will be made subject to the successful completion of all pre-employment checks. Candidates will receive a written offer detailing the conditions that must be met before their employment is confirmed. The offer letter will confirm employment is subject to: Satisfactory references; Relevant DBS check; Medical fitness for the intended role; Receipt of all information required for the Single Central Register.

5.2 All new employees must complete mandatory safeguarding training before their first working day. Induction will include training on CEDEC International Schools’ Child Protection Policy, Code of Conduct, amongst others. (See induction Checklist)

 

6. Single Central Record (SCR) and Compliance

6.1 CEDEC International Schools will maintain an up-to-date Single Central Record (SCR), which includes all necessary pre-employment checks for staff and volunteers. This requires the following items to be obtained/provided in full colour:

•        ID Checks, including Proof of Right to Work in Nigeria as listed above;

•        Enhanced DBS Disclosure/Police Check;

•        Barred List check;

•        References;

•        Full education and employment history form;

•        Medical Fitness Assessment from a reputable government hospital.

•        Check on Professional Qualifications including letter of professional standing for overseas qualifications (where relevant);

•        Overseas Police Checks (where relevant);

•        Prohibition from Teaching Check;

•        Prohibition from Management Check;

•        Radicalisation Check.

6.2 The Head of School and campus HR/accounts officer is responsible for ensuring that all recruitment records are securely stored and meet GDPR and data protection regulations. All officers in charge of staff information must be trained in Safer Recruitment Practices.

7. Safer Recruitment Process Summary in 9 Steps.

1.      Candidates must complete the school's job application form in full.

2.      The Recruitment Selection Panel reviews applications independently. Applications not filled correctly, or those with safeguarding concerns are disqualified at this stage.

3.      Successful candidates are sent an invitation to interview email that includes a personal declaration form, and a link to the “OEQA Safeguarding Course for school staff”.

4.      Candidates are interviewed by a panel. Candidates must bring original copies of all professional and identity documents stated in section 4.4.3 of the CEDEC International Schools “Safer Recruitment Policy”

5.      After the interview, references are directly contacted and verified.

6.      If the candidate successfully passes the interview, they receive a written conditional offer via email.

7.      Before any offer is confirmed, all checks in section 6 must be completed.

8.      Once all checks are completed, candidates submit document proof to receive a letter of Appointment.

9.      Upon resumption, the induction commences.

 

8. Policy Review and Monitoring

8.1 This policy will be reviewed annually or sooner if there are updates to KCSIE or other relevant national or state legislation.

8.2 Any breaches of recruitment procedures will be investigated, and disciplinary action will be taken if necessary.

8.3 The school will regularly audit recruitment records to ensure compliance with OEQA, COBIS and statutory safeguarding regulations.

8.4 CEDEC International Schools will conduct annual safer recruitment audits, led jointly by the HR department and the Designated Safeguarding Lead (DSL). These audits will review a sample of recruitment files to ensure compliance with vetting, documentation, and induction requirements. Annual Audit Report submitted to the Board of Governors with findings and recommendations. Termly Spot Checks may be conducted as needed, especially after periods of high recruitment. Action Plans developed for any identified gaps, with follow-up monitoring.

 

Last Review: 1^st September 2024

Next Review: 1^st September 2025

Circulation Method:    School Website, School Office

 

APPENDIX A: Third-Party Contractors and External Providers

To uphold the school’s safeguarding responsibilities, CEDEC International Schools recognises the importance of extending safer recruitment principles to all third-party individuals who may have access to children. This includes, but is not limited to, cleaning contractors, security personnel, music tutors, activity club leaders, and consultants.

Safeguarding Expectations for External Providers:

• All third-party providers must submit written assurance confirming that all their staff assigned to the school have undergone appropriate child protection checks, equivalent to the Disclosure and Barring Service (DBS) or national police checks, including identity verification and right-to-work documentation.
• Contractors and external organisations must agree to CEDEC International Schools Code of Conduct for Visiting Adults and Safeguarding Statement of Commitment before commencing work on-site.
• The school reserves the right to request evidence of recruitment and safeguarding procedures from the third-party provider.
• Where people from external agencies are working directly with students, CEDEC International Schools will maintain oversight through supervision, and inclusion in relevant safeguarding briefings.
• A designated member of SLT or the HR team will be responsible for ensuring vetting documentation from contractors is recorded in a Third-Party Safeguarding Register, maintained separately from the Single Central Record.