Recruitment & Selection Policy - NASUWT | Home – 6Staff Recruitment & Selection Policy Version 4...

1

Recruitment & Selection Policy

OCL – Staff Recruitment & Selection Policy

Version 4 – 12.10.2011 2

1 Diversity policy statement

1.1 Oasis Community Learning is fully committed to the broad principles of social justice and is opposed to any form of discrimination or oppression.

1.2 It therefore willingly accepts not only its legal responsibilities but also wishes to embrace best practice in all areas of its work in order to secure equality of both treatment and outcome for all.

1.3 We are therefore committed to ensuring that no-one is treated in any way less favourably on the grounds of personal differences such as race; colour; national, ethnic or social origin; gender (including reassigned gender); sexual orientation; religion; age; disability; marital status; caring responsibilities; or political or other personal beliefs.

1.4 We will implement all necessary action and training to ensure our commitments with regard to equality of treatment and ensure that outcomes are fulfilled. We will regularly monitor and review progress made in this respect.

1.5 We will ensure that employment and development opportunities are available to those who are, or who become, disabled on an equal footing with those without a disability, adapting jobs wherever possible to make them accessible.

1.6 This policy should be read in conjunction with Oasis Community Learning‟s Equality and Diversity Policy, our Pay Policy and, where appropriate, our policy on Employing People with Criminal Records.

2 Scope 2.1 Oasis Community Learning recognises that its employees are its single most

important resource. Therefore, recruitment and selection are management activities of major importance. Recruitment is not an isolated task but rather the beginning of the employment relationship.

2.2 Oasis Community Learning is committed to safeguarding and promoting the

welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.

2.3 This policy covers all academy-based staff, centrally-based staff, Academy Council members and volunteers. Contractors whose staff come into contact with students should confirm they carry out the pre-employment checks in “Safeguarding Children” and provide CRB details to the academy for inclusion in its CRB register.

2.4 The Principal is responsible for the appointment of staff under this policy and procedure (or Line Manager for non Academy-based staff).

2.5 This policy and procedure covers all aspects of the recruitment and selection process. Training will also be provided for key staff with responsibilities under this policy, along with the provision of support and advice from the central Human


Version 4 – 12.10.2011 3

Resources Department. One person as a minimum at each academy and at central office will undertake the on line training course by the National College for School Leadership.

2.6 Oasis Community Learning staff with responsibilities under this policy should

ensure:

all appointments are made on merit

all staff involved act in accordance with Oasis Community Learning‟s Equality and Diversity Policy and Purpose, Ethos and Values document.

Oasis Community Learning attracts and retains a high calibre of staff

the highest quality of teaching and support is provided for all students

Oasis Community Learning is competitive with other organisations, especially in the areas and categories where recruitment is particularly difficult; and

the most favourable image of Oasis Community Learning and its Academies is promoted through its recruitment and selection activities.

3 Review of the vacancy

3.1 When there is a vacancy due to an employee leaving an Academy/office, it is the

Principal‟s/Line Manager‟s responsibility to review the vacant position and assess whether the vacancy requires to be filled. The role and its fit within the structure of Oasis Community Learning should be included in this review. The Principal/Line Manager should make a brief note of the conclusions of this review.

3.2 Where an increase in student numbers generates the need for additional

Academy-based staff, it is the Principal‟s responsibility to assess the level and nature of that need. The Principal should report the conclusions of that assessment to the Director of Education and Director of HR (acting on behalf of the Oasis Community Learning Board) and seek approval for any increase in the number of posts. It is anticipated that this would normally form part of the annual budget process. For non Academy-based staff it is the responsibility of the Executive to assess the level and nature of the need for additional staff. Decisions on such additional staff will be made by the Finance Audit Remuneration Committee.

3.3 In every case, a Hiring Requisition Form must be completed and submitted to the

central Human Resources Department as evidence that budgetary approval has been sought and obtained. The template form is attached as Appendix A.

3.4 Consideration must be given to whether vacancies can be filled by a part-time

appointment or a job share. The requirements of continuity for the learning experience of students are of primary importance.


Version 4 – 12.10.2011 4

4 Job description and person specification 4.1 The job description should outline the duties and responsibilities of the job and

present these in the agreed standard Oasis Community Learning format. The job description must state Oasis Community Learning‟s commitment to safeguarding and promoting the welfare of children, which is a requirement under 3.17 and 3.27 of the “Safeguarding Children” guidance. The phrasing which must appear in every job description states, “We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.” The agreed template for use is shown in Appendix B, (which includes all the information required in the Information Pack for Candidates).

4.2 The person specification should outline the characteristics and attributes of the

ideal candidate. When determining the person specification, the Principal/Line Manager should avoid setting standards of qualifications, experience or personal qualities which may unfairly discriminate against minority racial groups, those of one sex or the other, the disabled or candidates of a particular age. The person specification should be used as a check-list of attributes in the short-listing, interviewing and appointment process.

4.3 Like the job description, the person specification must also state Oasis Community Learning‟s commitment to safeguarding and promoting the welfare of children, which is a requirement under 3.17 of the “Safeguarding Children” guidance and use the same standard phrasing, shown above. There is also a standard wording regarding every staff member‟s need to show their support for the Oasis ethos through their behaviour. These requirements are shown in the agreed Oasis Community Learning format at Appendix B (within the Information Pack for Candidates). 5 Application Form 5.1 Recruiters should use the standard application form for the appointment of staff, which is fully compliant with “Safeguarding Children” guidance and other regulatory requirements. The agreed Oasis Community Learning format is shown at Appendix B. (within the Information Pack for Candidates). 5.2 The Application Form is divided into four sections: A-D. Section A includes

personal details such as name and address, as well as date of birth in order to conduct a List 99 check. Section B is a voluntary Equal Opportunities Monitoring Form. Both these sections must be removed before short-listing. This is so that the short-listing panel can truly only short-list on criteria essential for the post, which is contained in Section C and D. This is recommended as best practice and demonstrates Oasis Community Learning‟s commitment to equal opportunities, as well as enabling us to comply with the Equality Act which came into force from October 2010.

5.3 Recruiters should use the Oasis application form, as opposed to accepting

curriculum vitae, to obtain a common set of core data from all applicants. It is not


Version 4 – 12.10.2011 5

good practice to accept curriculum vitae in place of an application form because CVs will only contain the information the applicant wishes to present and may omit other details. The use of an application form as a standard recruitment tool is intended to contribute to ensuring that the recruitment process is non-discriminatory, is recommended as a child protection measure, ensures that all checks and data protection restrictions are accommodated and ensures that all applicants are treated the same, reducing the risk of legal challenge.

6 Candidate Information Pack 6.1 A candidate information pack, using the agreed standard Oasis Community

Learning template at Appendix B, should be produced for all vacancies prior to advertising. The pack should include:

Letter of introduction, which must include the following information: a) details of the application deadline and selection process b) an explanation about how the requirements in the person

specification will be tested and assessed during the selection process

c) explanatory notes about completion of the form d) the extent of the successful applicant‟s relationships and contact

with children and their degree of responsibility for them (3.19 of the “Safeguarding Children” guidance)

e) Oasis‟ standard phrasing regarding child protection, in accordance with 3.17 of the “Safeguarding Children” guidance: “We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.”

f) A statement that if the applicant is short listed any relevant issues arising from their references will be taken up at interview

Job description (using the Oasis template at Appendix B)

Person specification (using the Oasis template at Appendix B)

Outline terms and conditions of employment

Job application form (all three parts), including Equal Opportunities monitoring form (using the Oasis template at Appendix B)

Equal Opportunities policy statement (using the Oasis template at Appendix B)

Child Protection policy statement (using the Oasis template at Appendix B)

Background information on the Academy (e.g. prospectus) or central Department

Contextual information on the post, where appropriate (e.g. staffing structure)

Background information on Oasis Community Learning, including Education Charter document (using the Oasis template at Appendix B for the Education Charter document)


Version 4 – 12.10.2011 6

Information about the geographical location, including house prices, transport links and local amenities and facilities to attract relocation to the area (where appropriate)

Details of the relocation scheme (where approved in advance) 6.2 Candidate information packs should be uploaded onto the Oasis Community

Learning website. Applicants should also be offered the facility to request hard copy candidate information packs; these should be sent out the same day they are requested.

7 Advertising 7.1 The Principal/HR Director should consider whether or not it would be appropriate

only to advertise the vacancy internally. Internal advertising entails making the vacancy known throughout all Oasis Community Learning Academies and other offices by placing the advertisement and candidate application pack on the Oasis Community Learning website. In arriving at this decision, the Principal/HR Director should be mindful of the principles set out in the first two sections of these procedures, the requirements of these procedures in relation to discrimination and Oasis Community Learning‟s Equality and Diversity Policy. The Principal/HR Director should record the reason(s) for the decision taken on external advertising.

7.2 Steps should be taken to ensure that knowledge of vacancies reaches under-

represented groups internally and, where appropriate, externally. 7.3 Wherever appropriate, vacancies should be notified to job centres, careers

offices and colleges as well as to minority press, media and other relevant organisations. Oasis Community Learning may also invite someone for interview by approaching a specific individual externally – this should be after the post has been advertised internally to all staff to give all existing staff equal opportunity to apply.

7.4 All vacancy advertisements must also be advertised in at least one form of

Religious press. Details of options can be obtained from the National HR Team. 7.5 All vacancy advertisements should include a short statement on equal

opportunities and the following statement, “We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.”

7.6 All adverts placed must be in line with the agreed Oasis Community Learning

branding in terms of artwork/logo, but more importantly in line with its ethos and values. Model advertisements are available from the central HR department.

7.7 Oasis Community Learning may use an agency or external consultancy to

manage the recruitment process in whole or in part.


Version 4 – 12.10.2011 7

8 Short-listing of Applicants 8.1 The Principal/HR Department should decide who is to be involved in the short-

listing process. The short-listing panel should consist of at least two people and this should normally be two of those who will make up the interview panel.

8.2 The criteria for short-listing should be based on the job description and the

person specification in order to ensure that the short-listing is carried out fairly and systematically.

8.3 The short listing panel should identify any gaps in employment and, if the

applicant is short listed, take up discrepancies and gaps at interview. The panel should reject incomplete applications and return them to the candidate. The panel should note any history of repeated changes of employment without a clear salary or career progression and mid-career moves from permanent posts to supply teaching or temporary work; these issues should be taken up at interview if the candidate is short listed.

8.4 A record of the decisions taken should be made on the standard short listing

matrix. In particular, this should be clear on the reason(s) why unsuccessful applicants were not selected for interview.

9 Pre-employment checks 9.1 Oasis Community Learning complies fully with all regulatory requirements in respect of pre-employment checks and will undertake the following checks before an appointment is made (or confirmed):

Two satisfactory references have been received, one of which must be from the current or most recent employer

The candidate has the right to work in the UK

Verification of the candidate‟s identity

The applicant has the academic or vocational qualifications claimed.

the candidate has the health and physical capacity for the job

the candidate has successfully passed a List 99

a request for an enhanced criminal records bureau check on the prospective employee has been made as soon as possible, and before s/he starts work

9.2 These checks take place at different stages of the recruitment process. References should be sought as soon as candidates have been short listed; see section 10. 9.3 List 99 clearance must be obtained as soon as possible after short listing and prior to the short listed candidate‟s attendance at interview, so that the results of the List 99 check are available to the panel. 9.4 Short listed candidates‟ right to work in the UK, identity and academic or vocational qualifications must be verified when they attend for interview.


Version 4 – 12.10.2011 8

9.5 The “Safeguarding Children” guidance recommends that the candidate also completes an application for a CRB Disclosure at the same time, and so brings with them to the interview all the documentary evidence of their identity required by the CRB (3.37); the form is then submitted for the successful candidate only. If the invitation to interview is sent to the shortlisted candidates electronically, they will be required to complete an enhanced CRB Disclosure application form at interview. 9.6 The request for the CRB must be submitted before the new employee starts

work. See sections 12 and 13. 9.7 Photocopies of short listed candidates‟ evidence of right to work in the UK,

identity and academic or vocational qualifications must be taken on the day of the interview. In compliance with the provisions of the Data Protection Act 1998, personal details of the unsuccessful candidates must be shredded three days after the successful candidate has accepted the job offer. All photocopies of personal data and completed CRB Disclosure Application Forms must be destroyed except for short-listing and panel interview notes which must be kept for six months, in line with the CIPD recommended retention period. This is in case anyone asks for feedback or challenges the recruitment decision.

9.8 Verification of health and physical capacity for the job is undertaken by means of a declaration and supporting paperwork, which is sent to the prospective staff member with their conditional offer paperwork, for the staff member to sign, complete and return. 9.9 The recruiter who processes the pre-employment checks must take copies from originals and sign and date the photocopy to confirm they have done so. 9.10 The appointment cannot be confirmed until all the above necessary checks have been satisfactorily completed. 9.11 The results of the pre-employment checks must be logged in a Single Central

Record for the successful candidate. Each Academy and the central office must maintain separate Single Central Records. The copies of each check should be retained in the employee‟s personnel file.

9.12 An Employee Personnel File Checklist must be completed and filed in front of the

copies of all the pre-employment checks in order to show that the checks have been completed.

9.13 The Single Central Record must include all staff, supply staff, volunteers, Academy Council members and all others in regular contact with children. 10 Candidate References 10.1 References will be sought as soon as short-listing has taken place and normally

obtained prior to interview.


Version 4 – 12.10.2011 9

10.2 No reference may be sought without the prior agreement of the candidate. This

permission is requested on the application form. The recruiter has discretion as to whether s/he will agree to a candidate‟s request to approach their current employer only if s/he is the preferred candidate after interview, but this is not recommended as good practice.

10.3 One reference should be from an approved representative of the candidate‟s

present or most recent employer. Where the applicant is not currently working with children but has done so in the past, one reference must be from the employer by whom the candidate was most recently employed in work with children, and the reason for leaving this employment must be obtained, even if this employer is not listed as a referee (this is a requirement under 3.23 of the “Safeguarding Children” guidance). Unless there is a good reason not to, the reference request should be addressed to the current Head teacher/Principal.

10.4 Referees should have had some management responsibility for the applicant.

However, where appropriate, a tutor‟s or client‟s reference would be acceptable, where no employment reference is available, or as a second reference. A personal reference, although sometimes helpful, should not be relied upon in making an assessment of the candidate‟s professional or work capabilities. At least one of the referees must be able to comment on the candidate‟s suitability to work with children.

10.5 References must always be sought and obtained directly from the referee;

testimonials or open references cannot be accepted. 10.6 Referees should be asked to state their relationship to the applicant. Referees

should also be asked to confirm the candidate‟s record of attendance and punctuality. This may lead to questions regarding the candidate‟s health record and suitability for the post. The Principal/HR Department should follow up any concerns with the referee to ensure clarity of information. Similarly, where a reference is ambiguous on a material point, the Principal/HR Department may make further enquiries of the referee. It is good practice to follow up references by telephone for all recruits.

10.7 The Oasis template reference request form and covering letter are at Appendices

C and D. Statutory guidance provided by the DfES in “Safeguarding Children” suggests that reference requests should ask referees to respond to pre-determined questions. These are contained in the sections under “Experience/Knowledge”. Alternatively, recruiters can amend this section of the template reference request form to cover key areas of the person specification, to ask for the referrer‟s opinion on an applicant‟s ability to meet these requirements. Care must be taken to ensure that any questions asked are fair and based on the job role. The job description and person specification should be included with all reference requests.

10.8 Two satisfactory written references are required before an offer of employment

may be confirmed. If two references have not been received at the point of offer, the offer of employment should be made conditional on receipt of references


Version 4 – 12.10.2011 10

satisfactory to Oasis Community Learning. If a reference regarded as unsatisfactory is received, the candidate must be informed as soon as possible but should not be told the specific piece of information within the reference judged to make the reference unsatisfactory. Where a conditional offer is withdrawn, the Principal/HR Department should ensure that the reason(s) for deciding that the reference is unsatisfactory is recorded.

11 Right to work in the UK 11.1 The candidate‟s right to work in the UK will be verified when s/he attends for

interview. Oasis Community Learning will follow the three-step process for such checks, set out in the “Prevention of Illegal Working” Code of Practice. Oasis Community Learning will ensure that our document checks do not discriminate by treating all prospective employees in the same way. The template letter inviting applicants to interview is shown at Appendix E, which lists the documentation for proving right to work and other pre-employment checks.

11.2 Short listed applicants‟ original documents will be checked and returned the

same day. 11.3 Photocopies will be taken of original documentation only and the copies signed

and dated by the recruiter, as proof that the documents were verified prior to the employee‟s start date. The copies should be placed on the individual‟s personal file and the Single Central Record updated for the successful candidate. Photocopies from the unsuccessful candidates must be shredded three days after the successful candidate has accepted the job offer, along with all other personal data, as per 9.7 above.

11.4 Where the candidate has entitlement to work under List B (i.e. they are subject to

immigration control), they will be informed that if successful it will be necessary from time to time, and at least every twelve months, for them to provide further, updated information to evidence continuing entitlement to work. A careful note will be taken of expiry dates for each individual affected and reasonable steps carried out to review the validity of documents at regular pre-determined periods of less than a year. A record will be made of dates when specified documentation was checked; this should be placed on the staff member‟s file and also updated on the Single Central Record.

11.5 Oasis Community Learning will not progress any application where the applicant

cannot demonstrate entitlement to work in accordance with the Code of Practice. The central HR department should be consulted if appropriate. If any existing employee with entitlement to work under List B subsequently fails to provide evidence of their continued right to work, their contract will be terminated. The central HR department should be consulted for assistance. Penalties for employing illegal workers can be up to £10,000 per employee.

11.6 The central HR department should be contacted for advice in relation to the

specific requirements in relation to applications from asylum seekers; students from outside the European Economic area; volunteers without permission to work


Version 4 – 12.10.2011 11

in the UK; applicants in the process of gender transitioning; skilled workers under the Points-Based System (which replaces the old work permit system); and applicants from the A8 and A2 countries.

12 Criminal Records Disclosure and Identity Checks 12.1 All appointments are conditional upon the enhanced disclosure process operated

through the Criminal Records Bureau. The advertisement for the post and the details within the Candidate Information Pack sent to all candidates should state that the appointment requires Enhanced CRB Disclosure.

12.2 The candidate must sign a declaration on the application form (shown at

Appendix B) that the post is exempt from the Rehabilitation of Offenders Act and that all convictions must be declared, and that failure to do so may result in summary dismissal.

12.3 The request for the enhanced CRB must be submitted before the prospective

staff member starts work (4.24 of “Safeguarding Children”) and as soon as the conditional offer has been accepted.

12.4 Enhanced Disclosure will be obtained on volunteers with regular contact with

children; this is defined as three or more times in a 30-day period or once a month or more or overnight. Volunteers cannot be left unsupervised with children if no CRB has yet been received.

12.5 CRB Disclosures will not generally show offences committed by individuals living

abroad. If the Principal/other line manager considers that the CRB Disclosure is unlikely to provide sufficient information, based on their length of residence in the UK, then other checks, including obtaining certificates of good conduct from relevant embassies or police forces as appropriate, must be completed prior to the individual starting work or volunteering activity. Further guidance can be obtained from the CRB (at www.crb.gov.uk) or from the central HR department.

12.6 Enhanced Disclosure will contain details of all convictions on record including

current and spent convictions (i.e. those that happened some time ago and are defined as spent under the Rehabilitation of Offenders Act 1974). In addition, Enhanced Disclosure includes details of any cautions, reprimands or warnings held on the police national computer. Enhanced Disclosure will also give information contained on government department lists of those unsuitable to work with children (list 99 and POCA list). The employment within a school of an individual on such a list is illegal.

12.7 It is Oasis Community Learning‟s policy to obtain List 99 clearance separately

prior to interview (see 9.3). 12.8 Oasis Community Learning will refer to police and the DfES Children‟s

Safeguarding Operations Unit if any applicant or staff member is on List 99/POCA, has provided false information, or there are serious concerns about

http://www.crb.gov.uk/


Version 4 – 12.10.2011 12

their suitability to work with children, in accordance with 3.48 of “Safeguarding Children”.

12.9 Recruiters are also required to verify the candidate‟s identity prior to

appointment. The documents candidates bring to the interview for their CRB application can also be treated as a verification of their identity and should be recorded as such. This information should be transferred to the Single Central Record for the successful candidate.

12.10 The CRB check should be obtained before the individual starts work. However,

academies and central departments have discretion to allow an individual to start work pending receipt of the CRB, but the new staff member must be appropriately supervised and all other pre-employment checks must have been completed. Principals/central department line managers are responsible for ensuring that adequate supervision arrangements are in place for new staff members and that these supervision arrangements are reviewed regularly (at least every two weeks) until the CRB Disclosure is received. What is “appropriate” supervision will need to reflect what is known about the person concerned, their experience, the nature of the duties and the level of responsibility they will carry. For example, for those with limited experience and where references have provided limited information the level of supervision may be high.

12.11 The disclosure of a current or spent conviction, caution, reprimand or warning does

not necessarily mean that the offer of employment cannot be confirmed. The main consideration should be whether the nature or timing of the offence makes the candidate unsuitable for work in a school; see section 13 below. Where the content of a CRB, however, indicates cause for concern, the staff member should be withdrawn from the academy immediately on paid suspension, pending enquiries. Advice from the central HR department should be sought.

12.12 The information on the CRB check should be transferred onto the Single Central

Record; namely, the date obtained, the staff member who obtained it and the CRB‟s unique reference number.

12.13 Please refer to the CRB Policy for details about storage and destruction of CRB

records. The disclosure requirement is clearly stated in the contract of employment. 13 Policy on the Recruitment of Ex-Offenders 13.1 As its policy on the recruitment of ex-offenders, Oasis Community Learning has

adopted the general practice guidance published by the Chartered Institute of Personnel and Development on the employment of people with criminal records. Please see our separate policy for guidance.


Version 4 – 12.10.2011 13

14 Proof of Qualifications 14.1 All appointments are conditional upon documentary proof of the applicant‟s

qualifications (if applicable). This condition is clearly stated in the contract of employment but should be explicitly stated during the selection process.

14.2 Candidates must bring to interview documents confirming their educational and

professional qualifications necessary/relevant for the post. These should be an original or certified copy. Where these are not available, written confirmation of qualifications must be obtained from the awarding body.

14.3 The evidence required for teachers is evidence of Qualified Teacher Status and

registration with the GTC. Teachers who completed QTS after 7 May 1999 must complete a statutory induction period within a set time and obtain a GTC induction certificate. For Principals, evidence of National Professional Qualification for Headship is also required.

14.4 Newly Qualified Teacher‟s (NQTs) may not have evidence of their Qualified

Teacher Status at the time of interview. If this is the case, evidence must be provided prior to their start date as a teacher.

15 Selection 15.1 The Principal/HR Department should determine the size and composition of the

selection panel, taking into account the nature and seniority of the position being filled. The selection panel should consist of at least two people and, for Principal vacancies, a minimum of three people.

15.2 With effect from 1 January 2010, at least one panel member must have

completed safer recruitment training approved by the Secretary of State (online training can be accessed via the Children‟s Workforce Development Council). It is recommended that the person who has undergone safer recruitment training is involved at all stages of the appointment process.

15.3 Considerable care needs to be taken over the practical arrangements for the

selection day(s). The process has an impact on how Oasis Community Learning is perceived by both the successful and unsuccessful candidates. Where candidates have indicated that they have a disability which requires a reasonable adjustment to be made to the selection process then they should be asked in advance how the process can be made more accessible for them and plans made in good time to provide additional resources/facilities, suitable venue, etc..

15.4 The selection panel should draw up selection criteria taking account of the job

description and the person specification. The selection panel should then consider the range of selection activities to be used; for example, interview, test(s), lesson delivery. The selection panel should be clear as to how these selection activities will allow them to apply the selection criteria. The candidates should be advised of these selection activities prior to the selection day. Where possible, students should be involved in the process, for example through


Version 4 – 12.10.2011 14

candidates teaching a lesson, showing candidates round the academy, etc. Interviews must always take place face to face, not by telephone.

15.5 The selection panel should also consider what activities might be appropriate in

informing candidates of the nature of the post and Oasis Community Learning; for example, tour of the Academy building, meeting(s) with staff and/or students.

15.6 The letter inviting candidates to their selection day(s) should confirm the

documentation they should bring with them (see 9.4 and Appendix E) and also remind candidates how the interview will be conducted and the areas it will explore, including where appropriate their suitability to work with children.

15.7 On the day of the selection, panel members should allow time before the start to

rehearse the areas to be covered. This may include reviewing the interview questions to ensure that they are based on the job description and person specification and address the selection criteria and are competence-based rather than hypothetical questions. Prior to the interview any gaps in employment history should be identified and checked, to be taken up at interview.

15.8 The interview should cover the following areas, as applicable to the role or the candidate:

their ability to support Oasis Community Learning‟s agenda for safeguarding and promoting the welfare of children

their commitment to the Oasis ethos

the reasons for any gaps in employment history

concerns or discrepancies from referees; if references are not available prior to interview, the panel should ask if there is anything the candidate would like to declare or discuss in light of the questions that will be put to referees

whether the candidate wants to declare anything in the light of the requirement for a CRB.

15.9 For roles involving direct contact with children, the interview should explore issues relating to safeguarding and promoting the welfare of children in addition to candidates‟ ability to perform the duties of the post, including:

the candidate‟s attitude towards children and young people

their motivation to work with children and young people

their ability to form and maintain appropriate relationships and personal boundaries with children and young people

their emotional resilience in working with challenging behaviours

attitudes to use of authority and maintaining discipline

areas that may cause concern from a safeguarding children point of view, such as probing gaps or discrepancies in employment history, finding out the reasons for a history of repeated changes of employment without clear salary/career progression, and exploring mid-career moves from a permanent post to supply teaching or temporary work


Version 4 – 12.10.2011 15

asking about the kinds of situations that a candidate would avoid with respect to work with children

15.10 Every interview should be structured and the same questions should be asked of

all candidates. 15.11 The selection process may contain input from a number of sources such as

student interviews, DCSF involvement on the panel, class room observations etc. It is important that these remain consistent throughout the process and notes are kept to endorse this.

15.12 Each panel member should complete an evaluation sheet in respect of every

candidate. This allows each panel member to state the reasons for their selection decisions (Evaluation Sheet in Appendix G)

15.13 All evaluation sheets should be batched with the panel noted and the panel

member who has undertaken safeguarding training clearly identified. All interview documentation must be returned to the recruiter/HR lead for secure storage. Only those who require access for specific and authorised purposes will be able to access this information.

15.14 The successful candidate should provide the “closest fit” to the “ideal person”

described in the person specification and, as a minimum, should fulfil all the essential requirements.

15.15 Candidates must be notified of the outcome of the selection exercise as soon as

possible after the selection day. It is good practice to offer feedback to unsuccessful shortlisted candidates. Applicants who are not shortlisted should ideally be notified in writing and unsuccessful shortlisted candidates should be notified by telephone.

15.16 Applications for unsuccessful candidates must be securely destroyed after six

months. It is prudent to retain records for this length of time in case of dispute or legal challenge. The successful candidate‟s application and interview notes should be transferred to their employment file.

16 Conditional Offer 16.1 The offer of appointment is conditional upon:

receipt of two satisfactory references

verification of identity (if not done at interview)

satisfactory List 99 check

confirmation of medical fitness

verification of qualifications (if not done at interview)

verification of professional status, e.g. GTC, QTS, NPQH;

for teaching posts – verification of successful completion of statutory induction period for those obtaining QTS after 7 May 1999; for non-teaching posts – satisfactory completion of probationary period


Version 4 – 12.10.2011 16

enhanced Criminal Records Bureau Disclosure 16.2 It is important for the Principal (or chair of the panel) to make it clear at the end of the interview that an appointment is conditional on completion of the above checks which are “satisfactory to Oasis Community Learning”. If the checks subsequently obtained are unsatisfactory, the offer of employment can then be withdrawn without Oasis Community Learning being in breach of contract. 16.3 The written conditional offer that is then sent must state clearly that it is

conditional, indicating the information on which the offer is dependent. 16.4 NQTs will also need to be reminded that their contract is initially for a one-year induction year, and that their continuing employment is conditional on the successful completion of their induction. 16.5 The Principal/HR Director is responsible for deciding the salary level of the successful candidate. The pay decision will be made in line with the published Oasis Community Learning Pay Policy, the experience and qualifications of the successful candidate, national rules about pay progression, the previously approved salary band in the Hiring Requisition Form agreed when the proposed position was authorised, and the salary band for equivalent posts in the Academy/department. The current salary is verified with the previous employer on the reference request form. 17 Appeals 17.1 Employees who have concerns about any aspect of this policy or its operation

should use Oasis Community Learning‟s Grievance Policy and Procedure. 18 Agency staff 18.1 Supply agencies must carry out the same pre-employment checks as Oasis Community Learning does for its own directly employed staff and provide written confirmation that all appropriate checks have been undertaken. Page 89 of the “Safeguarding Children” guidance summarises the checks agencies must undertake as:

references

identity

qualifications

right to work in UK

CRB (see section 12)

List 99

overseas criminal record check for staff from abroad

medical fitness

professional status, including GTC for teachers, and that

the candidate has completed their induction and/or probationary period.


Version 4 – 12.10.2011 17

18.2 The agency‟s obligations with respect to Enhanced CRB Disclosures are to provide written confirmation that:

the CRB has been requested

whether or not the CRB has been received

if received, whether the CRB contained any disclosed information;

if the CRB contained disclosed information, a copy must be supplied to Oasis Community Learning

if the CRB has not received by the agency yet, the agency should give a commitment that it will notify Oasis Community Learning of its content when received

18.3 If on receipt the agency‟s CRB shows there is additional information, Oasis Community Learning cannot accept the agency‟s CRB and must obtain its own; until the new CRB is received the agency staff member cannot work for Oasis Community Learning. 18.4 When the agency staff member first reports to the Academy/department, Oasis Community Learning must verify the agency worker‟s identity using the same procedure as for its own directly-employed staff, i.e. documentary evidence that will satisfy CRB requirements (section 12). Copies of the original documentation seen must be retained in a file and entered into the Single Central Record. 18.5 Wherever possible, academies will use agencies with the DfES Quality Mark. 19 Monitoring, Evaluation and Review 19.1 The Oasis Community Learning Board of Directors will reviewed as necessary. The

policy will be promoted and implemented throughout Oasis Community Learning Academies and offices.

Appendices

A. Hiring Requisition Form B. Information Pack for Candidates (including Template Job Description, Template

Person Specification, Oasis Application Form) C. Template short listing matrix D. Covering letter to referee, requesting reference E. Template reference request form F. Template letter inviting applicant to interview G. Template Interview Assessment Sheet H. Employee Personnel File Checklist


Version 4 – 12.10.2011 18

References “Safeguarding Children and Safer Recruitment in Education”, Department for Education and Skills (2006) “Prevention of Illegal Working: Immigration, Asylum and Nationality Act 2006 – Comprehensive Guidance for Employers on Preventing Illegal Working” February 2008 Home Office: Border and Immigration Agency “Guidance on Managing Staff Employment in Schools”, Department for Children, Schools and Families (November 2009)

19

Appendix A – Hiring Requisition Form

HIRING REQUISITION - Oasis Community Learning

Authorisation: (Ensure signatures are obtained from Dept Director & Finance Director before form to HR)

Department Director Date

Finance Director Date

HR Director

Date

PLEASE RETURN FORM TO HR DEPARTMENT, WESTMINSTER BRIDGE ROAD

Date of Request : Manager Name: Department:

VACANCY JOB TITLE:

Position: Reason for vacancy? Addition Replacement If replacement who is vacating the position? __________________________________________ Start Date Required: ____________________ Is the vacancy confidential? Yes No Contract Type: (tick one) Permanent Fixed Term Contractor Contract length: (if applicable) ________________ Hours: Full-time (37 hrs per week) Part-time If part-time, state number of days/hours: ___________ Will this position come into contact with children? Yes No Benchmarking: Peer Group Names (if applicable, for HR salary comparison)

1. 2. Compensation: (please complete if information is available) Salary: Minimum: £ SP: Maximum: £ SP: or Rate: £ per hour / per day (circle) Any additional allowances Yes No If yes, please comment:

Advertising: Does Department have a budget for advertising and/or agency fees? Yes No If yes, what amount: £1.0 - £200 £201 - £400 £401 - £800 £800+ Is Department willing to fund the sponsorship of an overseas employee? (£170) Yes No

IT Equipment Laptop Requirement Yes No Internet Dongle Yes No Desktop Requirement Yes No If No to both above, please state reason: (e.g. using previous employee‟s desktop) Mobile Phone Requirement Yes No Blackberry Requirement Yes No Company Car Requirement Yes No Company credit card Yes No Primary Location of Role: Central Office Home based Academy based Additional: Job description attached? Yes No If no, please comment:

Additional Comments/Requirements:

20

Appendix B - Information Pack for Candidates (including Template Job Description, Template

Person Specification, Oasis Application Form)

Applicant Information Pack Job Title


Version 4 – 12.10.2011 21

Dear Applicant Thank you for your enquiry regarding the position of Job Title at Oasis. I hope you find the information pack helpful. If you feel that that this is a post for which you would like to apply, please complete all sections of the Application Form including the Equal Opportunities monitoring (CVs are not accepted) and return it to Name, Job Title by either of the following ways:

Email: [email protected] Post: Address Line 1, Address Line 2, Address Line 3, Address Line 4 Postcode The closing deadline for applications is no later than 12.00 Noon on Date Please ensure you provide the name, address and status of two referees, one of whom should be your current direct Manager. Candidates should be aware we will seek references on shortlisted candidates for Academy based positions and may approach previous employers for information to verify particular experience or qualifications before interview. Interviews will be held week commencing Date. If you have not been invited to attend by Date you should assume that your application has not been successful. Unfortunately, we will not be able to provide feedback on your application at this stage. If you would like to know more about us before you apply please see our website www.oasisuk.org/education, or if you are not clear about any aspect of the application procedure, do not hesitate to contact us for clarification. I wish you well and thank you once again for your interest in what we think will be a challenging and rewarding post. Yours sincerely Name Job Title

mailto:[email protected]

http://www.oasisuk.org/education


Version 4 – 12.10.2011 22

Explanatory Notes

Applications will only be accepted from candidates completing the enclosed Application Form. Please complete ALL Sections of the Application Form which are relevant to you as clearly and fully as possible (Sections A, B, C, D and E). CVs will not be accepted in place of a completed Application Form.

Safeguarding Children & Young People

We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.

1. Candidates should be aware that all posts in Oasis involve some degree of responsibility for safeguarding children and young people, although the extent of that responsibility will vary depending on the nature of the post. Please see the job description enclosed in this Application Pack for further details.

2. Accordingly this post is exempt from the Rehabilitation of Offenders Act 1974 and therefore all convictions, cautions and bind-overs, including those regarded as “spent” must be declared.

3. If you are currently working with children, on either a paid or voluntary basis, your current employer will be asked about disciplinary offences, including those related to children or young people (whether the disciplinary sanction is current or time-expired), and whether you have been the subject of any child protection allegations or concerns and if so the outcome of any investigation or disciplinary proceedings. If you are not currently working with children, but have done in the past, that previous employer will be asked about these issues.

4. Where neither your current or previous employment has involved working with children, your current employer will be asked about your suitability to work with children, although it may where appropriate be answered not applicable if your duties have not brought you into contact with children or young people.

Interview Process

After the closing date, short listing will be conducted by a Panel, who will match your skills/ experience against the criteria in the Person Specification. You will be selected for interview entirely on the contents of your application form, so please read the Job Description and Person Specification carefully before you complete your form. All candidates invited to interview must bring the following documents:

Documentary evidence of right to work in the UK

Documentary evidence of identity that will satisfy CRB requirements such as a current driving licence including a photograph and/or a passport and/or a full birth certificate

Documentary proof of current name and address (i.e. utility bill, financial statement etc.)

Where appropriate any documentation evidencing a change of name

Documents confirming any educational or professional qualifications that are necessary or relevant for the post.

Please note that originals of the above are necessary. Photocopies or certified copies are not sufficient.


Version 4 – 12.10.2011 23

We will seek references on shortlisted candidates for Academy based positions and may approach previous employers for information to verify particular experience or qualifications before interview. Any relevant issues arising from references will be taken up at interview. For Academy based positions, in addition to candidates‟ ability to perform the duties of the post, the interview will also explore issues relating to safeguarding and promoting the welfare of children, including:

Motivation to work with children and young people

Ability to form and maintain appropriate relationships and personal boundaries with children and young people

Emotional resilience in working with challenging behaviours

Attitudes to use of authority and maintaining discipline.

Conditional Offer: Pre-Employment Checks Any offer to a successful candidate will be conditional upon: -

Verification of right to work in the UK

Receipt of at least two satisfactory references (if these have not already been received)

Verification of identity and qualifications

List 99 Check

Satisfactory CRB Disclosure

Verification of professional status such as GTC registration, QTS Status, NPQH (where required)

Satisfactory completion of a Health Assessment

Satisfactory completion of the probationary period.

Where the successful candidate has worked or been resident overseas in the previous five years, such checks and confirmations as may be required in accordance with statutory guidance

For teaching posts

Verification of successful completion of statutory induction period (applies to those who obtained QTS after 7 May 1999)

Verification of medical fitness in accordance with DfES Circular 4/99 Physical and Mental Fitness to Teach of Teachers and Entrants to Initial Teacher Training

You should be aware that provision of false information is an offence and could result in your application being rejected or summary dismissal if you have been selected, as well as possible referral to the police and/or ISA and/or other relevant investigating bodies.


Version 4 – 12.10.2011 24

Job Description

POST:

RESPONSIBLE TO:

RESPONSIBLE FOR:

SALARY:

LOCATION:

WORKING PATTERN:

DISCLOSURE LEVEL: Enhanced

JOB PURPOSE:

SPECIFIC RESPONSIBILITIES:

A.

B.

C.

D.

E. Safeguarding Children

Oasis Community Learning is committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks, including enhanced CRB checks.

OTHER:

The above responsibilities are subject to the general duties and responsibilities contained in the Statement of Conditions of Employment. The duties of this post may vary from time to time without changing the general character of the post or level of responsibility entailed.


Version 4 – 12.10.2011 25

Job Title Person Specification Our Purpose Oasis Academies exists to provide a rich and balanced educational environment which caters for the whole person - academically, vocationally, socially, morally, spiritually, physically, emotionally and environmentally. Our task is to serve our students as well as to provide a learning hub for the entire community. In this way we will raise aspirations, unlock potential and work to achieve excellence through encouraging a „can do‟ culture which nurtures confident and competent people. Oasis Community Learning Ethos Our ethos is an expression of our character - it is a statement of who we are and therefore the lens through which we assess all we do. Our work is motivated and inspired by the life, message and example of Christ, which shapes and guides every aspect of each of our schools. This is foundational to our belief that all people are created and loved by God as equal and unique beings, and to our commitment to model inclusion and compassion throughout all the aspects of the life and culture of each Academy community. For further information, please refer to the Education Charter document which accompanies this job description.

Essential Desirable

Qualifications

Experience, Skills and knowledge

Personal Qualities

Commitment to safeguarding and promoting the welfare of children and young people.

Willingness to undergo appropriate checks, including enhanced CRB checks.

Motivation to work with children and young people

Ability to form and maintain appropriate relationships and personal boundaries with children and young people

Emotional resilience in working with challenging behaviours and attitudes to use of authority and maintaining discipline”

Have a willingness to demonstrate commitment to the values and behaviours which flow from the Oasis ethos.


Version 4 – 12.10.2011 26

Education Charter: Introduction

Oasis is one of the Oasis family of charities that is now established on five continents, providing education, health, housing and youth and community services. Oasis is responsible for the Oasis Academies. Fundamental to all Oasis activities are five core values at the heart of the Oasis Ethos:

A passion to include everyone

A desire to treat everyone equally, respecting differences

A commitment to healthy and open relationships

A deep sense of hope that things can change and be transformed

A sense of perseverance to keep going for the long haul The Education Charter is the foundation document for Oasis and the Oasis Academies. It is an expression of:

Our inspiration

Our guiding principles

The framework for what we seek to do with the children, young people and families that we serve.

The Education Charter was developed during 2009 with contributions from:

Students, staff, parents/carers, businesses and other members of the Academy communities

Principals and Executive officers of Oasis

Other parts of the Oasis family in the UK and abroad. It has drawn from and complements the guidance for maintained schools about the new framework for Ofsted inspection introduced in September 2009. The Education Charter was confirmed by the Board of Trustees of Oasis on 14th December 2009. It will be reviewed regularly. Our fundamental aim is to create and maintain an ethos in the community hubs and Academies that reflects our core beliefs, values and behaviours. Annex 1 provides further information about the Oasis ethos. Annex 2 summarises the main ideas, words and phrases that our students used when talking about the Education Charter. Annex 3 provides information about work in progress to develop qualitative measures of the educational outcomes of Oasis Academies. These will be used to balance quantitative data like attendance and exclusion rates and exam results.


Version 4 – 12.10.2011 27

Education Charter: Summary OUR PURPOSES

We shall establish and sustain:

a network of high-achieving learning communities that: - enables everyone to realise their full, God-given potential - refuses to put limits on achievement (Target date: 2014)

We shall ensure that:

All Oasis Academies are among the most valued* schools in England, providing: - excellent opportunities for everyone to learn - enjoyment in learning and an education for the whole person - service to the whole community - state-of-the-art facilities (Target date: 2014)

All Oasis Academies are showing substantial improvements against challenging targets to raise standards across all aspects of their work (Target date: 2011)

*Note: we understand „most valued‟ in terms of the outcomes of this Charter – see page 6

OUR VALUES

We are motivated by the life, message and example of Jesus Christ

Learning, achievement, personal fulfilment and good citizenship are at the heart of all that we do

We want to serve our children, young people, families and local communities with love, optimism, enthusiasm and integrity

We aspire to the following in all our educational work: TRANSFORMING LIVES - Every person matters and we value everyone in the Oasis Academies TRANSFORMING LEARNING - We have a passion for learning and we want everyone to achieve their full, God-given potential TRANSFORMING COMMUNITIES - We are committed to community development and will help to increase community cohesion, locally, nationally and globally


Version 4 – 12.10.2011 28

Behaviours that we believe are essential for creating great places to learn

TRANSFORMING LIVES - Every person matters and we value everyone in the Oasis Academies

Creating strong relationships based on trust, as the heart of our understanding of inclusion*

Valuing and celebrating equality and diversity as the heart of the Oasis ethos

Valuing the uniqueness of each person; recognising different talents or gifts that relate to the spiritual, emotional, physical and intellectual aspects of what it means to be „human‟

Nurturing values like consideration for others, compassion, truthfulness, forgiveness, reconciliation, justice and a commitment to healthy and sustainable lifestyles

Having the highest expectations of ourselves and others by: helping to create a „can do‟ culture, wanting to do our very best and making a positive contribution to the community

Providing inspirational leadership at all levels that models the Oasis ethos and is focused on relationships, creativity and life-long learning

Developing full participation, strong team work and shared leadership among staff

Developing student leadership and valuing all student contributions to improve learning, teaching and the overall quality of life in the Academy

Listening to our stakeholders and partners and using their views to inform future developments

*Note: being motivated by our Christian beliefs means that we are inclusive, amongst other things. For Oasis Community Learning, inclusion is about accepting the person but being prepared to confront and challenge unacceptable behaviour. It is about being intentionally committed to: 1. Serving and respecting everyone regardless of their gender, marital status, race, ethnic origin, religion or belief, age, sexual orientation or physical and mental capability. 2. Acknowledging the freedom of people of all beliefs or none both to hold and to express their beliefs and convictions respectfully and freely, within the framework of the law. 3. Never imposing our Christian beliefs on others but seeking to behave in a Christ-like way with everyone. TRANSFORMING LEARNING - We have a passion for learning and we want everyone to achieve their full, God-given potential

Creating environments in all our Academies where learning is fun

Providing all our students with excellent opportunities for learning and assessment to support learning

Ensuring that students maintain good progress between the primary and secondary phases and other key transitions

Aiming for „good‟ to „outstanding‟ standards of learning and teaching in all our Academies and, where necessary, getting the basics right to raise standards of attainment quickly

Understanding and thinking critically about different worldviews as frameworks for learning

Providing a forward-looking, broad and balanced curriculum which develops the gifts and talents of all students and those that teach and lead them

Ensuring that Oasis Academies become centres of excellence for their specialisms

Ensuring that students are accessing a wide range of extended opportunities for learning within and beyond the Academy


Version 4 – 12.10.2011 29

Ensuring that learning balances knowledge and understanding with skills for life and caters for the whole person: academically, vocationally, socially, morally, spiritually, physically, emotionally and environmentally

Providing progression routes for all students in the secondary phase that are attractive and accessible, helping them to meet challenging personal targets and achieve excellent results

Enabling students to make a successful transition to interdependent living through employment, further/higher education or other beneficial activities; becoming confident, competent and fulfilled adults

Providing learning and teaching in an environment that is healthy and safe and where there are excellent services for care, guidance and support, particularly for the most vulnerable students

Developing a culture of mutual accountability and rigorous evaluation; being well prepared for external review and inspection

Managing the resources that we are given in a responsible way to ensure maximum impact on the quality of education provided

Developing our staff and sharing our successes between the Oasis Academies and more widely

Measuring performance based on the aspirations and outcomes of the Education Charter; committing to continuous improvement

Celebrating success widely and regularly; supporting others with their learning and being pleased when others do well

TRANSFORMING COMMUNITIES - We are committed to community development and will help to increase community cohesion, locally, nationally and globally

Demonstrating our Christian values through a love for and commitment to others which is self-giving and offered with compassion but also holds people to account; promoting responsibilities as well as rights

Believing and demonstrating that any situation can be transformed

Valuing and engaging with the religious, ethnic and social diversity of our communities and using this diversity as a resource for learning and a means to improve community cohesion

Working effectively with others to reduce poverty and social injustice, in all their forms

Helping to transform lives and communities through the overall work of the hub and, for Academies, through the contributions of students and staff to local, national and global needs

Reducing consumption of the Earth‟s resources and increasing sustainable lifestyles

Showing resilience and not giving up when faced with difficulties

Seeing the wider community committed to, engaged with and proud of their Academy

Education Charter:


Version 4 – 12.10.2011 30

The outcomes for our students

Oasis Community Learning is committed to measuring and evaluating the impact of the Education Charter and, in particular, the outcomes for our students. This can be done using quantitative evidence like exam results and also by gathering qualitative evidence about the experiences of students, parents & carers, staff and the wider community at an Oasis Academy (see Annex 3). Outcomes for our students and other members of Oasis Academy communities:

Students and staff express a high appreciation for being included, challenged, supported and safe

Students, parents/carers, staff, key partners and members of the wider community express a high level of satisfaction, that places Oasis Academies among the most valued schools in England; for example, as measured by the range of opportunities for learning, the level of enjoyment in learning, the range of successes and the quality of facilities

Students and staff of the Academies are actively engaged in learning opportunities beyond the formal curriculum; there are increasing opportunities for adult learning

Students, parents/carers and staff report that the Academies provide care, guidance and support that enable them to achieve their personal best

Academies provide evidence of improvements against challenging goals that exceed national minimum targets for examination success* and other key performance indicators, for example, attendance, exclusions and the quality of spiritual, moral, social and cultural development

[*For example, all Oasis Academies will have reached or exceeded the current national target of at least 30% of Year 11 students gaining 5+ GCSEs at A* - C, incl. English and Maths, by 2011]

Students make successful transitions during their progress through the Academies and from the Academies to employment, further and higher education or other beneficial activities and on to adult life; the achievements of students and staff are celebrated

Community members express a high appreciation for the opportunities to get involved with the life of the Academy and the hub, the variety of services for the whole community and the contribution Academies make towards community development and cohesion, locally, nationally and globally

Financial and resource management, including energy consumption, provides evidence of sustainable practices across the network of Academies

Oasis Community Learning and the Oasis Academies are recognized nationally for educational excellence, strong governance and rigorous accountability

Annex 1


Version 4 – 12.10.2011 31

The Oasis Ethos

Oasis Community Learning is a Christian sponsor of Academies and this raises questions for some people. Therefore we want to explain a little more about what being „Christian‟ means to us. If organisational purpose sets out why an organisation does what it does, and mission describes what an organisation does in order to achieve the purpose, then ethos is about who an organisation is and the way it achieves its purpose and delivers the mission. As with food, ethos is like a flavour or a taste that permeates a whole dish. It is in everything and flows through everything. Ethos is the very essence of Oasis, our organisational DNA. In short, our ethos is our identity or personality. A person‟s identity or personality can best be understood by observing or experiencing the way in which he/she behaves. It is the same for an organisation. Many words can be used to describe Oasis‟ identity or its organisational behaviours but central to any such description are the following statements. Oasis has:

• A passion to include everyone • A desire to treat everyone equally, respecting differences • A commitment to healthy and open relationships • A deep sense of hope that things can change and be transformed • A sense of perseverance to keep going for the long haul

It is true to say a person‟s behaviours reflect what a person believes. In other words, what we believe about life determines how we behave and the things that we value. Oasis‟ identity or organisational behaviours are rooted in, and flow from the Christian faith. Oasis‟ work is motivated by the life, message and example of Jesus Christ. How Oasis as an organisation behaves has a direct relationship to what Oasis as an organisation believes. Oasis‟ beliefs direct and shape the organisation‟s behaviours. The following statements represent a few examples of Oasis‟ core beliefs:

Each individual is made in the image of the God who created all of us, making us all equal and different.

God is love. Love is not simply one of God‟s attributes, but rather the very essence of his nature. This love pervades the universe and is unconditional rather than earned.

God became human in the person of Jesus Christ. He came to where we are. He shared our experience of life. He felt joy and pain. He engages with us and understands us.

Jesus served others rather than expecting to be served and willingly sacrificed his life through the cross.

Jesus rose from the dead. Death is not the end. There is resurrection and hope. Therefore, it follows that Oasis will behave by:

Seeking to serve all people equally, respecting their differences and aspiring to meet the needs of the whole person and the whole community because each person is valuable to God.


Version 4 – 12.10.2011 32

Accepting others for who they are because they are accepted and loved by God.

Engaging in the whole life of the communities we work in.

Sacrificially serving both the individuals and the communities with whom we work.

Living with the hope that transformation is always possible because the resurrection of Christ shows that even the darkest situation can be overcome.

Oasis behaviours cannot be separated from its beliefs; they are integral to one another. Oasis believes that its beliefs cannot have their full validity if they are not lived out. Equally, the behaviours cannot fully represent Oasis without an understanding that they demonstrate the Christian faith. The beliefs and behaviours together constitute Oasis‟ ethos. However, Oasis never seeks to impose its beliefs on anyone. Oasis is always clear with staff, students, parents, volunteers and any other parties about the fact that its behaviours and the things that it values flow directly from its Christian beliefs. But to be part of Oasis does not require anyone to own or accept these beliefs.

Note: Oasis Community Learning will also be producing

statements that explain our understanding of key concepts like „knowledge‟, „truth‟ and „transformation‟

„think pieces‟ for staff development, and other interested individuals, that will explore issues like the relationship between Christian distinctiveness and an inclusive approach to the whole community; the implications of a Christian world view for curriculum design; the science v. faith debate

Resources to develop the Oasis ethos in our Academies based on the behaviours identified in Steve Chalke‟s Apprentice: walking the way of Christ - journeying; longing; believing; questioning; belonging; serving; persevering; forgiving; listening; engaging

Annex 2

Students‟ Views


Version 4 – 12.10.2011 33

We invited groups of students from all the Oasis Academies to tell us what they wanted from their education, based on the key phrases in the Education Charter, and this is what they told us. What should „we value everyone‟ mean?

Less able people have more opportunities to shine

Allowing everyone a chance to express their opinion and really listening

Motivating for success

Treat everyone equally; accepting people for who they are

No discrimination; no prejudice; don‟t judge

Teamwork

Inclusion

Respect for others

Supportive

Helping others

Be grateful

Have a love of life

Respect – for teachers and by teachers

Not allowing ability to get in the way

Diversity

Fairness

More praise than negativity; emphasise achievements not failures

Everyone is special

Same opportunities for everyone

Nobody gets left behind

Seek their talents

Treat others as you‟d like to be treated

Care

Anti-bullying projects

Wear a smile, it‟s always in style What should „learning and achieving‟ mean?

We want the best; always try your best

Having the right atmosphere; encouraging environment

Children get a choice of what they would like to be taught

Goals to reach

Rewards for achievement

Learn to be disciplined

Better technology for learning and achieving

If we push ourselves enough we‟ll do it

Great rewards, outstanding facilities; rewarding students for hard work

Learning to help other people who aren‟t as well off as we are

Not everyone has to be at the top of the class, as long as they are doing the best they can

Keep focused on personal learning for students

Not everyone is good at Maths but they might be brilliant at Art, or something different

Recognise different abilities

Help everyone discover their talents

If teachers try, we try; excellent teachers make for excellent students

See it as an adventure

Stick together and inspire each other

Greater opportunities

Support those who need it


Version 4 – 12.10.2011 34

Constructive criticism; teachers advise very keenly and vigorously; challenge everybody

No matter your ability, we‟ll help

Get the best qualifications possible

Skills for life; learning communication skills

Ensuring equal opportunities for everyone

High standards

Same effort at all levels

Teachers understanding us What should „your Academy and the community‟ mean?

Letting the community know what is going on in the Academy; let the community know what progress we are making

Academy and community representatives meeting regularly; listen to the community‟s views; let the community know that their thoughts matter

To work together to make it a better place; work together like a family

Our Academy is the hub of the community; sharing our facilities

Be considerate; respect for the local community; show care for the community

Let the community know we are a caring Oasis family

There is always a smile at the end of the rainbow

Participating in community activities; organising events with the community

Give the community a good name

Fundraising for community needs; raising money for charities

We should have people to boost our community

Help partner primary schools to form a relationship with us

Our Academy is the community, for the community

The world is the oyster and we are the pearl What would you (as students) want to see as outcomes of the Education Charter?

Quality of opportunity

Be a valued member of Oasis

Student leadership

Working as a family

Social justice

Celebrating achievements; encouragement

Inspiration

Be given a chance to be heard; be included; be kept informed

Learn in a better environment

Have a chance to choose what we want to do

Get qualifications

Be seen as equals; students coming first; inclusive learning

Feel safe; learn a healthy way of life

Access to counselling if we need it

Have prospects for the future and achieve them

Forgive the past and create a positive future

Support the whole person not just the academic side

Leave school with good memories; friendships for life What would your parents* want to see as outcomes of the Education Charter?

Ensured safety

Integrity

Good teaching; children enjoy learning


Version 4 – 12.10.2011 35

Good results

Involvement; be kept informed

Learn manners

Children to be taught skills for life

Children to be taught discipline

Make students employable *Oasis Academies regularly seek the views of parents/carers about the progress of each Academy. This feedback was based on what students thought their parents wanted for them. What would the local community want to see as outcomes of the Education Charter?

Well behaved students

No vandalism

Let them know we are here to support them and be supported in return

Improve the local economy

Effectively contribute to the community

Good relationships built on firm foundations; unity

The community is welcome at our Academy

Support to everyone, not just local but national and international Note: We shall be producing shorter, visually attractive versions of the Education Charter for students, parents/carers and more general use. No doubt, we shall use some of the great words and phrases used by the students.

Annex 3

Developing Qualitative Measures of Student Outcomes


Version 4 – 12.10.2011 36

Oasis Community Learning will gather, analyse and learn the lessons from both quantitative and qualitative evidence of the performance of Oasis Academies in order to celebrate success, share what is working well and develop a culture of continuous improvement. We believe that both sources of evidence are closely interrelated. For example, unless students are cared for and feel safe, they will not make progress and attain the best possible exam results. If the whole community does not support the life of the Academy, the range of educational opportunities for students is likely to be reduced. To support the evidence-gathering process, we are planning a regular „OCL review‟ of the impact of the Education Charter on each Oasis Academy. In order to create qualitative measures of the outcomes of the Oasis Academies (see page 6), we shall be considering tools and processes that might include some or all of the following:

Student, staff and parents‟ views about the quality of the Academy as a safe and engaging place to learn.

Student involvement with opportunities for extended learning and their contributions to the Academy and the wider community.

How successfully the rhetoric of the Education Charter is experienced in the day-to-day reality of life in the Academy.

The sort of people that Oasis Academy students turn out to be, what they move on to and get involved with and their ability to make the best of life. We plan to do this through longitudinal studies of our former students, working with research students in universities.

The impact of extended services and the overall work of the hub on the development of students and their families.

High percentages of students and parents/carers believing that the purposes and values of the Education Charter have been fulfilled.

Relevant indicators from the Ofsted Self Evaluation Form (SEF).

Ofsted reports with „good‟ or „outstanding‟ grades across key areas like the quality of students‟ learning and progress, behaviour, student care and welfare, students‟ contribution to the school and the wider community, promoting community cohesion and the quality of leadership and management, plus the best possible grade for attainment.

Quality kitemarks like Investors in People, SportsMark, ArtsMark and the International Schools Award.


Version 4 – 12.10.2011 37

Child Protection Policy

Oasis Community Learning fully recognises its responsibilities for child protection.

Our policy applies to all Oasis Community Learning‟s directors, staff (central and Academy-based), governors and volunteers working in and with Oasis Community Learning Academies.

There are five main elements to our policy. We are committed to:

Ensuring we practice safe recruitment in checking the suitability of staff and volunteers to work with children.

Raising awareness of child protection issues and equipping children with the skills needed to keep them safe.

Developing and then implementing procedures for identifying and reporting cases, or suspected cases, of abuse.

Supporting pupils who have been abused in accordance with his/her agreed child protection plan.

Establishing a safe environment in which children can learn and develop.

38

Application Form Section A Please note that if you have a disability and you require having this form, or submitting the information with regard to this form in another format, such as in larger print or audio-tape, please contact us by writing, emailing or telephoning our Recruitment Team.

Post Applied For:

Location:

How did you hear about this vacancy?

Personal Details

Family Name (Including Preferred Title)

First Name(s)

Address (Inc. Postcode)

Contact Telephone No:

E-Mail Address

Nationality

National Insurance Number

Are you eligible to work in the UK? YES NO

Please state what documentation you can provide to demonstrate this e.g. British Passport, EEA ID

card, passport or travel document showing an authorisation to reside and work in the UK

Note: Should you be short listed, you will be asked to bring this documentation with you to the interview. A full list of eligible documents will be sent to you. Any offer of employment will be subject to successful verification of your right to work in the UK.

List 99

We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and undergo appropriate checks. In view of this, you will subject to a List 99 check prior to interview. Please provide your Date of Birth and any previous surnames used.

Date of Birth: Previous Surnames Used:

Section A of the Application Form will be detached prior to short-listing. Panel members will not have details of your personal information until after short-listing has been completed.

For Office Use Only:

Application Number:

Application Form For Office Use Only:

Section B Application Number:


Version 4 – 12.10.2011 39

Data Protection Statement The information that you provide on this form and that obtained from other relevant sources will be used to process your application for employment. The personal information that you give us will also be used in a confidential manner to help us monitor our recruitment process.

If you succeed in your application and take up employment with us, the information will be used in the administration of your employment with us and to provide you with information about us or a third party via your pay slip. We may also use the information if there is a complaint or legal challenge relevant to this recruitment process.

We may check the information collected, with third parties or with any other information held by us. We may also use or pass to third parties, information to prevent or detect crime, to protect public funds, or in other ways as permitted by law.

By signing this application form we will be assuming that you agree to the processing of sensitive personal data (as described above), in accordance with our registration with the Information Commissioner's Office.

DECLARATION

I acknowledge that Oasis is committed to safeguarding and promoting the welfare of children and young people and to this end hereby certify that I am not on List 99, disqualified from work with children, or subject to sanctions imposed by a regulatory body such as GTC, and have no convictions, cautions or bind-overs (or have attached details of my record in a sealed envelope marked confidential).

I consent to a criminal records check if appointed to the position for which I have applied. I am aware that details of pending prosecutions, previous convictions, cautions, or bindovers against me will be disclosed along with any other relevant information which may be known to the police, and Lists held in accordance with the Safeguarding Vulnerable Groups Act 2006.

I agree to inform Oasis if I am convicted of an offence after I take up any post within Oasis. I understand that failure to do so may lead to the immediate suspension of my work with children or vulnerable adults and/or the termination of my employment.

I agree to inform Oasis if I become the subject of a police and/or a social services/(Children‟s Social care or Adult Social Services)/social work department investigation. I understand that failure to do so may lead to the immediate suspension of my work with children or vulnerable adults and/or the termination of my employment.

I declare to the best of my knowledge and belief, all particulars I have given in all parts of this application form are complete and true and can be treated as part of any subsequent contract of employment. I understand that any false declaration or misleading statement or a significant omission may disqualify me from employment and render me liable to dismissal. I understand that any job offer is subject to references, checks on relevant qualifications, employment eligibility and criminal convictions, and a medical report, all of which must be deemed by Oasis as satisfactory.

I also declare that I will not contact any member of Oasis to further this application (and I understand that to do so would disqualify me from further consideration) - unless the advertisement invites me to contact a named individual to seek further details

Signed

Date


Section C Application Number:


Version 4 – 12.10.2011 40

If you are applying for a teaching post, please provide the following information:

Do you have QTS? YES NO

Are you registered with the GTC? YES NO

If yes, please provide number:

If you qualified after September 1999, have you completed your NQT statutory induction year

YES NO

Note: Oasis will require proof of essential qualifications detailed in the Person Specification at interview, this includes evidence of QTS, completion of Induction if applicable and registration with the GTC

Continuous Service

Oasis recognises continuous service in Local Government Employment for all staff groups in order to calculate entitlements for maternity pay and leave, sickness pay and leave, annual leave period and redundancy.

What is your continuous service in LGE?

(dd/mm/yy)

Note: If you are offered the position, your continuous service date will be verified with your previous employer. Oasis will not recognise continuous service without verification.

Present Post Details

Name and address of current employer, school or establishment:

Telephone Number:

Local Authority (if applicable):

Age range of school: (if applicable)

Date of appointment to organisation (DD/MM/YY):

Job Title

Contract Type TEMPORARY PERMANENT

Date of appointment to post, if different (DD/MM/YY):

Type of Appointment: FULL-TIME PART-TIME


Version 4 – 12.10.2011 41

Salary/Allowance Details:

Reason for Leaving:

Date free to take up appointment (DD/MM/YY):

Previous Employment Please list your most recent position first and continue on a separate sheet where necessary

Name and address of employer (If this is a school please include

name of LA and age range of school)

Position held (Please state if Full-time,

Part-time or Supply)

Start Date

(mm/yyyy)

End Date

(mm/yyyy)

Reason for leaving

Please use the space below to explain any gaps in your employment.

Previous Employment with Children


Version 4 – 12.10.2011 42

Other than the employment mentioned above, have you ever worked within a role that involved contact with children or young people?

YES NO

If yes, please provide details below. Oasis reserve the right to contact any of your previous employers.

Name and address of employer

Position held (Please state if Full-time or

Part-time)

Start Date

(mm/yyyy)

End Date

(mm/yyyy)

Reason for leaving

Education

Date School/College/University Subjects Taken Examination Results/Grades


Version 4 – 12.10.2011 43

Other Professional Qualifications including membership of Professional Bodies

Other Experience Relevant to the Post e.g. Work Experience, Voluntary positions

Personal Interests


Version 4 – 12.10.2011 44

If you need to give more information about any of the above, please continue on a separate sheet

Relatives/Other Interests

Are you currently or have you ever been an employee or volunteer for any Oasis project?

YES NO

If yes, please name the project:

Are you related to, or know personally, any Oasis employee? YES NO

Name of person:

Position held within Oasis

Relationship of person to you:

Have you applied previously for a post within Oasis?

YES NO

If yes, please give details:

Safeguarding Children & Young People

We are committed to safeguarding and promoting the welfare of children and young people. We expect all staff to share this commitment and to undergo appropriate checks. Any offer of appointment is subject to satisfactory CRB (Criminal Records Bureau) Enhanced Disclosure Check.

Have you ever been the subject of an investigation or enquiry into abuse of, or inappropriate behaviour with children or young people?

YES NO

Are you aware of any police enquires undertaken following allegations made against you, which may have a bearing on your suitability for this post?

YES NO

If you have answered „yes‟ please give full details, continuing on a separate sheet if necessary


Version 4 – 12.10.2011 45

Criminal Convictions

This appointment is excluded from the non-disclosure provisions under the Rehabilitation of Offender Act 1974. Applicants must declare any convictions which for other purposes are “spent” and in the event of employment, failure to disclose such convictions could result in dismissal or disciplinary action. Any information will be treated confidentially.

Have you ever been charged with, cautioned or convicted of a criminal offence?

YES NO

Are you currently under investigation, awaiting trial, verdict or sentencing in any criminal proceeding?

YES NO

If yes, please attach details including the offence and the date.

Referees

Please give the name and address of two people whom we may contact for a reference. One of these should be from your current or most recent place of employment, although Oasis reserves the right to contact any of your former employers.

Please note that we will contact these referees if you are short listed for this post and seek reference before interview. Also, in relation to work with children, we will seek information about any past disciplinary issues relation to children and/or child protection concerns you may have been subject to. If you have any concerns about this, please do not hesitate to contact our Human Resources Department

1st Referee 2nd Referee

Name

Status

Organisation

Relationship

Address

Tel. No.


Version 4 – 12.10.2011 46

Fax No.

E-mail address

Is this referee aware of your application for this post? Yes No Are you willing for this referee to be approached to prior to interview? Yes No

Is this referee aware of your application for this post? Yes No Are you willing for this referee to be approached to prior to interview? Yes No

Please return your completed application by email to email address or by post to:

Name Address Line 1 Address Line 2 Address Line 3 Postcode

If returning this application electronically you are confirming that the information is true and accurate to the best of your knowledge. If you are short listed for this post you will be required to sign your application form prior to interview.


Section D Application Number:

Post Applied For:

Please complete the following sections, using additional space if necessary.

1. How do your personal qualities and professional experience qualify you for this position?

Please refer to the Job Description and Person Specification documents.



Version 4 – 12.10.2011 47

2. How you would seek to incorporate the Oasis ethos into your working practice?


Version 4 – 12.10.2011 48

3. Professional Skills Please provide a brief statement setting out how you have developed your professional skills.

Courses (relevant to this application and taken within the last 5 years):

In service courses Date Venue

If necessary, please continue on a separate sheet


Version 4 – 12.10.2011 49


Section E Application Number:

EQUAL OPPORTUNITIES Please note that if you have a disability and you require having this form, or submitting the information with regard to this form in another format, such as larger print or audio-tape, please contact us by writing, emailing or telephoning the Recruitment Team.

Oasis Community Learning is working towards equality of opportunity for all who apply for employment with the organisation. We are actively opposed to discrimination and want to ensure our processes support recruitment of the full diversity of people. We believe that monitoring our recruitment results will help us assess any areas requiring improvement. In order to assist us with this, we would be grateful if you would complete this form and return it with your application.

Oasis Community Learning undertakes that this form will not be made available to anyone involved in the recruitment and selection of staff and will remain confidential to the Human Resources Department to be used solely for the purpose of monitoring the effectiveness of our equal opportunities policy.

Your help in this matter is entirely voluntary and will in no way affect your application.

Post applied for: ………………………………………………………………………………

Please indicate your gender: Male Female

Please indicate your age: 16 – 25 26 – 35 36 – 45


Version 4 – 12.10.2011 50

46 - 55 56 – 65 65 + Ethnic origin is not about nationality, place of birth or citizenship. It is to do with colour and broad ethnic group. UK citizens can belong to any of the groups indicated below. Would you describe yourself as:

White Mixed British White & Black Caribbean Irish White & Black African Any Other White Background White & Asian (Please state) ………………….. Any Other Mixed Background

(Please state) …………………… Black or Black British Asian or Asian British Caribbean Indian African Pakistani Any Other Black Background Bangladeshi (Please state) ………………….. Any Other Asian Background (Please state) …………………… Chinese Any Other (Please state) ………………………….

Do you consider yourself to have a disability within the meaning of the Disability Discrimination Act 1995 (see end of this part of form for definition)?

Yes No

We fully support the social model of disability and we recognise that people with different impairments or medical conditions can experience different barriers. If you have selected yes, please select the nature of your disability:

Physical/sensory impairments Learning difficulty & specific learning difficulties

Mental health difficulties Medical conditions

Thank you for your assistance


Version 4 – 12.10.2011 51

Disability Definition Individuals who were registered under the Disabled Persons (Employment) Act 1944 on both 12 January 1995 and 2 December 1996 are treated as being disabled under the Disability Discrimination Act 1995 (DDA). The DDA states “a person has a disability if he has a physical or mental impairment which has a substantial and long-term adverse effect on his ability to carry out normal day to day activities.” The person must satisfy the four criteria in bold in the above statement to fall under and, therefore, be protected under the DDA. This definition is subject to amendments made by the DDA 2005.

52

Short Listing Matrix Please score each candidate, in conjunction with the Job Description/Person Specification, against each criterion as follows:

4 = very strong evidence; 3 = good evidence; 2 = some evidence; 1 = weak evidence; 0 = no evidence

NB: A score of 0 in any of the essential criteria detailed below means a candidate must not be short listed for interview.

Short Listing Criteria (For criteria evidenced by Application

Form)

Rating

[Name] [Name] [Name] [Name] [Name] [Name] [Name]

Qualifications Number, type and level of qualifications. Equivalent experience, if appropriate

Professional Development

Experience Type and level of experience necessary

Knowledge

Skills

Personal Qualities

Commitment to the behaviours and values that flow from the Oasis ethos

Total Score

Candidates should provide overall “good” evidence to satisfy the essential criteria detailed above equating to a pass mark of 21

Short listed? YES

NO

YES

NO

YES

NO

YES

NO

YES

NO

YES

NO

YES

NO

Overall Assessment/General Comments

Appendix C - Short listing Matrix


Version 4 – 12.10.2011 53

GUIDE FOR APPLICANT SCORING

4. Very Strong Evidence

3. Good Evidence 2. Some Evidence 1. Weak evidence 0. No evidence

Described specific situation and skills applied at a high level.

Identified and linked all relevant issues.

Displayed high levels of initiative and/or innovation.

Achieved outcomes of a high standard.

Described specific situation and skills applied.

Identified and linked most relevant issues.

Displayed good level of initiative and/or innovation.

Achieved good, relevant outcomes.

Somewhat described a situation and skills applied.

Identified and linked some relevant issues

Displayed some initiative and/or innovation.

Achieved some relevant outcomes.

Provided few or no specific examples

Identified few or no relevant issues.

Displayed little or no initiative and/or innovation.

Achieved few or no outcomes.

Poor performance with no examples or issues identified.

54

Appendix D – Covering Letter to Referee, Requesting Reference

Dear Re: Insert Job Title We have received an application from Insert Name for the above position, who has given your name as a referee. Would you be kind enough to let me know, in confidence, whether you believe this person to be a suitable candidate for our consideration. Enclosed are copies of the Job Description and Person Specification that set out our view of the range of experience, skills and personal qualities we hope to see in someone applying for this post, and also a copy of our Education Charter. It would be most helpful to us if you could indicate any areas of your colleague‟s experience, either professional or personal, which match particularly well with aspects of our Person Specification. Insert Name is due to attend an interview on Insert Date, and it would greatly assist us if you could send a reply to this request as soon as possible. You can fax on Insert fax number, e-mail your reference to Insert email address, or post it to Oasis Community Learning, The Oasis Centre, 75 Westminster Bridge Road, London SE1 7HS. May I thank you in advance for your help in this matter. Yours sincerely Name Job Title Contact Details


Version 4 – 12.10.2011 55

Appendix E - Template Reference Request Form Reference Request Form The reference request form is a strictly confidential document used by Oasis Community Learning when assessing an applicant‟s suitability for a position.

Please answer all questions to the best of your ability. Enclosed are copies of the „Job Description‟ for this position and our „Education Charter‟ that should assist you when completing the form.

This role is very important to Oasis Community and therefore any comments you might care to make, would be most appreciated.

Section 1: Applicant Information

Please confirm, where possible, the applicant‟s:

Name:

Current Job Title:

Start Date:

End Date:

Current Salary:

Continuous Service Date (if applicable):

In what capacity do you know the applicant and for how long have you known them?

Section 2: Values and Behaviours The following section outlines values and behaviours expected of our employees. Please select the best corresponding box and where possible justify your selection by giving reasons and/or specific examples in space provided. Please use additional pages if required.

Excellent Good Average Poor Unable to comment

1. Academic Aptitude/Capability:

Reason for selection and specific examples of demonstration:


Version 4 – 12.10.2011 56


2. Leadership Initiative:



3. Teamwork Ethics:



4. Demonstrated Values & Behaviours:



Version 4 – 12.10.2011 57


5. Perceived Enthusiasm for Oasis Community Learning Purpose & Ethos:



6. Energy / Dedication:



7. Personal Development :



Version 4 – 12.10.2011 58

What is your overall recommendation for them in this role? (Please select appropriate box)

Definite

Have Concerns

Would not consider suited

Section 3: Additional Information

Is the applicant subject to any current disciplinary proceedings? YES NO

If Yes, please provide details:

Oasis Community Learning is committed to safeguarding and promoting the welfare of children and young people and expects all staff to share this commitment.

In view of this, has the applicant been subject to any disciplinary offences relating to children, including any for which the penalty is time expired?

YES NO


Has the applicant been the subject of any allegations or concerns related to the safety and welfare of children?

YES NO


Are you satisfied that the applicant is suitable to work with children? YES NO

If No, please specify concerns and reasons


Version 4 – 12.10.2011 59

Would you re-employ the applicant? YES NO

Please record any additional comments that you would like to make.

Please particularly refer to the applicant‟s performance history and conduct; any specific concerns that are held in regard to the applicant‟s suitability for this post and to work with children; and details on behaviour management expertise.

Signed: Job Title:

Organisation:

Print Name:

Date:

Please note that in providing a reference you have a responsibility to ensure that the information given is accurate and does not contain any material misstatement or omission. Relevant factual content of reference may be discussed with the applicant. Kindly return this reference to Esme Dickinson, Recruitment Adviser by any of the following ways: Email: [email protected] Fax: 020 7921 4201 Post: Oasis Community Learning, The Oasis Centre, 75 Westminster Bridge Road, London SE1 7HS

Thank you very much for this reference that you have provided; it is much appreciated by Oasis Community Learning


60

Appendix F - Template Letter Inviting Applicant to Interview Date Name Address Dear Re: Vacancy title – Oasis Academy Name

We are delighted to confirm that your application for the above post has been successful at this stage and you are invited to attend an assessment on Interview Date, beginning at Time. The assessments will be held at Address. Please find enclosed a map. The assessment day will consist of: (to be decided as part of recruitment plan, for example)

1. Academy Tour 2. Written Task 3. Student Panel 4. Observed Teaching Exercise 5. Formal Panel Interview

Upon arrival, please report to the reception where you will be received by a member of the Oasis Community Learning Team. The assessment panel will consist of Names and position within Oasis Community Learning. Oasis Community Learning is also required to check your identity, any academic or vocational qualifications you have claimed in your application form and your right to work in the UK. Please bring the documents listed on the attached note with you to your interview. They will be checked and returned to you that day. At interview, you will be required to complete an enhanced CRB Disclosure application form. Therefore, please bring with you the original documents to support your application, as listed on the attached note. These will also be checked and returned to you. If you are successful in your application, we will send your CRB disclosure application immediately, thereby enabling you to start work sooner.

Please note that original documents are necessary. Photocopies or certified copies are not sufficient. Photocopies of your documentation will be taken on the day. In compliance with the provisions of the Data Protection Act 1998, should you not be successful, your personal details will be shredded three days after the successful candidate has accepted the job offer. All your personal data will be destroyed except for short-listing and panel interview notes which will be kept for six months, in line with the CIPD recommended retention period.


Version 4 – 12.10.2011 61

I would be grateful if you could advise me whether you have any access requirements at interview or if you require any special arrangements/equipment to assist you. Please do not hesitate to contact me should you require any further information relating to the interview process. Yours sincerely Name Position Contact information (email, telephone)

Encs: Map to location Information Note: Documents to bring to interview

Documents to Bring to Interview

Oasis Community Learning is required to check your identity, any academic or vocational qualifications you have claimed in your application form and your right to work in the UK. Please


Version 4 – 12.10.2011 62

bring the relevant documents listed below with you to your interview. They will be checked and returned to you that day.

1. Evidence of your right to work in the UK

Please bring ONE original document from List A or TWO original documents from List B.

List A

A passport showing that you, or a person named in the passport as your child, is a British citizen or a citizen of the United Kingdom and Colonies, having the right of abode in the United Kingdom

A passport showing that you, or a person named in the passport as your child, is a national of a European Economic Area country or Switzerland

A residence permit, registration certificate or document certifying or indicating permanent residence issued by the Home Office or the Border and Immigration Agency to you as a national of a European Economic Area country or Switzerland

A permanent residence card issued by the Home Office or the Border and Immigration Agency to the family member of a national of a European Economic Area country or Switzerland

A Biometric Immigration Document issued by the Border and Immigration Agency to you, which indicates that you are allowed to stay indefinitely in the United Kingdom, or have no time limit on your stay in the United Kingdom

A passport or other travel document endorsed to show that you as the holder are exempt from immigration control, are allowed to stay indefinitely in the United Kingdom, have the right of abode in the United Kingdom, or have no time limit on your stay in the United Kingdom

An official document issued by a previous employer or Government agency (such as HM Revenue and Customs, the Department for Work and Pensions, Jobcentre Plus or the Employment Service) which contains your permanent National Insurance number and name plus

o An Immigration Status Document issued by the Home Office or the Border and Immigration Agency to you, with an endorsement indicating that you are allowed to stay indefinitely in the United Kingdom, or have no time limit on your stay in the United Kingdom, or

o A full birth certificate issued in the United Kingdom which includes the name(s) of at least one of your parents, or

o A full adoption certificate issued in the United Kingdom which includes the name(s) of at least one of your adoptive parents, or

o A birth certificate issued in the Channel Islands, the Isle of Man or Ireland o An adoption certificate issued in the Channel Islands, the Isle of Man or Ireland o A certificate of registration or naturalisation as a British citizen o A letter issued by the Home Office or the Border and Immigration Agency to

you, which indicates you are allowed to stay indefinitely in the United Kingdom List B

A passport or travel document endorsed to show you are allowed to stay in the United Kingdom and are allowed to do the work you have applied for, provided that it does not require the issue of a work permit


Version 4 – 12.10.2011 63

A Biometric Immigration Document issued by the Border and Immigration Agency to you, which indicates you can stay in the United Kingdom and are allowed to do the work in question

A residence card or document issued by the Home Office or the Border and Immigration Agency to a family member of a national of a European Economic Area country or Switzerland

A work permit or other approval to take employment issued by the Home Office or the Border and Immigration Agency, plus:

o A passport or another travel document endorsed to show you are allowed to stay in the United Kingdom and are allowed to do the work you have applied for, or

o A letter issued by the Home Office or the Border and Immigration Agency to you or Oasis Community Learning, confirming you are allowed to do the work you have applied for

A Certificate of Application issued by the Home Office or Border and Immigration Agency to or for a family member of a national of a European Area Country or Switzerland, stating you are permitted to take employment, which is less than six months old

An Application Registration Card issued by the Home Office or Border and Immigration Agency stating that you are allowed to take employment

A document issued by a previous employer or Government agency (such as HM Revenue and Customs, the Department for Work and Pensions, Jobcentre Plus or the Employment Service) which contains your permanent National Insurance number and name plus:

o An Immigration Status Document issued by the Home Office or the Border and Immigration Agency to you, with an endorsement indicating that you can stay in the United Kingdom and are allowed to do the type of work you have applied for, or

o A letter issued by the Home Office or the Border and Immigration Agency to you or Oasis Community Learning, confirming you can stay in the United Kingdom and are allowed to do the work you have applied for

2. Evidence of both your identity and supporting information for a CRB disclosure check application

Please bring original documents which will meet CRB requirements. Please provide the following:

Passport

Driving Licence

Evidence of your National Insurance Number

If you do not have all of the above documents please provide additional documentation as follows:

One document from Group 1 (below) plus any two from Groups 1 or 2 (ie three documents), or

Five documents from Group 2 Group 1

Passport – any nationality

UK Birth Certificate – issued within 12 months of date of birth; full or short form acceptable, including those issued by UK authorities overseas, such as Embassies, High Commissions and HM forces


Version 4 – 12.10.2011 64

UK issued Driving Licence – England/Wales/Scotland/Northern Ireland/Isle of Man; either photocard or paper. A photocard is only valid if you present it with the counterpart licence

EU National Identity Card – EU countries only

HM Forces ID Card (UK)

UK Firearms Licence

Adoption Certificate (UK) Group 2

Marriage/Civil Partnership Certificate

Financial statement issued within the past 12 months, eg pension, endowment, ISA

Birth Certificate

Vehicle Registration Document (Document V5 old style and V5C new style only)

P45/P60 Statement (UK), issued within the past 12 months

Mail Order Catalogue Statement – documentation must be less than three months old

Bank/Building Society Statement – documentation must be less than three months old

Court Claim Form (UK) – documentation issued by Court Services within the past 12 months

Utility Bill issued within the past 12 months – electricity, gas, water, telephone; including mobile phone contract/bill

Exam Certificate – eg GCSE, NVQ, O Levels, Degree

TV Licence, issued within the past 12 months

Addressed Payslip - documentation must be less than three months old

Credit Card Statement - documentation must be less than three months old

National Insurance Card (UK)

Store Card Statement - documentation must be less than three months old

NHS Card (UK)

Mortgage Statement, issued within the past 12 months

Benefit Statement no more than three months old, eg Child Allowance, Pension

Insurance Certificate, issued within the past 12 months

Certificate of British Nationality (UK)

Council Tax Statement (UK), issued within the past 12 months

Work Permit/Visa (UK), issued within the past 12 months

A document less than three months old from Central/Local Government/Government Agency/Local Authority giving entitlement (UK) – eg Department for Work and Pensions, the Employment Service, HM Revenue & Customs, Job Centre, Job Centre Plus and Social Security

One of the following documents from the Borders and Immigration Agency (BIA) (formerly the Immigration and Nationality Directorate – IND) (UK). Only one of the following documents can be accepted: Convention Travel Document (CTD), Stateless Person‟s Document (SPD), Certificate of Identity (CID), Application Registration Card (ARC)

Connexions Card (UK)

CRB Disclosure Certificate, issued within the past 12 months

Letter from a Head Teacher – must be less than three months old

3. Evidence of academic or vocational qualifications Please bring with you original documents confirming your qualifications in accordance with the essential requirements in the Person Specification, e.g. Degree certificate, evidence of QTS, GTC registration, GTC induction certificate, evidence of National Professional Qualification for Headship (for Principal applications), etc.


Version 4 – 12.10.2011 65

66

Appendix G - Template Interview Assessment Sheet

POST TITLE Date

INTERVIEW ASSESSMENT SHEET

Candidate Name:

Interview questions Grade 0- 4 Evidence

SAFEGUARDING

What makes a school safe and supportive and what do you feel are staffs responsibilities in protecting children?

What are staff‟s responsibilities in protecting children?

Tell us how you currently action this

Tell us about a time when you have had Safeguarding concerns about a child

What did you do?

Who did you involve?

What was the outcome?

Tell us about an instance when you have taken action to help protect a child


Version 4 – 12.10.2011 67

Have you ever been concerned about a colleagues behaviour towards children?

What did you do?

What lessons did you learn?

Total /

Candidates should provide overall “good” evidence to satisfy the essential criteria detailed in the Persons Specification, equating to an overall score of 3 or above/ a pass mark of xx

Panel Member Name:

Signed:

GUIDE FOR APPLICANT SCORING

4. Very Strong Evidence

3. Good Evidence 2. Some Evidence 1. Weak evidence 0. No evidence

Described specific situation and skills applied at a high level.

Identified and linked all relevant issues.

Displayed high levels of initiative and/or innovation.

Achieved outcomes of a high standard.

Described specific situation and skills applied.

Identified and linked most relevant issues.

Displayed good level of initiative and/or innovation.

Achieved good, relevant outcomes.

Somewhat described a situation and skills applied.

Identified and linked some relevant issues

Displayed some initiative and/or innovation.

Achieved some relevant outcomes.

Provided few or no specific examples

Identified few or no relevant issues.

Displayed little or no initiative and/or innovation.

Achieved few or no outcomes.

Poor performance with no examples or issues identified.

EMPLOYEE PERSONNEL FILE CHECKLIST

Appendix H: Employee Personnel File Checklist


Version 4 – 12.10.2011 68

Right to Work:

Employee Name Position Location

List A Documents

A passport showing that the holder, or a person named in the passport as the child of the holder, is a British citizen or a citizen of the UK and Colonies having the right of abode in the UK.

A passport or national identity card showing that the holder, or a person named in the passport as the child of the holder, is a national of the European Economic Area or Switzerland.

A residence permit, registration certificate or document certifying or indicating permanent residence issued by the Home Office or the Border and Immigration Agency to a national of a European Economic Area country or Switzerland.

A permanent residence card issued by the Home Office or the Border and Immigration Agency to the family member of a national of a European Economic Area country or Switzerland.

A Biometric Immigration Document issued by the Border and Immigration Agency to the holder which indicates that the person named in it is allowed to stay indefinitely in the UK, or has no time limit on their stay in the UK.

A passport or other travel document endorsed to show that the holder is exempt from immigration control, is allowed to stay indefinitely in the UK, has the right of abode in the UK, or has no time limit on their stay in the UK.

COMBINATION DOCUMENTS

An official document giving the person‟s permanent National Insurance Number and their name issued by a Government agency or a previous employer i.e P45, P60 or NI number card.

WITH ONE OF THE FOLLOWING DOCUMENTS

An Immigration Status Document issued by the Home Office or the Border and Immigration Agency to the holder with an endorsement indicating that the person named in it is allowed to stay indefinitely in the United Kingdom or has no time limit on their stay in the United Kingdom.

A full birth certificate issued in the United Kingdom which includes the name(s) of at least one of the holder‟s parents.

List A Documents Continued

A full adoption certificate issued in the United Kingdom which includes the name(s) of at least one of the holder‟s adoptive parents.

A birth certificate issued in the Channel Islands, the Isle of Man or Ireland.

An adoption certificate issued in the Channel Islands, the Isle of Man or Ireland.

A certificate of registration or naturalisation as a British citizen.

A letter issued by the Home Office or the Border and Immigration Agency to the holder which indicates that the person named in it is allowed to stay indefinitely in the United Kingdom.

List B Documents

A passport or travel document endorsed to show that the holder is allowed to stay in the United Kingdom and is allowed to do the type of work in question, provided that it does not require the issue of a work permit.

A Biometric Immigration Document issued by the Border and Immigration Agency to the holder which indicates that the person named in it can stay in the United Kingdom and is allowed to do the work in question.

A work permit or other approval to take employment issued by the Home Office or the Border and Immigration Agency when produced in combination with either a passport or another travel document endorsed to show the holder is allowed to stay in the United Kingdom and is allowed to do the work in question, or a letter issued by the Home Office or the Border and Immigration Agency to the holder or the employer or prospective employer confirming the same.

A certificate of application issued by the Home Office or the Border and Immigration Agency to or for a family member of a national of a European Economic Area country or Switzerland stating that the holder is permitted to take employment which is less than 6 months old when produced in combination with evidence of verification by the Border and Immigration Agency Employer Checking Service.

A residence card or document issued by the Home Office or the Border and Immigration Agency to a family member of a national of a European Economic Area country or Switzerland.

List B Documents Continued

An Application Registration Card issued by the Home Office or the Border and Immigration Agency stating that the holder is permitted to take employment, when produced in combination with evidence of verification by the Border and Immigration Agency Employer Checking Service.

An Immigration Status Document issued by the Home Office or the Border and Immigration Agency to the holder with an endorsement indicating that the person named in it can stay in the United Kingdom, and is allowed to do the type of work in question, when produced in combination with an official document giving the person‟s permanent National Insurance Number and their name issued by a Government agency or a previous employer.

A letter issued by the Home Office or the Border and Immigration Agency to the holder or the employer or prospective employer, which indicates that the person named in it can stay in the United Kingdom and is allowed to do the work in question when produced in combination with an official document giving the person‟s permanent National Insurance Number and their name issued by a Government agency or a previous employer.

Other Checks:

Proof of ID (please see overleaf for guidance)

Proof of Name change (if applicable)

List 99 Date………………...

Reference 1

Reference 2

Copies of Qualifications

CRB Check obtained Date…………………

Occupational Health Form / Certificate

One Signed Contract

Employee Details Form

Application Form & Interview Notes

Job Description & Person Specification

NQT Checks – Copy of QTS Certificate

NQT Checks – Proof of GTCE registration

File Checked By:

Date:

Date post:	19-May-2018
Category:	Documents
Upload:	trinhhanh
View:	215 times
Download:	2 times